The consensus in social psychology is that monetary incentives for performance have a detrimental impact on individual performance. Yes, under certain specific and limited conditions, rewards can reduce performance. Yet pay for performance schemes are ubiquitous. How can we resolve this divergence between theoretical recommendations and observed practices? Nirmalya Kumar and Madan Pillutla recommend solving the problem by designing smarter incentives that avoid these detrimental effects.
Content: Article
Authors: Madan Pillutla, Nirmalya Kumar
Source: “Management and Business Review (MBR)”
Subjects: Compensation, Human Resources, Motivation, Organizational Behavior
Authors: Madan Pillutla, Nirmalya Kumar
Source: “Management and Business Review (MBR)”
Subjects: Compensation, Human Resources, Motivation, Organizational Behavior
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