HRM200 Lecture Notes - Lecture 9: Performance Appraisal, Organizational Culture, E-Commerce

• School: University of Waterloo
• Department: Human Resources Management
• Course: HRM200
• Professor: William Peckham

Document Summary

Hrm 200 chapter 12 (pay-for-performance and financial incenives) Money & moivaion ted video daniel pink the puzzle of moivaion (htps://www. youtube. com/watch?v=rrkrvaubu9y) The candle problem: candle, thumbtacks, matches atach candle to the wall w/o the wall without having it drip onto the table, control group vs. group with monetary compensaion promised if they perform well. Group with monetary compensaion took 3 minutes more on average: coningent moivators, extrinsic vs. intrinsic moivators. Mismatch between what science knows and what business does. Rewards narrow our focus and our minds: are the problems that highly-developed, white-collard workers deal with let-brained (logical) or right-brained (creaive) Soluion is built around intrinsic moivaion: desire to do things because they mater, we like it, they"re interesing, or part of something important. 3 pillars of intrinsic moivators/rewards to build companies (incenive programs) around: autonomy* the urge to direct our own lives.