Ultimate Rewards: What Really Motivates People to Achieve (Harvard Business Review Book Series)

This text aims to provide insights on how to use rewards, job enhancements and other methods to keep employees motivated. Ultimate Rewards tackles many of the hard issues and controversial questions about how to reward, what to reward, and who should reward, including determining whether employees really value "intrinsic" benefits like self-actualization and job enrichment more than extrinsic ones like pay; using promotions to recognize performance in a downsized, de-layered business environment when specific jobs at the next level may not be readily available; instituting reversible compensation, including bonuses, incentive pay, and compensation at risk; making financial as well as nonfinancial bonuses visible; designing efficient rewards that motivate future performance as well as thank people for past performance; measuring and rewarding results to minimize dysfunctional behavior; and creating opportunities for peers, customers, and subordinates to participate in the review process. Framed by Kerr's provocative introduction, Ultimate Rewards highlights successes and failures as well as the conflicting opinions on what works and what doesn't, as it addresses the perennial challenge of ensuring top-quality performance and winning results. Motivating and encouraging employees is a perennial issue for business managers. In this collection of Harvard Business Review articles, Steve Kerr brings together pieces that identify the sources of motivation for individuals and organizations. The articles include some of HBR's best-sellers and they offer managers insights on how to use rewards, job enhancement, and other methods to keep employees motivated. A Harvard Business Review Book. Articles and essays by such notables as Peter Drucker and Rosabeth Moss Kanter "examine the sources of motivation and offer numerous strategies for compensating employees and driving organizational excellence: power, accountability, responsibility, organizational culture, coaching, teamwork, incentives, goal settings, and employee ownership."--Jacket