Salespeople are often painted as being only interested in making money. A study of US salespeople looked at the impact on employee performance of three organizational reward types frequently used by companies to motivate and engage employees, namely financial incentives, recognition, and feedback. Examining sales employees in the retail sector, the results indicated that all three reward types increased employee performance, and that financial incentives and recognition were substitutes, with feedback being independent of the other incentive types.
Key Topics: Monetary incentives; Feedback; Recognition; Sales performance
Some degree of conflict within groups is often unavoidable, and can in fact have positive outcomes, but it can also lead to debilitating effects on group performance. A US study examined the effects of conflict on the effort levels of individuals and how incentives can overcome the negative effects of conflict. The researchers looked specifically at faultline conflict, which is conflict induced from dividing lines between group members. Results found that team members reduce their effort when they perceive faultline related conflict, while incentives moderated this effect of conflict on effort. Under these circumstances, team incentives were found to have a greater effect on performance than individual incentives.
Key Topics: Conflict; Incentives; Group decision making; Effort; Faultlines |
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