The title says it all: carrots and sticks don't work.
Reward and recognition programs can be costly and inefficient, and they primarily reward employees who are already highly engaged and productive performers. Worse still, these programs actually decrease employee motivation, because they can make individual recognition, rather than the overall success of the team, the goal. Yet many businesses turn to these measures first - unaware of a better alternative.
So, when it comes to changing your organizational culture, carrots and sticks don't work! What does work is Dr. Paul Marciano's acclaimed RESPECT model, which gives you specific, low-cost, turnkey solutions and action plans-- based on seven key drivers of employee engagement that are proven and supported by decades of research and practice - that will empower you to assess, troubleshoot, and resolve engagement issues in the workplace:
Carrots and Sticks Don't Work delivers the same proven resources and techniques that have enabled trainers, executives, managers, and owners at operations ranging from branches of the United States government to Fortune 500 corporations to 20-person outfits to realize demonstrable gains in employee productivity and job satisfaction.
When you give a little RESPECT, you get a more effective organization with reduced turnover and absenteeism and employees at all levels who are engaged, focused, and committed to succeed as a team. In short, you get maximum ROI from your organization's most powerful resource: its people!
©2010 Paul Marciano (P)2010 Paul Marciano
I didn't initially go looking for this book or any book like this. In my line of work, I wasn't looking for a solution to a problem. I simply like to read books that open my mind to new ways of thinking or something to challenge my way of thinking. Perspective.
Then I found this book, Carrots and Sticks Don't Work.
What this book explains is Paul's view on the systems most businesses use to motivate employees, how it fails to achieve lasting results, and his system for a content workforce.
This book made me think of why, in my professional career, I was not happy with my employers. I would try to make things right by changing my way of thinking to match culture or something like that but this book opened my eyes to glaring issues in the reward systems used today that are not giving the right people the needed reasons for staying committed to the organizations. Also, I became aware of my disengagements from companies as an overachiever that was overlooked, overworked, and undervalued. This book, backed by case studies and Paul’s personal experiences, painted the picture I needed to move forward pass some of my own demons and has provided me a better understanding of why things are the way they are and a radical solution to address it with minimal effort.
I would highly recommend this book to any and all low, mid, and high level supervisors/managers/leaders/HR that want to help people first and focus on a purpose driven atmosphere that encourages the most common need in all of us...RESPECT.
It has great content that's backed up with research and real-life examples and experiences. If you're looking for ideas and rational into why engagment needs to be intrinsic and not extrinsic motivation, this is a great book to start with.
While Bronski has an easy voice to listen to he sounds rushed and often times I had a hard time catching what he was saying. He sounds like he's speaking too fast and it would have been nice if he slowed the pace down just a bit. He needs to leave time for the the words to resonate with the listener.
Leadership Communications Coach
Dan Pink's Drive because it offers a simpler approach to the same issue of engagement. The two are good together. Not opposing viewpoints but different ways of getting to the same end.
Slightly cynical or condescending inflection, way too rapid reading, mispronunciation of words all of which highly detracted from the kind, thoughtful content.
No. I think he gets his point across.
Don't let Richard Broski read any other books until he learns how to pronounce words like concomitant, Appomattox, and subsequent correctly, SLOW DOWN and drop that tone. I wanted the info but I found myself getting angry at the delivery. It was a struggle not to go buy the book so that I didn't have to listen to this reading.
Operant conditioning reworded
No thank you.
Good leadership principles.
The narrator, Mr. Marciano, has a good voice but he speaks very fast. To give you a clue I will type the rest of this the way Mr. Marciano speaks. Heleavesalmostnospacebetweenhiswords,tothepointthelistenermustreallyconcentrateinordernottofollowthebook. Hisrateofspeakingisjusttoofastforme.
No, the lack of pause in the narration is very distracting. I appreciate the ideas and concepts but they are very hard to digest because it all comes at you so fast. I'm sure I would enjoy the written text much more.
The stories and examples help bring to life the thoughts the author wants to convey.
The narrator is aweful! Again, it is like an audio assalt. Someone must have thought that it would be a good idea to edit out all pauses, even the slightest ones. As a result the guy sounds like a robot. No human being could string that many words/sentences together without a single breath. Extreamly difficult to listen to and at times hard to follow as I commute to and from work.
I don't fault the author at all. I think the content is very good. He clearlly knows what he is talking about and I have learned many things that I am putting into practice. My only issue is with the narration. As an audiobook I would not recomend it to others.
This is a great book for all business leaders and a must for anyone working in the field of Human Resources. Dr. Marciano's research is comprehensive and the RESPECT model for Employee Engagement sets out guiding principles for enduring cultural change that has a measurable impact on business results. This is an audio book you will listen to more than once and refer to often.
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