Differential Effects of Incentive Motivators on Work Performance

Control (performance pay): simply received supplemental pay for increased performance, and workers were informed of this intervention. The three treatment groups operated under the O.B. Mod. model of behavioural management. Each groups' managers and supervisors had an identical training session, apart from the type of intervention they were to use. Monetary incentives group: clearly communicated the payout scheme. Discussed with workers whether they viewed the payout for performance as meaningful and worthwhile, provided workers with ongoing coaching, and continually reminded workers the monetary bonuses would be forthcoming when the workers were engaged in the critical performance behaviours. Social recognition group: administered personal recognition upon observing workers performing the specific behaviours identified. Supervisors did not give sugary praise, but rather gave specific concrete examples of awareness of positive performance. Feedback intervention group: supervisors developed charts and other objective information concerning the frequency of the identified critical performance behaviours.