Category: Featured

External incentives and internal motivation – a perfect pairing to boost work performance!

1) Work results depend on a person’s internal motivation.

2) The belief that money or bonuses can decrease employees’ internal motivation is only partially founded – financial rewards and recognition can sometimes increase the positive relationship between internal motivation and work performance.

3) While enjoyment may be more beneficial for complex activities, incentives seem to matter more for straightforward, repetitive work.
Continue Reading

Interview with Rob Briner, Scientific Director of the Center for Evidence-Based Management (CEBMa)

ob Briner is Professor of Organizational Psychology in the School of Business and Management at Queen Mary University of London. He is also very active in developing evidence-based practice in management, HR and organizational psychology. He was a founding member, Vice-Chair and now Scientific Director of the Center for Evidence-Based Management which, through its teaching, training and dissemination activities aims to help managers make better decisions by adopting the principles of evidence-based practice. Rob’s work in this area has led to him being named in 2016 the Most Influential HR Thinker by HR Magazine.
Continue Reading

Training that works (hint: motivation matters more than you think)

-Cognitive ability matters for training success, but motivation matters more!
-Motivation is likely to be higher when trainees believe in themselves (self-efficacy) and when they value the benefits that a training brings (valence).
-Training works when people learn, then apply what they learned to their job and their performance improves.
-Skill acquisition and self-efficacy will likely lead to training material being transferred to the job.
Continue Reading