ORGANIZATIONAL-LEVEL REWARDS AND RECOGNITION
We knew that individual and team-level rewards and recognition needed to be supported by organizational-level processes and systems that played a role in our reward system, such as those owned by human resources and finance. We actually found it easier to adapt some of these processes to support rewards and recognition than to create new and different individual monetary rewards programs, probably because at the systems level, we were not dealing with people's motivations, feelings, and psychology. We were also not sure of the impact that these changes would have on people's motivation when compared to intangible rewards.
We conducted a readiness assessment to ensure that we could change the elements ...
Get Strategic Innovation: Embedding Innovation as a Core Competency in Your Organization now with the O’Reilly learning platform.
O’Reilly members experience books, live events, courses curated by job role, and more from O’Reilly and nearly 200 top publishers.
