The biggest myth in human resource departments is that you can set up kindergarten-like gold star–based economies in which you reward employees for doing the things you want them to do, and punish the ones who don't live up to expectations, by gluing little gold stars to their charts and giving them enough money for a hot dog and a pop, and thus achieve better results.


This is so completely wrong that the very idea makes me sputter and spit angrily, which prevents me from clearly explaining just how completely wrong it is. And yet every big software company I know of and most of the small ones persevere in nineteenth-century-style performance measurement even when it's been thoroughly and exhaustively ...

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