I've forgotten how unlearning evoloved to reward systems for learning but
Ben's
>I like the idea of dividing an evaluation into thirds (as I've mentioned
>before on this list):
>1/3 for individual performance
>1/3 for workgroup/team performance
>1/3 for department/division performance
As I've mentioned before why not try quarters. Three as you have and a
fourth for other peoples performance. If say Ben you and I both ran
departments and I was rewarded for your performance [not the general
performance but your specific performance], and that of a few others,
imagine what would happen. I know one organisation that has done it for
years and they consistently lead their industry in both performance and
reputation for learning.
If Price
The Harrow Partnership
Pewley Fort Guildford UK
101701.3454@compuserve.com
--Dr Ilfryn Price <101701.3454@compuserve.com>
Learning-org -- An Internet Dialog on Learning Organizations For info: <rkarash@karash.com> -or- <http://world.std.com/~lo/>