Comp & Team Participation LO12700

Antony Aitken (tpantonya@cix.compulink.co.uk)
Tue, 25 Feb 97 23:17 GMT0

Andy Wong wrote "Whereas FOCUS on Personal Growth as Team member
(Vision-Shared Vision, Value, Knowledge, Wisdom...) it is infinite and
opens windows to unlimited creativity and innovation."

Is there current evidence that $$## Rewards are not motivators?

Could it be also that $$## Rewards are substitutes for the security which
is no longer offered by the organisation? Has there been a shift in
perception?

As the cult of the individual grows further yet, is that security, in the
form of savings and pension rights, the hunter/gatherer's answer to that
lack of security, looking after self and those in the cave?

Is it right to suspect that the individual has already decided that
his/her objectives are to survive in the highly paid area of fulltime work
for as long as possible, having seen how organisations usually treat
people as disposable - and then to move into pastures new, which might be
closer to his/her real values?

What is the lesson for the organisation? Pay the rewards, or they will go
elsewhere?

And in a period of change and uncertainty, how does the organisation
communicate a learning culture which is at variance with the real
expectations of the individual, supported by so much evidence? Why should
it be believed?

Antony Aitken
Transition Partnerships

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tpantonya@cix.compulink.co.uk (Antony Aitken)

Learning-org -- An Internet Dialog on Learning Organizations For info: <rkarash@karash.com> -or- <http://world.std.com/~lo/>