Why Carrot and Stick Motivation Philosophies Are Now Out of Tune with Modern Organizational Cultures
By Mwangi Wanjumbi, Newtimes B. S. Chief Trainer/Consultant
Everyday of our lives presents evolving challenges and learning experiences. But, some recent news caption portraying striking senior management team of a quasi government body seemed rather unusual. In fact, the news item paints a brink picture of organizational management. Ideally, management teams are largely perceived to be part owners of organizations. Do they not drive organizational strategy and implement policy decisions on behalf of the investors, who act through the board of directors?
Further, we have in the recent past, witnessed numerous strikes associated with school teachers, university lecturers, doctors, nurses and I think pilots as well. Though I am an advocate of pay for performance when backed by the right management systems, it may be inconsiderate to dismiss the strikes offhand. Why? All these mentioned personnel are prime movers of the operations of the respective organizations or systems. Obviously, there can be no organizational or even national productivity without them, hence the need to have them performing at their best. But, what really happens?
Experiences during a long past, 3 day Business Leadership program could probably bring out some interesting lessons. As the plenary presentations continued, one section of the management team that represented a department, almost derailed the training. At the time, we had not yet administered our unique and fascinating tools that are meant to drive people’s attention away from thinking, and even imagining money matters.
Incidentally, their impact continues influencing the delegates long after the program, whatever they do, their seniority, and wherever they work from. Indeed, if allowed to reign, this money business almost always serves as a great inhibition to learning and sometimes progress, therefore our innovative solution.
Meanwhile, the said team could amazingly not reflect on anything beyond money issues. Never mind that the assignment on hand was to brainstorm on work strategies that could yield improved performance. Obviously, the eventual results are in ideal situations expected to benefit all the stakeholders. Is that not so?
So, guided by thoughts on money led the whole group to come up with suggestions such as more money to be paid; regular salary reviews to be carried out; salaries to be paid on time; benefits to be improved and reviewed regularly and so on. Does that really solve organizational performance challenges?
Certainly, not but the sentiments cannot be swept under the carpet, despite the cart being put before the horse. Indeed, these are signs of organizational challenges that are unfortunately replicated in many workplace situations. The only difference is the degree of proactive action. Could the same considerations have driven the striking management team of the quasi-government body, which was earlier mentioned? Perhaps, more insights on the matter would be helpful.
But, whereas the strike is a commonly accepted tool of the unionized workforce, it becomes a cause of concern when the same is applied by senior management teams. In fact, it could contribute greatly to risky organizational continuity. Why this view?
Strikes do not just happen one morning. They are preceded by complaints, disengagements, reduced performance and go slows, before the strike actions. Actually, some people may as well be considered to be on permanent strikes. That is so especially when, they work only to justify remaining on payroll, without any efforts of unleashing their full performance potential.
Of great concern however, is that many employers even if reluctantly and sometimes unknowingly continue applying the carrot and stick motivation philosophies. People are sweet-talked and sometimes threatened for desired results to be achieved. Under such circumstances, do the organizations concerned always get value for the time and efforts expended?
The thing is; those philosophies are now outdated especially in line with modern organizational behaviors. No matter how well the same are applied, employees can never unleash their full performance potential. Subsequently, organizations too can never benefit as would be desired. Effectively, that leads to growth inhibitions therefore mediocre achievements for all the stakeholders. Doesn’t it?
Realistically, no money anywhere is ever enough. More still, no rewards of whatever kind are ever enough. So, continued application of the carrot and stick motivation philosophy is fatalistic. Further, it is not sustainable at all. Worse still, organizations can only keep oscillating from temporally cycles of high performance to even longer ones of mediocre performance. Why So?
Research and experience has continually indicated that most organizations are, unknowingly still stuck on the 20th century organizational behavior paradigms. Then, workers were equated with tools of performance. They were also considered as costs to organizations – their efforts were attributed to direct labour, whose cost could easily be calculated. They could therefore be hired and fired at will depending on organizational convenience.
The global picture has however changed dramatically in the 21st century. In this era of information explosion, it is suicidal for organizations to continue being entrenched in some of the 20th century motivation theories and cultures. Needless to emphasize, some of them do not discriminate between the seniors and juniors. So, pray that the striking burg does not continue spreading to other management systems, especially in the private sector.
Luckily, organizations need not struggle with the alternatives. Already, there are proven transformation solutions that help in easily transiting to modern global organizational culture. The tragedy could be adopting wait and see attitudes, as change dynamics continue taking their toll on organizational progress.
Notably, personal and team assessment tips and guides on desirable re-alignment strategies, are now incorporated into all our training programs. This is in realization that people will inevitably unleash their potential only when work becomes fun.  Welcome!!!!