It is Time to let Go the Carrot and Stick Approach, Even as it Subconsciously Brings Glory to a Chief in Nakuru County

By Mwangi  Wanjumbi – Newtimes B.S. CEO & Chief Consultant/Trainer

This week, my attention is completely stuck on the continuing exploits of Chief Kariuki of Nakuru County. This is the administrator who has become a darling of both the National and International Media for good reasons. On the other hand, he has naturally become a counter-terrorist of those who are fond of reaping from where they have not sawn. That is besides those who derive pleasure in just terrorizing the society.

Needless to venture into the intricacies already in the public domain, Chief Kariuki is a real star especially in a society that has long given up on criminals. Apparently, they present themselves in all manners, shapes and levels of sophistication. What else can one say of a relatively junior government administrator who has beaten criminals at their own game?

Indeed, making them aware that they immediately risk the wrath of the police and enraged public, which they are part of, has either transformed the criminals or made them relocate elsewhere. Congratulations to Chief Kariuki for innovatively using twitter and text messaging to greatly contribute towards the improvement of the welfare of humanity, especially in the Nakuru County.

That said, Chief Kariuki is doing what each of us should be doing with our unique abilities and being recognized thus heftily rewarded for the same. Notably, the Chief‘s appearance in the international media is just the beginning of things to come. But, what actually was in the mind of this middle aged chief when he came up with his crime fighting inventions?

Though not a psychologist, I am reasonably versed with the various motivation theories, which I grasped from insights into organizational behavior.  It is these theories that we should all fall back on, anywhere in the world to moderate and reinforce behavior. Naturally, people are born decent, innocent and differently endowed with the ability to contribute towards the improvement of the welfare of humanity one way or the other. But then, the societal influences make them what they become. They make choices of either behaving well or becoming bad boys (and even girls) in the society.

Nevertheless, they can at will change from bad to good behavior. It is only delinquents (seemingly born criminals), a very small proportion of the society, who might find it hard to transform. In any case, they derive fun from crime or the suffering of fellow human beings. So, they may not be in crime out of desperation as such, but rather as a chosen way of life.

Nonetheless, it is bestowed upon the entire society including families, schools and employing organizations to do everything in our might to keep tracking and moderating behavior for the good of all. Sadly, many people have given up their fate to crooks of all kinds. That includes but is not limited to seemingly crazy matatu men, rapists, murderers, extortionists, ethnic chauvinists, land grabbers and even rogue politicians. It is even difficult to imagine how we cope in life with such people in our midst.

Meanwhile, John McGregor a behavioral scientist in the 20^th Century, came up with what is today referred to as Theory X and Theory Y behavior models. Theory Y advocates that people like doing what is right especially if encouraged through recognition of their efforts and appropriate rewards. Theory X on the other hand recognizes that people do not like doing what is right and have to be forced to comply. That is how the concept of carrot and stick that is synonymous with the donkey came to be conceptualized. Further, it is the same reason that led to the introduction of the cane, used for the now controversial corporal punishment.

The same is employed for negative reinforcement approach towards improving behavior. Yes, the reward for bad behavior is punishment, just like dipping our fingers in fire will yield inevitable pain. The same negative reinforcement also serves as deterrence. So, this concept as reinforced by technology is working for Chief Kariuki (regardless of whether used consciously or subconsciously), whereas the carrot for the residents is continued protection by their chief.

Ironically, maintaining law and order continues presenting endless headaches to many government institutions, whereas Chief Kariuki is continually attracting attention for his exploits. Moreover, many employing organizations have also, sometimes unwillingly or through lack of alternatives concentrated in applying the carrot and stick approach for behavior reinforcement. Indeed, rewards are continually being extended to encourage good behavior and improved employee performance. But, is it working?   More still, is this carrot and stick approach sustainable?

Even, where it works, it may not be sustainable for long. In my earlier career as an accountant, I was for a long while involved in processing salaries and loans for my colleagues in an organization then boasting a workforce of about 600 employees. The loan uptake used to be directly proportional to the seniority and therefore the income levels. The seniors would make use of hefty house and car loans, which impacted heavily on their net pay. The loans for the juniors would be softer, but still impact heavily on their disposable pay.

Those disinterested in loans used to upgrade their residences and vehicles with increased pay. It was even said that others could reward themselves with additional spouses to mark their upward progress. In the end everybody used to be broke almost in equal measures. So, as global pressures continue destabilizing employers and employees, there is a limit to which the carrot and stick approach can be used.

It is even more difficult especially in a highly competitive global village, where majority workers are now continually endowed with infinite knowledge that can be used positively or negatively depending on existing relationships. Probably, that explains why organizations already aligned to the knowledge era of the 21^st century have been continually abandoning the carrot and stick approach, in favor of more sustainable motivation concepts. Incidentally, that paradigm shift is among other things the subject of our organizational culture change/employee re-branding process as past and ongoing beneficiaries can attest.