I'm a graduate student at the Erasmus University Rotterdam (netherlands).
Currently I'm involved in a paper about the effect of extrinsic rewards on
the learning organisation.
Several authors (Burgoyne, Pedler & Boydell, 1993 ; Marquardt 1996 etc.)
seem to think that using extrinsic rewards (gain sharing) can improve the
motivation of employees to learn. Although these statements seem obvious,
one can wonder whether this isn't a conclusion drawn to fast.
Peter Senge (1996) said that managing learning isn't about "control", but
improving committment. In my opinion using extrinsic rewards is a form of
using control (the carrot as in the "carrot and the stick"). Shouldn't
managers just rely on intrinsic motivation and forget about changing
Besides in order to reward learning, you must measure learning first. This
can easily be done for single loop learning, but it a little bit more
difficult for double loop learning. How does one measure double loop
learning? Measuring is necessary in order to create a just distribution of
rewards (based upon individual or group rewards). The danger of perceived
injustice in distributing rewards are well known. This could lead to a
crisis that would destroy any "learning climate".
Anyone who has comments or literature recommendations is welcome. Anyone
who wants to share his personal experiences in similar circumstances is
"S. Chou, Student EUR" <firstname.lastname@example.org>
Learning-org -- An Internet Dialog on Learning Organizations For info: <email@example.com> -or- <http://world.std.com/~lo/>