 |
Whether it’s financial or nonfinancial, the point of basic equity is that everyone is entitled to it. Not everyone is entitled to the same degree and kind of recognition.
|
192 |
 |
…receiving recognition for one’s achievements is among the most fundamental of human needs…
|
331 |
 |
Psychologically healthy people want to be recognized for their genuine achievements and are concerned primarily with the opinions of those whom they admire…
|
332 |
 |
Psychological rewards are not a substitute for money, but managers should not make the opposite error, which is believe that money can be a substitute for psychological recognition.
|
335 |
 |
Catching people in the act… is usually reserved for misdeeds, but applying the same principle to good performance is exactly what managers should do.
|
337 |
 |
…recognition is vitally important to employees and that employees listen carefully to every word that is said when it is given.
|
338 |
 |
An explicit vision and values statement is beneficial only if the company takes it seriously… bringing the messages conveyed by performance feedback and recognition into line with that statement.
|
347 |
 |
The ability to recognize agreeable takers as fakers is what protects givers against being exploited.
|
193 |
 |
Team leaders must be selfless and objective, and reserve rewards and recognition for those who make real contributions to the achievement of group goals.
|
220 |
 |
…we need to learn to recognize our cognitive blind spots and revise our thinking accordingly.
|
35 |
