Carrot or stick? What is the most effective way to manage people?

Human psychology has never been deprived of the scrutiny of scientists. This science also catches the eye of ordinary inhabitants. Each of us learns from our own life experiences, this knowledge forms our behavior. Different stimuli cause us a different response. Teachers and managers have long learned how to manipulate incentives in order to change human behavior.

Schemes and management techniques

Considering the basic level of action management, we refer to the popular methods of encouragement and punishment, which psychologists are accustomed to call the “carrot and stick” method. However, here the opinions of experts differ radically. Some of them believe that the combination of encouragement and punishment is the most effective, some give the palm only to promotion, and some only to punishment. What techniques are most effective?

Punishment has established itself as an effective measure of governance.

Do you know that presenting the necessary requirements will help to change a naughty child, an incompetent student, a person with a vicious addiction, and also an employee with low productivity? The question is only in choosing the path of "education": positive or negative. Most people are sharply negative about measures that cause unpleasant feelings. That is why many subordinates try to avoid punishment and penalties. Tight management with high demands on employees has long been recognized as effective. It helps maintain discipline at home, at work, or in social structures. And at the same time, recently the tight control technique has many opponents.

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Most people function better in a positive environment.

Managers who practice harsh methods of influencing subordinates and actively use punishment may have to change their belief system. A recent study by Harvard University researchers found that most people function better in a positive environment. And this means that a reward technique can become even more effective than punishment. The founding father of operant conditioning (the methodology for the formation of conditioned reflexes by reaction rather than stimulus) B.F. Skinner advocated radical behaviorism. In his works, the American psychologist and author of books tried to trace the relationship between conditioning and behavior modification. The scientist created a new psychological school called “experimental analysis of behavior”, in which he examined the effects of reward and punishment on human psychology.

Could a reward be better than punishment?

An important role in human psychology is played by motivation. An employee of one of the companies will never agree to participate in an adventurous risky project if he cannot count on getting a good reward. Awards and thanks are excellent incentives, synonyms for the recognition of the professional qualities of people. If the boss will acknowledge the merits of subordinates, having received a reward, they will begin to work with tripled strength. When the punishment technique is practiced, the boss will not be able to motivate employees to work better. They will perform their functions correctly, but without enthusiasm. Their main task is to avoid punishment, and not to benefit the enterprise. As you can see, if you put a person in a positive professional environment and recognize his merits, you can achieve greater productivity. From the outside, everything seems extremely simple. However, in order for the gingerbread method to work, three conditions must be met.

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Method effectiveness conditions

First, the entity must be interested in remuneration. Secondly, the employer should not provide a reward before the subordinate completes the task. Third, employee productivity must exceed established standards. The subordinates of the manager who prefers the “carrot” method may fail due to the inability to fulfill all of the above conditions. It should be noted that the provision of the award not only changes the behavior of a person, but also forms the creation of certain values. An employee who regularly receives a reward for a good job is now unlikely to agree to work for a salary. On the other hand, no one can expect extraordinary results from ordinary employees. Each employee has his own abilities. Someone is more talented in product promotion, marketing component and customer search, someone less.

Reward benefits

Rewards can be current (bonus for successful completion of the project) and long-term (13th salary). If you use this system on a regular basis, people develop a certain behavior. Those who crave rewards more are trying harder or staying out of class. If the employer guarantees that the rewards will not be limited by a short period of time, the employee will strive to increase productivity. For example, for a good job, a person is guaranteed a reward in the amount of a monthly salary. And as long as he is interested in this proposal, he will make every effort to fulfill your requirements. However, when this offer loses its appeal, the employee loses motivation.

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How it works in the school system

This principle also works in the school system. Students at the end of the year are awarded honorary diplomas, diplomas, gifts and valuable certificates. At the ceremonial line they are invited to the stage and presented with well-deserved awards. Pupils who have one or two "fours" tend to catch up in order to become one of the elect next year. They have an incentive to learn better and make more efforts. If the former excellent student begins to give up their positions, he loses motivation and joins the number of students demonstrating average results. As you can see, in this scenario, the reward system is more effective. It motivates students to succeed. Well, children who are difficult to study, do not experience much stress and condemnation because they study mediocre. On the contrary, they also strive to improve their results and move into a cohort of "good".

Disadvantages of the method

However, the “carrot” method can have negative consequences. Despite the fact that the above examples clearly illustrate how a pleasant event can increase motivation, this can not save some workers from doing work “through the sleeves”. In other words, if the reward is not interesting to a person, he allows himself to work, making mistakes. People will be afraid to make a mistake only when they know that this will be followed by a punishment (for example, deprivation of a bonus). One way is to prevent the occurrence of a negative event, the other increases productivity and motivation. But no matter how effective the “whip” is, it has a negative background. It helps reduce errors through coercion (unwanted incentive).

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Scientists have proved the inconsistency of the “whip” in education

The effectiveness of punishment is clearly illustrated by the experience of young parents. A study by Tulan University staff found that children who were spanked for misbehavior at the age of three years became more aggressive after two years compared to their peers. Other scientific experiments have shown that more radical punishments (such as flogging) are an ineffective method of education in children under the age of 12 years. Psychologists warn that this obsolete method should not be used if parents do not want to grow up aggressive and embittered members of society.

People learn from positive experiences faster.

It has been proven that people learn faster from positive experiences. Punishments cause negative emotions and often end in complete failure. This trend is especially relevant for children. Punishments discipline, but lead to unpleasant consequences. Employees with tight discipline in their company are forced to put up with regular stress. In the end, they enter a “fight and flight” mode, which prevents productivity gains.

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