Problem:
Another extrinsic motivator that can lose its motivating properties over time is recognition. At the correct time in the right amount recognition is a great motivational tool. The tool can have an opposite effect if used to liberally or if viewed by the employee as a less than sincere tactic. If an employee did an expert job rewiring a control panel and the manager told the employee so, then the recognition serves as positive reinforcement that the employee will appreciate. However, if the compliments are administered continuously, then they tend to lose their value. The employee may even start to question the manager's motives. If the employee determines the manager is using the compliments as the proverbial carrot, then the recognition could lose its motivational properties and worse, have a counter effect.
Have you ever seen a backlash from awards ceremonies and "outstanding employee" type awards?
If so what happened and why?
Extrinsic motivators tend to lose their motivating properties in the long-term because they become expected and repetitive. Extrinsic motivation is an environmentally created reason (e.g., incentives or consequences) to engage in an action or activity. Usually there are no new motivators that can give variety and change to already established strategies. Once the employee has achieved the motivators, they lose their challenging characteristics. An extrinsic reward enlivens positive emotion and facilitates behavior because it signals the opportunity for a personal gain. On the other hand, intrinsic motivators may change as the individual develops so there are always new challenges.
Would you consider the bonuses given to an employee as a motivator because they have always been given to the employee or not?