If money is the root of all evil, is it also the root of all motivation? When talking about workplace performance and training, the experts' consensus is a resounding "No." This article discusses why cash doesn't motivate everyone all the time when it comes to workplace performance and training and takes a look at what does.

Sometimes it's a relief when a leader leaves. What large organization, after all, doesn't have its "seasoned" corner office dragon who predates everyone, and who no one can figure out how to get rid of? But more often, companies are proud of their leaders, especially the ones they took pains to develop over a decade or two. After years of…

Discusses incentive awards for employees who help organizations achieve their goals by cutting costs, improving quality and conditions, and generally improving the results of human labor. (JOW)

Reviews processes accounting for the success of awards and incentives in increasing the speed of learning. Presents 10 principles of a well designed incentive program. (LRA)

Following an explanation of how merchandise is a more effective reward than money, this article points out specific advantages of cash rewards and merchandise rewards. It is noted that, while people say they prefer cash rewards, the merchandise awards are more meaningful and motivating. (LRA)

Describes new strategies and approaches being used to increase productivity through incentive plans, recognition programs, and other reward systems. (SK)

Focusing on the motivational effect of incentives on people in the workplace, two training consultants debate the effectiveness and usefulness of reward incentives. (LRA)

Reports the findings of a study that surveyed over 500 human resource developers to determine the extent to which they have heard the word and are seizing the opportunity to involve themselves in planning, development, and administration of nonsales and marketing recognition award and incentive programs for their organizations. (LRA)

Presents ten truisms about motivation that are frequently used in the world of training and employee development. Explains why they are all false. (CSS)

Describes the American Production Center and a productivity improvement system in which people become part of the productivity solution when given responsibility, recognition, and reward for productivity improvement. (LRA)

Discusses the research of Gary Latham and Edwin Locke on the effect of goal setting and goal commitment on employee productivity. (SK)

Briefly discusses perceptual and organizational differences between the brain's left (sequential) and right (associational) hemispheres. Suggests that learning situations can be greatly enhanced by involving the learner's right hemisphere and describes some ways to stimulate that portion. (MF)

Job restructuring and worker participation in decision making is humanizing technology in the land of Volvo and Saab and cutting down employee alienation and absenteeism. (Author)

As both advertising and training exist to indoctrinate a certain group and move it to action, five advertising techniques that trainers might use in their work are described and applied to training: culture (organization) building, market planning, promotion, educational techniques, and motivational techniques. (MF)

Some methods for getting adult learners to participate in classroom discussions are offered by a training manager. The trainer's attitude and the classroom environment contribute to motivating all trainees to participate, stimulate the nonparticipant to join in, and control the aggressiveness of the overparticipant. (MF)