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Small signals of appreciation have a decisive influence on the output and quality of the work of employees. A field experiment of KIT (Karlsruhe Institute of Technology) economist Petra Nieken and two colleagues revealed that a combination of performance-oriented piece wage and motivating words increases the performance by 20% and reduces the error rate by 40%.
"Our results are relevant to entrepreneurial practice," Nieken emphasizes. She holds the Chair for Human Resources Management of KIT's Institute of Management. How can staff members be motivated? Theory lists two instruments: Financial incentives, such as bonuses or piece wages, and the capability of executives to motivate their staff members. The question whether and how these two instruments complement, strengthen or weaken each other, however, is not clearly answered by theory. That is why this question was in the focus of the study performed at Bonn University.
(Score: 2) by Runaway1956 on Friday October 23 2015, @02:13PM
Very true - but that meaning of "promoting" doesn't fit into the context of this discussion. That fits into a closely related, but separate discussion, regarding financial incentives, in addition to yet another discussion about delegating authority. (you cannot delegate responsibility, you're still responsible after you've delegated all the authority possible to delegate)
On topic, people will follow you far more readily if you praise their efforts, toss them a few perks, and show them the respect they have earned. Many people will work even harder when you hand them more responsibility. But, keeping the above caveat in mind - you are still responsible for whatever you have handed to that junior person.
No NCO, and precious few officers, have the authority to unilaterally give an enlisted man a pay raise. In the civilian world, we see that frequently. Especially in a shop run by nepotism.