Rewards Are Risky

Researchers tell us that rewards and punishments are not only ineffective over the long term, they fundamentally alter the way we approach a task. This may seem like a load of rubbish to those who rely on rewards or punishments to get others to do what they want them to do. Here are some of the reasons for reconsidering this form of motivation:

1. Rewards Punish

Because rewards are only given to those who reach a specific standard of performance, all the others are considered undeserving and, therefore, punished. What parent hasn’t held out a carrot to get someone to perform a task? And what parent hasn’t withheld that reward to further manipulate the situation? If we decide to reward on the basis of effort, then what if the result of hard work is failure?

2. Rewards Rupture Relationships

If your parent, teacher, or manager is sitting in judgment of you and can hand out rewards and punishments based on your capabilities, how willing would you be to ask for help when problems develop? Likewise, if only one person is rewarded for being the best, how willing would the participants be to help one another?

3. Rewards Ignore Reasons

Why is a child getting out of bed, a student not doing homework, or an employee

underperforming? Unfortunately, rewards only look for results, not reasons.

4. Rewards Discourage Risk-Taking

Our focus soon becomes narrowed to what is necessary to get the reward – nothing more. Being creative and innovative may pose a risk of failure. If a student was offered a prize for reading ten books, what kind of books do you think would be chosen?

5. Rewards Violate Value

Would it not be reasonable to conclude that any task needing a reward can’t be worth doing on its own merits? What about “I’ll give you five dollars for every A on your report card”? Many are not easily convinced about the dangers of rewards and will continue to believe they are effective regardless of the research results. In this event, the following hints may help to minimize the harmful impact:

1. Get rewards out of people’s faces. Give privately and without fanfare. Public displays actually decrease motivation for those undeserving of the reward or who have no hope of attaining such status.

2. Offer after the fact. If recognition is warranted, give after the completion of the task, not as a motivation for doing the task. Don’t be surprised, however, if your “surprise gift” is expected next time the task is completed.

3. Never turn the quest for rewards into a contest. The same reward should be available to all who reach a reasonable standard. To pick the “top player” or the “best” out of a group creates rivals and an atmosphere of hostility.

4. Make rewards as similar as possible to the task. An apt reward for reading ten books may be another book. A reward for doing the dishes (heaven forbid) may be a day off from doing dishes.

5. Don’t reward on top of other rewards. Does getting an A in math or climbing Mount Everest really require additional rewards?

6. Give as much choice as possible about how rewards are used. Include the recipients in the decision of what, how, and to whom rewards are offered. At the very least, they can participate in evaluating the quality of what they have done.

We have much to learn about how to help others motivate themselves to undertake the tasks they do. Rewards seem so easy and effective but an external motivator will never foster the internal desire to undertake or complete a task. If this challenge interests you, you might enjoy reading Punished by Rewards by Alfie Kohn (1993, Houghton Mifflin Company Publishers.

Rickretired

Rick uses a number of diversified counselling techniques to assist individuals with a variety of issues. Solution-focused brief therapy, cognitive behaviourial therapy and EMDR are used to help individuals deal with anxiety, depression, trauma, career changes, lifestyle changes and emotional dependencies. Rick has a particular interest in working with clients with addictions and is also involved in training counselling students in addictions therapy.

Rick received his Master of Arts Degree from the Adler School of Professional Psychology in Chicago and his Doctor of Psychology Degree from the Southern California University for Professional Studies.

Rick is registered with the College of Psychologists of B.C. and is a member of the B.C. Psychological Association

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