request you to download and read /review my e-book on employee rewards-The Invisible hand-how to reward employees without killing the motivation of others How culture is important for an effective reward program? Does monetary reward produce great output? How to harvest the Power of recognition.? Do you get any impact by rewarding people? Why reward when you pay? Who is responsible for retention? HR or the manager or the management leadership? So many questions but answer? rewards and employee engagement linkages All answered in the new ebook-The invisible hand-How to reward employees without killing the motivation of others

1. Everything you wanted to
know about employee reward
and retention
DR.E.J.SARMA

2. Learn everything about creating
compelling reward strategy
READ FULL DETAILS IN MY NEW E -BOOK –AMAZON KINDLE
THE INVISIBLE HAND-
HOW TO REWARD EMPLOYEES
WITHOUT
KILLING THE MOTIVATION OF OTHERS

3. What you do to be another
Google
Are you struggling as HR Professional to prove a point
While every company wants to be another Google,
there are few things which Google and few other companies
seem to do very well in creating the “WOW” for employees,
others do not even seem to be able to replicate those ideas.

4. What you do to be another
Google
I tried to understand the reason behind this and came to the
conclusion that the differentiator is the mindset and sincerity of
leadership combined with lack of depth in the knowledge about
the psychology behind rewards.

5. What you do to be another
Google
In Business schools, HR professionals are taught everything about
the intrinsic and extrinsic driving force.
So you want to use that knowledge and want to prove your
competency by initiating the reward system if there is none or by
attempting to change the existing system.

6. What you do to be another
Google
The other easiest thing you can attempt is to tinker with
Employee Performance Appraisal system.
Both systems are metaphorically weapons of mass destruction, if
not handled properly.

7. What you do to be another
Google
What they don’t teach in business school is about the obstacles
that come in the way to sell the idea to the top management and
how to build the business case for rewards.
According to Psychology Today, “The study of animal behavior is
a cornerstone of experimental psychology, shedding light on
complex human emotions.”

8. What you do to be another
Google
The conditioning experiment conducted in the laboratory
conditions where animals were subjected to reward and coaxed
to repeat a behavior, in some way had relevance to human
behavior and learning.

9. What you do to be another
Google
This learning theory appeals to every HR professional for trying
out reward programs without realizing that what works for
animals does not work for humans.

10. What you do to be another
Google
There is also evidence in research findings with animals to
indicate that increasing intensity or level of driving force works
up to a point, but it fails to keep enhancing the learning
and performance.

11. What you do to be another
Google
Even the application of The Yerkes-Dodson law stated an
empirical relationship between arousal and performance. It was
developed in 1908 and described that performance increases
with physiological or mental arousal, but only up to a point.
Unfortunately the finding did not go beyond the laboratory.

12. What you do to be another
Google
In work environment, even a simple award program
can have much broader and complex impact on the
individual and collective behavior.
Therefore the need to get a deeper
understanding of the subject is sine qua non.

13. Learning is continuous
• Read my book on Amazon.in or Amazon.com
• For practical tips
• And enhancing the HR competency

14. Where to look for
• https://www.amazon.co.uk/Invisible-Hand-EMPLOYEES-
WITHOUT-MOTIVATION-ebook/dp/B01N2314V2
• https://www.amazon.in/Invisible-Hand-EMPLOYEES-
WITHOUT-MOTIVATION-ebook/dp/B01N2314V2
• https://www.amazon.com/Invisible-Hand-EMPLOYEES-
WITHOUT-MOTIVATION-ebook/dp/B01N2314V2

15. • Thank you.
• Happy reading