Many companies use incentives to motivate their employees by giving a monthly rewards, that usually consist in a plaque, a certificate or a label pin, to recognize most outstanding the employee, in an effort to increase engagement and competition among the workplace. Although the company’s intention is positive, the result is that this award is problematic, because it only recognized one winner, but what happen to the rest employees that are always on time and do their work everyday. The article published on April 8th, 2013, by Diana Gerderman on the Harvard Business School’s website, title “How to Demotivate Your Best Employees,” is destined to inform and demonstrated that awards such as "employee of the month,” in fact it is harmful to the employer’s motivation. Gerderman use evidence-base details to prove her topic, meanwhile keeping herself impartial and unbiased throughout the entire article. Diana Gerderman is a writer based in Massachusetts that published a article for the Harvard Business Schools’s research and ideas, with a proven research, called “The Dirty Laundry of Employee Award Programs: Evidence from the Field,” by Professor Ian Larkin.This article is under the section title “Working Knowledge thinking that leads,” it shows that the author 's purpose for writing the article is to inform their audience about an interesting topic or matter of concern. In this case, Gerderman presents facts such as, “More than 80 percent of companies dole out work-related awards like "employee of the month" or "top salesperson,” to give the readers information that can be proven and are objective. The author’s does not leave any assumption to the reader, she does not give any emotion or suggestion, is strictly facts, numbers and dates. By effectively naming a research’s results and nonpartial factors, Gerderman prove that by rewarding one behaviors can decreased motivation in another behavior. A fact is an observable and impartial truth, that cannot be influenced by personal feelings or judgments. Efficaciously Gerderman stablished a title “How to Demotivate Your Best Employees,” and the subtitled, offer the readers that reasons are going to be stated. Also, the article was publicized by a well- known University such as Havard Business School. As Illustrated in the article, “How to Demotivate Your Best Employees,” the author Gerderman, uses facts such as: But new research suggests that some awards may actually have the opposite effect, according to a recent paper called The Dirty Laundry of Employee Award Programs: Evidence from the Field,
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The author Diana Gerderman remain biased and impartial throughout the article, “How to Demotivate Your Best Employees,” because she is maidenly listing facts and does not use any favorable words towards the topic been discussed. She uses factual information that can be proven, because in a “research” the result is presented and proven.
To summarize, Diana Gerderman is the author of her article, “ How to Demotivate Your Best Employees,” published by Harvard Business School Projects and Research’s website. In this article, she prevail impartial and unbiased, meanwhile informing the reader on how companies ' practices such as rewarding their employees, does more harm than good. Also she provides details and facts with a research called, The Dirty Laundry of Employee Award Programs: Evidence from the Field, written by Harvard Business School Assistant Professor Ian Larkin, while she demonstrate the topic establish at the beginning of her
The author Diana Gerderman remain biased and impartial throughout the article, “How to Demotivate Your Best Employees,” because she is maidenly listing facts and does not use any favorable words towards the topic been discussed. She uses factual information that can be proven, because in a “research” the result is presented and proven.
To summarize, Diana Gerderman is the author of her article, “ How to Demotivate Your Best Employees,” published by Harvard Business School Projects and Research’s website. In this article, she prevail impartial and unbiased, meanwhile informing the reader on how companies ' practices such as rewarding their employees, does more harm than good. Also she provides details and facts with a research called, The Dirty Laundry of Employee Award Programs: Evidence from the Field, written by Harvard Business School Assistant Professor Ian Larkin, while she demonstrate the topic establish at the beginning of her