gneezy   9

Large Stakes and Big Mistakes by Dan Ariely, Uri Gneezy, George Loewenstein, and Nina Mazar
Most upper‐management and sales force personnel, as well as workers in many other jobs, are paid based on performance, which is widely perceived as motivating effort and enhancing productivity relative to non‐contingent pay schemes. However, psychological research suggests that excessive rewards can in some cases produce supra‐optimal motivation, resulting in a decline in performance. To test whether very high monetary rewards can decrease performance, we conducted a set of experiments at MIT, the University of Chicago, and rural India. Subjects in our experiment worked on different tasks and received performance‐contingent payments that varied in amount from small to large relative to their typical levels of pay. With some important exceptions, we observed that high reward levels can have detrimental effects on performance.
Large  Stakes  and  Big  Mistakes  Dan  Ariely  Uri  Gneezy  George  Loewenstein  Nina  Mazar  DanAriely  UriGneezy  GeorgeLoewenstein  NinaMazar  BostonFed  Boston  Fed  WP  Working  Paper  WorkingPaper  econ  economics  psychology  behavior  MIT  incentive  motivation  reward  performance 
december 2015 by userX

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