Carrots and Sticks Don't Work: Build a Culture of Employee Engagement with the Principles of RESPECT Hardcover – Jul 5 2010
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About the Author
Paul Marciano, Ph.D. is an entrepreneur, consultant, speaker, and president of Whiteboard, a human relations consulting firm committed to helping organizations cultivate, manage, and grow their human potential. Dr. Marciano earned his master’s and doctorate degrees in clinical psychology at Yale University and has served on the faculties at Davidson College and Princeton University.
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Despite knowing the importance of fully engaged employees, most managers/owners fall short of actually achieving their goal. One of the major reasons is they worked their way up the corporate ladder where the carrot/stick management style is the accepted wisdom. Most have been lead to believe that incentives increase desired behavior and punishment is in order for unacceptable behavior.
Paul Marciano has written a very compelling case for much more effective approach. The title gives you the first premise of the book. Carrots and Sticks Don't Work. To prove his point, he gives 20 reasons why they don't work. These reasons are well thought out and backed up by psychological study of human behavior.
At times it is fairly easy to talk about what doesn't work. But Marciano does not stop at what does not work. Based on his experience in the field, he has developed a system that works. He calls this the RESPECT Principles.
The RESPECT Principles are based on what motivates individual to become fully engaged in their work. The individual components of the RESPECT Model are: Recognition, Empowerment, Supportive Feedback, Partnering, Expectations Consideration and Trust.
He devotes a chapter to each of the components of the model. The basic format of each chapter is an introductory discussion, a self-assessment quiz, stories from the trenches and specific tips on how to implement the concepts discussed.
The book is exceptionally well written. It is easy to read and understand. The writing is conversational style and flows smoothly. The concepts are discussed in sufficient detail with actual examples of what works, why it works and where you might encounter problems.
I have worked with hundreds of small business owners and most are following the carrot and stick management style. And the biggest complaint I hear from these small business owners concern their employees and problems motivating and dealing with them. In my opinion they would all immediately improve their business if they would read and implement the concepts in this book.
If your job involves dealing with employees, I urge you to get a copy of this book. Since the concepts probably represent a total shift in perspective toward your employees, you will need to keep this handy and refer to it often.
It is an excellent resource and it will greatly improve your relationship with your employees. I believe the last sentence of the book says it all, "If you want the most out of your people, treat them with respect and they will respect and do more for you."
If you are a manager (at any level) and have employees that report to you, then you need this book. Whether you are the CEO of a Fortune 500 company or the assistant manager of a Subway franchise, you will benefit greatly by reading this book.
This is much more than a vague "how to" book that speaks in generalities and offers flimsy examples. This is a "what to do, step-by-step" book that gives you dozens and dozens of real world examples of building employee engagement. In this book you will learn the RESPECT model for building cohesive teams of fully engaged employees. The R in RESPECT stands for Recognition. You will discover why it is important to recognize employees for their contributions, the most important and meaningful form of recognition, how to get the behavior you want, how to create the most important and valuable employees a business can have, building enthusiasm, the best ways to use praise and positive feedback, and many other ways to use recognition to build employee engagement.
By the time you finish this book you will be fully versed on each area of the RESPECT model. I have put this book to test in the real world and I have found in lacking in nothing. I have been in mid-level management for 20 years and have been through the best of what the MIT Sloan School of Management MBA program has to offer, and this book has more practical, real-world advice on employee engagement. The MBA program is great for how to run a business, but Dr. Paul knows best on how to manage people.
Dr. Marciano's chapter that summarizes basic psychology alone is worth the purchase price. Anyone who is responsible for building a functional corporate culture, or repairing a dysfunctional culture; is an HR professional; or plays a role in worker safety should not only read this book, but also keep it on a shelf above there desk where they can reference it easily and often.
Kudos and thank you to Dr. Marciano for this important and timely work.
Phil La Duke
Contributing Editor, Fabricating & Metalworking Magazine
Regular Contributor, Facility Safety Management magazine
Associate, Rockford Greene International
It's one thing to understand engagement - It's another to cultivate and nurture it. Marciano is clear in how to apply the concepts when he brainstorms ways in which the RESPECT model may be implemented. THIS is what supports leaders to move from comprehension to action - key in encouraging a culture of employee engagement.
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