He then related this to the war in Vietnam where he states that the soldiers were told that they will go home only when their tour is over. Thus an analysis by the soldiers showed that if they disobey the orders, it was more likely for them to be "assigned rest and rehabilitation" (Steven Kerr, 1995). The above examples shows that giving an incentive is as important as giving the right incentive. A reward not wanted by a person might not motivate him enough to give all he has got. This even holds true for organizations trying to achieve their desired goals. It is highly important for an organization to reward their workforce for the positive reasons. This would enable them to be efficient and work hard for the organization's benefit whether they desire that benefit for the organization or not. They want their reward and will work hard to achieve it. This practice is also seen widely prominent...

Before the elections, all talk about issues which the citizens want a government to deal with. Any politician to touch such issues during his campaigns is highly likely to attract more people and secure more votes.
Keeping the workforce motivated by rewarding them for the right reasons and giving them the right rewards would prove success. It would further ensure that the person does "A" which is desired rather than "B" which would not be desired. The importance of this has been expressed by many and those who feel that they ask people to do "A" yet they still end up doing "B" should analyze and assess whether they are rewarding the people to do "A" or not.

References

1) Steven Kerr - "On the folly of rewarding A, while hoping for B" [online website] Available at http://www.geocities.com/Athens/Forum/1650/rewardinga.html[Accessed on: 11/09/2005]