Motivating interdependent teams: Individual rewards, shared rewards, or something in between?

Abstract

The primary purpose in this study was to extend theory and research regarding the motivational process in teams by examining the effects of hybrid rewards on team performance. Further, to better understand the underlying team level mechanisms, the authors examined whether the hypothesized benefits of hybrid over shared and individual rewards were due to increased information allocation and reduced social loafing. Results from 90 teams working on a command-and-control simulation supported the hypotheses. Hybrid rewards led to higher levels of team performance than did individual and shared rewards; these effects were due to improvements in information allocation and reductions in social loafing.

The effect of financial incentives on performance: A quantitative review of individual and team‐based financial incentives

“…According to these results, researchers suggest that the main reason for the positive relationship between financial incentives and task performance is the use of monetary reinforces (or motivators), which are contingent on performance (Bateman & Ludwig, 2003;Goomas & Ludwig, 2007;Honeywell-Johnson, McGee, Culig, & Dickinson, 2002). Pearsall, Christian, and Ellis (2010) argue that at the team level, motivational processes are influenced by individual-and team-level factors. Moreover, Chen and Kanfer (2006) theorize that the motivation process in teams is homologous at individual and team levels.…”

Incentives and rewarding in social computing

“…The latter is a hybrid approach combining a team-based incentive, together with an incentive mechanism targeted at individuals, to eliminate dysfunctional behavior. Some studies (such as Pearsall et al 19 ) show this approach is indeed more effective than pure team-based compensation. One way to avoid having to decide on the amount of compensation is to tie it to the principal's profit, and is called "profit sharing."…”

The COMmunity of Practice And Safety Support (COMPASS) total worker health™ study among home care workers: study protocol for a randomized controlled trial

“…The scripted, peer-led format has worked in other settings [35, 36], and for HCWs it may further enhance relevance and social support. In addition, having both individual and team level goals operating simultaneously may augment behavior change [31, 32]. …”

“…Although individual goals and rewards are important, they lack a focus on shared accomplishments and group accountability. Therefore, we supplemented individual goals with group goals, where attainment required the majority of members reach an interdependent target [31]. Having these two levels (individual and group goals) operating simultaneously can be synergistic and augment productivity [32].…”