A “do this and get that” approach might improve performance in the short term, but over longer periods it will always fail, Kohn says. People who receive bonus will naturally play safe, become less creative, cooperate less and feel less valued, he adds. What’s more, the studies also suggest that offering rewards can also stop people taking responsibility.
1. The effect of performance-related bonuses has not been well studied because people _______.
A. take the function of bonuses for granted
B. see that bonus offering is done everywhere
C. think financial encouragement is disgusting
D. are shocked by the practice of rewarding for failures
2. According to Malcolm Higgs, designs that _________ are the good ones.
A. drive people to finish short-term tasks
B. help to attract and keep good employees
C. link financial rewards with the quality of the outcomes
D. connect individual interests with long-term business goals
3. If a person plays safe to get a bonus, he is probably being ________.
A. more enthusiastic
B. more risk-taking
C. less daring
D. less responsible
4. Which of the following do you think the author would most probably agree with?
A. Companies should make their bonus projects simple.
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