Motivating Teams : Private Feedback and Public Recognition at Work

Aside from money, what works best to incentivize teams? Using a randomized field experiment, this paper tests whether fixed-wage workers respond better to receiving private feedback on performance or to competing for public recognition. Female scho...

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Main Author:	Delavallade, Clara
Format:	Working Paper
Language:	English
Published:	World Bank, Washington, DC 2021
Subjects:	FEEDBACK RECOGNITION REWARDS MOTIVATION WORK INCENTIVE AFRICA GENDER POLICY GENDER INNOVATION LAB WOMEN AND SOCIAL NORMS
Online Access:	http://documents.worldbank.org/curated/en/579061618249094209/Motivating-Teams-Private-Feedback-and-Public-Recognition-at-Work http://hdl.handle.net/10986/35443

id	okr-10986-35443
recordtype	oai_dc
spelling	okr-10986-354432022-09-20T00:09:46Z Motivating Teams : Private Feedback and Public Recognition at Work Delavallade, Clara FEEDBACK RECOGNITION REWARDS MOTIVATION WORK INCENTIVE AFRICA GENDER POLICY GENDER INNOVATION LAB WOMEN AND SOCIAL NORMS Aside from money, what works best to incentivize teams? Using a randomized field experiment, this paper tests whether fixed-wage workers respond better to receiving private feedback on performance or to competing for public recognition. Female school feeding teams in 450 South African schools were randomly assigned to receiving (i) private feedback: information on performance and ranking using scorecards, (ii) public recognition: public ceremony award for top performers, (iii) both feedback and award, or (iv) no intervention. The analysis yields two main findings. First, while private feedback and public award are more effective when offered separately, receiving feedback on performance boosts teams’ effort more than public recognition. Second, image motivation crowds out intrinsic motivation, especially for low-ability teams. This suggests that providing performance feedback can be an effective policy for leveraging intrinsic motivation and improving service delivery, more so than mechanisms leveraging image motivation. 2021-04-19T13:34:04Z 2021-04-19T13:34:04Z 2021-04 Working Paper http://documents.worldbank.org/curated/en/579061618249094209/Motivating-Teams-Private-Feedback-and-Public-Recognition-at-Work http://hdl.handle.net/10986/35443 English Policy Research Working Paper;No. 9621 CC BY 3.0 IGO http://creativecommons.org/licenses/by/3.0/igo World Bank World Bank, Washington, DC Publications & Research Publications & Research :: Policy Research Working Paper Africa Africa Eastern and Southern (AFE) South Africa
repository_type	Digital Repository
institution_category	Foreign Institution
institution	Digital Repositories
building	World Bank Open Knowledge Repository
collection	World Bank
language	English
topic	FEEDBACK RECOGNITION REWARDS MOTIVATION WORK INCENTIVE AFRICA GENDER POLICY GENDER INNOVATION LAB WOMEN AND SOCIAL NORMS
spellingShingle	FEEDBACK RECOGNITION REWARDS MOTIVATION WORK INCENTIVE AFRICA GENDER POLICY GENDER INNOVATION LAB WOMEN AND SOCIAL NORMS Delavallade, Clara Motivating Teams : Private Feedback and Public Recognition at Work
geographic_facet	Africa Africa Eastern and Southern (AFE) South Africa
relation	Policy Research Working Paper;No. 9621
description	Aside from money, what works best to incentivize teams? Using a randomized field experiment, this paper tests whether fixed-wage workers respond better to receiving private feedback on performance or to competing for public recognition. Female school feeding teams in 450 South African schools were randomly assigned to receiving (i) private feedback: information on performance and ranking using scorecards, (ii) public recognition: public ceremony award for top performers, (iii) both feedback and award, or (iv) no intervention. The analysis yields two main findings. First, while private feedback and public award are more effective when offered separately, receiving feedback on performance boosts teams’ effort more than public recognition. Second, image motivation crowds out intrinsic motivation, especially for low-ability teams. This suggests that providing performance feedback can be an effective policy for leveraging intrinsic motivation and improving service delivery, more so than mechanisms leveraging image motivation.
format	Working Paper
author	Delavallade, Clara
author_facet	Delavallade, Clara
author_sort	Delavallade, Clara
title	Motivating Teams : Private Feedback and Public Recognition at Work
title_short	Motivating Teams : Private Feedback and Public Recognition at Work
title_full	Motivating Teams : Private Feedback and Public Recognition at Work
title_fullStr	Motivating Teams : Private Feedback and Public Recognition at Work
title_full_unstemmed	Motivating Teams : Private Feedback and Public Recognition at Work
title_sort	motivating teams : private feedback and public recognition at work
publisher	World Bank, Washington, DC
publishDate	2021
url	http://documents.worldbank.org/curated/en/579061618249094209/Motivating-Teams-Private-Feedback-and-Public-Recognition-at-Work http://hdl.handle.net/10986/35443
_version_	1764483044835590144

Motivating Teams : Private Feedback and Public Recognition at Work

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