Antoineonline.com : The carrot principle: how the best managers use recognition to engage their employees, retain talent, and drive performance (9780743290098) : Adrian Gostick, Chester Elton : Books
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The Carrot Principle: How The Best Managers Use Recognition To Engage Their Employees, Retain Talent, And Drive Performance

by Adrian Gostick, Chester Elton
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Product Details

  • Publisher: Free Press
  • Publishing date: 02/01/2007
  • Language: English
  • ISBN-13: 9780743290098
  • ISBN: 0743290097

Synopsis

Got carrotphobia? Do you think that recognizing your employees will distract you and your team from more serious business, create jealousy, or make you look soft?

Think again.

The Carrot Principle reveals the groundbreaking results of one of the most in-depth management studies ever undertaken, showing definitively that the central characteristic of the most successful managers is that they provide their employees with frequent and effective recognition. With independent research from The Jackson Organization and analysis by bestselling leadership experts Adrian Gostick and Chester Elton, this breakthrough study of 200,000 people over ten years found dramatically greater business results when managers offered constructive praise and meaningful rewards in ways that powerfully motivated employees to excel.

Drawing on case studies from leading companies including Disney, DHL, KPMG, and Pepsi Bottling Group, bestselling authors Gostick and Elton show how the transformative power of purpose-based recognition produces astonishing increases in operating results -- whether measured by return on equity, return on assets, or operating margin. And they show how great managers lead with carrots, not sticks, and in doing so achieve higher

  • Productivity
  • Engagement
  • Retention
  • Customer satisfaction

The Carrot Principle illustrates that the relationship between recognition and improved business results is highly predictable -- it's proven to work. But it's not the employee recognition some of us have been using for years. It is recognition done right, recognition combined with four other core traits of effective leadership.

Gostick and Elton explain the remarkably simple but powerful methods great managers use to provide their employees with effective recognition, which all managers can easily learn and begin practicing for immediate results. Great recognition doesn't take time -- it can be done in a matter of moments -- and it doesn't take budget-busting amounts of money.

This exceptional book presents the simple steps to becoming a Carrot Principle manager and to building a recognition culture in your organization; it offers a wealth of specific examples, culled from real-life cases, of the ways to do recognition right. Following these simple steps will make you a high-performance leader and take your team to a new level of achievement.


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  • Rewards
    From Amazon

    These guys tackled the idea of how to handle rewards so pragmatically and connect it to results. Thanks!Sales Blazers: 8 Goal-Shattering Strategies from the World's Top Sales Leaders

  • Should be required reading for ALL managers.
    From Amazon

    Every manager in every organization (business, industry, education, government) should be required to read this book. Those who pass it off as lots of writing about one simple principle are missing the reality in most organizations and showing insensitivity to the massive improvement in engagement and satisfaction that full attention to the Carrot Principle could promote. The authors provide the research and, more important, solid information on "how to do it." - - Ron Fitzgerald

  • another HR book
    From Amazon

    This is another one of the Human Resources(HR) books which takes a single premise, recognition and creates a whole book around the premise. There was too much verbage here, too much 'Sara Jones from Memphis reports that our tactiocs worked great for her'. I felt as though this book was an infomercial.

  • What's up Doc?
    From Amazon

    What's up is this. The authors' reference studies that point to an "undeniable correlation" between recognition and organization success. Companies with effective recognition strategies have better financial performance - 3 times higher Return on Equity, and Return on Assets, and operating margins almost 6 percentage points higher. Unfortunately this important information continues to go unheeded as companies tend to cut recognition programs precisely when they should be ratcheting them up.

    The authors review the four basic characteristics of leadership: Goal setting, Communication, Trust, and Accountability. Recognition, they point out, is the accelerant that allows management effectiveness soar in each of the 4 areas. This is the Carrot Principle. "Great management is born when recognition is added to the 4 basic leadership characteristics."

    The authors go into much detail on the basic 4 characteristics and how recognition is used as an accelerator. They review why certain managers recognize and others don't and debunk the many myths surrounding recognition. They explain how to build a carrot culture specifying the types of recognition and how often and when they should be given. The book finishes up with 125 recognition ideas.

    The data in the studies referenced in this book are eye-opening. How about this one? A 2005 Towers Perrin Global workforce study revealed that 86 of 100 employees will not go the "extra mile" for their organizations/employers. At a time when global competition is fiercer than ever, imagine what an advantage it would be to improve upon that statistic, especially if you are currently being squeezed by the low cost of labor elsewhere. You can't afford not to. Read and heed. Doctor's orders!

    Nick McCormick - Author, Lead Well and Prosper: 15 Successful Strategies for Becoming a Good Manager

  • More than the traditional Carrot!
    From Amazon

    While the title may sound like authors Gostick and Elton are espousing the positive half of the carrot and stick motivational model, the book actually demonstrates the performance improvement correlation when recognition of individual contribution and identity (purpose-based recognition) is applied to the four basics of leadership - goal setting, communications, trust, and accountability. Recognizing that the knowledge economy requires the harnessing of people's commitment, the authors advocate moving beyond a transactional management model into emotional-based management, using purpose-based recognition to build a Carrot Culture. Without using the "R" word, they espouse a relational management model, supported by recognition.

    The authors do a good job of demonstrating the business performance benefits when employees are engaged with the goals of the organization. They then provide ample guidance for how to use recognition to enhance engagement, including an extensive list of ideas for use with each of their four basics of leadership. All in all, an easy read, recommended for managers who know they might do better at acknowledging the contribution of their people and are looking for something to help them get into action.

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