Andy raises the point of comparison I really wished to discuss - the difference between Movement and Motivation. Other posts raise this to, but Andy uses the word 'move' directly.
In Andy's post, he mentions that the best way to 'move' employees and management is by using money. Personally, I agree with others that money may motivate on lower levels of Maslow's pyramid (Jim's comments apply). Latter comments on money demotivating are equally appropriate, but the thought that comes to mind is that this fits nicely with Herzberg's Hygeine Factors.
Herzberg has written that motivated employees work more hours, not less, which raises the question why folks where Andy once worked worked fewer hours once attaining a salaried position. The game was clear: establish yourself as a high variable cost, get put into a fixed cost bracket. They were motivated by making more, not earning more. They were motivated to get the next pay increase (same pay, fewer hours). Herzberg suggests that things once called benefits are now considered rights. I think he is right on this point.
This also leads to the dangers of bonus programs (sorry Andy). The use of external motivators such as money (which I suggest is a tool for movement and not a motivator) leads to folks focusing on the prize and not the work. Shortcuts will often be used, manipulation of data, and other nonpositive techniques. How does a System improve if folks focus on prizes instead of the AIM of the system? Bonuses generally lead to more bonuses or bigger ones. Intrinsic behavior is not instilled in the employee/manager. This, for me, is the wrong type of enforcement.
Bribing folks to do their work is the wrong approach. Unfortunately, practice today is not to promote intrinsic behavior, but to rely on external prodding (soft with money, or hard by a threat of expulsion) which is movement. Still, organizations must achieve the Hygeine level or Maslows first two teirs.
Andy's data is unfortunately accurate in my estimation. People expect rewards. They have been taught this over and over again.
Regards,
Kevin