The recognition and reward systems in an organization are one of the motivators for behavior and value changes. To support IPPD, the recognition and reward systems (both positive rewards and negative consequences) need to recognize a shift in values from a single point of success or failure (e.g., providing a management incentive package to the product or program manager alone) to integrated team success or failure (e.g., providing layered incentives to integrated team members based on degree of involvement and contribution).
Individual excellence still should be recognized, but criteria should discern whether such excellence was achieved at the expense of the integrative behaviors expected or in support of them. For example, individuals (such as leaders) removing integration barriers or implementing collaboration capabilities may be just as important as an integrated team performing well. Care should be taken, however, not to single out individuals for recognition for a team’s achievement.
Incentives should be consistent with the objectives of the organization and applied to achieve desired behavior at all levels of the organization. Criteria can establish guidelines for the reassignment of people who are unable to demonstrate desired behavior and the selection of people who can exhibit desired behavior for challenging or important jobs.
Compensation is not the only motivator, although giving an object of some value is an appropriate recognition. Reinforcement of positive behavior via thanks or praise is usually appropriate, especially soon after the observed performance of a task. Such immediate recognition reinforces the collaborative nature of working in an IPPD environment. If staff must wait for yearly performance appraisals, their motivation for working outside of their strict functional job description is lessened.
The yearly performance appraisals also need to be addressed. Review mechanisms should be structured so that both home organization supervisors and team leaders contribute to a person’s performance review.