Unlike the text saidindicated, accordinglyaccording to the lecture, rewarding people is mostly prejudicial. In most cases, the rewardingreward system may cause an impression of the manipulation of the employees. On one hand, the rewards of money and benefits rewarding may improve the productivity of a worker in some cases. However, onOn the other hand, many other workers that are trying to receive the rewardrewards may not ask for help to their managers for help because they are afraid of losing rewarding pointsthem. That may cause major problems in such situations than if there were no rewards at all. There is also the sensationfeeling of punishment that affects the employees that didn't receive the awards they expected for working hard. This happens because the rewardingno reward system won't beis perfect. There may be important people that make the difference in the company andwho aren't noticed by their bosses. This could causediscourage the hard worker, a sensation of discouragement orwho may feel that all of the work they did wasn't enough to receive awards.

There may be other cases of awards, such as promotions, that thethe results of which can be much more dangerous if doneexecuted in the wrong way. And likeAs the studies mentioned in the lecture sayindicate, the results of inappropriate promotions and rewards couldcan be catastrophic to thea company. Moreover, the first text mentioned that there were studies that showedshowing that productivity couldcan be heavily increased and motivated by awards and bonuses for the ones thatthose who did the best work. However, that was not what the lecture implied. It was said that there weren'taren't studies that showedindicated improvement in the work of the employees, but there were researcheswas research that concluded that this kind of incentive by the company can be harmful, both to the worker and to the company itself.

The lecture completely refuted the text in the sense that rewards, being money, promotions or bonuses, could cause theresult in effects that are contrary to the expected effects in the worker productivity.