why everyone gives appreciation to marks and not the hard work?
Answers
Answer:
because marks are identification of hard work but sometimes we get marks by luck
Explanation:
Psychologically, this is a very complex question. At the simplest level, of course it matters. EVERYTHING matters. Every possible difference in response results in a difference for the person receiving it, no matter how slight that difference might be. A better question, then, might be "how does it matter?"
Appreciation itself can be a very powerful reward, especially if it is not overused. Many types of reward are possible in the manner and degree of appreciation given.
There have already been a lot of good responses here: the role of expectations, self-acknowledgement, etc. I will just add a detail that does not appear to have been addressed, more relevent to those who are in a position of responsibility over others. It is not necessary to offer constant rewards for hard work. Simple acknowledgement generally is sufficient. However, there are certain conditions to avoid:
Taking the worker for granted- it IS very important to acknowledge the worker, at least verbally. If a person routinely does a good job, remind them from time to time that the work is appreciated...and occasionally express this appreciation in front of their coworkers. If a person does only an average job, or perhaps slightly sub-standard, take an extra effort to acknowledge those times when they actually DO something very well (it will encourage them to do better, because htey will realise that the difference in their performance is actually recognised).
Insincerity- NEVER praise someone who does not actually perform well. NEVER overstate the quality of work. NEVER give a compliment that you do not mean. These will not only convince the person that there is no need to work harder, the person will often be very aware of their own performance, and will generally know that you are not being sincere. This means the person will not value your judgement, and might actually feel you are making fun of them at their expense. In the meantime, the workers who actually DO perform well will feel that your ackowledgement is not worth anything, and even they will start to feel that their is no use in continuing their high level of performance.
Praise out of measure- in part, this is covered under insincerity, but it also goes two ways... if you always give the same amount of recognition to everyone, no one will have reson to provide the extra bit of effort. You should develop a "heirarchy" of praise... with sustained high performance earning a higher level of acknowledgement, praise, or reward than occasional acts of high performance. Give people a reason to work harder.
Unreasonable expectations (on both parts)- if you set high expectations of reward for work, performance is going to plummet if you do not deliver. If you set too high of a bar for earning reward or praise, workers might feel that they will never be able to reach that bar, so they will never try.