Do Employee of the Month Programs Motivate or De-Motivate Performance?

This has always been an interesting question for me.  Having been involved in many EOM programs both from the participant side and the administrators side, I'm convinced that it may motivate the person (s) who receive the honor, but also may de-motivate the vast majority of those who don't receive it, especially when they feel that the person receiving it didn't do as much to be recognized as the person who didn't. 

These programs are usually designed by management who mean well, but unfortunately they never consider the downside.  There are some behaviorists, (Aubrey Daniels is a good example) who feels that "an EOM program doesn't reinforce performance; it may in fact be punishing it." 

How many EOM programs die of their own volition?  They are difficult to sustain, and unless they are, they do become de-motivating.  And by their nature, shouldn't your best people win alll the time?