Motivation is an inevitable element of life whatever you are doing. That is the inspiration for our goal, affecting directly to us, playing an important role in determining our productivities For some people money is not their best interest, they are interested in those intrinsic factors- those satisfaction garnered from behaviour such as achievement and recognition more. Herzberg, Mausner, & Snyderman (1968) stated that to the degree that motivators are present in a job, motivation will occur.
The absence of motivators does not lead to dissatisfaction but when motivators are present, workers are highly motivated and satisfied. Recognition is the most wonderful tool you have and it costs nothing. If McCelland’s theory is followed, we all have a basic need for achievement to perform tasks more efficiently, to be known as a problem-solver, to feel valued and important, to know that what we do is appreciated and noticed.
The more you recognize your employees’ efforts, the more productive and loyal they will be. Tschohl (2008) noted that “Most people underestimate the power of recognition and, yet, it’s something we all want, even crave”. Both verbal and written recognition can bring back many wonderful effects, especially written recognition. Otherwise, most employees only get any attention is when they make mistakes, when they are under a bad situation. People do not just want to be recognized once a year or a month, they wan it everyday, If not as Bob thought “I worked like a dog, including an entire weekend on my own time, to complete that report and to ensure it was perfect, and I didn’t even get a thank you, I’ll never do that again.” .That’s why the recognition is so important.
Obviously, employee’s motivation could come from their bosses. Relationship between the leaders and employees is very important. In a recently published report, it noted “in fact, managers must take responsibilities for 75% of causes of employees quit work .They play as a key role in the firm. Need for affiliation to establish and maintain good working relations with others ,working in a peace, sympathize environment with each other would solve any problems or conflicts and increase productivities of the whole firm . As Blum, Yum’s senior vice president of public affairs said that “David Novak is a tremendous leader with greatest strength is his ability to inspire others to satisfy our customers “or Reinemund says.” He has great intuition, good common sense, and he understands the consumer.” Chief motivator is not just only a title for fun.
That’s is a serious and important task. Why do we need motivated employees? To survive .Motivated employees help organizations survive. In other words, labor is the means of livelihood of a company. Therefore those people like chairman and CEO of Rectron (Pty) Ltd – Mark Lu suggested “that his leadership style has changed to focus on serving his employees” .His focus on instilling values like transparency, sincerity and uncompromising integrity makes him an admired and respected leader that people want to work with.
“It’s all about motivation,” he says. ‘You can’t learn how to motivate people, but if you look at the company as a set of balance sheets or numbers you lose touch. It’s all about people. If you don’t care about people, you’ll never be a leader.’ “Mark is a truly amazing leader, a role model and a source of encouragement. His youthful exuberance, honesty, fairness, love for others, sense of responsibility to his staff” – Issac, Product Marketing Manager stated
In contrast, whenever discuss about motivation, the target always is employees. How’s about the leader who are suffering pressure most?. Pressure with the existence of the business, pressure to complete work, responsibility to the staff .Pressure of life, of being successful .Of course money is not their motivation anymore. They are the one who motivate others by money. So what are their motivations? They also have belongingness, need to belong to somewhere to someone .They need love from their family, support and acknowledge from colleagues and community, even from striving with themselves
Clearly, money is not the top motivator. Survey of currently employed workers show that intangibles such as job security, sympathetic help with personal problems, personal loyalty to employees, interesting work, working conditions, promotions and growth in the organization involvement, challenge, are more powerful employee motivators. Pay and benefits are generally ranked in the middle in surveys of motivators.
No matter which theory is adopted, options such as job enlargement, job enrichment, promotions, monetary, and non-monetary compensation should be considered. Works will be more interesting and greater challenge by increasing the amount and variety of activities performed. In an enriched job, employees will have power to control over the resources necessary for performing, make decisions, experience personal growth and set their own work place. Surely, when a person is recognized and promoted, a high salary is clearly and not need to care anymore.
Certain members in the society may hold the view that money still be the first priority. According to Maslow (1943), he believed that humans are motivated by multiple needs that exist in a hierarchical order from physiological needs to safety needs, belongingness needs, esteem needs and self-actualization needs. The low order needs must be satisfied before higher order needs are activated physiological needs ranked at the first place and of course “there is no such thing as a free lunch”. Therefore we need money for our physiological needs. Money makes the world go round, and nowhere this is truer than in the workplace.
Employers understand that money is very important and is one of the best motivators. For some people, money is just not a tool to survive – it is also their dreams, goals. In 2008, Bernard Hopkins – middleweight champion Kelly Pavlik in a catch weight contest in Atlantic City on October 18 admitted that “My motivation is back pay,” Money can offer you a better life both in physical and spiritual aspects.
Money motivates people, and extra money would motivate people to work extra. Not just that, money is also a surveying ruler for the degree, acknowledge of a person. It can encourage employees compete to raise productivity or standards for their self – respect. According to the Industry Week 2007 Salary Survey, when asked, “What matters most to you about your job?” Although the number one answer was base with 18% of the responses, next three responses are: “recognition of your importance to your company” “job stability” and “career advancement opportunities”.
This may be true, but others, are of the opinion that if employees are highly income earner, money may not be sufficient. They may prefer other benefits, such as an award ceremony or dinner, a club membership, even a special packages to key employees includes things like more of the tab on healthcare coverage as well as offering flexible work schedules. A study conducted by Kovach (1987) about industrial employees placed motivational factors in order: interesting work, full appreciation of work done, and feeling of being in on things. Also another study performed by Harpaz (1990) marked those motivation factors in the same order.
Those studies express one thing that money is not ranked at the first place. Research also suggests that as employees’ income increases, money becomes less of motivator (Kovach, 1987) .When employees get older, interesting work becomes more of a motivator. Even glory can be a potent motivator for people who consider competitions are their missions, arena is where they belong to such as athletes…With them glory is happiness – the most important thing in life
In addition, they stated that to the degree that hygiene such as pay is absent from a job, there will be dissatisfaction. When present, hygiene prevents dissatisfaction, the lack of interesting work for the centers’ employees would not lead to dissatisfaction but paying lower wages than what they believe to be fair may lead to job dissatisfaction. Moreover, promoting somebody is not an easy decision and sometimes is impossible, so money is a simple way to reward workers.
But in fact, It may be difficult to determine the standards or basis for the decision to award the employee , creating the inequality due to the awards may not sufficient relate to the amount of works employee does. More seriously, money may set employees against each other, causing conflicts, building coalitions in the office. Some may feel forced to compete. Money will imperceptibly trivialize their work.
Different companies approach employee motivation differently, depending on the company culture, mission, and style of the owners and executives and money is not always their choices. Noted by Buckingham in First, Break All the Rules that almost employees do not quit because of money .Admittedly, the directors are interested in causes by money more than other reasons, because themselves and the company will avoid being criticized.
Staff also often say that they go because of financial benefit to get a positive introducing from ex-employers because whatever to the truth or not there has very little ability to change the situation To conclude, money is an important motivator but not the chief motivator. It can offer a sufficient physical life. However those intrinsic factors like recognition, interesting job, glory… still ranked at higher place for those long term benefits. So if you need an answer for the question “Is money a chief motivator of all job-related behaviour? The answer will be “No, it is not.”