Work Is Motivated By A LOT MORE THAN Money Business Essay

Motivation, which performs a significant role at the job, is a controversial issue. As the definition in business dictionary states, desire is: "Internal and exterior factors that activate desire and energy in people to be continually considering and focused on a job, role, or subject matter, and also to exert persistent work in attaining an objective". ( Business Dictionary. com) At work, employees will be the foundation of a business and drive the company at a higher speed. Therefore, to make the company more competitive, the most vital thing to professionals is motivating their workers to achieve an efficient performance. Undoubtedly, money is one of the very most effective motivating factors which encourage employees to work hard and produce a better performance at their work. However, if the amount of money is the only real factor which can encourage workers to improve their performance? In this essay, the writer will first of all analyse the strengths and the weaknesses of profit. Secondly, other contributions which improve employees' performance will be talked about and evaluated.

It is self-evident that money takes on an important role in desire at the job. Indeed, additionally it is the most typical way to enhance employees' activities at work. Money, as the basic requirement of the earth, can make employees spend themselves at work. An earlier article writer Taylor (1911) argues that personnel would be motivated by acquiring more money producing high shows and great results. In a few competitive working places, the concept higher performance, the bigger pay can drive employees to accomplish their goal at work. However, Kusin (2005) promises that work is approximately making employees know they are really significant, that they are offering a good performance at the job, and work hard. This consciousness is sometimes more significant than money. According to the review of 1200 volunteers in the U. S. , working in different types and sizes of companies, about 54% of employees assert that direct profit is "very important" or "extremely important" to determination. (O'Dell and McAdams, 1987, in Mae Lon Ding) Furthermore, other research display that in a vote by 2500 staff, 91% of them believe that if indeed they know their companies will talk about their success when the strategy is achieved, supporting the company achieve success is what motivation them. (Perrin, 1997, in Mae Lon Ding)

Besides money, there are a variety of factors which affect the desire of employees. The most well-known theory is Maslow's (1943) hierarchy of needs model. Maslow's hierarchy of needs model will depend on what people want more of and what they can have. He suggests that this should be organized in logical levels, a hierarchy worth focusing on. Maslow classified inspiration in five levels, from the lowest level to the highest level these are: physiological, safety, belonging, esteem, and self-actualisation.

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Figure1 Maslow's hierarchy of needs model

Cherry (2012) asserts that physiological needs are factors which are vital for an individual's survival. Included in these are homeostasis, such as food, water, sleep, sex and activities. Before people achieve higher requirements, physiological needs should be attained. When a worker is hungry, he'll not be thinking about other things; thus, food is the most effective determination. If employees still worry about these basic needs at the job, they cannot concentrate on the job. Just what a manager must do is fulfil their physiological needs with salary and welfare. Therefore, besides stimulating employees with financial gains, welfare and even more rest time will be the most basic methods to motivate employees to attain higher goals.

Safety is the second level in the Maslow's need hierarchy model. When physiological needs are attained, employees tend to require more technical needs, that happen to be security and safety. This factor includes security, security, balance and protection. To many employees, wages will be the only income; therefore, job security becomes a very significant need in an employee's brain. Once employees feel they'll lose their job, they can not concentrate on the work. Alternatively, safe practices, avoidance of mishaps and personal injury are also important. Only employed in safe surroundings, can employees fulfil their potential and participate fully at work. In contrast, if working at a dangerous place, like a construction site, staff will feel anxiousness and unsafe; this might cause low productivity. To solve this issue, managers should focus on safe working conditions, company benefits and job security. Unemployment insurance, accident insurance and retirement account are basic aspects which should be provided for employees by managers.

The next level is public requirement. With this hierarchy, feeling drives people's performance, such as love, affection, and belongingness. To avoid isolation, depressive disorder and sadness, a harmonious social marriage should be established. Group activities such as teamwork and athletics clubs can play a significant role in reaching a good personal romantic relationship with friends, enthusiasts and family. Thus, building a harmonious atmosphere between work mates is a very important way to improve working efficiency.

Esteem is another advanced element in Maslow's hierarchy model. Once the bottom level three aspects have been achieved, appreciation and respect start to appear in motivating behaviour. To meet up the demand for fulfillment and prestige, "esteem needs" include self-esteem, self-respect, prestige and position. Employees want to be recognized because of their value and feel these are making a contribution to companies, even to the world. Confidence, which is made by attaining self-respect and acknowledgment by other folks, is a significant factor in this level. In contrast, those who lack self-respect and prestige will have a tendency to feel second-rate. Therefore, employers should focus on social recognition, job game titles, high status jobs and reviews from the job itself. For example, in many countries toilet cleaner is a higher salary job, which few people wish to accomplish. It is because though its income can meet employees' needs, it isn't a great job with sociable respect. Achievement, cultural status and prestige play an important role in a higher status worker mind's, which makes them feel self-assurance in their work process.

The highest level in Maslow's model is self-actualization. Maslow asserts this as "What humans can be, they must be" or "becoming exactly what one is capable of becoming". It is about how precisely people evaluate themselves and assessed by the degree of success and obstacle at work. In such a section, people go after growth, improvement and creativity. Unlike lower levels, self-actualisation is never satisfied; there are always new opportunities and challenges to face. Managers should focus on challenging jobs, opportunities for imagination, success in work and progress in the organisation.

Base on Maslow's (1943) theory, Hinton and Ruscoe (2012) suggest different factors which influence individual development and inspiration. Though their theories raise many criticisms and doubts over their restrictions, they constitute a world renowned theory of motivation at work, and also have experienced a great effect on management approaches to inspiration and the control of an company to accomplish personal needs. It is not hard to recognize the various needs and wants which people have, where these are included in this model, and different motivators that might be suited for differing people at the job, for example give a safe surrounding for an engineer or give a high social status to an expert.

To conclude, many other factors which can encourage employees other than money exist in management. In a complicated business process, motivations which encourage employees can't be limited by just fulfilling one aspect. There should be an integration of different facets to cope with different categories of motivation so that employees' performance and the productivity of company can be maximized. Furthermore, methods which a business uses to stimulate their employees are the key point in bettering their performance; thus, managers should think about means to learn what their workers want from them, and exactly how they achieve their personnel' needs.

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