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"Managers who rely only on pay to motivate their employees to higher levels of job performance will always be disappointed n the results". Critically evaluate this statement.

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"Managers who rely only on pay to motivate their employees to higher levels of job performance will always be disappointed n the results". Critically evaluate this statement. Pay is one thing that causes many discrepancies within the work environment. Most employees continue to try and further themselves in work usually with the hope of better pay; fringe benefits i.e. company cars, pensions and so on. There are however, those who show "highly motivated behaviour where economic rewards are low."1 This citation agrees with the above statement, however, throughout this essay I will sum up where pay can be seen as a good motivator and where extrinsic benefits fail. Content theorists such as Maslow and Herzberg look at needs and what gives people the drive to work. A similar theme arises in the different theories which on face value seem opposing they all look at ones desire to work in order to satisfy their needs. To start, Maslow believed there is a hierarchy as to what makes people work. The first being for survival. ...read more.


Hygiene factors are the issues surrounding an employee whilst they work that "help avoid dissatisfaction with work."5 These include status, work conditions and quality of personnel management. What sets Herzberg apart from Maslow is the fact that he looks at how job design can be a potentially motivating factor. Herzberg would suggest that what truly motivates is intrinsic factors such as achievement rather than pay. This goes towards explaining why some managers who rely on pay may be disappointed - it's not what makes a job enjoyable. Despite these two theorists agreeing with the above statement Taylor is one content theorist more inclined to disagree. He favoured using incentive wage plans and was seen to continually achieve consistently good results. However, in the article Why Incentive Plans Cannot Work by Alfie Kohn he goes into innumerable detail about the disadvantage of using payment as a motivator. He explains that rewards can work, they will motivate people to strive for the reward. Employees will become accustomed to working for the sole reason of a reward as a teleological result. ...read more.


In conclusion, the essay has shown circumstances where pay works as a motivator and where it fails. The overwhelming feeling is that pay is fine as a short term motivator but when it is used continually workers can become reliant and it can put pressure on employee relations as well as encouraging them to work purely for economic reward. Managers will not always be disappointed with results as explained but there are other ways to motivate which have shown to produce continually good results such as job enrichment and making employees feel as though they genuinely matter. In my opinion, managers who use pay incentives can achieve good results but from reading the articles as evidence my advice would be to use them sparingly. WORD COUNT: 1054 words 1 Organisational Behaviour - compiled by A. Beauregard page 201 2 Organisational Behaviour - compiled by A. Beauregard page 204 3 This study "examined the changes in needs of a group of people." OB - A. Beauregard page 205 4 Organisational Behaviour - compiled by A. Beauregard page 205 5 Organisational Behaviour - compiled by A. Beauregard page 206 6 Harvard Business Review ?? ?? ?? ?? ...read more.

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