• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

"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.

Extracts from this document...

Introduction

"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.

Middle

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.

Conclusion

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.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our GCSE People in Business section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related GCSE People in Business essays

  1. "Managers should do everything they can to enhance job satisfaction of their employees? Do ...

    (Gallie 1998 cited Cully) Job satisfaction may also provide insight into employees' decisions about the extent of their participation in the workplace, how hard they work, and whether or not they stay with their job. Employees were asked how satisfied or dissatisfied they were with four aspects of their working

  2. METHODS FOR MOTIVATING EMPLOYEES

    Non-Financial Motivation This report speaks of emotive forces as internal emotional drives for performing a task. Effective motivation of employees goes beyond the financial compensation for work, and some of the most well-known companies in the world have realized the benefits of appealing to their employees' drive to work intelligently and to be recognized.

  1. A study of Asda's personnel performance indicators.

    * Workers with specific skills can be employed rather than having to train up existing workers from scratch. * New ways of solving problems can be seen by workers with different perspective, where as existing workers may rely on tried and tested methods that have worked in the past.

  2. Does performance related pay motivate or de-motivate employees?

    A wide range of research has found PRP schemes less effective than expected in increasing productivity. (Dowling and Richardson, 1997, Marsden and French, 1998). Further research conducted in public services shows that the majority of public employees accepted the principle of linking pay to performance.

  1. Business at Work - ASDA

    Later I will state the different internal and external communication methods at Asda and say how the different functional areas use these communication methods and also how they communicate between each other. In order for Asda to meet their aims and objectives it is vital that the four functional areas,

  2. If the company does not have an effective process of hiring staff then they ...

    This will depend on the type of the job being advertised, how many vacancies there are to be filled, the budget available and how long the vacancies need filling. For example the government advertises on the television to encourage recruits into the armed forces and into nursing.

  1. Improving Motivation and Job Satisfaction at the Laredo Federal Credit Union

    turnover, by increasing training costs, losing a productive employee, and negatively impacting customer satisfaction. Challenge Employees are motivated by a challenging job that allows a feeling of achievement, responsibility, growth, advancement, enjoyment of work, and earned recognition. Overall, a majority with 69.6 percent are satisfied with the workplace, with only 7.7 percent disagreeing.

  2. TNT case study

    Medical references: most employers will carry out some kind of medical check up even if it is only the completion of a form asking a few simple questions about health problems in the past. The final stage in the process will be an interview, an - increasingly common these days - some form of test or assessment.

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work