Is Money an Effective Motivator at Work
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Is Money an Effective Motivator at Work? Do you often smile while in the day-to-day routine of making money? Or, would you ever bet that a person earning $60,000 a year is much happier than someone who's making mere $30,000 in comparison? Indeed, most of us erroneously share the most conventional view that money is on top of those ultimate motivators making us work, and more than that, bringing everyone happiness. Though, contrary to popular belief, researches in various social areas evidence that money, as a trivial form of reward, is placed in plane with main de-motivators for workforce. Despite most of the world works for the sake of financial reward, the need for money only obliges us to undertake certain sort of work, but doesn't motivate in actual fact. For example, one of the theories of human motivation - 'Money as a motivator theory' is grounded on the belief that the need for money primarily motivates all workers ("Theories of Human," 2004).
volunteers, tribe people, monks etc) and are often much happier than those who alike machines (in essential conversation widely known as 'workaholics') go through set routines on daily basis. Right, with money you feel OK in supermarket, pub, restaurant, however in church, for example, you realize that something has to be changed before it's too late, of course, to make your life different and your family's future bright. According to Frederick Hertzberg's 'Dual Factor theory', the so-called group of 'hygiene factors', including working conditions, pay, and job security, don't motivate employees as such ("Theories of Human," 2004). On the contrary, he puts achievement, career progression and learning in the 'motivation factors' category, which apparently shows that the reply provided by the average employee is false in light of genuine motivation. Another proof of this is Frederick Hertzberg's division of work issues into two categories: dissatisfiers, including salaries, interpersonal relationships, work conditions, company policy, supervision and security), and motivators, including achievement, recognition, interesting work challenging work, responsibility and growth (Bradney, n.d.).
stating that "most people would [rather] prefer higher relative income to higher absolute income" (Kling, n.d., The Evidence section, para. 1). One another reason why money's playing the de-motivating role in the world of work is because there is subconscious perception that no matter how much you earn, you'll never be completely contended, or at least your internal satisfaction in this respect will last for a fortnight at best. In this respect, Grossman (2005) states, "in fact, research demonstrates that after a pay raise, employees' performance only improves for two weeks before returning to baseline" (A Brief Pause section, para. 2). In late 60s, Elvis sang 'money-honey', though money, as an external motivator, is not worth that much attention most people devote to it; neither can it ever substitute true values shared by mankind for centuries. To this end, it is crucial that we reconsider the part played by financial factor in our life, especially at workplaces where we use to spend most of time. And just simple forgetting about money for a while, I'm certain, could make substantial contribution towards overcoming inner pragmatism.
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