of managers assuming that money is the only motivation for all their employees.
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This essay will address the issue of managers assuming that money is the only motivation for all their employees. This essay will argue that money is not the only motivation.
In doing so we will make reference to relevant theories, and concept, and articles that will help us understand what really motivates employees.
This essay divided into four sections. Section one focuses on the theoretical perspective, section two focuses research evidence, section three focuses on motivation in practice, and the final section will be the conclusion.
There are many different views about money being the only motivation for all employees. According to Abraham Maslow money is not the only motivator. (Fincham, R and Rhodes P, 2005) argues that “human instinctive in nature and have their basis. This theory is supported ...
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In doing so we will make reference to relevant theories, and concept, and articles that will help us understand what really motivates employees.
This essay divided into four sections. Section one focuses on the theoretical perspective, section two focuses research evidence, section three focuses on motivation in practice, and the final section will be the conclusion.
There are many different views about money being the only motivation for all employees. According to Abraham Maslow money is not the only motivator. (Fincham, R and Rhodes P, 2005) argues that “human instinctive in nature and have their basis. This theory is supported by Freud’s theory who suggests that “all human behaviour are motivated by drives and instincts...these instincts perpetuate the life of the individual by motivating him or her to seek food and water.” One limitation of Maslow’s theory is that “his preoccupation with self actualization was other interesting parts of his theory for example the role of cognitive needs such as needs to know were undeveloped.” (Fincham, R and Rhodes P, 2005)
On the other hand, Victor Vroom’s VIE theory “suggests the individual will consider the outcomes associated with various level of performance and elect to pursue the level that generates the greatest reward for him or her. This theory is supported by Fredrick Hertzberg hygiene factor states that pay “do not lead to higher level of motivation, but without them there is dissatisfaction. One limitation of this theory is that the study is limited to professional engineers and accounts.
Overall one accepts the suggestions of Maslow because before any needs are met basic (psychological) needs to be met first.
Money is not a motivator, because there are other factors which can be classed as motivators. Hertzberg states that status, opportunity advancement, recognition, responsibility can be deemed as motivators also.
Recognition is a motivator as employees can feel appreciated by the company for their contributions. According to Susan M. Heathfield she shows that “recognition can ensure a positive productive, innovative organisational climate.” If an employee feels that they are recognised in a company for their hard work and loyalty. This can motivate employees to achieve greater success in the company and for the company.
Opportunity advancement can also be deemed to be a motivator too. Robin Stuart-Kotze states “in fact what stimulates growth (and motivation to grow and develop) are opportunities for...advancement. Opportunity advancement is stimulating as it can motivate employees to do well in their current position so they can advance to the next higher position, which is satisfying.
Nonetheless the assumptions that money is the only motivation for employees can be deemed as true. This may be the only way that managers know how to motivate their employees; therefore they are used to it.
Myron Curry (2005) suggests “employees who claim money is the only motivation higher do so because of there is a lack of any other form of compensation.
An employee can feel no sense of purpose in the company, or it could be the lack of communication between the managers and employees which causes money to be the only motivation for employees.
Money is can be identified as the only motivation for employees.
Myron Curry (2005) suggests “there isn’t anything else the employee that even remotely resembles compensation to increase motivation.”
This means that if there is no other financially rewarding system in place other than money, to motivate employees to work, which means that employees may not increase production on their job but just the fact that they are at work, as being at work is financially rewarding.
One had an experience where one was work and one was asked if one could work on Valentine’s Day which wasn’t very convenient for myself as one had made plan, but because one is so used to the pay structure one knew there was no motivation to work that day unless they doubled the pay which one asked and didn’t happen. The point one is trying to make is that as one had plan money couldn’t motivate me to work on Valentine’s Day.
We have argued that money is not the only motivation simply because of other factors e.g. the need to be recognized however if the other factors of a job are not fulfilled then money may become the ultimate motivator. Hertzberg said one need is met it is a little bit difficult to try and achieve another set of needs as the basic needs are focused on.
References
Fincham R and Rhodes R (2005) Principles of Organizational Behaviour (fourth edition). Oxford: University Press. p.193-198
(http:webspace.ship.edu/cgboer/freud/freud.html)