Money Is The Biggest Motivator

Table of Content

Money is the biggest incentive of people at the workplace. Most people are motivated by money. Harmonizing to Alison Griffiths, journalist of Metro Canada, study showed that 53 per centum of Baby Boomers in Canada did desire to gain more money while 32 per centum of them did program to open a ain concern after retirement to gain more money excessively. Besides that, Reuters ( 2012 ) besides stated that 31.4 per centum of Americans aged from 65 to 69 were still working in twelvemonth 2010, compared to twelvemonth 1990 with a lower per centum which is 21 per centum. These showed that Baby Boomers value money as an of import motive factor.

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For illustration, A Generation X employee tells a Boomer director that he had been working excessively difficult and petition for taking an off for household holiday. Alternatively of stating thanks, the Boomer answers, “ I work to acquire in front, to acquire a publicity, non for a holiday. ” The Boomer director so gave the employee a fillip, instead than a holiday ( Hammill, G. , 2005 ) . In contrast, Generation X seek a work-life balance where they will take less money if they are given chance to work lesser hours and have clip off to pass with household or take a holiday. For them, money act as an inducement or wages but it does non add value to the occupation. Whilst, Boomers are attracted to place and even more money instead than puting value on holiday clip or flex clip. Harmonizing to Mcshane ( 2010 ) , Generation X and Generation Y employees expect a more classless workplace.

For them, money is an of import factor but it is non a standalone. A survey by Accenture confer withing house found that 50 % of in-between directors were interested in new occupation that provide benefits such as more clip off instead than more wage ( Williams, R. , 2010 ) Therefore, money is really of import to employees for figure of grounds. I steadfastly believe that money is the major and biggest incentive at the workplace. Some of the motive theory theoretical account besides explains the importance of money as a major incentive factor such as Maslow ‘s Needs Hierarchy Theory, ERG Theory, Equity Theory and etc.

2.0 Content

Maslow ‘s demands hierarchy theory

Harmonizing to Maslow, the most basic demands on the demands hierarchy had to be satisfied before the following degree of demands emerge ( Mcshane, 2010 ) . Maslow stated that single demands are arranged in a hierarchy from the lower degree to the higher degree of demands. It classified single demands into 5 degrees which is physiological demands, safety demands, belongingness demands, esteem demands and self-actualization. Money which is a basic demands for endurance, as stated by Maslow, it is really of import as money can acquire shelter, nutrient, vesture, H2O and other necessities of life to fulfill single basic physical demands such as physiological and security demands.

As a affair of fact, worker is motivated to work in the organisation to have economic wagess to run into his basic demands. Whilst, the organisation helps an person to fulfill their basic demands by supplying good wages, benefits and good working status. Besides that, the most general theoretical account for money ‘s importance is the fact that it is utile for obtaining many other things that we want and wish for because of its symbolic value ( Davis, K. and Newstrom, J. W. , 2002 ) . Therefore, money or pay did fulfill single thrusts and demands. Company and organisation such as Royal Bank of Scotland ( RBS ) , Tesco, Kellogg ‘s, Siemens motivates its workers by supplying these basic demands wherever they create occupation ( McShane, 2010 ) . Furthermore, money or wage is often used as a criterion used for comparing for societal position and personal achievement ( Davis, K. and Newstrom, J. W. , 2002 ) .

In add-on, money or wage can assist an person to get a higher degree on Maslow ‘s motivational demands hierarchy, including societal regard and self-actualization ( Davis, K. and Newstrom, J. W. , 2002 ) . For case, money can carve the way towards societal acknowledgment, doing it possible for early retirement, a good instruction for one ‘s kids every bit good as free clip for enjoyment. For illustration, a director actuate his worker by raises his worker ‘s wage because the worker had done a good occupation. The worker felt he was respected and rewarded every bit good as more security and was extremely pleased with this acknowledgment ( Davis, K. and Newstrom, J. W. , 2002 ) . Hence, money or pay did impact one ‘s self-pride every bit good as dignity.

ERG Theory

In ERG theory, needs affect an person ‘s behaviour as described by Maslow. Alderfer ‘s ERG theory reorganizes Maslow ‘s five groups into three which is being, relatedness, and growing ( McShane, 2010 ) . Being demands are the same as physiological and safety demands as Maslow. Relatedness demands are the same as belongingness demands as Maslow. Growth demands are the same as self-esteem and self-actualization demands. Unlike Maslow, which merely explained how people progress up the hierarchy, ERG theory besides describes how people regress down the hierarchy when fail to carry through a higher demands ( McShane, 2010 ) . In another word, Alderfer suggested that more than one demands may be operative at the same clip. Likewise, presume that a nurse who is seeking a publicity because the publicity will raise her wage.

This publicity will advance her to a caput nurse place would assist run intoing the nurse ‘s demands for growing every bit good. After a drawn-out delay, she learned that she was dropped from farther consideration. She becomes defeated, defeated, and concerned about her hereafter. Her supervisor and her colleagues talk with her guaranting her that other chances will happen and her value to other colleagues is unmeasurable. After few yearss of feeling frustrated, she redirected her demand for the publicity to the relatedness class and seems to bask her work and her co-workers. Furthermore, Alderfer besides suggested that the failure to fulfill relatedness or growing demands will do renewed involvement in being demands.

For case, this might increase the desire for more money or for better working status. Likewise, money or wage which is the factor of being demands. It drives people to travel to work for endurance. Individual at the being degree who is given the chance to gain extra $ 100 will be more motivated comparison to person gaining $ 100,000 per twelvemonth.

This can be explained with McClelland ‘s theory which low achiever view pecuniary wages as an terminal in itself while high achiever view pecuniary wages as symbol of success or accomplishment and feedback about occupation public presentation. In contrast, the importance of money or wage is so a strong incentive. It ensures an single primary demands to be met every bit good as supplying security and personal growing and development as the worker is assign to execute more duty on the occupation.

Other than accomplishment, money can be usage to purchase association and power. For illustration, people can utilize money to purchase their manner into expensive nines every bit good as giving them the capacity to act upon others such as through political parts. Furthermore, money or wage is classified as a hygiene factors in Frederick Herzberg ‘s motivator-hygiene theory. Herzberg suggested that director foremost must better the hygienic conditions of work before seeking to increase motive. Negative hygienic conditions distract employees because they are necessary for constructing a foundation on which to keep a sensible degree of motive in employees. Therefore, the function of money or pay must non be ignored.

Expectancy Theory

Harmonizing to Victor Vroom ‘s Expectancy theory, the theory stated that work attempt is directed toward behaviours that people believe will take to coveted results. That is, people are motivated to accomplish the ends with the highest expected final payment. For illustration, a individual may be a high-performing employee because he believes that this will take to a virtue addition in wage. This means that an employee must desire more wage or money which is valency, must believe that attempt will be successful in bring forthing coveted public presentation which is anticipation, and must swear that the pecuniary wages will follow better public presentation which is instrumentality. Most employees do react to money as a wages.

For case, a individual may prefer a 10 per centum virtue addition instead than reassign to a new section. Thus, money frequently has high valency. Likewise, wage or money besides plays a larger function in appliers ‘ occupation picks. That is, a degree of wage must be met before an person will even see accepting a occupation offer. Company that offer get downing salary or pay below the market scope will non even being considered by the applier. In another word, money can pull employee every bit good as retaining the employee such as offering high wages and increased variable wage.

Equity Theory

In equity theory, the equity rule infers that people should be paid in proportion to their part. The theory posits that persons evaluate the equity of their wage by comparing their ain ratio of inputs and results to the input and end product of other individual such as close coworkers, workers in other companies, or the employee ‘s past work history. In add-on, the theory predicts that an person who perceives his rise to be unjust is likely to alter his behaviour in several ways like showing dissatisfaction to his supervisor, working harder to acquire a bigger rise following twelvemonth, working less to convey her inputs in line with his sensed results, or even discontinue the occupation in disgust.

Hence, money or pay level clearly becomes of import as an results perceived by the employees in exchange for their services. For case, it will impact employee behaviours if it is cut. As such, employees are on high qui vive and sensitive for every clip employers make wage alterations. It reflects differences in how the employees are regarded or value by the employer. In another word, employees react strongly to alterations in wage.

An illustration of employee reaction to underpayment unfairness occurred in a fabrication works that the company cut 15 percent wage of all employees because some of import contracts were canceled. The affected employees reacted by duplicating their normal larceny rate by stealing tools and supplies from the company. Employee turnover rate besides increased from 5 per centum to 23 per centum. In peculiar, underreward seems to bring forth motivational tenseness with negative effects. Hence, wage was a symbolic scorecard to employee that they are overreward, equity or underreward.

3.0 Recommendation

Based on the above theory and facts, in stressing the importance of money as the biggest incentive, we are non stating that money is the lone of import incentive but money play a cardinal function in actuating people particularly among the low winner. Indeed, it is clear that many other factors such as interesting work, engagement in determination devising, flexible working hr and etc are besides of import incentive to many people. However, in order for money to be the biggest incentive, wage or money has to be used in a manner that would bring forth motive such as inducements or fillips that boost the morale of the workers by executing better public presentations.

This is merely because money Acts of the Apostless as a mechanism for honoring and modifying behaviour in industry. It is an extrinsic wages that encourages people to work harder, more energetically every bit good as motivate the employee to accomplish higher degree of public presentation. Furthermore, the effectivity of money as a incentive depends on assortment of single and situational factors. Each person has different perceptual experience, penchants, anticipation, and self-concept toward money. Therefore, director has to speak to their employees to understand and happen out which needs or preferences a peculiar employee is seeking.

4.0 Decision

In decision, we strongly believe that money is so the biggest incentive in the workplace. Based on the points and statements above, we can clearly see that money is so the of import factor that motivates people at the workplace. Money is regarded as a really high wages for the persons that have worked hard for it. It is besides regarded as the highest signifier of wages for employees. The higher the wage class, the higher the acknowledgment they receive from their employers every bit good as from the working couples. Finally, we conclude that money is so the most of import factor that motivates persons at the work topographic point.

( 2001 words )

5.0 Mentions

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