In the business environment people are constantly motivated to perform tasks to get to a desired outcome. When we look at the motivational theory of Maslow we can clearly establish that our needs depend on what we already have. His hierarchy show the most basic needs of individuals to the self-actualisation witch lies at the top being the best you can be. The most basic needs on the needs hierarchy had to be satisfied before the next level of needs emerge.
Hertzberg theory lays out the difference between the motivational factors for example achievement and responsibility to the hygiene factors at the work place.
The hygiene factors only play a role when they are not present in the working environment. If for example you have bad interpersonal relationships with your fellow employees or a bad salary, if the organisation provides these factors there will not be any dissatisfaction but they don’t contribute to an employee motivation.
But what really motivates us to perform these tasks.
We are not as endlessly manipulative and predictable as we think. In general when you reward something you will get more of the behaviour you want and when you punish something you will get less of the desired behaviour. Almost everyone when they were little would perform a simple task if their parents would give them a monetary reward, for example if you wash the car we will give you ten rand. In this case money acts as the motivator to complete the basic task.
This is an example of the expectancy theory if you do the task you get the reward.
This theory will always apply to basic mechanical task. When the task is more difficult or a rudimental cognitive skill is needed to complete a task money seems to fail as a motivator according to a study done at Massachusetts Institute of Technology (MIT). When creative thinking and high level of skill and knowledge is required to complete difficult tasks money will fail over and over again as a motivator. As a fact the higher the rewards or incentives lead to poor performance. This is actually quite the opposite of what we expected. Money is a motivator at work that is a fact but it does not add value to the job.
In conclusion, we strongly believe that money is indeed the biggest motivator in the workplace. Based on the points and statements above, we can clearly see that money is indeed the important factor that motivates people at the workplace. Money is regarded as a very high reward for the individuals that have worked hard for it. It is also regarded as the highest form of reward for employees. The higher the pay grade, the higher the recognition they receive from their employers as well as from the working mates. Finally, we conclude that money is indeed the most important factor that motivates individuals at the work place.
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