...suggests that pay is a good motivator. The logic is: “You get what you pay for.” i. Provide examples of three different career tracks where people clearly are not focused on earning high pay. Examples: 1. Scientists 2. Literature writer 3. Environmentalist / Environmental Lawyer. ii. For each of your examples, describe what the key motivators. 1. Scientist key motivator: Love for science and innovation. Curiosity of outer space world, mystery of universe, search for answers of century old questions, etc. 2. Literature writer: Love for art, words, passion of writing and respect to culture. 3. Environmentalists: Care of nature, care of next generation, knowledge of geology and respect of universe. b. Which of Maslow’s “needs” in his hierarchy of needs are most closely associated with the idea that “Pay is a good motivator”? Which “needs” do not support this contention. Explain your answer. ‘Pay is good motivator’ is most closely associated with ‘Safety’ factor mentioned in the Maslow’s Hierarchy of Needs. As the pay increase, employee feels secured regarding personal security, financial security, health security and safety and safety against accidents. Secondly is relates to Esteem factor mentioned in the hierarchy because with the increase in pay, employee feels more respected, his confidence rise, he get the feeling of achievement which fulfills the criteria of Esteem. Physiological, Love-Belonging and Self-actualization are the needs which do not belong to “Pay.” c. Herzberg’s...
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...perform. Leaders encourage other to be moved by something. The degree of motivation and the type of motivation are both important. The degree of motivation is how much is someone motivated and the type of motivation concerns with what brings that motivation. Both extrinsic and intrinsic motivation are mentioned as catalysts of the explained behavior. Several theories of motivation try to explain the concept and its origins. The purpose of this paper is to explain key ideas of some of the theories as they relate to a team of six members and a mentor who is in a leadership position. The DISC assessment tool will be used to compare and contrast the individuals of the team based on their personalities. Both extrinsic and intrinsic motivators exist. Extrinsic motivation means doing something that leads to a separable outcome and intrinsic motivation means doing something because it is inherently interesting or enjoyable (Ryan and Deci, 2000). In consequence, the behaviors portrayed are different. Intrinsic motivation comes natural and is even associated with behaviors since one is a child. A child is born with the inherent nature to walk, eat, be curious, etc. This aspect might be related to Maslow’s hierarchy of needs explained later. We also have innate needs for competence, autonomy, and relatedness (Ryan and Deci, 2000). This relates to self-efficacy theory. Extrinsic motivation, on the other hand, depends on a separable outcome or an external force or pressure...
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...Monitoring the Process and Deciding if Pay Has Positive Effects on Behavior Pay incentive programs need to be properly designed to promote change and have a positive effect (Springer & Taylor, 2016). Pay incentive programs are to reward faculty who perform well and put forth extra effort (Springer & Taylor, 2016). The programs help less effective faculty to improve their performance and teaching skills (Springer & Taylor, 2016). The programs should also limit the amount of faculty who leave their teaching positions and attract quality faculty (Springer & Taylor, 2016). The pay incentives should motivate faculty to advance their skills or to adopt new strategies, and the incentives should leave a positive influence (Springer & Taylor, 2016)....
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...Differential effects of incentive motivators on work performanceAlexander D Stajkovic, Fred Luthans. Academy of Management Journal. Briarcliff Manor: Jun 2001. Vol. 44, Iss. 3; pg. 580, 11 pgs | Abstract (Summary) In this field experiment, first compared is the performance effects of money systematically administered through the organizational behavior (O.B Mod.) modification model and routine pay for performance. This was compared with the effects of O.B Mod.-administered money, social recognition, and performance feedback. The money intervention based on the O.B. Mod. outperformed routine pay for performance and also had stronger effects on performance than social recognition and performance feedback. Full Text (7144 words) Copyright Academy of Management Jun 2001 [Headnote] | In this field experiment, we first compared the performance effects of money systematically administered through the organizational behavior modification (O.B. Mod.) model and routine pay for performance and then compared the effects of O.B. Mod.administered money, social recognition, and performance feedback. The money intervention based on the O.B. Mod. outperformed routine pay for performance (performance increase = 37% vs. 11%) and also had stronger effects on performance than social recognition (24%) and performance feedback (20%). | | Although behavioral management, as a systematic approach to increasing employee effectiveness, was formulated about 25 years ago (e.g., Luthans...
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...Motivation How important is pay for motivating workers? Motivation Studies Findings: * Pay and benefits are important in encouraging staff to work well * most important: work enjoyment, work challenges and recognition Points to think about * why do you think that pay and bonuses are not the most important factor for all workers? * explain why “loyalty” and “working harder” are important to a business * why do you think “recognition” is important to many workers? is it important to you? Motivation The intrinsic and extrinsic factors that stimulate people to take action that lead to achieving a goal. Intrinsic motivation Comes from within satisfaction derived from working on and completing a task. Extrinsic motivation Comes from outside external rewards associated with working on a task (pay and recognition). Indicators of poor staff motivation Unmotivated or demotivated staff will not perform effectively, offering only the minimum of what is expected. This will impact productivity levels and the competitiveness of the business. Signs will include: * absenteeism * lateness * poor performance * accidents * labour turnover * grievances * poor response rate Motivation theories Content theories Individuals are motivated by the desire to fulfil their inner needs. They focus on the human needs that energise and direct behaviour and how managers can create conditions that allow workers to satisfy them.This...
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...UNDERSTANDING EMPLOYEE MOTIVATION ABSTRACT The study examined the ranked importance of motivational factors of employees at The Ohio State University's Piketon Research and Extension Center and Enterprise Center. The hand-delivered descriptive survey addressed ten motivating factors in the context of employee motivation theory. Findings suggest interesting work and good pay are key to higher employee motivation. Carefully designed reward systems that include job enlargement, job enrichment, promotions, internal and external stipends, monetary, and non-monetary compensation should be considered. AUTHOR James R. Lindner Research and Extension Associate The Ohio State University Piketon Research and Extension Center Piketon, Ohio Internet address: lindner.16@osu.edu JOURNAL Journal of Extension www.joe.org June 1998 // Volume 36 // Number 3 // Research in Brief // 3RIB3 Introduction to Motivation At one time, employees were considered just another input into the production of goods and services. What perhaps changed this way of thinking about employees was research, referred to as the Hawthorne Studies, conducted by Elton Mayo from 1924 to 1932 (Dickson, 1973). This study found employees are not motivated solely by money and employee behavior is linked to their attitudes (Dickson, 1973). The Hawthorne Studies began the human relations approach to management, whereby the needs and motivation of employees become the primary focus of managers (Bedeian, 1993)...
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...improvement in job satisfaction is directly correlated to improvements in employee performance. Employee satisfaction, though, is a complex issue. A number of different types of human resource management systems have been put into place in an effort to improve employee satisfaction, including shorter workdays, shorter workweeks, and improvements in compensation packages. Some theorists have argued, though, that of all of these efforts, compensation improvements have had the greatest impact on performance outcomes of all of the efforts put in place (Lawler and Worley, 2006). This review of literature assesses the impacts of motivational strategies, especially in the presence of workplace dissatisfaction, to provide support for compensation motivators in a transitioning workplace. Literature Summary Since the late 1960s, theorists like Gary Becker have attempted to determine the best ways to retain and motivate a workforce population. Becker (1967) defended the use of the concept of human capital, a concept easily applied to the modernizing and...
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...were motivated was the focus of many researchers following the publication of the Hawthorne Study results (Terpstra, 1979). Five major approaches that have led to our understanding of motivation are Maslow's need-hierarchy theory, Herzberg's two- factor theory, Vroom's expectancy theory, Adams' equity theory, and Skinner's reinforcement theory. According to Maslow, employees have five levels of needs (Maslow, 1943): physiological, safety, social, ego, and self- actualizing. Maslow argued that lower level needs had to be satisfied before the next higher level need would motivate employees. Herzberg's work categorized motivation into two factors: motivators and hygienes (Herzberg, Mausner, & Snyderman, 1959). Motivator or intrinsic factors, such as achievement and recognition, produce job satisfaction. Hygiene or extrinsic factors, such as pay and job security, produce job dissatisfaction. Vroom's theory is based on the belief that employee effort will lead to performance and performance will lead to...
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...Organizational behavior is defined as actions and attitudes of individuals and groups toward one another and toward the organization as a whole, and its effect on the organization's functioning and performance. During the course of this semester I never thought that I would learn so much about why companies are the way they are because of their behavioral structure. “Behavior is a product of individual, group, and organizational influences and, as such, we draw upon the concepts and theories of Organizational Behavior (OB) to better understand behavioral processes at these levels.” (Boyd, 2011) Organizational behavior consists of management functions, globalization, managing workforce diversity, organizational behavior, culture, diversity, diversity programs, job satisfaction, emotions in the workplace, leadership, leadership styles, motivation, values, ethics, decision making, types of training, sources of stress, and resisting change. There are a few of these topics that I will discuss and research in this essay. The first topic that I will discuss is motivation in the workplace. Motivation is defined as the process that initiates, guides and maintains goal-oriented behaviors. Motivation is what causes us to act, whether it is getting a glass of water to reduce thirst or reading a book to gain knowledge. It involves the biological, emotional, social and cognitive forces that activate behavior. In everyday usage, the term motivation is frequently used to describe why a person...
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...motivated was the focus of many researchers following the publication of the Hawthorne Study results (Terpstra, 1979). Five major approaches that have led to our understanding of motivation are Maslow's need-hierarchy theory, Herzberg's two- factor theory, Vroom's expectancy theory, Adams' equity theory, and Skinner's reinforcement theory. According to Maslow, employees have five levels of needs (Maslow, 1943): physiological, safety, social, ego, and self- actualizing. Maslow argued that lower level needs had to be satisfied before the next higher level need would motivate employees. Herzberg's work categorized motivation into two factors: motivators and hygienes (Herzberg, Mausner, & Snyderman, 1959). Motivator or intrinsic factors, such as achievement and recognition, produce job satisfaction. Hygiene or extrinsic factors, such as pay and job security, produce job dissatisfaction. Vroom's theory is based on the belief that employee effort will lead to performance and performance will lead to rewards (Vroom, 1964). Rewards may be either positive or negative. The more positive the reward the more likely the employee will be highly motivated. Conversely, the more negative the reward the less...
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...“Herzberg (1968) argues that pay is a “hygiene factor”. Critically evaluate his position drawing on your understanding of what motivates individuals and groups.” This assignment will look at the origin of Herzberg’s theory, those who agree with Herzberg’s two-factor theory and those that disagree with his two-factor theory. The assignment will look into what motivation means to individuals, and how motivation creates job satisfaction. It will then be possible to evaluate the relevance of Herzberg’s and how relevant it is to all individuals. Herzberg carried out a survey interviewing 200 Engineers and Accountants from Pittsburgh in the 1950’s. From his findings he came up with the two-factor motivation theory which consisted of motivational factors and hygiene factors. Both factors affect motivation in the workplace, but are very different and are completely unrelated. “Motivators refer to factors intrinsic within the work itself like the recognition of a task completed” (Tietjen & Myers, 1998) while “hygiene factors tend to include extrinsic entities which do not pertain to the worker’s actual job” (Tietjen & Myers, 1998). Motivators make the employee content and when they are present they increase job satisfaction. They were named intrinsic factors as they are factors that are related to the job itself. Hygiene factors do not make the employee happy when they are present but they do dis-satisfy when they are not present or are in shortfall, the hygiene factors...
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...Question one: For most people money is a fundamental reason to work because eit is measurable and tangible. Hence, it becomes a motivator by default though it may not be the primary one for many employees. People are motivated by different things.Some employees have financial goals, others have professional goals while some have personal goals. The same incentives cannot work for all. This essay outlines some of the reasons why cash is not always a suitable motivator for excellent employees. Daniel Pink in his book “Drive”, convincingly argues that money does not motivate employees. Generally, people are motivated to work harder when they have the ability to work on their own terms. This is equally visible in Herzbergs two factor motivaton theory. In this theory, Herzberg points out that motivator factors such as the work itself,achievement, recognition, responsibility and opportunities for advancement and growth are the source of work satisfaction. Herzberg futher states that a salary is a hygiene factor and will not motivate people. Howerver, when the organisation links a monetary reward, such as a merit bonus to the recognition of good performance, it acts as a motivator. This is not to suggest that money doesn’t motivate, in fact, to underplay the importance of money and benefits as motivation for workers would be a mistake. Daniel Pink states in his book that employees expect to be paid fairly, but over-paying employers do little to motivate them to work harder towards...
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...2305, Tema, Ghana, West Africa Telephone: 00233202620174 Email: gkamoako@central.edu.gh Abstract This paper critically examines Frederick Herzberg’s two-factor theory and assesses its application and relevance in understanding the essential factors that motivate the Ghanaian worker. The two-factor theory of motivation explains the factors that employees find satisfying and dissatisfying about their jobs. These factors are the hygiene factors and motivators. The hygiene factors when absent can lead to dissatisfaction in the work place but when fully catered for in the work environment on their own are not sufficient to satisfy workers whereas the motivators referring to the nature of the job, provide satisfaction and lead to higher motivation. This paper adds to the understanding of what motivates the Ghanaian worker most and creates the platform for a re-evaluation of the thinking and viewpoint that workers rate motivator factors higher than the hygiene factors in the work setting. Keywords: Frederick Herzberg, hygiene factors, motivators, employee, Ghana 1. Introduction There are numerous motivation theories that have influenced the way organisations manage employees to achieve a motivated work force. These theories attempt to explain why people behave the way they do and advice on factors and...
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...places the onus on the management team to show workers how to work smarter. However, the catch phrase fair day’s work places the onus on the employee to determine what is a fair day’s work based upon his or her pay. Ginny believes that she is giving a fair days work for a fair days pay and will endeavor to ensure this status quo is maintained as long as there is no one looking over her shoulder. Theory Our economic system is predicated on the belief that those who work hard and apply themselves will be rewarded for their labor by a fair day’s pay. This foundational transaction is often at the core of companies’ belief that to keep employees going, a wage will suffice as a motivator for performance and performance improvement. Studies have however shown that this is rarely the case. Yes, it is true that a wage is the default motivator because money is measurable and fungible, but at best it is only a secondary motivator. Organizations provide rewards to staff with one simple fact in mind, to motivate their performance and encourage their loyalty and retention. As agency theory indicates however, staff and management can view goals, rewards, results, and motivation quite differently to the point of being diametrically opposed. Agency theory postulates that owners use pay and other forms of compensation to have management collaborate on running the organization effectively – from...
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...tells McGuire to “Show Me The Money”, “Show Me The Money Jerry” and starts dancing in his kitchen. He then spells out the word M O N E Y and has Jerry screaming the phrase “Show Me the Money” back to him with passion like he really means it over the phone. (http://www.youtube.com/watch?v=OaiSHcHM0PA). Now this may be a simplistic way of illustrating how money can be important to some individuals but it nonetheless shows that for some individuals it can be the only thing. Let us briefly examine that point of view first. Money Motivates There is no question that money motivates people. We are all looking to be paid a fair wage in whatever working profession that we are earning a living and according to studies money is a motivator in getting people to work towards a goal be it personal or for an employer that has that ultimate payoff at the end that can be either a better wage, a bonus or some other type of monetary incentive. According to Ian Larkin a professor of business administration at the Harvard Business School, “Money is highly motivational for people.” (Nadia...
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