This essay explores the importance of motivation in the workplace and discusses the factors that contribute to employee motivation. It examines the role of monetary and non-monetary incentives in motivating employees and improving their performance.
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Running head: ORGANIZATIONAL BEHAVIOR Organizational Behavior Name of the Student Name of the University Author note
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1ORGANIZATIONAL BEHAVIOR Introduction The essay helps in understanding the importance of motivation in the workplace for the different employees. As commented byYousaf et al. (2014), the motivation is defined as the process of stimulating the different individuals to various actions for accomplishing the desired objectives in a proper manner. In order to achieve a high level of motivation, it is essential for the management to encourage a positive workplace environment as it will improve the morale of employees and they will be performing in an efficient manner along with achieve the different goals in an appropriate manner as well. The main aim and purpose of the essay is to understand whether only monetary or financial kind of motivation is effective for motivating employees or there are other aspects which can be considered to motivate them and improve their morale in performing the different tasks appropriately. Argumentative Analysis of Importance of Level of Pay to Motivate Employees In the present scenario of the business environment, it can be identified that the employees have different types of requirements such as there can be few employees who prefer monetary benefits such as high salary or increments along with bonus as it will enhance their enthusiasm in working positively (Taormina and Gao 2013). However, on contrary, there are few employees who prefer non-financial benefits such as satisfied workplace environment and good relationship with the co-workers as it will be enhancing their capability to perform the tasks and achieve positive results as well. As commented byShujaat and Alam (2013), financial type of rewards such as money is the most essential factor of motivating the different employees as a whole. Moreover, there are different reasons on motivating the employees as they are the asset of the company and they
2ORGANIZATIONAL BEHAVIOR should be enthusiastic in performing the different tasks and achieve productive results for the organization. According toOzguner and Ozguner (2014), the money plays a crucial role in motivating individuals and therefore the management of organizations make use of the different financial incentives such as salaries, bonuses or retirement benefits to motivate the employees and help them in achieving the goals successfully. However, as hypothesized byLau and Roopnarain (2014), it can be identified that the incentives may not be motivating always, therefore the companies need to introduce and increase the financial incentives level to keep the employees with the organization. The same can be appreciated through making salaries or wages competitive in nature in comparison to the other enterprises which will be helpful for attracting as well as maintaining excellent workforce. On the contrary, as stated byKuznetsov et al. (2017), the monetary incentives can be forming an important aspect in life of the employees; however, there are few aspects in life which cannot be bought. The author stated that the main objectives of motivating the employees are to provide them with best of the abilities as it will encourage them in performing well. In such scenario, as commented byJerome (2013), there can be inclusion of flexible working hours, health savings, premium contributions along with paid sabbaticals which are equally essential and it will be playing a major role in making them feel more motivated and these are termed as non-monetary incentives. However, on the contrary,Hotchkiss, Banteyerga and Tharaney(2015), have opined that financial aspects are the most appropriate part of the life of the employees as it is helpful for satisfying the physical needs of the individuals such as food, shelter and clothing. As commented by Maslow, the money is the most appropriate aspects which should be maintained and provided to the different employees as to satisfy their needs and Maslow has created hierarchy of needs in
3ORGANIZATIONAL BEHAVIOR which the money is considered to be the most significant aspects in the lives of individuals and it is significant type of motivator to satisfy the three level of needs of employees working in the organization. Moreover, as opined byGhazi, Shahzada and Khan (2013), the managers in the organizations tend to place more reliance on pay, monetary incentives and bonuses as these are considered to be the elements as they are easiest in nature to manipulate. Maslow has commented that the main focus of the companies should be on pay which is being provided by them to the different employees working in the organization. The basic needs such as food and shelter can be achieved with money and it is the most crucial element that should be awarded to employees to improve their morale and make them satisfied with the same tohelpthecompanyinachievingorganizationalobjectives.Additionally,asopinedby Dellaportas (2013),the bonus is considered to be the most effective aspects which should be managed by the company as it acts as the incentive to perform better and increase the overall productivity of the company as a whole. On the contrary, Herzberg has hypothesized that pay has only little to do with motivating the different employees in an efficient manner. Herzberg strongly condemns that the monetary incentives along with hygiene factors play a vital role in improving the morale of employees and increase their job satisfaction. Moreover, as opined byAmeh and Shokumbi (2013), the employees need non-financial motivation is due to the major four reasons which includes that they feel that financial incentives may not be fair and it will demotivate the employees for their future endeavors. In addition,Alshmemri, Shahwan-Akl and Maude(2017), have opined that the financial scheme related to incentives are difficult in nature to operate and it generates unfair treatment for the employees as to perform in a positive manner and gain productivity for the organization as well.
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4ORGANIZATIONAL BEHAVIOR Therefore, as comment byAmeh and Shokumbi (2013), as a result, in order to motivate employees, it is true that the money plays a vital role, however there are other factors such as social security and housing security which will improve their performance related to work and they will gain more positive results in the future as well. In addition, as commented in the model of Herzberg’s two-factor model theory, the hygiene factors such as working conditions along with policies and rules play a crucial role in motivating employees as they feel that the top level management care about their needs and they will be productive at the workplace as well (Jerome 2013). From the overall analysis of the Herzberg’s Theory of Motivation, there are different motivating and hygiene factors which should be applied by the companies to create an ideal situation for the different employees working in the organization as it will make the employees happy and they will barely have any time to complain regarding the different aspects. Conclusion and Recommendation Therefore, from the overall analysis of the essay, it can be concluded that motivating the different employees present in the workplace plays a crucial role as they are treated as the asset of the company and their needs should be met by the top-level management. In addition, with the analysis of the Maslow’s Hierarchy Theory and Herzberg’s Two Factor Theory, it can be identified that the monetary incentives play a vital role in motivating employees and help them in performing appropriately. However, there are other aspects such as satisfied workplace and good relationship with the co-workers which will be helpful for motivating the employees from within and it will reflect on the overall productivity of the company as well. As commented by Herzberg, the challenging
5ORGANIZATIONAL BEHAVIOR kind of tasks can be helpful in motivating employees and he commented that there are different other factors satisfied workplace and monetary incentives which are called the motivators and hygiene factors that can be considered together to improve the morale of employees. Ontheotherhand,ascommentedbyMaslow,onlymoneycannotmotivatethe employees and it will be unfair at times for few employees who are performing better and not receiving the wages as per their demands. Therefore, from the overall analysis of the financial and non-financial incentives or motivation, it can be concluded that both kinds of incentives are essential and play a vital role in motivating employees as both the factors such as money and the workplace environment and satisfaction are equally important to improve the overall efficiency of the tasks which are performed by them and it will contribute towards successful completion of the tasks which are provided to them by their superiors. Lastly, there are few recommendations which can be incorporated by the company to improve the morale of employees working in the organization which are discussed as follows: Firstly, the employees are required to be provided with happiness and motivation together as money alone cannot buy them happiness. There should be motivating workplace environment that will be helpful for improving their morale. Secondly, creationof cultureof autonomyand agencyisessentialwhich canbe incorporated by the companies as the employees will be able to find joy in the work performed by them and it will help them in improving the efficiency of the tasks performed by them as well. Lastly, making sure that the employees are the part of the success of the company as it is essential for the company to motivate the employees through financial and non-financial rewards as well which will help them in being more productive at performing tasks.
6ORGANIZATIONAL BEHAVIOR References Alshmemri, M., Shahwan-Akl, L. and Maude, P., 2017. Herzberg’s two-factor theory.Life Science Journal,14(5), pp.12-1 Ameh, O.J. and Shokumbi, B.B., 2013. Effectiveness of non-financial motivational scheme on constructionworkersoutputinNigeria.EthiopianJournalofEnvironmentalStudiesand Management,6(3), pp.263-272. Dellaportas, S., 2013. Conversations with inmate accountants: Motivation, opportunity and the fraud triangle.Accounting fórum,37(1), pp.29-39. Ghazi, S.R., Shahzada, G. and Khan, M.S., 2013. Resurrecting Herzberg’s two factor theory: An implication to the university teachers.Journal of Educational and Social Research,3(2), p.445. Hotchkiss, D.R., Banteyerga, H. and Tharaney, M., 2015. Job satisfaction and motivation among public sector health workers: evidence from Ethiopia.Human resources for health,13(1), p.83. Jerome,N.,2013.ApplicationoftheMaslow’shierarchyofneedtheory;impactsand implicationsonorganizationalculture,humanresourceandemployee’s performance.International Journal of Business and Management Invention,2(3), pp.39-45. Kuznetsov, V.P., Yashin, S.N., Koshelev, E.V., Podshibyakin, D.V. and Egorova, A.O., 2017. Motivation of company's top managers during implementation of an innovational project: financialandnon-financialconstituents.InternationalJournalofTradeandGlobal Markets,10(2-3), pp.186-197.
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7ORGANIZATIONAL BEHAVIOR Lau, C.M. and Roopnarain, K., 2014. The effects of nonfinancial and financial measures on employee motivation to participate in target setting.The British accounting review,46(3), pp.228-247. Ozguner, Z. and Ozguner, M., 2014. A managerial point of view on the relationship between of Maslow's hierarchy of needs and Herzberg's dual factor theory.International Journal of Business and Social Science,5(7). Shujaat, S. and Alam, R., 2013. Impact of non-monetary rewards on employee’s motivation: a study of commercial banks in Karachi.Journal of Management and Social Sciences,9(2), pp.23- 30. Taormina,R.J.andGao,J.H.,2013.Maslowandthemotivationhierarchy:Measuring satisfaction of the needs.The American journal of psychology,126(2), pp.155-177. Yousaf, S., Latif, M., Aslam, S. and Saddiqui, A., 2014. Impact of financial and non-financial rewards on employee motivation.Middle-East journal of scientific research,21(10), pp.1776- 1786.