Management Principles Essay: Motivation Beyond Pay

This essay critically examines the statement that employee motivation is solely affected by pay, arguing that numerous other factors play significant roles. It delves into the importance of organizational culture, highlighting how a positive and supportive work environment, where employees feel valued and recognized, can boost motivation. The essay further explores the impact of leadership styles, emphasizing how democratic leadership and employee participation in decision-making can foster a sense of ownership and engagement. Additionally, it discusses the role of training in enhancing employee motivation by providing a deeper understanding of company goals and improving skills. The essay also underscores the significance of rewards and recognition in boosting employee morale and performance, and it references Maslow's hierarchy of needs to highlight how fulfilling employees' basic needs contributes to their overall motivation. The conclusion asserts that while pay is a factor, it is not the only determinant of employee motivation and that a holistic approach is essential for fostering a motivated and productive workforce.

Running head: Organization behavior
Organization behavior

Organization behavior
“Essay on: The only thing that effects employee’s motivation is the level of pay”
Motivation is considered as one of the important aspects that should be possessed in an
individual's so that they can perform better. It has been examined that motivation is the internal
feeling of the individuals that boost the engagement level towards the activities. If workers are
motivated then they emphasize on managing the functional activities with their own willingness
and dedication (Lăzăroiu, 2015). The statement that is selected for the task is "Employee
motivation is affected by the pay only". By focusing on this statement, it can be said that there
are many other aspects impact motivation of workers. In reference to statement, it would be
difficult to accept that only pay impact motivational level of the workers in company. Motivation
is the internal feeling of the employees and it can be boosted by other factors as well apart from
the factor related to pay.
It can be argued that working environment motivates employees to improve their performance if
they find the culture in which they are appreciated and recognized for their work in comparison
to the level of pay. In support of this argument, it can be said that the working environment has
an essential role in motivating the employees towards the allocated task. Organizational culture
has a great effect on motivation and there are motivated employees who take pride in their job
and take responsibility to attain success. The working environment of the company should be
good in which the employees can share their opinions and thoughts with the higher authority. It
is one of the essential factors that relate to the motivation level of the employees. The modern
companies today are focusing on shaping the culture of the company in which the business
leaders and managers are giving their best to maintain a strong organizational culture. It can be
said that if the organizational culture is not positive then how the employee will be able to earn
more or will retain in the workplace In reference to the argument it is stated that organizational
culture is one of the important aspects that are related with the overall motivational level of the
employees. Positivity in the workplace retains the employees and also boosts their level of
dedication towards the assigned work. So, it can be stated that the working environment or
organizational culture has an important role in enhancing the motivational factor of workers
towards company functions (Perryer et al., 2016).
1

Organization behavior
It can be argued that leadership is also one of the aspects that affect the level of motivation apart
from pay. Leaders has essential role in enhancing the motivational level of the employees. It is
observed that when an organization goes under the changes then the psychological climate of the
company is altered which results in enhancing the motivational of workers. The leadership styles
considered by the leaders have an essential role in boosting the motivation of the workers. There
are leaders who consider democratic leadership in which the members of the group take more
participative role in the overall process of decision making (Afsar, Badir, and Kiani, 2016).
In relation to this employees are offered the opportunity to participate and exchange their ideas
which is one of the motivation factors that enhance their willingness towards work. When
employees are engaged towards the work then it creates a positive feeling which boosts their
motivation level at the time of conducting the operations. So, it is said that leaders are the one
who guides their employees so that positivity can be boosted and focus can be given their best
towards the work. The leadership in the workplace is also important factor that assists in
boosting the motivation level of the workers. Therefore apart from pay, leadership is also one of
the essential aspects that affect the motivation level of the workers (Clarke and Higgs, 2016).
The next argument can also be based on the training factor that assists in enhancing the
motivation of workers apart from pay. If the training is given to the employees then it will assist
in enhancing the motivational factor among workers. It is analyzed that training is also one of the
essential elements that increase the motivational factor workers. Training can assist the workers
to understand the working pattern in relation to company structure, mission, and goals. In the
workplace, if training is given in an effective way then it boosts the motivation of the employees
and enhances confidence towards the assigned work. At the time of providing training, it is
analyzed that top authority or the trainer offer feedback to the workers that help them to improve
the performance of the employees (Fletcher, Alfes and Robinson, 2018).
Training provides an in-depth understanding of work, so if an effective training method are
considered by the employees then it positively impacts the working structure through which they
will be able to earn more. It can be stated that training is one of the methods in which the
strength of the employees can be examined and also weakness can be improved that assist in
boosting the motivational level. Training is offered to the departments, workshops or the teams
then it can assist to improve the work quality and also the overall results. Therefore, it can be
2

Organization behavior
agreed that training is also an important aspect through which motivational factor can be
enhanced of the employees (Massenberg, Spurk and Kauffeld, 2015).
The motivational level can also be boosted if the employees are rewarded and recognized. It is
argued that the higher authority should emphasize on performance of the workers and according
to that, they should be rewarded as it assists in enhancing the motivational level. If employees
are recognized in the workplace then they will earn more. It is seen that the employees who put
more efforts to earn more money. Recognition is an important aspect through which employees
can earn more and it is seen that the employees who are not a good performer will also perform
better when they are recognized. Rewards and recognition to the employees assist in enhancing
the level of motivation of the workers (Menges et al., 2017).
Employee recognition is also the key to the successful motivation of the employees. The
recognition follows the trust as one of the employee satisfaction factors which enhances the
motivation of the workers. Motivation is the willingness of the workers to perform the particular
task and if the workers are recognized for their best efforts towards work then they can easily
create the feeling of positivity (Samson, Donnet and Daft, 2018). Therefore, it can be said that
reward and recognition is an effective method that can enhance overall level of motivation of the
workers towards work. In reference to this at the time of recognizing the employees, it is
important for the management to satisfy the basic needs. The requirement of the workers help in
encouraging the employees to be efficient and dedicated to the work. For the management, the
needs can be satisfied if the emphasis is given on the Maslow hierarchy of needs model (Hale et
al., 2019).
This is one of the motivational theories that assist the management in fulfilling the basic needs of
the workers which lead to high motivation level of the workers towards the allocated task. There
are five factors such as physiological factor, safety needs, love and belongingness needs, self-
esteem and self-actualization needs. The physiological needs related to air, water and clothes.
The safety needs emphasize on physical, environmental and emotional safety needs. The next is
social needs which include love and affection. Esteem need also related to respect and power that
should be given to the employees so that their motivation can be boosted. Self-actualization need
is also the factor in which growth and creativity are considered that helps in maintaining the level
3

Organization behavior
of motivation of the workers in the competitive market. This is one of the best theories that can
assist the management to satisfy the basic needs of the employees (Hennessey et al., 2015).
It can be concluded that it would be difficult to accept the argument that "Pay is only the factor
of motivation". There are many other factors that relate to motivating the employees towards the
specific goals. The other aspects that can help in boosting the motivation are working
environment, reward and recognition and training. Also, it is necessary for the management to
emphasize on Maslow hierarchy of needs theory as it satisfies the basic needs of the workers and
boosts the motivation level of workers towards activities. So, it is said that pay is not only the
aspect that boosts the motivational workers level and it would be difficult to accept it. Motivation
is important to be maintained as it is also one of the reasons behind the success of the
organization.
4

Organization behavior
References
Afsar, B., Badir, Y. and Kiani, U.S., 2016. Linking spiritual leadership and employee pro-
environmental behavior: The influence of workplace spirituality, intrinsic motivation, and
environmental passion. Journal of Environmental Psychology, 45, pp.79-88.
Clarke, N. and Higgs, M., 2016. How strategic focus relates to the delivery of leadership training
and development. Human Resource Management, 55(4), pp.541-565.
Fletcher, L., Alfes, K. and Robinson, D., 2018. The relationship between perceived training and
development and employee retention: the mediating role of work attitudes. The International
Journal of Human Resource Management, 29(18), pp.2701-2728.
Hale, A.J., Ricotta, D.N., Freed, J., Smith, C.C. and Huang, G.C., 2019. Adapting Maslow's
hierarchy of needs as a framework for resident wellness. Teaching and learning in
medicine, 31(1), pp.109-118.
Hennessey, B., Moran, S., Altringer, B. and Amabile, T.M., 2015. Extrinsic and intrinsic
motivation. Wiley encyclopedia of management, pp.1-4.
Lăzăroiu, G., 2015. Employee motivation and job performance. Linguistic and Philosophical
Investigations, (14), pp.97-102.
Massenberg, A.C., Spurk, D. and Kauffeld, S., 2015. Social support at the workplace, motivation
to transfer and training transfer: a multilevel indirect effects model. International Journal of
Training and Development, 19(3), pp.161-178.
Menges, J.I., Tussing, D.V., Wihler, A. and Grant, A.M., 2017. When job performance is all
relative: how family motivation energizes effort and compensates for intrinsic
motivation. Academy of Management Journal, 60(2), pp.695-719.
Perryer, C., Celestine, N.A., Scott-Ladd, B. and Leighton, C., 2016. Enhancing workplace
motivation through gamification: Transferrable lessons from pedagogy. The International
Journal of Management Education, 14(3), pp.327-335.
Samson, D., Donnet, T. and Daft, R., 2018. Fundamentals of Management [6th Asia-Pacific
Edition]. Cengage.
5

Organization behavior
6