University Essay: High Salaries, Incentives, and Employee Motivation

This essay explores the debate on whether high salaries are superior to other incentives for motivating employees. The author argues against the idea that high salaries are the most effective motivator, emphasizing the significance of non-financial rewards and incentives. The essay discusses variou...Read More

Running head: MANAGEMENT
Management
Name of the Student
Name of the University
Author note

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Topic- High Salaries Are Better Than Other Incentives for Motivating Workers
Introduction
The essay throws light in analysing whether the high salaries are better than the other
incentives which are present for motivating the employees in the company. With proper
discussion and justifications, the conclusion needs to be drawn which will be efficient in
understanding the role of motivation in improving morale of employees.
Discussion
As commented by Korir and Kipkebut (2016), the money is considered to play a
suitable role as the motivator to a certain extent as there is inclusion of other non-monetary
approaches which can be used by the organizations for improving morale of employees and
appreciate them for working in an effective manner. I do not agree with the respective
statement as there are different non-financial benefits which can be incorporated by the
management of companies to appreciate the performance of employees.
Rewards and Recognition- As commented by Madhani (2017), there can be
incorporation of the R & R programs organized in the companies as it is essential that the
employers recognize the performance. Even the word of gratitude can stimulate the staffs for
maintaining the similar performance level. The morale of employees can be improved by
providing the handwritten note of proper appreciation from the boss.
Empowerment of Individuals- According to Malik et al. (2015), in order to stimulate
the employees in the crucial decisions, it will be making the employees feel that they are
being valued and they will feel motivated. For instance- When the company incorporates the
changes in the company, the viewpoints of the employees need to be protected before taking
any final or appropriate decision. The management needs to evade the unilateral kind of
decisions on respective matters.

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Advancement Opportunities- In the different companies, there should not be any
stagnation for the employees during the major time of his/her career. The employers and
higher officials of the company needs to provide the various opportunities to perform in an
effective manner and move upwards in the hierarchy structure of company (Nyaribo &
Nyakundi, 2016).
From the analysis of the respective approaches, it can be seen that there are different
non-financial rewards and incentives which can be offered to the employees working in the
company as to generate high level of effectiveness in the tasks which are performed by them.
The non-financial incentives and rewards can help in building feelings of proper confidence
as well as satisfaction among employees. The personal and career development opportunities
play a vital role in improving the growth prospects of the employees successfully and it will
be impacting the effectiveness of the companies appropriately.
Conclusion
Therefore, it can be inferred that money or high salaries are not effective than the
other incentives for motivating employees as there are different non-financial rewards which
can be implemented by the different companies in improving morale of employees and help
them in generating high level of performance in the different tasks which have been assigned
to them. The psychological and emotional satisfaction are the two crucial approaches which
needs to be implemented for growth of the individuals in a successful manner.

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References
Korir, I., & Kipkebut, D. (2016). The effect of reward management on employees
commitment in the universities in nakuru County-Kenya. Journal of Human Resource
Management, 4(4), 37-48. (10.11648/j.jhrm.20160404.12)
Madhani, P. M. (2017). Optimal mix of financial and nonfinancial rewards: Enhancing sales
performance. World at Work Journal, 26(2), 44-54.
(https://www.researchgate.net/publication/333396456)
Malik, M. A. R., Butt, A. N., & Choi, J. N. (2015). Rewards and employee creative
performance: Moderating effects of creative self‐efficacy, reward importance, and
locus of control. Journal of Organizational Behavior, 36(1), 59-74. (DOI- :
10.1002/job.1943)
Nyaribo, O. L., & Nyakundi, A. W. (2016). The effect of non-financial compensation on
employee performance of micro-finance institutions: A case of Wakenya Pamoja
Sacco, Kisii County, Kenya. Imperial Journal of Interdisciplinary Research, 2(6),
103-126. (http://www.onlinejournal.in)