Analyzing Verbal Cheerleading: A Method of Non-Financial Motivation

This essay discusses verbal cheerleading and recognition as a method of non-financial motivation, contrasting it with financial incentives and highlighting its impact on employee loyalty and organizational culture. It uses David McClelland's Three Needs Theory to explain the underlying principles, focusing on achievement, affiliation, and power. The essay provides an example of TESCO, a UK-based supermarket, which adopted this approach alongside a bureaucratic leadership style to enhance employee satisfaction and productivity. By focusing on non-monetary factors like cheerleading, recognition, and opportunities for achievement, TESCO achieved significant growth and became a leading international supermarket firm. The essay concludes that non-monetary incentives are crucial for motivation, fostering loyalty, and addressing cultural issues that financial rewards alone cannot solve, citing several academic references to support its claims.

Third method of motivation

What is the method of motivation?
Verbal Cheerleading and recognition
What is the theory behind it?
Three Needs Theory by David McClelland
Achievement
Affiliation
Power

Example(s)?
For Example, let’s take a company, TESCO which is based in UK. It is the supermarket company which provided
branded as well as normal products for the consumer to consume by visiting their store and purchasing the items
of their interest. They provides products like home appliances, food products, clothing, financial services and
many more. They have adopted the bureaucratic style of leadership, which explains that employee can be
involved in decision making process but they need to follow all the norms, rules and regulations according to the
company policies. This can prove a better management in the firm. Employees are also quit satisfied with their
policies because through this they can attain their professional as well as their personal objectives. But to grow
and develop, employee expectations increases, they expect cheerleading, recognition, achievement, affiliation
and power motivational factors to meet their organizational as well as their personal goals also. Company then
focused on this part of motivation and then they executed the same. Because of adopting these factors, they
have achieved the better productivity in an organization and now they are the one of the leading international
supermarket firm all over the world. This proves that only monetary terms are not at all sufficient to provide
motivation to the employee but leaders needs to work on non monetary factors also in order to be more reputed
and well imaged firm meeting their desired objectives (Shaw and Sergueeva, 2019).
Why is it better than financial motivation?
Loyalty is more than money
Financial motivation cannot solve culture problems as compared to non financial problems
Non-financial motivation is easier to apply

REFERENCES
• Cassar, L. and Meier, S., 2018. Nonmonetary Incentives and the Implications of
Work as a Source of Meaning. Journal of Economic Perspectives. 32(3). pp.215-38.
• Erkal, N., Gangadharan, L. and Koh, B.H., 2018. Monetary and non-monetary
incentives in real-effort tournaments. European Economic Review, 101, pp.528-
545.
• Shaw, N. and Sergueeva, K., 2019. The non-monetary benefits of mobile
commerce: Extending UTAUT2 with perceived value. International Journal of
Information Management, 45, pp.44-55.
• Srna, E. and Dinc, M.S., 2017. The significance of non-monetary incentives and its
relationship with employee motivation: A case of civil service employees in
Bosnia and Herzegovina. In International Conference on Economic and Social
Studies (pp. 158-172).
• Sukumaran, A.K.S., 2020. The endowment effect in the preference for non-
monetary motivational factors. International Journal of Business Information
Systems. 33(4). pp.472-487.