Salary Is the Most Important Factor in Motivating Employees
Salary is the most important factor in motivating employees
Motivation plays a significant part in a company in the modern society because only if employees are motivated can they be more productive. In a company, managers usually take measures such as pay increase and promotion to motivate workers. In the past decade, there have been a large number of surveys on factors that motivate employees to perform their best (Wiley 1997). Some experts state that salary is the most important factor in motivating employees. However, others believe that factors such as responsibility and job security are of vital importance. This essay will argue that salary is not the most important factor in motivating workers and discuss what the foremost factors are. First, it will give evidence to show that salary is not the most important. Then, it will explain what are the most important in motivating employees. After that, it will discuss the importance of salary. Finally, a conclusion will be given at the end of the essay.
The reason why salary is not the most important motivation is that companies usually link workers’ salaries with their productive results, which gives employees less opportunities and limits their development (The Times 100 2010). If workers want to gain more wages, they will work only for the products and become workaholic automatons. Another point is that if pay is considered as the reward of productive results, it is difficult to guarantee equity. Then, employees may be dissatisfied to companies and become less productive. Furthermore, as people value respect and participation, pay is not so foremost and it is important to satisfy people’s spiritual needs. For example, according to McGregor’s Theory X and Theory Y, responsibility is of vital importance in motivating employees and if managers delegate responsibility to workers, they will be more motivated. Another theory, theory Z, suggests that participation could increase job satisfaction
Motivation plays a significant part in a company in the modern society because only if employees are motivated can they be more productive. In a company, managers usually take measures such as pay increase and promotion to motivate workers. In the past decade, there have been a large number of surveys on factors that motivate employees to perform their best (Wiley 1997). Some experts state that salary is the most important factor in motivating employees. However, others believe that factors such as responsibility and job security are of vital importance. This essay will argue that salary is not the most important factor in motivating workers and discuss what the foremost factors are. First, it will give evidence to show that salary is not the most important. Then, it will explain what are the most important in motivating employees. After that, it will discuss the importance of salary. Finally, a conclusion will be given at the end of the essay.
The reason why salary is not the most important motivation is that companies usually link workers’ salaries with their productive results, which gives employees less opportunities and limits their development (The Times 100 2010). If workers want to gain more wages, they will work only for the products and become workaholic automatons. Another point is that if pay is considered as the reward of productive results, it is difficult to guarantee equity. Then, employees may be dissatisfied to companies and become less productive. Furthermore, as people value respect and participation, pay is not so foremost and it is important to satisfy people’s spiritual needs. For example, according to McGregor’s Theory X and Theory Y, responsibility is of vital importance in motivating employees and if managers delegate responsibility to workers, they will be more motivated. Another theory, theory Z, suggests that participation could increase job satisfaction
References: Gioia, C. (2009) Motivating employees: Is money or recognition more appreciated? Available from: http://www.helium.com/debates/137270-motivating-employees-is-money-or-recognition-more-appreciated/side_by_side. (Accessed 29 November 2012). Jackson T. and Bak M. (1998) ‘Foreign companies and Chinese workers: employee motivation in the People 's Republic of China’, Journal of Organizational Change Madura, J. (2008) Introduction to Business. 4th ed. Beijing: Post & Telecom Press. Pink, D. (2009) Dan Pink on the surprising science of motivation [online video] Available from: http://www.ted.com/talks/dan_pink_on_motivation.html 23 October 2012). The Times 100 (2010) Motivational Theory in Practice at Tesco. Available from: http://www.thetimes100.co.uk/download-tesco-edition-15-full-case-study_132_396_1168 (Accessed 23 October 2012). Wiley, C. (1997) ‘What motivates employees according to over 40 years of motivation surveys’, International Journal of Manpower, 18(3), pp