Does pay remain the
main motivator in the workplace, and, therefore, the best means of improving
the work force performance for a company?
There are many definition of motivation as we have looked at previously. One of it is that it is the driving force which helps us achieve a goal or as Professor Herzberg said that motivation occurs when people do something because they want to do it.
The view that pay remains the main motivator in the workplace is true to some extent. This can be backed up by the theory of F. W. Taylor that people work for only one reason and that is money. Although high pay to staff would reduce revenue, however, it can be gained back from the productivity they put in to increase output from motivation as a result of a higher wage or salary. However, giving too much money as wages to staff will mean that they will not need to work hard as much to get it and so could be a big disadvantage, thus will have a de-motivating effect on them. As motivation is the desire to achieve something, giving higher pay to staff will mean that there is something to achieve for them, thus, increasing the level of motivation they feel in a workforce and improve the quality that they put in.
On the other hand, there are many other reason that that can be done to increase the motivation of staff and so the performance in the workplace. This can be achieved by job security (physical needs, from the theory put by Abraham Maslow). Giving staff the security of their job will mean that there is less stress for them. This can make them feel more motivated as they don’t have to be worry about anything. As a result they will put maximum productivity in the workplace, improving the workforce performance for a company. However, as they are given job security, they will not be worried of job redundancies and so they might not bother of putting maximum effort in improving the performance of the workforce.
Not only pay is a motivator, but also a new challenge that can be taken by staff. This is a great way to motivate staff as it helps them to undertake new tasks and gain new skills form it. Therefore, it should help to increase the workforce and, therefore, the performance. However the challenge needs to be smart one, i.e. it is specific, measurable, achievable, realistic and timing.
In conclusion, pay doesn’t remain the main the motivator. There are other great ways to motivate staffs. Social needs (such as Christmas pasties for staff will have great effect to motivate them, hence improve the workforce performance for a company.
The view that pay remains the main motivator in the workplace is true to some extent. This can be backed up by the theory of F. W. Taylor that people work for only one reason and that is money. Although high pay to staff would reduce revenue, however, it can be gained back from the productivity they put in to increase output from motivation as a result of a higher wage or salary. However, giving too much money as wages to staff will mean that they will not need to work hard as much to get it and so could be a big disadvantage, thus will have a de-motivating effect on them. As motivation is the desire to achieve something, giving higher pay to staff will mean that there is something to achieve for them, thus, increasing the level of motivation they feel in a workforce and improve the quality that they put in.
On the other hand, there are many other reason that that can be done to increase the motivation of staff and so the performance in the workplace. This can be achieved by job security (physical needs, from the theory put by Abraham Maslow). Giving staff the security of their job will mean that there is less stress for them. This can make them feel more motivated as they don’t have to be worry about anything. As a result they will put maximum productivity in the workplace, improving the workforce performance for a company. However, as they are given job security, they will not be worried of job redundancies and so they might not bother of putting maximum effort in improving the performance of the workforce.
Not only pay is a motivator, but also a new challenge that can be taken by staff. This is a great way to motivate staff as it helps them to undertake new tasks and gain new skills form it. Therefore, it should help to increase the workforce and, therefore, the performance. However the challenge needs to be smart one, i.e. it is specific, measurable, achievable, realistic and timing.
In conclusion, pay doesn’t remain the main the motivator. There are other great ways to motivate staffs. Social needs (such as Christmas pasties for staff will have great effect to motivate them, hence improve the workforce performance for a company.