To what extent and how is money an effective motivation?
Posted by Ripon Abu Hasnat on Monday, September 8, 2014 | 0 comments
Despite the fact that most of the world works for the
sake of financial reward, the need for money only obliges us to undertake
certain sort of work, but doesn’t motivate in actual fact. For example, one of
the theories of human motivation - ‘Money as a motivator theory’ is grounded on
the belief that the need for money primarily motivates all workers (“Theories
of Human,” 2004).
Nonetheless, such a statement is true just to a
limited extent, to say the least. Although the very word “money” (which in
final outcome aims to ensure greater happiness) would be the most common reply
to the question of whatever causes us to work, in its own right it lags behind
the variety of other human values. “A simple pay raise, naturally not
identified as part of the corporate culture, would be defined as an external
motivator.
Pay is expected, needed, and required - it is not
necessarily an identifier of either corporate or personal identity” (Grossman,
n.d., A brief pause section, para. 2). “Psychologists have been finding that
rewards can lower performance levels, especially when the performance involves
creativity” (Kohn, n.d., Introduction section, para. 2).
Furthermore, “if a reward - money, awards, praise, or
winning a contest - comes to be seen as the reason one is engaging in an
activity, that activity will be viewed as less enjoyable in its own right”
(Kohn, n.d.).
Herzberg said about 'salary': "...when salary
occurred as a factor in the lows (causes of dissatisfaction) it revolved around
the unfairness of the wage system within the company... It was the system of
salary administration that was being described... as something that went along
with a person's achievement on the job. It was a form of recognition; it meant
more than money; it meant a job well done; it meant that the individual was
progressing in his work..."
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