It is normally believed that the bulk of people aim to gain money to run into their satisfaction. In point of the position, it precisely meets Taylor ‘s theory which attack to a ‘fair twenty-four hours ‘s wage for just twenty-four hours ‘s work ‘ advocators using fiscal motive to animate employees ‘ passion ( Tutor2U, n vitamin D ) . Harmonizing to Hall et Al ( 2008 ) , fiscal motive can be defined as the manner of utilizing money chiefly to promote employees. However, half factor that motivate employees be willing to work with passion have been mentioned in Maslow ‘ hierarchy theory are nonfinancial motivational methods. However, after taking fiscal and non-financial methods of motive into history in the work topographic point, it is judged that non-financial motive is the most valuable for companies to promote their employees.
Although it is stated that fiscal motive methods have benefits to both supervisors and employees, the negative impacts of that are caused at the same time. Harmonizing to Hall et Al ( 2008 ) , the nucleus of Taylor ‘ theory is money, which is relevant to the fiscal methods of motive, including periphery benefits ( benefits which received above rewards and salary ) and piece rates ( employees are paid by how many points they produce in a period of clip ) . An agricultural employee direction adviser, Gregory Billikopf, examined exhaustively the productiveness of two groups of farm employees, one group was paid hourly, and the other one is paid by piece rate. The consequence of the research is that the efficiency of the latter group was four to eight times higher than the former one ( Ucanr, 2009 ) . It is evidently proved that piece rate non merely enhances to the employees ‘ passion on work, but besides enhances the productiveness of the company. However, piece rate as one of the fiscal motive methods has caused some disadvantages. The more merchandises employees produce, the more money they can gain. Therefore, they likely will non concentrate on the quality, but on measure ( Tutor2U, n vitamin D ) . In this circumstance, the company is plunged into scrapings in which supervisors non merely pays the employees, but besides produces inferior goods. Additionally, one time a company uses fringe benefits to promote employees to make higher marks, the cost of the company will increase dramatically by extensively offering the excess benefits to employees ( Tutor2U, n d. ) . In brief, because money is the solely kernel of fiscal motive, employees likely will non take appropriate duty to the company.
After the above analysis of the benefits and hazards of fiscal motivational methods, it is deserving researching non-financial motivational methods from two facets ; viz. , esteem demands and safety demands which had been advanced in Maslow ‘s hierarchy theory ( Tutor2U, n vitamin D ) .
To get down with, esteem demands are indispensable to actuate employees when they achieve aims in their responsibility. Employees will have regard from their co-workers and higher-ups. In 2001, a Gallup canvass indicated that about 19 per centum of employees were dissatisfied with their occupations, since they were rarely respected or recognized by their supervisors when working ( Swlearning, 2003 ) . Obviously, the more acknowledgment employees receive, the stronger sense of assurance the employees will hold. Once their assurance is enhanced suitably, it will likely convey alone enjoyment which money can non equilibrate. Most significantly, this sense of assurance contributes doing them to experience their endowments are recognized and trusted. Therefore, the more passion will be involved by the employees into work ( Hall, 2008 ) . Hence, esteem demands play a cardinal function in actuating employees to accomplish higher marks.
Safety demands which have been mentioned in Maslow ‘s hierarchy of demands ( Hall et al, 2008 ) , including occupation safety, are one of the most widely recognized non-financial motivational methods. An attractive on the job topographic point should be good quipped with fire dismaies, fume detectors, safety doors and asphyxiator. Job safety is regarded as a factor of whether the staff will go on working at that place. It can forestall workers from facing unsafe state of affairss. In 2010, one of the universe ‘s largest pharmaceutical houses employed a gas analyser to prove the air quality after the employees complained that there was a serious smell in the office. The consequence of the trial was that there were about 25 compounds in the air ( Envirotech, 2010 ) . In this case, employees are more willing to work if there is a healthy environment in which employees can avoid being injured. Employees can work more expeditiously if they are equipped with safety steps. In a wide sense, occupation security should besides include safety insurance for workers. With safety insurance, workers can minimise possible loss once the catastrophe occurs. All in all, an attractive on the job topographic point should be acknowledged to be safe which employees will hold a sense of safety.
In drumhead, fiscal motive ( fringe benefits and patch rates ) advantages of both employees and companies in some facets ; nevertheless, the drawbacks of fiscal motive far outweigh its benefits. For case, albeit employees can profit from piece rate, otherwise, the low quality merchandise will likely immerse the company into scrapings. In this point of position, non-financial motive methods which were advanced in Maslow ‘s hierarchy theory are more efficient and have played a important function in promoting employees to work with tremendous passion, for illustration, esteem demands ( regard and reorganisation ) , and safety demands ( occupation security ) . These non-financial motives provide a important environment for employee to work with passion and willing to take duty in to the work. It is suggested that non-financial motivational methods will likely be a prima factor for employees to work with passion.
Envirotech ( 2010 ) Portable FTIR Verifies Safe Working Environment
hypertext transfer protocol: //www.envirotech-online.com/news/air-monitoring/6/quantitech/portable_ftir_verifies_safe_working_environment/8577/[ Accessed 13-3-2010 ]
Hall. D, R Jones, C. Raffo, A. Anderson. ( 2008 ) Business Studies, 4th edition. Haddington[ Accessed 13-3-2010 ]
Swlearning ( 2003 ) Management, Contending the System
hypertext transfer protocol: //www.swlearning.com/management/management_news/motivation_0902_001.html[ Accessed 13-3-2010 ]
Tutor2u Capable: People, Topic: Motivating employee-financial wagess
hypertext transfer protocol: //tutor2u.net/business/gcse/people_motivation_financial_rewards.htm[ Accessed 13-3-2010 ]
Tutor2u ( n vitamin D ) Motivation in Theory- Maslow ‘s Hierarchy of Needs
hypertext transfer protocol: //tutor2u.net/business/people/motivation_theory_maslow.asp[ Accessed 13-3-2010 ]
Tutor2U ( n vitamin D ) Subject: People-motivation theory
hypertext transfer protocol: //tutor2u.net/business/gcse/people_motivation_theories.htm[ Accessed 13-3-2010 ]
Ucanr ( 2009 ) Agricultural Labor Management – Effective Piece-Rate Pay Management
hypertext transfer protocol: //ucanr.org/delivers/impactview.cfm? impactnum=238[ Accessed 13-3-2010 ]