In this essay, there are several suggestions for the manager has been explained which aim to increase the level of employees job satisfaction by using nonfinancial factors as motivator. Introduction There is one important thing which is motivating the employees efficiently to facilitate the enterprises to carry out the organization’s targets and purposes. (Wood et al, 2006, p78). In this case, it is very important to find out what motivate the employees to make good performance in their work. Some people believe that money is the key factor to make people do their best in work.
However, there are some theories like Maslow’s hierarchy of needs theory, Alderfer’s ERG theory, McClelland’s acquired needs theory, Herzberg’s two-factor theory, Equity theory and Expectancy theory provide evidences to show that the employees are motivated by other factors such as intrinsic matters rather than the pursuit of money. According to the some studies, some nonfinancial motivators are more effective than financial motivators in motivating the employees in the long – run. (Dewhurst, Guthridge, Mohr, 2009).
In my opinion, people make good performance in work when they are motivated by a sense of purpose instead of the pursuit of money. In this article, there are several reasons are provided to explain why the money is not the key factor of the motivation whereas people make good work performance when they are motivated by a sense of purpose. Motivational theories Motivation can be studied by two types of theories which are process theories and content theories. Maslow, Herzberg, Alderfer, and McClelland recommended four of the relatively well – known content theories.
These four content theories help us to understand the motivation of work. There are two famous process theories which are equity theory and expectancy theory to help us understand the reason why a person select one action over another in the workplace and how they select as well (Wood et al, 2006, p83-84). According to the Maslow’s hierarchy of needs theory, human needs can be planed into a five level and are proposed in hierarchy. A five-step hierarchy consists of social, safety, physiological (the three lower – orders needs), esteem and self – actualization (the two higher – order needs).
Physiological needs are based on physical needs such as hunger and aspiration. Safety need means the need to feel safe. Social needs also known as belongingness need. It means people want to be accepted, want to give love to others and receive love from others as well. The esteem needs refer to respect. People would respect others and be respected by others as well. The self-actualization requires people to perform their potential. When people reach any levels of needs, they may plan to seek for the next higher level. Usually, mankind will move step by step up the hierarchy.
In this theory, money is recognized as the physiological need which is the lowest level. It is obviously to realize that money is not the key factor of the motivation. In the McClelland’s acquired needs theory, there are three themes has been distinguished. These themes are the need for power (nPower). the need for affiliation (nAff) and the need for achievement (nAch). The need for power (nPower) is the wants to posses others, to affect their act or to be honest for others. The need for affiliation (nAff) is the wants to build and pursue gently and passionate connections with others.
The need for achievement (nAch) is the requirement to pursue something better or more usefully, to work out problems or to regulate complex. (Wood et al, 2006, p88) This element emphasizes that the managers need to learn how to classify the existence of nAch, nAff and nPower. It also encourages the managers to create the environment of work to meet the needs of different employees. This theory identified that the person high in nAch more like jobs with personal responsibility, property feedback and reasonably challenging objectives.
Hence, managers who want to motivate the employees efficiently need to consider several factors. If the managers only think that good salary would make their worker to their best work, they could make a huge mistake. Herzberg’s two – factor theory identified two issues which refer to job satisfaction and job dissatisfaction (Wood et al, 2006, p88). Herzberg (1959) argues that there are two types of factors to affect the level of job satisfaction. The absence of hygiene elements such as the company policy, working condition, administration, job security, salary and supervision caused dissatisfaction.
The presence of motivation factors such as personal growth and advancement, achievement, recognition, nature of the work and responsibility caused satisfaction (Wood et al, 2006, p88). In this theory, money is seemed as a hygiene factor which motivates the employees. However, there are three warnings of using this hygiene factor which offered by Herzberg. Firstly, the employees may not by excited by using the hygiene factor. Secondly, manager should ensure that there are enough rich extrinsic factors to satisfy the employees who want higher reward.
Thirdly, manager also should aware of the employees might only focus on the extrinsic factors such as good higher bonuses and nice offices to find their job satisfaction (Daniel, Sachau, 2007). There is another way to meet the level of job satisfaction and motivation what employees want. Motivator should increase their responsibility and achievement to give the satisfaction to workers. Survey of motivation and role of managers There is a survey which is called McKinsey Quarterly survey find out top three nonfinancial motivation factor motivate the employees do their best work.
These top nonfinancial motivation factor refer to the appreciation given by managers, leadership attention (for example, one-on-one conversations), and the opportunity to lead terms or special investigations group (Dewhurst, Guthridge, Mohr, 2009). As the employees get praise from managers, the employee may find out they play an important role of the company. They would be encouraged to make a lot of contribution for company. Leadership attention such as one-on-one conversations is useful for manager to establish a good relationship with the employees.
This also can help managers to care about the employees. And it is easy for manager to find out whether or the employees get the some problems (e. g. hard to get along with others very well). An opportunity to lead a project or special investigations group can help the employees learn how to lead an entire team to finish their works. It also provides a good experience for the employees. And employees can challenge themselves as well. There is a popular belief that the primary mission of managers is to motivate their co-workers–somehow building a fire in them versus underneath them (John, 1992).
The manager can motivate their employees by looking for those who want to work for the organization and inspire the employees to become reliable for the organization. In addition, the manager should create the environment of work to meet the needs of different employees. Under the environment which created by the manager, people will be expected more creative, spontaneous and innovative at work. For example, google provide an environment which is full of fun, comfortable, and elegant for the employees. Reward as motivator Although money is not main factor of motivator, it also provides a little effect to persuade people to do their best work.
Money can be used to as a reward. Reward is the key thing to motivate people when they are seemed as approbation instead of bribe. When rewards are given to approbate the intrinsic motivation already in play, people treasure them for what reward means (Business library, 2006). There are many types of rewards. Company can give monetary rewards (e. g. bonus, trips paid by the company) to the employees who make outstanding performance. For those employees who have perfect attendance, company can give their non-monetary rewards such as movie ticket. The employees who want get the rewards from the company might do their best.
This means money can be seemed as a way to encourage people to make good performance. On the other hand, it is not easy for the company to maintain this incentive. As the employees who are hard working do the great job, they might require the higher level of rewards. Once company rejects their high requirement, they might not try their best to do work. Thus, reward as a motivator would only affect employees in the short run. It is not an expedient measure of long run. In the long run, company should apply other nonfinancial factors to motivate the workers. The manager in the company should praise the employees when they work efficiently.
Manager should also provide a chance for employees to lead a project or task force. What is more, manager should communicate with their employees to figure out what is their feeling about the organization. Manager also can create the environment for the people to encourage them to be more creative. Conclusion In conclusion, people would try to make good performance in the work when they are motivated by a sense of purpose instead of the pursuit of money. Money is necessary. People who are poor or they get high demand of money, they would be motivated to make good performance by the money as motivator.