Abstract - Introduction Motivation is defined as an act of giving an incentive for doing PDF

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Introduction
Motivation is defined as an act of giving an incentive for doing something; it sense feeling of interest, enthusiasm and commitment making people feel satisfied with themselves and their current jobs (Motivation, 2005). Employers today liked their employees to be motivated and rea...

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To what degree is money a motivator for employees to perform better? What have we learned about the relationship between pay raises and performance from experts?

Introduction Motivation is defined as an act of giving an incentive for doing something; it sense feeling of interest, enthusiasm and commitment making people feel satisfied with themselves and their current jobs (Motivation, 2005). Employers today liked their employees to be motivated and ready for work but donot understand the underlying fact that really motivates an employee. The secret behind company efficiency lies in invested interest of employees in future of company. The above mentioned facts are the essential needs for employee's success in the workplace (Burton, 2012). To what degree is money a motivator for employees to perform better? According to a survey study conducted with Minneapolis Company regarding the employee's desires in their jobs. The outcome shows that four factors viz. advancement, specificity of work, pride in company and security (Employee, 2005). The results were surprising that pay, working condition and benefits were not chosen among factors highly desired for job satisfaction. The survey depicts that money is not the sole motivator for the employees. While it is true, it also showed that the employees underreport the significance of pay as motivational factor in several situations. The research also suggests that people's real behavior and choices are different than that reported when it comes to motivation by pay. This may be partly due to the fact that people have tendency of saying one thing but doing another. In other words peoples have tendency to do the things reflecting approved behaviors (Rynes et al. 2004).

What have we learned about the relationship between pay raises and performance from experts? From my own understanding about the relationship between pay raise and performance from experts is that, expectancy theory suggests that pay performance serve as essential factor for motivating employee's performance. This theory contradicts the above mentioned survey results which showed that people gained motivation from other incentives and overlooked the importance of money as a motivator. Therefore, people looking for job pick its based on reward system offered by the organization. A reward system is based on person's personality and his priorities. One common myth that some peoples born with the self motivation, while others are not. This is fabricated statement because of the fact that getting challenging tasks, praise from co workers and employers and learning opportunities are the sources of motivation. To keep a balance between needs that are being fulfilled and needs yet to be acquired keep people motivated. This balance can be achieved by symbolic and financial rewards that utilizes emphasizes on both individual and teamwork achievement (McShane & Von Glinow, 2005). Employees need support for satisfying their desires and this is more than merely monetary incentives. Conclusion Motivation therefore, is a complex concept and can be helpful or harmful depending upon how it is utilized within organization. A manager’s recognition of employees need could be extremely beneficial for making a pleasant working environment. This will ensure the improved productivity of the employees. If above suggestion followed managers will have highly motivated team.

Reference Burton, K. 2012. A Study of Motivation: How to Get Your Employees Moving. SPEA Honors Thesis Spring 2012 Indiana University Employee motivation. 2005. Motivation in the workplace- theory and practice. (2005, July 12). Retrieved March 17, 2006, from http://www.accel-team.com/motivation McShane, S. L., & Von Glinow, M. A. 2005. Organizational behavior (3rd ed.). Dubuque, Iowa: McGraw-Hill Irwin. Motivation. 2005. In Encarta. Retrieved March 17, 2006, from http://encarta.msn.com/ dictionary_/Motivation.html Rynes, S. L., Gerhart, B., & Minette, K. A. 2004. The importance of pay in employee motivation: Discrepancies between what people say and what they do. Human Resource Management (pp. 381-394). Iowa City, Iowa: Wiley Periodicals Inc...