Using theories of motivation, evaluate the role played by salary and by non-financial incentives in promoting motivation in middle managers

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A motivated employee always wiil give better results than a non-motivated one. In between the two world wars, the work situation, the economical environment and all social aspects in our culture had totally changed. The main aspects of these changes were the workers conditions. Before, social classes had differences, and employees working for their salary were able to live decently (and sometimes not). People work not only for their salary but also for the recognition they can have from their work. In addition, studies that were dedicate only to one part of the population has become more open. Therefore workers start searching for more than their salary in their work environment. In term of companies, companies want to sell their product or services, and it is not only one salesman who is going to realize that, but the entire staff that the buyer will meet. Having a good internal work environment, and a good staff, is always a factor that generates an increase in sales. So the question of this subject is, how do we motivate employees, and what intrinsic or extrinsic factors can motivate them? I have chosen this subject from my personal experience. As part of my study or as a student job, I have worked for many different companies, from all sizes and from different countries and culture. What motivated me to do the job wasn't always the company policy, even if it helps a lot, what motivated me the most was my personal situation, the fact that it was either an internship or either a job, and the future possibilities that were presented to me. I have looked for information of companies that I have already worked for, as it is easier to understand the inside this way. The first part of this assignment will be based on theories of motivation that guide us in understanding todays situation in our companies. The second part will be based on two examples that show that there are different situations in which middle managers are not motivated by.

Extraits

[...] So the question that came out of this subject is, how do we motivate employees, and what intrinsic or extrinsic factors can motivate them? I have chosen this subject because of my personal experience. As part of my study or as student job I have work for many different companies, from all sizes and from different countries and culture. What did motivate me to do the job wasn't always the company policy, even if it helps a lot, I have find out that what motivate me the most was my personal situation, the fact that it was either an internship or either a job, and the future possibilities that were presented to me. [...]

[...] As additional motivators Mac Donald offers long term contract, and an extended possibility to evolve within the group. Let come back to the motivators for this manager. First of all Mac Donald is more seen as an opportunity to get a job experience that a career development plan. Does the long term contract motivate employees? Not a lot want to stay for a long time in a Mac Donald. Why do you get to work for a Mac Donald, because at some point you need some money to live and answer to Maslow's first needs? [...]

[...] An individual with no education can evolve in Mac Donald easily, and being a manager allows them to have a full time job and integrate fully the social system, it gives them a real work long term security. The main motivator factors here are the fact that they have a job, a real possibility to evolve within the group, as well as a possibility of an evolving salary. But are all middle managers motivated by the same factors? Is always the money the main motivating factor? Let know study the case of another company. How can intrinsic factors motivate a middle manager? [...]

[...] How salaries, perks, or promotions can motivate our middle managers. Let study the case of a manager in a Mac Donald (rank 10th), not taking care of the office workers. To work as a cashier or a cook in Mac Donald you need no more that a strong personal motivation and no fear at all of the smell. Of course, you are paid the amount of hours you do, at the minimum salary imposed by the government. The middle manager in a Mac Donald will therefore be the one between the direction of a restaurant and the cashiers or cooks. [...]

[...] (1997). Herzberg's theory of motivation and maslow's hierarchy of needs. Practical Assessment, Research & Evaluation, 5(11). Retrieved October from http://PAREonline.net/getvn.asp?v=5&n=11 Gawel, Joseph E. (1997). Herzberg's theory of motivation and maslow's hierarchy of needs. Practical Assessment, Research & Evaluation, 5(11). Retrieved October from http://PAREonline.net/getvn.asp?v=5&n=11 Heckscher, Charles (1989). The Portman Hotel Company, case studies. [...]