The role played by salary and by non-financial incentives in promoting motivation in middle managers - publié le 30/09/2010

Résumé du document

The motivation is a key for achieving the goals and objectives of a company. It is really important for an organization to maximize the level of motivation of their employees in order to ensure the results. People cans not be motivated by others, it is above all a question of self motivation but the managers cans facilitate their work on themselves. It is a work of every day and a constant question for the managers.

For helping at this job, a lot of scientists and researchers worked on different topics about motivation. The motivation cans be defined by the reasons which engages people to perform efficiency a role. These reasons are linked to the basic needs (of course) but you can add a lot of different causes more psychological, such as recognition or respect for instance.

It is compulsory to understand what are the sources, the different theories about the needs, the factors, the processes etc ... linked to the motivation of the employees (or people in general) to answer clearly to the problematic of the final assignment. "Using theories of motivation, evaluate the role played by salary and by non-financial incentives in promoting motivation in middle managers."

Extraits

[...] By developing a smart plan of rewarding which mixes financial and non financial incentives, the company cans maximize the motivation of the middle managers on a longer time and keep the productivity increasing. If you look closely, the main factors of motivation are around the salary. So for the conclusion, I will say that it is important to develop a plan which does not limit the rewards to the salary, above all according to all the characteristics of the case. [...]

[...] “Using theories of motivation, evaluate the role played by salary and by non-financial incentives in promoting motivation in middle managers.” After defining clearly what is the motivation and its sources, I will expose the different theories: the motivation theories, the motivators and hygiene factors theory and the process theories of motivation. After that, I will link it to the rewards and their role in term of motivation. I will also answer to the problematic. All the informations found are exposed in the bibliography at the end. [...]

[...] Web . "Acquired Needs Theory." Http://changingminds.org. Web . Flatworldknowledge.com. "Herzberg's Motivation-Hygiene Theory (Two Factor Theory)." Chart. Https://static.flatworldknowledge.com/sites/all/files/imagecache/book/2 7984/fwk-collins-fig07_006.jpg. Print. 10) Dr. Yusaf H. Akbar. "Maslow's and Alderfer's Needs Theories." Chart. ISEG - Paris Organizational Development - Session 3 - Motivation Print. 11) By Charlie Cory. [...]

[...] “Using theories of motivation, evaluate the role played by salary and by non-financial incentives in promoting motivation in middle managers.” The rewards based on money and salary should be meaningful and connected to the performance of the persons. It has to be concrete and not the only way of rewarding. The money cans not carry out all the needs and expectations of the employees. The reward has to be significant, measurable and irrevocable. It has also to be linked to the others needs such as recognition. [...]

[...] When a need is satisfied, the individual tries to reach another one. There are five levels of needs: the physiological needs (such as “eating, drinking”, etc . the safety needs (“security, physiological safety” financial security, etc . the belongingness and love needs (“affiliation, acceptance, affection”), the esteem needs (“competence, approval, recognition”, etc . ) and the aesthetic and cognitive needs (“knowledge, understanding, justice, beauty”, etc . At the top of the pyramid, there is the self actualization which represents the highest level of the needs. [...]