The role played by salary and by non-financial incentives in promoting motivation in middle managers - publié le 12/02/2010

Résumé du document

The job of a manager is to help employees perform in the workplace and he must make sure that things are done through employees. A good manager is able to motivate his team. The topic of motivation is not easy to understand and it is important to understand human nature itself. Human nature is both easy and complex, and theorists will help us to understand it better. We will try to answer the following problem: "Using theories of motivation, evaluate the role played by salary and by non-financial incentives in promoting motivation in middle managers."

Extraits

[...] The real question is can money give motivation? From a personal point of view, I think that money alone is not enough but it can help. In the first part, we have seen many theories which told us that money is not the most important thing in a job. But money is certainly a motivator and help to motivate people in such big companies as Microsoft, IBM Employees also need job satisfaction and recognition from managers and society. We have seen in the second part that rewarding employees with money does not improve the level of employee motivation and productivity. [...]

[...] It will help us to answer the following problematic: “Using theories of motivation, evaluate the role played by salary and by non-financial incentives in promoting motivation in middle managers.” At the end of this assignment, we will conclude that money is very important to motivate people but is not enough. It must be completed by non- paid incentives to reward people. Gifts, car companies, recognition and psychological factors are also indispensable for the good feeling of employees in a company. [...]

[...] The job performance takes in consideration as well the ability than the motivation. According to the accel-team website: performance = f (ability) x (motivation) Ability in turn depends on education, experience and training and its improvements is a slow and long process. On the other hand, motivation can be improved quickly” A manager must know how to motivate his employees and in order to help him, he can use this following strategies: A reinforcement considered as positive An effective and strict discipline with punishment Not making favouritism and treating employees fairly Satisfying employees needs Setting goals at work Restructuring jobs Rewards on job performance All this strategies depend on the workplace and depend of the situation. [...]

[...] The theory X This theory is from Sigmund Freud and is not really optimistic. It takes in consideration the fact that people do not want to work and are lazy. Meaning that they hate working, they avoid it, have no ambitions, no initiatives and do not want responsibilities. They just want a job secure and in order to be motivated, they must be rewarded, intimidated and punished. We can also call this way of thinking “stick and carrot”. If this philosophy of management was valid, being a manager would mean being a policeman. [...]

[...] An effective reward system must be significant, generous and well-balanced in order to be optimum. In general, Reward must improve the productivity of 20 to 30 per cent. The role of middle managers is essential because he will help employees to gain in productivity: he will be responsible for the integration of work in the team with a productivity effort. The financial rewards are divided in three categories: - Profits sharing - Job evaluation - Merit rating * Profit sharing can concern an entire company or a specific department in the firm. [...]