Motivations

28 Pages 7050 Words

oups considered security as the highest rated factor. company - proud to„h type of work „h advancement „hThe next three factors were; work for Surprisingly, factors such as pay, benefits and working conditions were given a low rating by both groups. So after all, and contrary to common belief, money is not the prime motivator. (Though this should not be regarded as a signal to reward employees poorly or unfairly.) Another survey also revealed that workers were actually motivated by different things to what management thought motivated them. Workers were more motivated by appreciation and the feeling of being "in on things" (Involved in the decision making processes of the organisation), than they were with money wheras management often based most of their staff motivation practices on very nearly the opposite. It just goes to show that it is wise to ask rather than assume! Managers need to provide the right organisational climate to ensure that their employees can see that by working towards the organisational goals they are also achieving some of their own goals. These goals could be such things as financial rewards or personal rewards such as the respect of their colleagues or job satisfaction or a combination of any number of things that the employee considers to be important. It is no good giving someone a pay rise if they are dissatisfied with the job and they do not see money as a very important factor in their working life. Yvonne McLaughlin suggests that there is an equation which gives a good model of the basic requirements and how they relate to each other in order to achieve the best staff performance in your organisation. Performance = Ability x Effort x Organisational support The performance of your organisation's staff is an equation of their ability to do the job (what they can do) multiplied by the effort that they are actually willing to put into the job multiplied by the amount that the organisation helps them ...