Financial and Non Financial Motivators

For any business to be successful it needs motivated employees. They are the single most important factor in the long-term success of an organisation.

With this being said, motivation is very complex and is continuously fluctuating over time (Maslow, 1954). Getting employees optimally motivated is very difficult, due to the various components that go into motivation. However, when an employee is positively motivated, they will be able to accomplish any task set in front of them.

Employees should always be motivated; this attracts talent, opens up new channels for innovation and creativity and brings in a sense of satisfaction among them which helps the growth and development of the organization.

If an employee is highly motivated they will perform higher and if they perform higher this may lead to a sense of achievement and a higher motivation.

By using job enrichment, I would be able to increase job satisfaction on multiple levels and help increase all levels of the core job dimensions. An enriched job organizes tasks to allow employees to finish a complete project, increasing the employee’s freedom and independence to make decisions, which in turn increases their responsibility, and provides direct feedback so employees can correct their own performance. Enriching a job touches all aspects of the core job dimensions and can lead to increased job satisfaction, reduced turnover, and

The outcome of job enrichment in the context of HIS is that the 29 new requirements that needed to be managed, is that with the redesign and in this case, job enrichment, the staff had felt that enrichment meant a greater workload which was the primary reason behind staff stress.

Individuals possess different intrinsic motivators that encourage them to come to work and perform to the best of their abilities. If these intrinsic motivators are met, the person is more likely to be happy with their job and feel a sense of personal fulfillment. The purpose of this paper is to identify and compare two jobs, one where the employee feels professionally happy and the other where the employee feels professionally unhappy. After identifying the two jobs, the author will discuss the various factors from each job that cause the feelings and the author will also discuss his personal and professional intrinsic motivators.

There are various things, aspects and factors that motivate people to perform well on the job, it can be financial, professional, personal or mere ambience, each play a major role in motivating an employee thus affecting the efficiency of the work done. The most basic of the motivational techniques followed by any organization include, performance appraisals, incentives, promotional activities, et cetera.

30% of employees worldwide feel inspired and engaged by their careers (Entrepreneurial Insights, 2014). There are multiple theories to suggest different types of motivation, for example financial and non-financial methods of motivation. Motivation is defined as the level at which an employee feels it is OK to perform at and what encourages them to be that way (Kelley, 2015), depending on the individual will vary on the incentives that make them want to work.

There were many areas where job enrichment could be implemented. Factors like employee boredom, low moral low accountability, and delays in decision making were places where job enrichment could help change behaviour. However, it 's not without risk. Some of the risks that can come along with job enrichment are qualitative and quantative overload, role ambiguity and conflict and unhappiness about pay (Layman, 2011) All these factors need to be considered when enriching an employees work.

3) Job enrichment: Same number of task as Job enlargement, but with greater responsibility and opportunity. (The employees of the container store can access all the financial data, is one type of enrichment.)And Job enrichment can also useful in leadership development.

Motivation is a word used quite often in many different scenarios, at work, home, the gym as well as other places. In order to explore employee motivation, let us first define the term. According to Spector (2012), “motivation is generally defined as an internal state that induces a person to engage in particular behaviors” (p.194). This seems to be some sort of internal pressure that helps propel us forward in whatever endeavor we might be undertaking at the time. As with any topic that has been repetitively researched over the years, the word motivation has been defined in many different ways. In 1981 Kleinginna and Kleinginna documented 140 different definitions of the word. For the purpose of this research we will be focusing on work or employee motivation. A very good definition of this concept was developed in 1981by a professor

This is a current and topical issue as motivation matters a great deal; Forsyth (2000 p. 2) states that motivation “increases efficiency, effectiveness and productivity” and allows organisations to meet their aims and objectives. Hageman (1992) suggests that motivation is the internal incentive that which brings out pleasure from work; happiness and efficiency are closely connected. This then makes employees desire to do what is required of them.

One of the challenges that have interested me for a long time is how to motivate the people who work for me. Prior to doing my first paper on motivation, I believed that money is what motivates employees and it was the responsibility of the employee to engage themselves in the company, I was incorrect. I learned that there are several theories on what motivates people and all of these theories suggest that money isn’t a prime motivator that creates a happy effective workforce. All of the motivation theories suggest that employee satisfaction is the key to maintaining an effective workforce. There are warning signs an employee’s needs are not being met, they may begin to regress rather than advance in their assigned duties or career advancement which, is a sign they have issues with their position and intervention may be needed. In my readings on motivation when preparing to write the first paper, I read a quote from Jack Welch, CEO of General Electric, who explained that it is the company is responsible to engage the minds of every single employee, the employee is treated as an investment

Employee motivation a powerful new model explores drivers of employee motivation, the levers the managers can pull to address them and the local strategies that can boost motivation despite organizational constraints. Finding of new research introduce a model that establishes the four basic emotional need people exhibit; they are the drive to acquire, bond, comprehend and defend. Also it exhort organizations take an holistic approach to satisfy employee’s emotional needs through its reward system, culture, management systems, and design of jobs. The potential benefit of a motivated workforce to an