Many Experts Argue That People Do Their Best Work When They Are Motivated by a Sense of Purpose Rather Than the Pursuit of Money. Do You Agree? Critically Evaluate and Explain Your Position.

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Many experts argue that people do their best work when they are motivated by a sense of purpose rather than the pursuit of money. Do you agree? Critically evaluate and explain your position.

Summary
This article has provided evidence that people make good performance when they are motivated by a sense of purpose rather than the pursuit of money. There are some motivational theories such as Maslow’s hierarchy of needs theory has been used to explain the reasons why money is not a main factor as motivator. This essay provides a survey to prove people can be motivated to do their best work by nonfinancial factors. In this essay, there are several suggestions for the manager has been explained which aim to increase the level of employees job satisfaction by using nonfinancial factors as motivator.

Introduction
There is one important thing which is motivating the employees efficiently to facilitate the enterprises to carry out the organization’s targets and purposes. (Wood et al, 2006, p78). In this case, it is very important to find out what motivate the employees to make good performance in their work. Some people believe that money is the key factor to make people do their best in work. However, there are some theories like Maslow’s hierarchy of needs theory, Alderfer’s ERG theory, McClelland’s acquired needs theory, Herzberg’s two-factor theory, Equity theory and Expectancy theory provide evidences to show that the employees are motivated by other factors such as intrinsic matters rather than the pursuit of money. According to the some studies, some nonfinancial motivators are more effective than financial motivators in motivating the employees in the long - run. (Dewhurst, Guthridge, Mohr, 2009). In my opinion, people make good performance in work when they are motivated by a sense of purpose instead of the pursuit of money. In this article, there are several reasons are provided to explain why the money is not the key factor of the motivation whereas people make good work performance when they are motivated by a sense of purpose.

Motivational theories
Motivation can be studied by two types of theories which are process theories and content theories. Maslow, Herzberg, Alderfer, and McClelland recommended four of the relatively well – known content theories. These four content theories help us to understand the motivation of work. There are two famous process theories which are equity theory and expectancy theory to help us understand the reason why a person select one action over another in the workplace and how they select as well (Wood et al, 2006, p83-84).

According to the Maslow’s hierarchy of needs theory, human needs can be planed into a five level and are proposed in hierarchy. A five-step hierarchy consists of social, safety, physiological (the three lower – orders needs), esteem and self – actualization (the two higher – order needs). Physiological needs are based on physical needs such as hunger and aspiration. Safety need means the need to feel safe. Social needs also known as belongingness need. It means people want to be accepted, want to give love to others and receive love from others as well. The esteem needs refer to respect. People would respect others and be respected by others as well. The self-actualization requires people to perform their potential. When people reach any levels of needs, they may plan to seek for the next higher level. Usually, mankind will move step by step up the hierarchy. In this theory, money is recognized as the physiological need which is the lowest level. It is obviously to realize that money is not the key factor of the motivation.

In the McClelland’s acquired needs theory, there are three themes has been distinguished. These themes are the need for power (nPower).the need for affiliation (nAff) and the need for achievement (nAch). The need for power (nPower) is the wants to posses others, to affect their act or to be honest for others. The need for...
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