Many Experts Argue That People Do Their Best Work When They Are Motivated by a Sense of Purpose Rather Then the Pursuit of Money

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

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1.0 Introduction

2.0 Theories
2.1 Maslow’s Needs Hierarchy
2.2 Herzberg’s two-factor Theory
2.3 David McClelland’s theory

3.0 Survey of job satisfaction

4.0 Money and Motivation

5.0 Conclusion

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

“Can’t buy me love” (Filipczak & Bob, 1996, p. 29) This statement was mentioned in the magazine “Training”, which is related to the thoughts of the motivation. People look for job and want to work in satisfaction. Some people believe that the factor of the job satisfaction is money, which means employees are motivated to do their work by money and do their best work. However, through money, we cannot buy a motivated, committed, productive, enthusiastic, and creative work force (Filipczak & Bob, 1996, p. 29). Researchers who study of motivation for job satisfaction introduced the theories like Herzberg’s two-factor Theory, Alderfer’s ERG Theory, Equity Theory McClelland’s Theory, Expectancy Theory, McGregor’s theory X and Y,. All the theories, which were mentioned above, have been used to prove that employees are motivated other factors not money and factors of motivation (Sarin, 2009, p. 237). According to the studies of experts, people made the best performance in their job when they are motivated by intrinsic matters which are making job satisfaction, rather then extrinsic matters. (Filipczak & Bob, 1996, p. 29). I strongly agree with this notion regarding relationship between money and motivation for job. This article will provide the reasons why money is neither a factor of motivation nor a factor making good performance. The article shows what the function of money in organization is.

According to the Maslow’s Needs Hierarchy, human basic needs are divided into five levels, and are arranged in a hierarchy. First is the physiological need; basic physical needs or drive, such as hunger, thirst, and sex. Second is The safety need; the need to feel secure, to feel free from threats, to feel that the world has some order so that one can cope with events. Third is the belongingness need; to belong, to be accepted, to give and receive love. Forth is the esteem need; the need for respect and esteem, in the eyes of both oneself and others. Needs for self-respect includes a desire for achievement, confidence, and independence. Finally, the self-actualization need; need to fulfill one’s potential (Rolfe et al. 1983). Among these levels of needs, Maslow regards the money as a lowest level, which is just basic physical need. Once it is satisfied, it does not give influence to motivate person’s behavior any more (Sarin, 2009, p. 237).

Herzbug suggests and argues that there are tow factors those are motivating factor and hygiene factor. Herzbug’s tow-factor theory was drawn from Maslow but focuses on the question of job motivation. Motivators, intrinsic reward produces job satisfaction while hygiene factors, or extrinsic rewards produce job dissatisfaction. Motivators are Personal Growth, Advancement, Recognition, Achievement, nature of the work itself, and Responsibility. The hygiene factors, the extrinsic, are company policy and administration, salary, supervision, job security, working conditions, and interpersonal relationship. In other words, extrinsic factors indicate the two highest needs in Maslow’s hierarchy (Rolfe et al. 1983). As mentioned, salary is included in the hygiene factors, which causes job dissatisfaction. Herzberg(1968) said, “Money is not a motivator”. However, there is a misinterpretation of which Herzberg’s opinion that “Do not use...
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