Motivation Paper

Three challenges that managers face in motivating his or her employees as opposed to 50 years ago are salary, security and job enrichment. Back in the older ages, people worked because they had to support their families. How much the job paid was not too much of a factor because it did not matter if the person had a good paying job or not, as long as they had a job to pay the bills. The cost of living has gone up tremendously; therefore, we cannot accept any job just because we need to have a reliable source of income. People with children have even more of a challenge on their hands. They have to make enough to support themselves and their children. 50 years ago, having an education did not influence how much you were paid as it does today. For example, if you applied for a cashier job that paid $7.00 an hour, that’s how much you would be paid whether you had a high school diploma or were a high school drop-out. Salary depends on your educational level. The lower paying jobs are for people that only graduated high school or received a GED. Just as the higher paying jobs are for people that have gone to college and received their degrees. Either way, it is easier for a manager to motivate an employee when salary is a key factor.
“Herzberg identified motivation factors as responsibility, achievement, recognition, advancement, and the work itself.” It is said that when these factors are present that the person improves his or her work effort and performance. Job enrichment was not as much of a factor 50 years ago because again, people were not accepting jobs solely for the benefits or advancement. Currently, it is more challenging for a manager to keep his or her employees motivated because the standards have changed. Managers have to consider a lot when they are trying to motivate their employees. They have to find ways to keep the employees interested in their line of work, they have to give some sort of incentive behind correctly completing assignments and they