Money Is The Prime Motivator At Work
“Money is the prime motivator at work”. Discuss this statement with reference to the theories of motivation.
Motivation is the process which accounts for a person’s intensity and persistence of effort toward achieving their goal (Robbins, 2005). There are many rewards which can motivate individuals at work. Intrinsic rewards are psychological rewards, such as sense of achievement and recognition for one’s efforts, and extrinsic rewards are tangible benefits such as pensions and pay (Rollinson, 2005). Money could be seen as the prime motivator at work but when the individual has earned enough money to live comfortably, the intrinsic factors become much more motivating.
Maslow’s hierarchy of needs (1954) suggests that needs that have already been satisfied, for example gaining enough money to fulfil their physiological needs, will no longer have a motivational effect on the individual in the work place (Rollinson,2005). There is five levels of needs structured into the hierarchy which are physiological needs, security needs, affiliation needs, esteem needs and the highest level self-actualisation. The lowest need must be fulfilled before the need above can become a motivator. So for some people money isn’t the prime motivator as they may already come from a high class background meaning they aren’t motivated by earning money or simply the individual does not need a high salary to live well. They will be more motivated by intrinsic factors like gaining status in the workplace or being liked by others. Herzberg’s research also supports the idea that money does not motivate staff as it is a basic hygiene factor which they expect to receive from their employer. The theory suggests individuals are motivated by intrinsic factors like gaining responsibility, recognition and the prospect of development in the work place. However the Luton studies of Goldthorpe et al (1968) contradicted the research of Herzberg and Maslow. The research was carried out on a car assembly
Motivation is the process which accounts for a person’s intensity and persistence of effort toward achieving their goal (Robbins, 2005). There are many rewards which can motivate individuals at work. Intrinsic rewards are psychological rewards, such as sense of achievement and recognition for one’s efforts, and extrinsic rewards are tangible benefits such as pensions and pay (Rollinson, 2005). Money could be seen as the prime motivator at work but when the individual has earned enough money to live comfortably, the intrinsic factors become much more motivating.
Maslow’s hierarchy of needs (1954) suggests that needs that have already been satisfied, for example gaining enough money to fulfil their physiological needs, will no longer have a motivational effect on the individual in the work place (Rollinson,2005). There is five levels of needs structured into the hierarchy which are physiological needs, security needs, affiliation needs, esteem needs and the highest level self-actualisation. The lowest need must be fulfilled before the need above can become a motivator. So for some people money isn’t the prime motivator as they may already come from a high class background meaning they aren’t motivated by earning money or simply the individual does not need a high salary to live well. They will be more motivated by intrinsic factors like gaining status in the workplace or being liked by others. Herzberg’s research also supports the idea that money does not motivate staff as it is a basic hygiene factor which they expect to receive from their employer. The theory suggests individuals are motivated by intrinsic factors like gaining responsibility, recognition and the prospect of development in the work place. However the Luton studies of Goldthorpe et al (1968) contradicted the research of Herzberg and Maslow. The research was carried out on a car assembly
Bibliography: Robbins, S ., ed (2005). Organizational Behavior. San Diego: Prentice Hall Rollinson, D., ed. (2008). Organisational Behaviour and Analysis: an integrated approach. Essex: Pearson Education Limited.