A motive is the driver factor that encourages a person to behave and act in a certain way. In order to regain some sort of profitability employers will have to acknowledge exactly what motivates their employees, and such knowledge is very crucial in order to improve productivity (p. 271). These acknowledgement suggests that organizational financial success depends heavily on employee motivation, and all managers should understand what motivates their employees in order to boost and inject these motivation factors in their employees. Finally it will support the case study the knowledge that applying the concept of motivation will support incompetent and insufficient financial results in terms of employee motivation, identify what motivates their
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Herzberg approach has very essential approach that may be very better approach, which has two levels on Maslow's Hierarchy which are Hygiene Factors, meaning that employees of the large hardware, furniture and building centre can be demotivated if missing as well as not strong motivators when they are found. He addressed Maslow's most important needs Motivator Factors and it will remind the best inspiration for employees to better performance and Income-Related Factors were included as Hygiene Factors. Herzberg agrees that on the long run, pay will not necessarily motivate better performance, especially to the extent of needed level, such as with the financial salary, the educators do appreciate more job rotation and job enlargement as most effective and powerful motivators this approach will keep employees active and provide an excellent diversification at work. ( Herzberg et al. …show more content…
Robbins (2001) argued that money can be seen as "scorecard" through which the employees will be able to evaluate their organization and how the organizations can values them. However, there will always be certain nonconformist concept and assumption on the important of money as a motivator. Kochan (2002) insisted that money will yield short employees obedience, and that money will not necessarily transform employees into behaving positively and for a long term. Educators argued that money can motivate employees which will undermine workers' intrinsic motivator in their jobs. Money can and can't be considered as a direct motivator of employees. According to the contingency approach that employees from different countries, and different cultural backgrounds will rank the motivator as positive motivator. As mentioned by Furnham (1994), the desire for money as a motivator can be considered as high by young employees in the Middle East as compared with those in America. Based on several investigations Kovach (1987) argued that fresh employees scoring low incomes are more motivated by money, whereas senior employees with reasonably high incomes and management positions are more motivated by other motivators like job security and recognition. Refereeing to Maslow's hierarchy of needs approach and concept, salary
Herzberg approach has very essential approach that may be very better approach, which has two levels on Maslow's Hierarchy which are Hygiene Factors, meaning that employees of the large hardware, furniture and building centre can be demotivated if missing as well as not strong motivators when they are found. He addressed Maslow's most important needs Motivator Factors and it will remind the best inspiration for employees to better performance and Income-Related Factors were included as Hygiene Factors. Herzberg agrees that on the long run, pay will not necessarily motivate better performance, especially to the extent of needed level, such as with the financial salary, the educators do appreciate more job rotation and job enlargement as most effective and powerful motivators this approach will keep employees active and provide an excellent diversification at work. ( Herzberg et al. …show more content…
Robbins (2001) argued that money can be seen as "scorecard" through which the employees will be able to evaluate their organization and how the organizations can values them. However, there will always be certain nonconformist concept and assumption on the important of money as a motivator. Kochan (2002) insisted that money will yield short employees obedience, and that money will not necessarily transform employees into behaving positively and for a long term. Educators argued that money can motivate employees which will undermine workers' intrinsic motivator in their jobs. Money can and can't be considered as a direct motivator of employees. According to the contingency approach that employees from different countries, and different cultural backgrounds will rank the motivator as positive motivator. As mentioned by Furnham (1994), the desire for money as a motivator can be considered as high by young employees in the Middle East as compared with those in America. Based on several investigations Kovach (1987) argued that fresh employees scoring low incomes are more motivated by money, whereas senior employees with reasonably high incomes and management positions are more motivated by other motivators like job security and recognition. Refereeing to Maslow's hierarchy of needs approach and concept, salary