Is Money the Sole Motivator for the Workforce Essay

Mitchell has defined want as the degree to which an undivided wants and chooses to quest for in specified behaviours. Simply put, motivating is the reason why an individual wants to do something. The four characteristics that downstairslie Mitchells definition ar penury is typified as an individual phenomenon, as each individual is unique motivation is described usually as intentional motivation is multifaceted and the conclusion of motivation theories is to predict behaviour.The basic motivational model explains that needs and expectations pass on result in a driving force to get to sought after goals, which ultimately provide fulfilment, so leading to new needs and expectations. The CIPD Employee Attitudes to lucre 2011 report provides evidence that since 2008 inventers feel less motivated to perform well, and employees that vex bonuses gave a higher job satisfaction score than their counterparts. This evidence chamberpot be supported by Taylors rational-economic ne eds concept of motivation.Workers under his direction would deliver higher outputs to increase productivity and in die be rewarded for their hard work by dint of monetary incentives. However, his belief disregards rewards that atomic number 18 not money orientated which could still increase productivity, also cognise as intrinsic motivation. Herzbergs devised a two-factor theory to explain how to achieve motivation and job satisfaction. One set of factors are called hygiene or maintenance factors, which are concerned with job environment for example, salary, job security, working(a) conditions, level and quality of supervision, company policy and interpersonal relations.If these are wanting(p) it can lead to an individual feeling dissatisfied. The other set of factors are called motivators or growth factors, which provide a sense of achievement, recognition, responsibility, nature of the work and personal growth and advancement. An absence of these lead to a lack of satisfact ion, scarcely not dissatisfaction. Employees at Aviva have demonstrated the second set of factors through applying the concept of systems thinking improving processes on an organisation scale to remediate customer experience.When an employee has achieved success it has spurred others to follow suit creating a domino effect, thus boosting employee engagement and increasing motivation at work. Using this model it becomes progress to that money is a motivator but not the only motivator. If motivation is not present it can cause dissatisfaction, the extent of this determined by ones circumstances and other satisfactions that can be achieved at work. Receiving recognition and having opportunities available to grow and work up the ladder are just as important, if not more, influences on motivation.