Hey ALL,
We have a Manager, a STAR performer, Good human being and a good manager (read leader) also.
I'm facing a problem with him, whenever we have a training program to conduct on Motivation, he says it is only money which motivates people.
When I argue, he says, you are a lady and so you won't understand that How much money can be required to run a household. :x
He believes that all the motivational theories that we have read in MBA is good to read but difficult to practice.
He firmly believes in Carrot and Stick theory, although.
I would also like to know, Is it only money we work for??
Is it true that all the theories such as maslow's, ERG, Herzberg and other theories does not work at all in practical Organisations.
Do share your views on this, don't just see this, kindly contribute also.
Cheers!!!
Archna
From India, Delhi
113We have a Manager, a STAR performer, Good human being and a good manager (read leader) also.
I'm facing a problem with him, whenever we have a training program to conduct on Motivation, he says it is only money which motivates people.
When I argue, he says, you are a lady and so you won't understand that How much money can be required to run a household. :x
He believes that all the motivational theories that we have read in MBA is good to read but difficult to practice.
He firmly believes in Carrot and Stick theory, although.
I would also like to know, Is it only money we work for??
Is it true that all the theories such as maslow's, ERG, Herzberg and other theories does not work at all in practical Organisations.
Do share your views on this, don't just see this, kindly contribute also.
Cheers!!!
Archna
From India, Delhi
hi All,
Well i can understand your problem very much.But to tell you the truth money is difinitely a very big motivator ,in fact most employees switch jobs as they want to move towards higher salaries.But then it cannot be concluded that money is the only motivator because people leave jobs for bitter boss-employee relations or bad relation with the immediate supervisor as well at the cost of good company benefits and high remuneration.Moreover just ask anyone who considers money as the sole motivator to take up a job this question-You being qualified,will you do the job of a sweeper in which you r paid Rs.20,000 or a higher package?The obvious answer from most of us will be no.That means clearly we do give weightage to our social needs,our education and our self actualisation needs which implies that motivational theories are not just theories but play a role in pratical life as well.On top of that i firmly believe that Mcclelland's theory of motivation of power ,achievement and affiliation does exist in reality and we do come across such executives and managers in our day to day corporate life.Please provide me with ur views.
cheers
Paulami
From India, Calcutta
Well i can understand your problem very much.But to tell you the truth money is difinitely a very big motivator ,in fact most employees switch jobs as they want to move towards higher salaries.But then it cannot be concluded that money is the only motivator because people leave jobs for bitter boss-employee relations or bad relation with the immediate supervisor as well at the cost of good company benefits and high remuneration.Moreover just ask anyone who considers money as the sole motivator to take up a job this question-You being qualified,will you do the job of a sweeper in which you r paid Rs.20,000 or a higher package?The obvious answer from most of us will be no.That means clearly we do give weightage to our social needs,our education and our self actualisation needs which implies that motivational theories are not just theories but play a role in pratical life as well.On top of that i firmly believe that Mcclelland's theory of motivation of power ,achievement and affiliation does exist in reality and we do come across such executives and managers in our day to day corporate life.Please provide me with ur views.
cheers
Paulami
From India, Calcutta
Hii,
Motivational Theory do work in reality. If I take an example of the Hezberg Theory, it has both the hygeine factors and the motivation factors. The hygeine factors by themselves does not motivate.But if not present it would definitely cause dissatisfaction.The motivational factors are over and above this.Another example would be that the pay packages are designed
according to the Maslow's Heirarchy of Needs.
Regards,
Mallet.
From India, Hyderabad
Motivational Theory do work in reality. If I take an example of the Hezberg Theory, it has both the hygeine factors and the motivation factors. The hygeine factors by themselves does not motivate.But if not present it would definitely cause dissatisfaction.The motivational factors are over and above this.Another example would be that the pay packages are designed
according to the Maslow's Heirarchy of Needs.
Regards,
Mallet.
From India, Hyderabad
Hi Paulami and Mallet,
Good to see your valuable comments on the topic.
My belief is also into that it is not just money which motivates people, working conditions, job profile, growth chart and career planning also a part of it.
I have seen many people still beleiving in money as a motivator and rated high than any other motivator.
My question to all is Do you all use these theories in your organistions??
Is it practical to use these theories easily then can you share some examples.
Cheers!!!
Archna
From India, Delhi
Good to see your valuable comments on the topic.
My belief is also into that it is not just money which motivates people, working conditions, job profile, growth chart and career planning also a part of it.
I have seen many people still beleiving in money as a motivator and rated high than any other motivator.
My question to all is Do you all use these theories in your organistions??
Is it practical to use these theories easily then can you share some examples.
Cheers!!!
Archna
From India, Delhi
Hey Archana,
I understand your problem but i must say your boss is wrong here to mention my case i am working as an executive HR with a decent compensation but i do want more but it is not just work that i want more i would also want more responsibility with personal and professional growth money can be a great motivator but not beyond an extent if you get the best of money that you can expect but not enough work to keep you occupied throughout would surely make you discontent with the work so its absolutely not just money that keeps one going its also the quality and content of work its the individual contribution towards reaching organizational goal and your ability to make a difference in the organization. As far as motivation is concerned employees may be doing their routine job but in their course of work they tend to loose the drive due to over work and personal problems which would result in lower productivity and the zeal to go that extra mile hence these motivational program help the team to keep that zeal and enthusiasm and the internal drive going. Hence i completely support your point of view archana please go ahead with your programs if your boss is not convinced about it please show him the deliverables of the program with the help of a ppt on benefits of training and also do some number crunching about the motivation programs done in various companies and what is the difference it made to the and i assure the facts you will find will be earth shattering.
Thank you.
Regards,
Bhushan
From India, Mumbai
I understand your problem but i must say your boss is wrong here to mention my case i am working as an executive HR with a decent compensation but i do want more but it is not just work that i want more i would also want more responsibility with personal and professional growth money can be a great motivator but not beyond an extent if you get the best of money that you can expect but not enough work to keep you occupied throughout would surely make you discontent with the work so its absolutely not just money that keeps one going its also the quality and content of work its the individual contribution towards reaching organizational goal and your ability to make a difference in the organization. As far as motivation is concerned employees may be doing their routine job but in their course of work they tend to loose the drive due to over work and personal problems which would result in lower productivity and the zeal to go that extra mile hence these motivational program help the team to keep that zeal and enthusiasm and the internal drive going. Hence i completely support your point of view archana please go ahead with your programs if your boss is not convinced about it please show him the deliverables of the program with the help of a ppt on benefits of training and also do some number crunching about the motivation programs done in various companies and what is the difference it made to the and i assure the facts you will find will be earth shattering.
Thank you.
Regards,
Bhushan
From India, Mumbai
Money is a motivator - Certainly. But it is a bad motivator. The motivation gained out of money, will not last longer. It will wane away soon. It breeds greed. Money as a motivator needs to be used prudently. Its measurability varies person to person. Hence it is not reliable, always.
The real motivation is the culture and character of an organisation. These will breed loyalty.
Rgds. Venkat
From India, Mumbai
The real motivation is the culture and character of an organisation. These will breed loyalty.
Rgds. Venkat
From India, Mumbai
All motivation theories are relevant
COMPENSATION MANAGEMENT and PERFORMANCE MANAGEMENT practices entirely rest on these theories.
The essence of all these theories are
MOTIVATORS;-
1.MONEY
2.JOB SATISFACTION
3.RELATIONSHIPS/AFFILIATION
4.POWER/EMPOWEWRMENT/INVOLVEMENT
5.;LEADERSHIP
6.FAIR AND EQUITABLE TRETMENT BY ORGANISATION/LEADERSHIP
7.GROWTH/CAREER/IMPROVEMENT THRO TRAINING
8.JOB SECURITY
Valence varies from person to person,generation to generation etc.
From my 40 years of varied work/consulting/teaching experience,my old generation valued SECURITY and money more.Todays generation CAREER
GROWTH and Achievement have More value.
All the 8 are important but today CAREER GROWTH and Job satisfaction(Oppurtunity to achieve) are MORE important
Regards.all the best
MICOKRISH
From India, Bangalore
COMPENSATION MANAGEMENT and PERFORMANCE MANAGEMENT practices entirely rest on these theories.
The essence of all these theories are
MOTIVATORS;-
1.MONEY
2.JOB SATISFACTION
3.RELATIONSHIPS/AFFILIATION
4.POWER/EMPOWEWRMENT/INVOLVEMENT
5.;LEADERSHIP
6.FAIR AND EQUITABLE TRETMENT BY ORGANISATION/LEADERSHIP
7.GROWTH/CAREER/IMPROVEMENT THRO TRAINING
8.JOB SECURITY
Valence varies from person to person,generation to generation etc.
From my 40 years of varied work/consulting/teaching experience,my old generation valued SECURITY and money more.Todays generation CAREER
GROWTH and Achievement have More value.
All the 8 are important but today CAREER GROWTH and Job satisfaction(Oppurtunity to achieve) are MORE important
Regards.all the best
MICOKRISH
From India, Bangalore
Motivational Theories are all relevant and Practical too in day-to-day life.
Though Money tops the priority level for performing certain tasks, its all the Level of performance that matter to all individuals, meaning, what is the present position of a person and where he would like to see himself on Hierarchy level.
As the person grows up in life his maturity and motivational levels also do change
Priorities change according to the Needs- Need Theory: Money Expectation will be there according to the level of experience, Entry level job seekers have different ways of looking at things compared to Mid Level person and then Senior Levels. Once we cross certain level money will follow your position and your competencies. Then what we look for is different view of the world at an outset.
Todays Markets design jobs according to slabs they have but for only Mr Perfect, Slabs can be slightly modified.
Lets say a software programmer, what matters to him is the Project rather then the Industry that he is working in or for that matter money would play a vital role depending on the position he is holding.
For Call Center money is there initially but what motivates people since the time they are onboard-Hezberg Theory. Let think about what are the different strategies that companies would come out with day in day out in order to retains its performing employees….
Interesting topic, Hope my inputs on the same is also valuable for our further discussion.
Have a Wonderful Day,
Thanks & Regards
RK
From India, Hyderabad
Though Money tops the priority level for performing certain tasks, its all the Level of performance that matter to all individuals, meaning, what is the present position of a person and where he would like to see himself on Hierarchy level.
As the person grows up in life his maturity and motivational levels also do change
Priorities change according to the Needs- Need Theory: Money Expectation will be there according to the level of experience, Entry level job seekers have different ways of looking at things compared to Mid Level person and then Senior Levels. Once we cross certain level money will follow your position and your competencies. Then what we look for is different view of the world at an outset.
Todays Markets design jobs according to slabs they have but for only Mr Perfect, Slabs can be slightly modified.
Lets say a software programmer, what matters to him is the Project rather then the Industry that he is working in or for that matter money would play a vital role depending on the position he is holding.
For Call Center money is there initially but what motivates people since the time they are onboard-Hezberg Theory. Let think about what are the different strategies that companies would come out with day in day out in order to retains its performing employees….
Interesting topic, Hope my inputs on the same is also valuable for our further discussion.
Have a Wonderful Day,
Thanks & Regards
RK
From India, Hyderabad
Hi,
I do believe that motivational theories do matter a lot..the most common in today's management practicies would be the Herzberg's hygine and motivator factor theory.
I shall state a practical example..
I have a friend who works for a big foreign language center in south bombay since the last 7 years and she is the immidiate assistant to the director..Her starting pay was around 14000 and now after seven years its around 21000. Her job profile also includes training other staff at the center. She gets a particular percentage of increase in her salary every year..and she does admit her salary is not the best in the industry even after 7 years of work.
She does not want to leave because the Motivator factors like quick sanction of leave applications, exceptional treatment from higher officials, trainings abroad (one month training in paris once in a year), flexibility in working hours, excellent working conditions make her satisfied enough to work there.
Thank you.
--
Best Regards,
Bhavik SHAH
From France, Nantes
I do believe that motivational theories do matter a lot..the most common in today's management practicies would be the Herzberg's hygine and motivator factor theory.
I shall state a practical example..
I have a friend who works for a big foreign language center in south bombay since the last 7 years and she is the immidiate assistant to the director..Her starting pay was around 14000 and now after seven years its around 21000. Her job profile also includes training other staff at the center. She gets a particular percentage of increase in her salary every year..and she does admit her salary is not the best in the industry even after 7 years of work.
She does not want to leave because the Motivator factors like quick sanction of leave applications, exceptional treatment from higher officials, trainings abroad (one month training in paris once in a year), flexibility in working hours, excellent working conditions make her satisfied enough to work there.
Thank you.
--
Best Regards,
Bhavik SHAH
From France, Nantes
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Motivational Theories.pdf