But there is another important force that he businesses must not forget: it’s the person’s disposition to attribute. We talk about “I can and want”. A basic part Of managerial executive is to make their collaborators to be in mood to want to attribute. The need of incitement for the workers flow from the incident that the work sometimes may be boring, without interest. The central meaning of the word incitement is the motivation. Motivation is an internal power that becomes from the needs. B. Barbells and G.
Steiner appoint the meaning of motivation as an “internal state which activate and direct the behavior to objectives,” The above definition make us understand hat motivations its a decisive element. There is important to Launderettes that motivations have an immediate relevance with the human behavior and it is much more complex than many people believe. But throughout the motivations we can not explain the human behavior. The humanity has been characterized from a huge number of motivation- needs that specify not only from humans nature, but also from the environment where they live and develop.
The point is how hard people strive to understand their work tasks, together with the factors that can have an effect on their hard work. In this report we are going to analyze how pay can be a motivation in a work context and the relationship between pay and performance motivation. The payment for a business has a decisive role. First Of all helps the organization to attract the competent candidates, and after that, to keep them in the business. Secondly, the payment its a very strong force because has a great influence at workers attribution.
Payment considers every kind of reward to the worker with exchange his tries to achieve the organization goals. Payment consists of: I _ The immediate economical eve: it’s about the salaries, wages, and the bonuses. . The indirect economical eve: it’s about the profits like the payments for vacations, permissions and life safeties. Every kind Of business to have the control Of the labor cost, need to use a clear payment system. All the organizations regardless of the payment system that use strive to some specific Objects: Have competitive wages and salaries, to attract the most suitable candidates. To control the labor costs. To pay good attribution stages. To observe the legislative layouts. To decrease the rates of retirements. The policy of salaries or wages and the payment system for every business ecocide the higher administration. But responsible for that policy (that must be fair, competitive, and prompt the workers) is the human resource management. When a person decides to work the reason why is not only economical but also for their social and psychological needs, But can a person cover his social, physical, psychological needs with his salary? Is the payment equal to his work?
The workers estimate their salary as a meter of their good attribution. So we can say that the payment for them it’s a goal, that they try to achieve, and they are waiting from their managers to recognize their work. However the payment lassies the person to the society. It’s a criterion for person’s value. As much as a person deserve, so much it’s his payment. By telling “a person deserve” we mean his accomplishments: knowledge, experience, skills. All the businesses and usually the private sector, in their try to actuate and reward their workers for a specific result attainment, they provide them motivations and bonuses.
However, these two words (motivations- bonuses) used alternate, but there is a difference between these terms: renovations are a predetermined payment for an aim achievement so long as bonuses recompense the success. The motivations, most of the time, is economical. For example the workers receive some money for the achievement results, But sometimes motivations may not be economical but also a diploma or vacations that have already pay the business, promotion or praise.
An attractive idea in terms of motivation is the performance related pay, Performance related pay can defined as a system where an individual’s appraisal for a goal achievement, has an increase to his/ her salary, This system usually works to motivate managers and executives. But, an organization has a lot of reasons to introduce the performance related system, such as: to encourage costive behaviors, to grow weaker trade union power, to help in recruitment and retention, to make possible change in organizational culture.
A Motivation system has a lot of advantages Some of the basic advantages are the following: A motivation system may call into action the workers, Attract Willing and able persons, Make more competitive the payment system, Create an immediate and clear relationship between pay and performance, Encourage the business mentality and behavior between the executive and the employees.
But on the other side of the coin, there are some important disadvantages that ay be a result of a motivation system: The feeling of an unequal payment, The minimal incitement, The executive may be interested for short-term results and not for long-drawn- out targets, Create competitive conditions between the employees. A motivation system does not follow always the organization to the improvement. This may happen when the motivations do not satisfy the employee’s needs or when the organization has not created and enforced the right motivation system.
In order to have positive results a motivation system, the employees must want to. This depends from the organization which has o insert it in the right way, and persuade the employees to participate to its growth. On the other hand the employees must be in mood to recognize the relationship between the motivations and their attribution. However the trust between the employees and their managers will be useful for the right operation Of this system. Finally, the organization must confront the motivation system as a payment for the defeated try.
Motivation in a work context can take place in bin ways. The first one is that people can motivate themselves, by setting some goals and trying to achieve hem to satisfy their personal needs, To accomplish this, the person must be responsible and mature, to recognize the meaning and the importance of his,’ her job. We talk about intrinsic motivation. The second one is extrinsic motivation. In this definition people may be motivated by others, managers for example, through methods as pay, promotion, etc.
The most evident extrinsic reward is pay, An increase at someone’s salary makes him/ her feel that his/her tries are recognized and also make him/her feel that he/ she is valued. But, the last one is a feeling that has not duration, However the money has not the same impact to everyone. I mean that some people may be much more motivated by money than others. Nobody can dispute the power and the importance of money. It is a very strong force that has a great influence at people’s lives, because satisfies basic needs such as survival and security. Money can offer too person “goods” that he/ she can not buy.
We are talking about feelings, for example the feeling of freedom or the self-esteem. Money as a motivator has a significant power because it comes to symbolize a lot of goals. But is money a motivator? For some people, who are strongly motivated by money and whose expectations are a highly financial reward, yes it is. TO some other people, however, money is onto motivator. A motivator for them may be an environmental factor; it depends from the environment where they work But there are some other people who are working just for money. For them their task could be less pleasurable.
Pay can provide a positive motivation it the organization use it in the right way and under the right circumstances. That happens not only because people need money to satisfy their personal needs, but also because money may provide recognition. Furthermore any kind of reward and motivation must reflect the changes in culture that an organization is accept. But in some cases pay may be a strong denominator, if the money package is poorly constructed or the organization are not introduce it, in the right way. For this reason motivations must be clear constructed and quantitative.
V-Rutherford, when a motivation system is selected, the organization must identify which point the employees can inflect the measure of performance And if a motivation is furlong then no other motivation will work. That happens because then, the employees feel that their targets it is unattainable. Summing up, in this report, we analyze two really important definitions, and the relationship between them. We talked about pay; a decisive force not only in a work context. Every person determines in a different way the importance of his/ her salary.
However, it is clear that everyone via the financial amount that he defeats tend to satisfy some needs. We can classify that needs to basic (for example the survival need) and to personal- psychological (for example the need for recognition or acceptance). Conscious or not, every person classifies him/ her self in a position to the society where he/ she lives proportional to the height of his/ her salary, From the above, we can easily understand how important and complex is tort a cuisines to appoint a person’s salary (with base the human element).
However, its also important for an organization. First of all, the organization examines the height of the salary, which can offer, proportional to a specific job position, Also, another important term that we analyze is the motivations. A company, usually, introduced a motivation system, strive to the person’s maximum productivity. Every business can choose the way of incitement from financial motivations (like bonuses) or benefits (for example the promotion of an employee). In my personal opinion, the extra money is the biggest motivation, and it’s ally attractive for an employee.
For sure every person has different standards and different expectations. Money hasn’t the same importance for everyone. Someone may be more interested in important personal elements, which we said before, and that does not mean that this person is not interested in money. Yet, believe that nowadays, even we want to accept it or not, the factor that thrust the person to work is money. Especially, when the company offers rewards to the employees. Then the person may be selfish and more competitive to his,’ her colleagues than he/ she has to be.
I just think that everyone of us can moderate it, with basic advantage the mature. There are also important “goods” that somebody could strive to his/ her work, such as the development of his/ her knowledge or to work with the task that he/ she likes, regardless of the money. In my opinion, if somebody achieve this, the personal needs and the feelings could be more important than that which could otter him/ her a financial amount. Day by day the environment where we live and develop, make us more materialist. So, it would be really helpful our manipulation, and see more realistic the situation which we create.