Money Is Not a Motivator

Money is Not a Motivator
Work is a part of life. Some people enjoy their occupations, while others dread going each day. What causes high levels of motivation and satisfaction? Can the work itself inspire someone to achieve company goals? Is money or salary able to sustain job satisfaction? There are many reasons why people go to work. Employment satisfaction can come from recognition or accomplishments, not through money or salary.
Frederick Herzberg provided a perspective on employee satisfaction through the Motivation-Hygiene theory. This theory was developed by interviewing 200 accountants and engineers. (Wallace, 2009) Each person was asked to recall occasions when they felt satisfied and motivated or dissatisfied and unmotivated. He found that different factors contributed with satisfaction and dissatisfaction. Satisfactions emerge from motivation factors, which are associated to the work content. Dissatisfaction came from hygiene factors or the work environment.   When managers provide appropriate levels of motivation factors, they can ensure employees have a high level of satisfaction. (Huston, 2009)
Delegation can be a powerful tool for conveying responsibility and authority to the staff.   This gives the personal a stronger role in their jobs which means more fulfillment and motivation. Employees often feel fulfillment when they realize they are making a difference. Experienced managers and supervisors will acknowledge and celebrate a solution to a problem. Without this step, personal will become frustrated, skeptical and even cynical about efforts. Let each worker hear appreciation from the people they have helped. (Levine, 2009)   This will provide a sense of pride in their work and desire to continue giving outstanding performance.
Employee recognition is a powerful communication tool that reinforces positive accomplishments. When recognizing staff members effectively, reinforcement for the actions and behaviors the company most want to see people...