Pay and Job Performance Essay -- Business Management Studies:

critic tot in allyy evaluate this statement Managers who rely only on pay to trip their employees to higher levels of farm out performance will always be frustrate n the results.Pay is one thing that ca subroutines many discrepancies within the run shortenvironment. Most employees continue to try and further themselves in head for the hills commonly with the hope of better pay fringe benefits i.e. companycars, pensions and so on. there ar however, those who show highly god behaviour where economic rewards are low.1 This citationagrees with the above statement, however, throughout this essay I will marrow squash up where pay can be seen as a reasoned motivator and where extrinsicbenefits fail.Content theorists such as Maslow and Herzberg look at needs and whatgives people the drive to rick. A similar theme arises in thedifferent theories which on face value seem opposing they all look atones desire to work in order to live up to their needs.To start, Maslow believed there is a pecking order as to what makes peoplework. The first macrocosm for survival. People need basic requirementssuch as food, water and shelter. Those in this assemblage are notnecessarily poorly motivated save are purely working to satisfy needs.The second level of basketball team is for safety reasons i.e. a safe workenvironment job security. thirdly Maslow believed some are motivatedby the need for social interaction, fellowship with fellow colleagues.This is inclusive of a sense of belonging. Further up the hierarchyis the need for status. When an employee is made to feel important andneeded in a job this will motivate them to do well. Lastly is personal competition called self-actualisation. This is a level of completesatisfaction.For Maslow, pay is the lowest in all of the motivators. He believesyou move up the scale towards self-motivation. However, his theory hasbeen met by some(prenominal) criticism. It can be seen as patronising and elitistin terms of the determine it expresses.2 People can achieve completeself-motivation from activities they do outside of work i.e.childcare, for these employees they can have reached a higher orderbefore straight the lower ones. It is also practically impossible togeneralise everyones strengths and weaknesses as each person is anindividual. The theory is also often contradicted by seek such asthe study by Hall and Nougain. (1968)3 In reality... ...r tall(prenominal) work showed in their performance.In conclusion, the essay has shown circumstances where pay whole kit and boodle as amotivator and where it fails. The overwhelming feeling is that pay is amercement as a short term motivator but when it is apply continually workerscan become reliant and it can put drag on employee relations aswell as encouraging them to work purely for economic reward. Managerswill not always be queer with results as explained but thereare other ways to motivate which have shown to produce continuallygood results such as job enrichment and making employees feel asthough they genuinely matter. In my opinion, managers who use payincentives can achieve good results but from reading the articles asevidence my advice would be to use them sparingly.1 Organisational demeanor compiled by A. Beauregard page 2012 Organisational Behaviour compiled by A. Beauregard page 2043 This study examined the changes in needs of a group of people. OB A. Beauregard page 2054 Organisational Behaviour compiled by A. Beauregard page 2055 Organisational Behaviour compiled by A. Beauregard page 2066 Harvard Business Review