Due to the furious competition in several marketplaces, ways to inspire employees is seen as an integral factor to companies, which has a significant value which should not be ignored by employers. In the meantime, because of the highly competition between businesses, a noticable difference in employees' creativeness and output could be more likely for companies to attain the last goal. Therefore, companies should identify a motivation method that can be the simplest way to allow them to motivate staff, in order to lessen absenteeism and dissatisfaction problems. You will discover, however, a variety of methods to motivate workers, that can be categorized into two types--financial, and non-financial determination theories. Financial inspiration methods, recommended in Taylor's ideas, value money and work conditions as the ultimate way to encourage employees. The other type is non-financial methods, that was recommended in Mayo's theories, stresses fulfilling employees' higher-level motivational needs. Maslow's theory differentiates needs into different levels, including basic and higher-level needs, and Herzberg developed a two-factor theory, which combines the two types of methods recommending a combo would be necessary. Predicated on some analyses and comparisons, it's advocated that a combination of both financial and non-financial motivational methods would be the most effective in increasing employees' determination and productivity.
According to financial motivation theories, staff could be mainly determined by financial rewards, such as salary, reward and fringe benefits which can be strongly suggested in the lower level needs of Maslow's theories and Taylor's Scientific Management theory. A couple of, however, some defects in their theories which may have been within practice. (Hall et al, 2008)
Figure 1: Maslow Hierarchy of needs (Docsiva, 2009)
According to Maslow's theory, a desirable payment, a comfortable work conditions or a good safety system for employee's privileges will lead to a rise of employees' work motivation. As shown in Number 1, physiological needs and security needs are in underneath of the "pyramid", which means, incomes, food, security and physical cover are rudimentary needs for employees. According to Hall, et al (2008), fringe benefits is one of the financial methods which is defined as an extra repayment besides salary or incomes, such as health care or pension would works as a useful financial drive for employees to increase their work production. Air Product, the distributor of industrial gas, provides its staff with free yoga classes, skill classes, and free gross annual medical checks to improve employees' satisfaction (Hall et al, 2008) Cecilia, a worker in Air Product, said that her skills and belongingness have been better by these classes in the business. (Air Products, 2009) All in all, motivated workers tend to make a greater effort at the job to earn the financial rewards, which will in turn have a confident result in the company's profit expansion.
Another supporter of financial determination is the daddy of Scientific Management --Taylor, who argued that money can stimulate personnel most effectively. In Taylor's theory, part rate is another financial compensation which argued that employers should make repayments to workers based on the quantity of work done by each employee in order to boost productivity. Taylor's affirmation, however, appears to describe employees as machines without thoughts or needs. (Hall et al, 2008) As Tutor2u (2009) mentioned, Taylor's theory completely ignores other needs of employees, which may brings about problems of dissatisfaction or discouragement some employees. From a far more comprehensive perspective, financial desire can clearly encourage staff giving them good payment or fringe benefits, but financial rewards cannot meet their mental needs.
Differing from financial desire, non-financial methods, such as empowerment and team working can satisfy employees' psychological needs which were recommended in Maslow's upper level needs and Elton Mayo real human relations theory. (Hall. et al, 2008)
Non-financial motivation can be more valuable to employees in meeting their upper-level needs, which includes love and belong, esteem needs and self-actualization in Maslow's "pyramid". Predicated on Hall et al (2008), staff' sense of community reaches the fourth level (esteem needs) of Maslow's pyramid that allows employees to be trusted and respected in the firms where they works in, therefore inspired employees will be more efficiency. Empowerment is one of the non-financial methods, that includes a significantly effect on motivating the labor force by allowing them to take part in the decision making of any company. These ideas also are advised by Mayo's real human relationships theory. (Hall et al, 2008) Furthermore, teamwork is another way for companies to stimulate their staff, which satisfies the third level needs in Maslow's ideas (love belong). In this situation, employees will be sent out into different organizations and interact, so that employees can learn more professional skills using their company partners and share responsibility in their groups. To demonstrate the effectiveness of teamwork, Hall et al (2008) also stated that assistance between employees in team working can result in an efficient working process and a higher chance to succeed at work. Relating to Free online research papers (2009), Starbucks usually provides an interactive and cooperative atmosphere for his or her employees, which can help them reveal responsibility in works and prevent them from getting bored. To look at another example, teamwork has been put into Volvo's Uddevalla. Staff in each individual team are skilled enough to create cars with time, hence, stocks has been avoided in this situation and the production has been increased (Ake, 2007) Therefore, employees in teamwork and empowerment systems will make a greater effort to attain their companies' goals because each of them feel sensible and encouraged from other work.
Employees cannot work without providing them with pay; however, they may be much more likely feel dissatisfied if the companies overlook their subconscious needs. Because of this, a mixture of non-financial drive methods and financial desire methods can lead to higher productivity. Herzberg, another desire teacher, developed two-factor theory which considers both financial and non-financial inspiration factors for the employees (Hall et al. , 2008). Firstly, Herzberg analyzed numerous cases where companies encouraged the staff by recognizing their work and offering the workers self confidence which can be seen as non-financial motivation. Second, Herzberg mentioned that companies can boost employees' output by improving health and maintenance conditions, such as good canteens or free medical checks, which are believed to financial desire (Hall et al. , 2008) Employees may be satisfied by way of a good work environment, for instance, the largest business software manufacturer, SAP, primarily motivated its staff with a good money payment, however, in order to encourages staff, SAP now also offers a free lunch, healthcare and a team work environment to each worker which adequately boost employees' satisfaction. (BBC Information, 2003) Take Savoir Beds is another example which is a little company produces high quality beds. Relating to BBC Media (2003), employees in Take Savoir Bed were motivated by pleasure in their work somewhat than bonuses. Therefore, besides money repayment and good physiological conditions, communication such as teamwork or sense can also inspire employees to work more efficiently.
To summarize, financial methods motivate employees by wages, fringe benefits and good conditions, however, non-financial methods such as empowerment, team working and esteem will provide an intrinsic inspiration to the personnel to work. It's advocated that companies should fulfill both physiological needs and internal needs to stimulate their employees to work better. As stated above, different kinds of companies should consider different inspiration methods. Manufactories may use financial inspiration methods credited to most of their workers are low-income. Employees with higher income should be determined with non-financial motivational solutions to increase their efficiency and work efficiency. Sometimes a good payment may not motivate the workers over time, therefore, it is also necessary for companies to meet their employees' internal must increase production and increase their earnings.
