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| Money | 54% | 271 votes | Total: 504 votes | |
| Recognition | 46% | 233 votes |
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Add to FavoritesIt is non-capitalistic, codependent, and/or insecure behavior to work primarily for recognition. The primary goal and intention of employment is not to receive social recognition, therefore money is the more accurate indicator of employee motivation. This is not to say psychological rewards such as recognition don't have value because they do. However, to make this the chief motivator for employees is simply not in conformity with the principles of capitalism, individual economic objectives and cultural ethos.
EMPLOYMENT OBJECTIVES:
To illustrate further, work is where people go to perform duties and tasks that support an economy, and add value to the standard of living for self and community. For example, athletes compete in races because they love sport, fitness and competition, poets write poetry because creative expression has value, business person pursue business because it is in their nature. In none of the above examples, is recognition a main concern.
While it is neither outside the realm of possibility nor a non-existent reality many individuals seek recognition ahead of monetary reward it is quite possible such approaches to employment are A) In a minority economically speaking and B) objectively disorganized in terms of practicality and socio-cultural norms. In other words, the employment market is less designed for social recognition as it is designed for monetary reward and individual satisfaction.
THE NATURE OF CAPITALISM:
There is also a reason capitalism works, and communism has been demonstrated to fail in today's World. Human nature is such that motivation is tied to achievement, greater standard of living and success. While recognition is very much a part of some individuals model of success it is not the leading social and economic motivator behind the success of today's capitalism which is driven largely by the profit motive.
To explain further, capitalism is a system of economic thought and reality that taps into individual human nature. Human nature is driven by personal satisfaction and personal satisfaction is divided into a matrix of goals, needs, expectations and desires. Since money is so important to life and since money is obtained through employment, it logically follows individuals would first seek money from employment then recognition, especially when one can achieve recognition from personal relationships which fulfill individuals emotional and psychological objectives.
THE CULTURE OF INDIVIDUALISM:
Western cultural dynamics also indicate social recognition is also less significant than individual achievement. Personal happiness cannot be obtained if one is motivated principally by recognition, nor is it logical to be motivated principally my recognition as to be an individual one should find reward from one's own achievements be they relationships, career success, spiritual happiness or otherwise. In other words, culture is currently structured to favor individual pursuits rather than social pursuits, therefore social recognition is secondary in importance to the individual and culture.
While it is true, individualism is the dominant ethos of our time, monetary reward and social recognition are not mutually exclusive aspects of human life. The two do often operate side by side both in terms of motivating factors and human dynamics. However, it simply not the case recognition is the number one motivator for employment given the cultural ethos of individualism i.e. it would be illogical and contradictory to state otherwise.
To reiterate, money is the primary motivator behind employment. This has been demonstrated to be the case through an investigation of the nature of employment, capitalistic principles and cultural ethos. Social recognition is a factor in employment, sometimes more of a factor than others, but according to the principles, concepts and facts described in this article, is not the best way to motivate the majority of employees in a work environment.
Learn more about this author, A.W. Berry.
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Recognition
What's the prime motivator of employee satisfaction? Employees are responding to praise and recognition. The best way to motivate your employees is to recognize a job well done. Most of the employees tend to work harder for rewards and awards related to specific goals or achievements than they do for money. It is true money, good office or work place, job security etc., can help employees from becoming less motivated. But the correlation between pay and performance is lesser when compared with praise and recognition. According to Rosabeth Moss Kanter, author and management consultant "Compensation is a right; recognition is a gift."
Motivation by praise enhances enthusiasm. Enthusiasm is contagious. If you're enthusiastic about your job, it's much easier for others to be, too. Praise and appreciation bring recognition and acceptance. Result is good employee employer relationship. In any context motivation need not resort to in enhancing compensation alone. Compensation satisfies just basic needs of the employees.
Numerous studies and surveys have documented the fact that money is not always the primary motivator for most employees. But the praise must be sincere and should be distributed equitably, if warranted. Giving something tangible makes a more lasting impression. How to make sure those valuable employees are productive and get them to remain loyal to your organisation? Motivating and keeping employees requires effective management practices and strong leadership skills. Many or all of the points discussed below have shown good results in leading organisations:
1. Create an atmosphere that motivates the employee to contribute to the best of his knowledge and efforts. Add some fun and variety to their routine.
2. A performance-based compensation plan should be designed to encourage your employees. It will be meeting your employees' personal objectives
3. Develop clear expectations regarding your employees' performance. Define your short term goals. Set an achievable target. And monitor the achievement periodically. Provide employees with input and choice in how they do their work.
4. Create systems and procedures for the requirements of the task as well as the convenience and comfort of the employees. Utilize the capability of your employees. Motivate employees to accept responsibility and leadership opportunities within the organization.
5. Plan employees participation. Promote social interaction and teamwork between employees. Make him to aware the production / services policies, goals, plans, accomplishments etc., Ask him to participate in the design, development and production processes. Make him to feel that he is part of the organization.
6. Promote healthy working atmosphere. Train your employees to attend the job with ease and comfort. Provide the tools they need to do their jobs In turn they will feel valued. Tolerate learning errors by avoiding harsh criticism.
7. Promote job ownership. Make employees feel that all job elements are important and all the teams are vital. The employee should be proud of the whole team and participate for its success.
8. Develop goals and challenges for all employees. Create transparent appraisal systems. Review the performance of the employee periodically. Coaching and counseling are critical. Encourage employees to set goals and help them accomplish those goals. Conduct counseling sessions with the employees and convince that their augmented performance will bring acceptance and recognition. Use positive reinforcement and constructive feedback.
9. Always link awards, commendations, merit certificates etc., employees specific achievements.
10. Motivate employees to improve poor their performance. In a team high performing employees must not take advantage about. his performance.
11. Treat employees fairly. Treat employees well. The way you treat your employees is the way your employees will treat your customers. When employees feel good about their jobs and the company, they perform efficiently, effectively, and enthusiastically.
Just invest some time and small budget to create opportunities for recognition and reward for your employees is well worth the improved morale and attitude of your employees. Poor morale is a cancer and can infect a lot of people in your organization it can even affect you.
Learn more about this author, Muthusamy R.
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