Good pay or salary is not what motivates employees to work hard

Good pay or salary is not what motivates employees to work hard

Good pay or salary is not what motivates employees to work hard towards achieving their specific goals and those of the employer organization. When the Employer or the Company gives something besides the basic pay, the employees are positively motivated, and their overall performance is likely to improve. Generally, as Hofeditz, M., Nienaber, A.-M., Dysvik, A., & Schewe, G. (2017) affirm, employees, draw motivation to perform well in their duties from intrinsic and extrinsic factors of motivation. Natural motivation factors that positively impact the performance of any employee may include but not limited to competence and self-determination. External factors of motivation, on the other hand, may consist of material or monetary rewards from the management of the company. Recognition of employees’ excellent performance is also seen as an extrinsic factor that can relatively impact the performance of employees in any organization. When the management of any organization rewards the workers for good work, employees are motivated to continue working extra harder to perform better.

In most cases, employees may be required to achieve several goals, some of which might collide. If the employees are not motivated to work keenly, then achieving these goals might be a hard task for the whole organization. Contrary, when the management extrinsically and intrinsically motivates the workers, work becomes easy as employees can prioritize expectations of the management and create time to deal with every issue keenly. When the management recognizes employees for specific achievements, they feel connected, and part of the organization and such an act propels them work extra harder. Employees will also be keen to avoid any mistakes that may interfere with results. Therefore, when an organization puts in place ways of rewarding performance and recognizing employees’ efforts, the goals of the performance management system are automatically achieved.

When the company has put in place strategies to reward and recognize its employees, then individual employees‘ performance continues to improve.  When a Company rewards and recognizes employee’s own efforts, they become happy. Happy employees are the most productive and do not need to be supervised by a senior officer of the Company. For Human Resource Management to have easy work, they have to trust employees and appoint a member-leader to check the performance of the rest of the employees in the same group. Trusting employees amounts to recognition and motivates them to be innovative and post better performances. Employees will also perform better when not directly supervised, as there is a sense of trust. Therefore, the use of a member-leader by the Human Resource to gauge employees’ performance is one of the best strategies that can be used to monitor individual employee performance.