All too often we hear people say that the ultimate thing that motivates them to perform successfully at their job is a lucrative salary. Is financial compensation really the primary motivating factor for an employee? If your answer to this is yes, then you may want to think again after reading this article.
Motivation, according to the Merriam-Webster Concise Encyclopedia, is defined as “factors within a human being that arouse and direct goal-oriented behaviour.” First one must identify their needs and what they hope to achieve from being part of an organisation.
The late great theorist Abraham H. Maslow laid out an hierarchy of needs which many scholars have perceived to be one of the most well-rounded explanations of employee motivation. According to Maslow’s theory, for an employee to be successfully motivated, his or her needs have to be satisfied before they can move up the ladder of needs. Once one has reached the peak, he/she is said to be “motivated.”
Everyone has physiological needs which include water, shelter and food, just to name a few. At this stage, an employee is perceived to be motivated by a salary which should be sufficient to meet their basic daily needs. However, Maslow’s ‘hierarchy of needs’ theory suggests that, in addition to meeting those basic needs, an employee needs to feel a sense of security in a job.
Every employee wants to feel comfortable at work and therefore one of the first things that an organisation must do is provide proper working conditions for its workers. No employee wants to work in an unsafe and contaminated working environment.
The third step to successful motivation is satisfying the need for affiliation. An employee needs to feel a sense of camaraderie and belonging in a workplace. Managers and their team members should have a good working relationship, one of openness and mutual consideration. At this stage an employee starts to realize some sense of actual motivation as a result of caring and humane treatment and interaction. This leads to the fourth level defined as ‘Esteem Needs.’ Respect, rewards, self-worth and recognition form part of this stage. An employee’s self-esteem will get a major boost if their hard work is recognized and appreciation is shown for their efforts, even if it is just a simple “thank you” or “good job” that is uttered to them.
The final step or element of successful motivation is the peak of the pyramid, known as self-actualization. At this stage one is said to be fully motivated and is induced to go the extra mile for potential advancement in the workplace.
Motivation therefore encompasses a series of elements that must be fulfilled one-by-one over a period of time in an organisation. You may think that because you are being paid a good salary, you are motivated. If you think about all the elements mentioned, you will realize that you are selling yourself short. Working conditions, self-confidence, recognition and opportunities for promotion are all motivating factors besides money. Realistically, a good salary is not sufficient.
Employees who reach the peak of the pyramid will achieve their full potential and become empowered into becoming all that they can be. I urge you to reevaluate what motivates you. Companies and organisations, for their part, should bear in mind that demotivated workers can cost them millions of dollars. If employees don’t feel appreciated, and they are not encouraged to develop a positive attitude and work towards giving their best, this can only limit the company’s ability to achieve success. The most successful businesses are those that do their best to ensure that their employees are motivated.
