The theoretical account concerns exert different policies to actuate employees to work, particularly fiscal motive, because money plays the most basic and of import function in our lives. Most people ‘ s motive for work would likely be to gain more money and back up their households. After all, money can vouch a higher criterion of life. However, persons are non the same. Person asserts the motive for work should be a convenient office that is near their households or the company ‘ s better working environment. That is, non-financial motive. By contrast, which factor is more of import? In this essay, it will demo the combination of non-financial motive and fiscal motive with theories such as Taylor ‘ s Scientific Management, Maslow ‘ s hierarchy of demand and Herzberg ‘ s two-factor theory. As a consequence, fiscal motive and non-financial motive are both of import and supplement each other in different ways.
The first foundation of motive is Taylor ‘ s Scientific Management. Harmonizing to Hall et Al ( 2008 ) , it is by and large used in concern and the intent of it is to make the maximal wealth for employers and employees. Besides, Taylor ‘ s Scientific Management shows that utilizing the fiscal method can promote the employees ‘ working efficiency and return the benefits to the employers. For case, HP is an international concern and has a complete goad undertaking called the entire wagess plan. After a limited clip, when the employers assert that the employees have achieved good public presentation to hold an impact on HP ‘ s fiscal consequences, they will supply important wagess including addition of the base wage, one-year variable wage, long-run inducement wage, benefits and fringe benefits for the workers and promote them to maintain making in the hereafter. ( Wikinvest, 2010 ) In this illustration, the HP Company ‘ s tactics non merely do the employees satisfied with their increase income, but besides map efficaciously in term of constructing up a set of strong corporation value that direction is so of import that they are willing to be managed and manage others. However, even though fiscal motive is ever a good manner to heighten working efficiency, it would do bad consequences in some particular state of affairss. Fox Conn Company is a representative illustration. The Company ignored the feelings and conditions of the employees and managed the employees to overwork for more net incomes. Although the Company have provided the fiscal motive, the self-destruction events told us the fact that this method had its negative side. ( Chanelnewsasia, 2011 )
Furthermore, Maslow ‘ s hierarchy of demand is another 1. Harmonizing to Hall et Al ( 2008 ) sample consequences, it suggested that the different ‘ classes ‘ of demand could be placed into a hierarchy. In the graphic, the biological demands is the most necessary posit and the ‘ classes ‘ of demand are satisfied from the underside up. ( Business balls, 2011 ) First, the biological demands such as nutrient, drink, shelter can be satisfied by both fiscal motive and non-financial motive. The company can put up some wages plan to excite employees to gain more money and back up their ain lives, or supply a more complete working environment such as staff canteen, and staff residence hall. Second, safety demands can be satisfied by non-financial motive. The company can purchase their employees wellness insurance and so on. Third, belongingness and love demands can besides be satisfied by non-financial motive. The company can set up more teamwork in the work group and assist them construct up a good relationship with each other. Fourth, esteem demands can be satisfied by the non-financial motive, such as the constitution of a set of corporate values. Fifth, self-actualization demands can be satisfied by non-financial motivaton. The company should supply a workplace environment that encourage and enable employees to recognize personal potency, in other words, put the employees in the right places. For case, in country of nomadic phone, even though Apple phones do non win the most quotients, it has the largest benefit of 100000 figure package applications. The developers can be portion of the exhilaration by fall ining the plan. In the direct benefit, they can consummate the net income, promote themselves in indirect net income when others want to utilize your package applications. This can fulfill their demands. ( Apple, 2011 ) As mentioned before, Maslow ‘ s hierarchy of demand can be satisfied by fiscal and non-financial motives from different positions.
Business balls ( 2011 )
Additionally, the 3rd one is Herzberg ‘ s two-factor theory. Footing of the thoughts form Hall et Al ( 2008 ) . It consists of two classs: incentives and hygiene factors, both of which can actuate the employees in their on the job procedure. However, incentive factor can convey employees ‘ sense of satisfaction, while hygiene factor focuses on taking employees ‘ dissatisfaction. In a celebrated endeavor Haier ‘ s sentiment, giving workers occupation satisfaction is a momentous concern, such as acknowledgment for employees ‘ enterprise. For illustration, in the on the job subdivision, it uses different colourss to show whether the employees do higher degree of occupation. Red stands for excellent ; green for norm and yellow for below norm. This system as incentive factor has virtually become motive to supply drift for workers and assist to organize sense of accomplishment of their attempts ( Slide portion, 2011 ) In add-on, it uses the policy of gross revenues accomplishments to advance its employees, who create the important gross revenues record, to a higher place, which in effect inspires the employees ‘ morale. ( Haier, 2008 ) Apart from that, an illustration of Google can match to hygiene factors. Google attaches importance to a better working environment, and offers its employees a batch of advanced installations in the facet of life, eating, wellness and relaxing. These conditions make employees work experiencing like at place and take their dissatisfied sentiment every bit far as possible, and guarantee the satisfaction and cut down the Staff turnover. ( Ezinearticles, 2011 )
In amount, fiscal and non-financial motive can be related to three theories, including Taylor ‘ s Scientific Management, Maslow ‘ s hierarchy of demand and Herzberg ‘ s two-factor theory. They show that the factors of fiscal motive and non-financial motive map efficaciously in different facets. In add-on, these illustrations of companies support the theories. Among them, it is by and large believed that although fiscal method is more widely used in concern and can hold a direct consequence on the betterment of working efficiency, it can non work out the negative sentiment. On the other manus, the progressively accent is non-financial motive, because it can cut down the inactive feelings ; raise working satisfaction and lower encephalon drain rates. In short, the fiscal motive and non-financial are every bit momentous, the concerns need them to construct a good relationship with employees and make benefit maximization for both of them.
Apple ( 2011 ) [ on-line ] App Store Affiliate Program
hypertext transfer protocol: //www. apple. com/itunes/affiliates/resources/documentation/app-store-affiliate-program. html Assert twenty-four hours ( 18/3/2011 )
Business balls ( 2011 ) [ on-line ] Maslow ‘ s hierarchy of demand
hypertext transfer protocol: //www. businessballs. com/maslow. htm Assert twenty-four hours ( 18/3/2011 )
Chanelnewsasia ( 2011 ) [ on-line ] Another Foxconn employee dies in China
hypertext transfer protocol: //www. channelnewsasia. com/stories/afp_asiapacific/view/1058808/1/. html Assert twenty-four hours ( 18/3/2011 )
Ezinearticles ( 2011 ) [ on-line ] Google Sets the Standard For A Happy Work Environment
hypertext transfer protocol: //ezinearticles. com/ ? Google-Sets-The-Standard-For-A-Happy-Work-EnvironmentHYPERLINK “ hypertext transfer protocol: //ezinearticles. com/ ? Google-Sets-The-Standard-For-A-Happy-Work-Environment & A ; id= 979201 ” & amp ; HYPERLINK “ hypertext transfer protocol: //ezinearticles. com/ ? Google-Sets-The-Standard-For-A-Happy-Work-Environment & A ; id= 979201 ” id= 979201 Assert twenty-four hours ( 18/3/2011 )
Hall, D. et Al ( 2008 ) [ on-line ] Business Studies ( Fourth Edition ) . Ormskirk: Imperativeness Ltd.
Haier ( 2008 ) [ on-line ] Valuess and doctrine
hypertext transfer protocol: //www. haier. com/abouthaier/CorporateCulture/faith5_05. asp Assert twenty-four hours ( 18/3/2011 )
Slide portion ( 2011 ) [ on-line ] Haier pratik – Document Transcript
hypertext transfer protocol: //www. slideshare. net/marvelpat/haier-pratik Assert twenty-four hours ( 18/3/2011 )
Wikinvest ( 2010 ) [ on-line ] HP ‘ s Entire Rewards Program
hypertext transfer protocol: //www. wikinvest. com/stock/Hewlett-Packard_ ( HPQ ) /Hps_Total_Rewards_Program
Assert twenty-four hours ( 18/3/2011 )
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