- The sum of what the theories of motivation say is that employees can be motivated using two main methods
- We can use financial methods of motivating or compensating employees in a bid to motivate them
- We can also use non-financial methods of motivation
- It is important to note that these two methods are often used in conjunction by organisations
- Financial and non-financial ways of motivation have distinct differences that affect their effectiveness in motivating employees.
- Some of these differences include:
- Monetary: Financial incentives are measurable and quantifiable in financial terms, such as salaries, bonuses, and benefits, while non-financial incentives are intangible, such as recognition, praise, and a positive work environment.
- Short-term vs long-term effects: Financial incentives are typically short-term motivators, while non-financial incentives have a long-lasting impact on employee motivation.
- Flexibility: Non-financial incentives offer more flexibility and can be customized to suit individual employee needs and preferences, while financial incentives are typically uniform for all employees.
- Cost: Financial incentives require a direct financial cost to the company, while non-financial incentives can be implemented at a lower cost or even at no cost to the company.
- Relationship with performance: Financial incentives are often tied to performance and achievement of specific goals, while non-financial incentives are more focused on enhancing overall job satisfaction and work experience.
Financial Ways of Motivating and Compensating Employees
- Piece-rate pay: Employees are paid based on the number of units they produce.
- Commission-based pay: Employees receive a percentage of sales they generate.
- Bonuses: A one-time payment is given to employees for exceptional performance.
- Profit sharing: Employees receive a share of the company’s profits.
- Stock options: Employees are given the option to buy company stock at a discounted price.
- Retirement benefits: Employers offer pension plans and other retirement benefits to incentivize employees to stay with the company long-term.
- Health and wellness benefits: Employers provide health insurance, gym memberships, and other wellness programs to improve employee satisfaction and retention.
- Time off: Employers offer paid time off, vacation days, and flexible schedules to improve work-life balance and motivation.
- Allowances-are additional payments made to employees to cover specific expenses related to their job, such as travel, housing, or meals.
Non-Financial Methods of Motivating or Compensating Workers
- Job enhancement: Increasing the level of responsibility and challenge in an employee’s current position, can provide a sense of achievement and personal growth.
- Job rotation: Moving employees through a variety of tasks and positions to provide them with new experiences and skills, while reducing boredom and monotony.
- Job enlargement: Expanding an employee’s job duties and responsibilities to provide a wider range of tasks and increased opportunities for personal development.
- Recognition and praise: Acknowledging and rewarding employees for their achievements and contributions to the organization.
- Training and development: Providing employees with opportunities to develop new skills and advance their careers within the organization.
- Work-life balance programs: Providing support for employees’ personal and family responsibilities, such as child care assistance or elder care services.
- Career advancement opportunities: Offering clear career paths and opportunities for promotion and advancement within the organization.
- Recognition and praise for a job well done: Acknowledging employees for their hard work and contributions can boost their motivation and job satisfaction.
- Opportunities for career development and advancement: Providing employees with opportunities for growth and advancement within the company can increase their motivation and job commitment.
- Flexible work schedules, such as telecommuting or flextime: Allowing employees to have control over their work schedules can improve work-life balance and job satisfaction.
- Job security and stability: Offering job security can reduce employee stress and anxiety and improve their overall job satisfaction.
- A positive and supportive work environment: Creating a workplace culture that values teamwork, communication, and mutual respect can foster a positive and supportive work environment.
- Opportunities for learning and training: Providing employees with access to training and development opportunities can enhance their skills and knowledge and increase their job satisfaction.
- Participation in decision-making processes: Involving employees in decision-making processes can give them a sense of ownership and commitment to the company’s goals and objectives.
- Work-life balance initiatives such as employee wellness programs: Promoting work-life balance initiatives such as wellness programs can improve employee health and wellbeing and increase their job satisfaction.
