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Table of Contents:: Universida Del Valle Reading Academic Texts - Level Iv Topic: Questions
Table of Contents:: Universida Del Valle Reading Academic Texts - Level Iv Topic: Questions
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with pay, bonus, and financial incentives in a futile attempt to find the elusive combination that will motivate
people to higher performance” – the words of the Clemmer’s article completely reveal the true situation
concerning to question “money as a motivator”.
2. C. The true “picture”
Maslow’s hierarchy of needs has already become legendary. The Journal of Extension has applied this
hierarchy to the sphere of employment2. According to Maslow’s theory and the possible critical analysis
what can be made on its basis of the problem of money as a motivator leads to the understanding that a
worker will never reveal his full potential only because of the monetary motivation. There is a time in the life
of every employee when motivation through money plays an extremely important part in his or her lives. The
maximum level of the money-motivation is the age of 24-27 years and at the very end of the professional
career or in other words the pre-retirement time. This happen due to the fact that in the beginning of the
career a person strives to become independent financially. And during the pre-retirement age a person wants
to provide a financially independent retirement. The most vital part of the information given above is that
these two ages are the most sensitive periods, when money can be a sufficient motivator. So money as a
motivator is productive only for a short period of time and the money-motive cannot move the person onward
constantly. It should be never forgotten, that thought money are vital in the contemporary world they are no
the only thing that matters to people, especially when it comes to their career and such things as recognition
are much valuable for each given employee in particular.
Conclusion. Money is definitely now a good and certainly not the only motivator that should be used at
work. A number of misunderstandings occur when it is considered as the only motivator, because the
individual peculiarities of each employee are not taken into account. In order to take into account the
individual peculiarities of the personnel, add flexibility and controllability to the system of money-based
motivation it is necessary to constantly provide additions to the salaries, but these additions should be clear
and for certain reasons that the employee need to know. So the most important is that the system of
motivation needs to be absolutely transparent and understandable for the employees and it has to react at the
changes in the external and the internal situation of the company.
Sometimes the authorities of the company need to think first before paying an employee because may be it is
the time for a 3 letter. Money is not an effective motivator, because it cannot make the employee works at his
full. There different types of employees. Some of them need power, some need authority, others prefer
money, and another type will choose stability and many other preferences. And what is really important to
remember that no money will change this needs and money by itself is not sufficient to make the person
successful in his career.
1 “…Money always shows up as fourth or fifth on any list of motivational factors. Pay gets people to show
up for work. But pay doesn't get many to excel. More important is interesting, challenging, or meaningful
work, recognition and appreciation, a sense of accomplishment, growth opportunities…” – Jim Clemmer,
leader of the Clemmer Group.
2 There five levels of needs: physiological, safety, social, ego, and self- actualizing
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