Motivators include opportunities for promotion, recognition of achievement, responsibility and advancement, which is also identified as being important factor in Maslow’s hierarchy, that increases employee job satisfaction while hygiene or maintenance factors tend to result in dissatisfaction if they are absent and include various factors such as lack of pay, bad working conditions, weak company policies, non-existence of job security among others, It is also pointed out that if the firm has policies that address...
Motivators include opportunities for promotion, recognition of achievement, responsibility and advancement, which is also identified as being important factor in Maslow’s hierarchy, that increases employee job satisfaction while hygiene or maintenance factors tend to result in dissatisfaction if they are absent and include various factors such as lack of pay, bad working conditions, weak company policies, non-existence of job security among others, It is also pointed out that if the firm has policies that address hygiene factors, they can prevent employee dissatisfaction but not automatically bring about motivation.
Motivation has been described by Greenberg and Baron as the direction of behaviour by a set of processes in achieving some goal and also as the inducement to action by internal and external factors Locke and Latham in. Intrinsic motivation is a personal trait that relates to individual preference whereas extrinsic motivation refers to motivation that comes from incentives. Some critics argue that extrinsic incentives (Performance related pay) are not as effective as in some settings it may have an adverse effect on the workers intrinsic motivation, meaning that providing rewards based on extrinsic motivation can reduce the individual’s willingness to work and perform tasks which can actually lead to a decrease in motivation).
