Essays on Work Environment in the 21st Century Coursework

Download full paperFile format: .doc, available for editing

The paper "Work Environment in the 21st Century" is an outstanding example of management coursework. The amount of money that employees need to earn is a tricky issue and varies from different conditions and environments. Importantly, the problem of determining salary is not as a result of limited resources since even if resources were unlimited it would be intricate to determine an amount that would satisfy an employee. Intuitively, one can think that higher pay perks can motivate an employee to give good results, nevertheless scientific research illustrates that the relationship between motivation, compensation, and performance is very intricate.

Furthermore, when an employee is given the authority to determine how much he is supposed to earn he will not enjoy doing his job (Mü ller, 2011). Evidently, money motivates some individuals when they are under specific conditions, therefore the main concern should not be whether money motivates employees, the most important question needs to be: what is the impact of money on most employees' motivation at the workplace so that there can be a higher performance? It is pretty obvious that the response to such a question is “ NO” .

There are specific circumstances, which should be observed before money can motivate an individual. Firstly, money needs to be something that is very fundamental to the person. Secondly, the person needs to consider money as a direct reward for good performance at the workplace. Thirdly, the marginal amount of money given for good performance by the person should be considered to be very fundamental. Lastly, the administration needs to have the discretion to give rewards for high performing employees with a lot of money.

Noteworthy, not all employees consider money to be important. There are some employees who have a person for their job, therefore with or without more money, they will still work better. In most cases, high achievers are always motivated intrinsically. Conversely, money is key to employees with low self-drive for their job, therefore they need something that will motivate them to work better. In some cases where there is union, pay increase is determined through collective bargain agreement and not performance. In some cases, the pay increase is determined by an employee’ s job title.

When pay increase is determined by an employee's job title more employees will be determined to work harder so that they can please their employers who will, in turn, promote them to a higher job title. Some employees go back to school so that they can get more academic qualifications that will enable them to get better pay. Nevertheless, going back to school is never a guarantee that an employee will get more pay but it will enable him to get more opening as a result of higher academic qualification, therefore, he may end up leaving the organization for another better paying job. Each job has a certain pay grade and this implies that the manager or boss is not supposed to pay more than the job grade of the employee even if the employee is doing a pretty job (McConnell, 2011).

Mostly, managers have limited funds to run organizations therefore they have to plan well how they will spend allocated money (Daft, 2008). Therefore, money can motivate employees to work better but in most cases, managers do not have enough funds to help them run their affairs.

References

Anderson, D. (2012). Organization Development: The Process of Leading Organizational Change. London: SAGE.

Antcliff, S. (2010). Life Coaching - Made Simple. London: Lulu.com.

Baird, R. (2013). The Four Components of a Fast-Paced Organization: Going Beyond Lean Sigma Tools. Boca Raton: CRC Press.

Brounstein, M. (2009). Managing Teams For Dummies. Hoboken: John Wley & Sons.

Burke, M. G. (2010). Self-management and Leadership Development. Cheltenham: Edward Elgar Publishing.

Chiang, C.-F. (2006). An Expectancy Theory Model for Hotel Employee Motivation: The Moderating Role of Communication Satisfaction. Ann Arbor: ProQuest.

Cork, B. (2007). Self-Managed Teams. South Brisbane: Improving People.

Daft, R. (2008). The New Era of Management. Mason: Cengage Learning EMEA.

Eitington, J. E. (2007). The Winning Trainer . Woburn: Routledge.

Floyd, R. C. (2010). Liquid Lean: Developing Lean Culture in the Process Industries. New York: CRC Press.

Garvey, D. (2010). Leadership for Quality in Early Years and Playwork: Supporting Your Team to Achieve Better Outcomes for Children. london: NCB.

Gorell, R. (2013). Group Coaching: A Practical Guide to Optimizing Collective Talent in Any Organization. London: Kogan Page Publishers.

Hill, N. (2010). Think and Grow Rich: The Original 1937 Edition. New York: CreateSpace.

Kumar, A. (2009). Marketing Management, 1E. New Delhi: Vikas Publishing House Pvt Ltd.

Law, H. (2013). Coaching Psychology: A Practitioner's Guide. West Sussex: John Wiley & Sons.

Marcic, R. D. (2012). Understanding Management. Belmont: Cengage Learning.

McConnell, C. R. (2011). The Effective Health Care Supervisor. Burlington: Jones & Bartlett Publishers.

Müller, C. (2011). Employee Motivation and Incentives at Apple . London: GRIN Verlag.

Nutt, P. C. (2009). Why Decisions Fail: Avoiding the Blunders and Traps That Lead to Debacles: Easyread Large Bold Edition. San Francisco: ReadHowYouWant.com.

Parikh. (2010). Organisational Behaviour. New Delhi: Tata McGraw-Hill Education.

Passmore, J. (2010). Excellence in Coaching: The Industry Guide. London: Kogan Page Publishers.

Pietri, D. M. (2014). Supervisory Management. Stamford: Cengage Learning.

Production, A. o. (2008). Sree Harshaw Bhupathiraju. Ann Arbor : ProQuest.

Reece, B. (2013). Effective Human Relations: Interpersonal and Organizational Applications. Mason: Cengage Learning .

Robbins, S. P. (2009). Organisational behaviour in Southern Africa, 2nd edition . Cape Town: Pearson South Africa.

Rostron, S. (2009). Business Coaching International: Transforming Individuals and Organizations. London: Karnac Books.

Shell, R. (2002). Management Of Professionals, Revised And Expanded. New York: CRC Press.

Tozer, J. (2012). Leading Through Leaders: Driving Strategy, Execution and Change. London: Kogan Page Publishers.

Willis, D. O. (2013). Business Basics for Dentists. Oxford : John Wiley & Sons.

Download full paperFile format: .doc, available for editing
Contact Us