The paper "The Importance of Pay in Employee Motivation by Sara Rynes, Barry Gerhart, Kathleen Minette " is a good example of a management article. Sara Rynes, Barry Gerhart, and Kathleen Minette in “ The Importance of Pay in Employee Motivation: Discrepancies between What People Say and What They Do” discuss the aspect of pay as one of the motivating factors to employees. The article tries to explain why most decision-makers and human resource practitioners tend to underestimate the notion about monetary compensation being a motivator to most employees. The title of the article “ What People Say and What They Do “ shows that there are inconsistencies between what is reflected in the studies, what people actually say and what they do.
This is based on what is observed in the surveys of real workers behavior as far as the importance of monetary compensation and its effects on performance is concerned. Rynes Sara et al argue that not every employee is motivated by money and neither is monetary compensation the primary motivator but strong evidence suggest that pay is a significant motivator for most of the employees.
The article concludes that there is enough evidence which shows that studies where employees are asked to rank order pay and other motivators, there is a general lack of an accurate reflection of the important effects that changes in pay levels and determination have as far as workers joining and leaving an organization is concerned. Rynes Sara et al feel that most of the survey rank conflict with the behavioral evidence on the effects that pay incentives have on the objectives that employees chose to pursue within their workplaces and the commitment shown towards these objectives.
Sara Rynes et al propose that managers should consider both monetary and non-monetary tools to attract, motivate and retain employees but it would be wrong to assume based on the general studies which have been conducted in the past that payor financial incentives are not highly significant. Sara Rynes article shows that the importance of financial rewards in any organization can be evaluated by considering individual variables such as performance levels and situational variables such as pay variability. (Connolly, Conlon and Deutsct 1980) The strength of the Sara Rynes et al argument is well in line with motivational views that were presented by the former chief executive officer of General Electric, Jack Welch.
The chief executive officer is well known for the revival of the sleeping giant through using tactics which are modeled towards recognizing that monetary rewards are crucial factors in motivating the employees. The pay system that he introduced rewarded higher pay to those who performed well. This good rhymes with the evidence presented by Sara Rynes et al in their article, which pay is an important motivating factor and should always count among the top for every organization which is looking forward to increasing its performance. In support of the article thesis, Sara Rynes et al presents evidence showing the gap between what people say in the surveys and what their actual behavior as far as the pay is concerned.
The paper stresses the points by showing that journals which are published by the practitioners show a total discrepancy and inconsistent with the research which has been published about the real motivational effects of the monetary rewards.
All these journals and studies appear to suggest that pay is not a very strong motivator. Sara Rynes et al argue that if this notion is believed there could be a serious underestimation of the motivational potential of a well-structured compensation system.
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