英语论文 Evaluation Of Financial And Non Financial Motivation Methods

英语论文 Evaluation Of Financial And Non Financial Motivation Methods

针对激励员工,公司采用了两种不同的动机命名为财务动机和非财务激励方法,为企业使用。动机是必要的公司的业务,因为缺乏动力,在短期内将导致减少的努力和失踪的承诺(霍尔,D等人,2008)。动机可以被定义为一种愿望,即员工必须更好地完成他们的工作。有一些传统的动机理论。例如,泰勒的科学管理提出了“一个公平日的支付一个公平的一天的工作”,这是一种财务动机理论的方法。其他两个例子是赫茨伯格的双因素理论和马斯洛的需求层次理论,其中包括金融和非金融方法。重要的是,非财务和财务都有好处和弱点,他们是适合不同的人在工作场所。例如,蓝领工人和白领工人可能会以不同的方式。事实上,财务方法确实对动机有显著的影响。与他们类似,非财务方法也有功能的结果,在激励员工,以及,而不是人们的一般性的想法,非财务是不太实用。

首先,财务激励是有效的因为金融的方法主要有关于钱的事情,也可以解释为财政奖励员工,满足员工的基本需求,如工资,和不同类型的支付,包括绩效工资、利润分享。作为金融的有效方法一个成功的例子,乐购花了5000万£刚刚超过100000的员工持有3800万股份的价值£后他们的利润分享计划三年2002的利润(tutor2u,no date未注明出版日期)。财务方法理论的一个伟大的例子是动机是泰勒的,一个公平的一天的工资为一个公平的一天的工作。根据马斯洛的需求层次(霍尔,D等人,2008),钱是一个根本性的需要,属于劳动力的生理需求。此外,马斯洛(霍尔,D等人,2008)将员工的需求分为五个部分,例如,以前提到的生理需求是基础,而最高层次的需求是自我实现。此外,在研究的海斯在2006,42%的受访员工表示,他们首选的财务回报,而9%更注重非财务报酬。”这表明数量显著增加的人更喜欢现金奖励”(海斯,2009)。这些都是提高收入的原因可能会激励人们变得比其他方法更有效。

Aiming at motivating workers, there have been two different kinds of motivation named financial motivation and non-financial motivation methods for companies to use. Motivation is necessary for companies’ operations because a lack of motivation in the short run will result in the reduction of effort and disappearance of commitment (Hall, D et al, 2008). Motivation can be defined as a desire that employees have to do their jobs better. There are some conventional theories of motivation. For instance, Taylor’s Scientific Management puts forward ‘a fair day’s pay for a fair day’s work’, which is one method of financial motivation theories. The other two examples are Herzberg’s two-factor theory and Maslow’s hierarchy of needs, which include both financial and non-financial methods. To be critical, non-financial and financial have both benefits and weakness, and they are suitable for different people in work places. For instance, blue collar workers and white collar workers may be motivated in different ways. In fact, financial methods indeed have significant impacts in motivation. Be similar to them, non-financial methods have functional results in motivating employees as well, not as people’s general thoughts that non-financial is less practical.

Firstly, financial motivators are efficient because financial methods are major about money that can also be explained as financial rewards to employees, which can satisfy the basic needs of workers, such as salaries and wages, and different types of payment which involve performance related pay, profit sharing. As a successful example of efficient financial methods, Tesco expended out £50 million to just over 100,000 of its employees after holding £38 million-worth of shares on their profits for three years in its profit-share scheme in 2002 (Tutor2U, n.d). The great example of financial methods theory for motivation is Taylor’s, a fair day’s pay for a fair day’s work. According to Maslow’s hierarchy of needs (Hall, D et al, 2008), money is a fundamental need which belongs to physiological needs for workforce. In addition, Maslow (Hall, D et al, 2008) had divided the needs of staff into five parts, for example, the physiological needs mentioned before is the basis, and the highest level of needs is self-actualization. Furthermore, in research by Hays in 2006, 42% of employees surveyed said they preferred financial rewards, while 9% focused more on non-financial rewards. “This shows a significant increase in the number of people preferring cash rewards” (Hays, 2009). These are the reasons why raising the income may motivate people to become more efficient than other methods.

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