money is a motivator essay

Money as a Form of Motivation in the Work Place Essay

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Motivation is described as the forces that account for the stimulation, assortment, course and continuance of behavior. This then means that quite a number of things can motivate people as motivation is goal oriented behavior. People tend to do things for the rewards they will receive at the end of the task or at the end of a period of time. Money, at the work place is one of the things that get people to work harder. This then shows that money can and is used as a motivational factor in the work place so that employees can strive to give their best and their all at the end of the day.

Nowadays, people tend to look at how much they are going to get paid rather than job satisfaction, hence in this light money becomes a motivational force for the workplace and for the employees. In short, money makes people wake up in the morning to go to work, sit behind a desk for eight or more hours and go back home tired at the end of the day ready to repeat the whole process again the following day. When workers are money motivated, they will carry out their duties effectively, efficiently and thoroughly so that they can make as much money as possible in the shortest time possible.

According to management study guide, Motivation is very important in an organization as it improves the level of efficiency of employees which in turn leads to an increase in productivity, reducing the cost of operations and improving overall efficiency. Motivation in the work place also leads to achievement of organizational goals. Organizational goals are achieved when co-ordination and cooperation take place at the same time which can effectively be achieved through money motivation.

Motivation plays a big role when it comes to survival of organizations. If the way to fully motivate employees is to offer them money then organizations will offer their employees money so as to motivate them fully in their work therefore improving the organization as a whole. Employers need to also appreciate what inspires employees within the environment of their work and the responsibility that they perform. There are theories of motivation of employees that are linked to money in one way or another. Different researchers came up with different theories explaining the needs of workers.

According to Abraham Maslow’s Needs Hierarchy Theory (1983), “Employees have five levels of needs: physiological, safety, social, ego and self-actualizing. Physiological needs are important as they sustain human life and one cannot survive without them. They are; food, water, warmth, shelter, sleep, medicine and education. Safety needs are the needs to be free of physical danger, fear of losing a job, property, and protection against emotional harm.

Social needs include the need to belong and acceptance from others not forgetting the need for affection and friendship. Ego/esteem needs include satisfaction of power, prestige status and self confidence while self actualization is the drive to become “what one is capable of becoming, it includes growth, achieving one’s potential and self fulfillment.” (Maslow 1943)

Maslow insisted that for one to move on successfully to the next level, the wishes at the lower level have to be completely achieved and fulfilled so as to be motivated by the higher needs level. In simple terms, for example, one would not be motivated by social status before he has achieved security or one would not be motivated by safety before he can afford the basic needs, food, shelter, clothing, education, medication, water and sleep.

This shows that individuals have to work hard to get enough money so as to satisfy their needs and the needs of their dependants fully. In such a scenario, an employee would be motivated by the money he receives at the end of the work period as then would the employee be able to fulfill his needs therefore proving Maslow’s hierarchy needs theory.

According to Shah, and Professor Shah; and Vroom in reference to Vroom’s Valence x Expectancy theory: employee effort will lead to performance which will lead to rewards. The theory focuses on three things: efforts and performance relationship, performance and reward relationship, rewards and personal goal relationship.

The theory states that the force of inclination to behave in a certain way depends on the strength of anticipation that the act will be followed by a specific result and on the allure of that result to the individual. In simple terms, valence x expectancy theory states that an employee can be motivated to work harder when their belief is that hard work will result in awareness of individual targets in form of some prize; the prize in this case being money.

Rewards can either be positive or negative, the more positive the reward the higher the level of motivation of the employee goes, while the more negative the reward, the less the level of motivation for the employee. In this sense money is seen as the positive reward, encouraging the employee to work harder and more effectively as the results of the employee’s hard work are positive, generating money for the employee, while loss of income is looked as the negative reward.

Frederick Herzberg’s two-factor theory states that certain aspects in the work place result in job satisfaction but when these aspects are abolished they lead to dissatisfaction. In his theory Herzberg states that intrinsic factors are related to job satisfaction, while extrinsic aspects are related to dissatisfaction. He based this theory on the question: “what do people want from their Jobs? he carried out a research and concluded that removing dissatisfying characteristics from a job does not necessarily make the job satisfying.”

He claims that certain aspects when present in the work place make employees more motivated to work but when these aspects are absent, there is less motivation in the work place. In this scenario money bonuses can be seen as the aspect that brings more motivation to the work place and when there is absence of money there is less motivation amongst the employees.

For example, if employees are told they will be paid extra money to come to work during public holidays and weekends, majority of the employees will show up as they are expecting a bonus which is in form of a sum of money at the end of the day. In this way money acts as a motivator to the employees who would give up their weekends and holidays with the aim of receiving a certain amount of money.

Herzberg pointed out that there are two types of peoples needs: hygiene factors create dissatisfaction when they are missing and create satisfaction when they are there , employees often tend to take existence of these factors for granted for example; salary, working conditions, or job security. Motivators; contribute to satisfaction for example recognition in the work place, promotion, responsibility just to mention but a few. To achieve high motivation and employee output, motivation and hygiene factors must be used together.

In reference to Jeremy Bentham’s the carrot and stick approach, individuals are driven by their own self-interest and they are motivated by the desire to avoid pain at all costs and achieve maximum pleasure at the lowest possible cost. “An employee will work only if the reward is attractive and big enough or if the punishment is sufficiently horrible.” The carrot in this theory refers to the rewards while the stick refers to the punishment, in simpler terms employers use the system of rewards and punishment to induce certain behavior traits in their employees.

In majority of motivational theories, some kind of ‘carrot’ are recognized and awarded to individuals in this case money, or some form of financial bonuses like a paid vacation, a company car that one does not have to fuel are used as motivational aspects for employees to keep working hard so that they can enjoy the financial rewards at the end of the day. The issue with the carrot approach is that more often than not, individuals get the reward, in spite of their performance levels.

The stick on the other hand refers to the punishments accorded to individuals who do not perform their duties well. In the form of fear; fear of loss of job, loss of income, reduction of a bonus, demotion or some other form of consequence has, is, and will still continue being an effective way of motivation among employees. The thought of loosing ones job and not having a steady income creates fear in the employees who work hard to keep their jobs and secure their income.

The stick approach results in poor quality work, defensive behavior from the employees and it is not the best way to use when it comes to motivation of employees. Through the stick approach employees tend to fear and work because they have no other choice and they want to keep their jobs and get income at the end of the day.

In using the carrot and stick approach to influence motivation among employees one ought to be careful so that the rewards, money and the penalties that is, loss of employment balance out. In this way an employer will have a peaceful working environment for his employees and himself. Money offers and financial bonuses should be attractive enough and sufficient enough for the employee needs so that they can work hard not only for their benefit but for the benefit of the employer and organization at large.

According to B.F. Skinner he uses the term operant conditioning to illustrate the effects of the outcomes of a specific character trait on the future repetition of the particular behavior. “There are four kinds of operant conditioning: positive reinforcement, negative reinforcement, punishment and extinction. Positive and negative reinforcement fortify behavior while on the other hand punishment and extinction deteriorate behavior.”

Positive reinforcement encourages behavior in that it offers rewards after certain good behaviors are observed for example; if your work is outstanding one gets an extra bonus and perhaps a promotion. Negative reinforcement on removes a stress factor as a result of good behavior.

For example, economic sanctions being lifted from a country due to an improvement on their corruption levels. Extinction refers to getting no reward for something one has done. For example: if one is not getting paid for overtime, they stop working over time. Punishment is where one has to pay for their behaviors, for example; not getting paid the day one comes into work late. In this case of operant conditioning money can be seen as positive and negative reinforcement.

This means that the rewards an employee gets for working hard are in form of money either a bonus, or an increase in salary the more the money, the higher the level of motivation among employees . Punishment and extinction in this case can be looked at as loss of work, loss of a steady income and this will lower motivation levels among the employees.

People have witnessed workers striking around the world due to payment issues that have arisen from delayed wages, salary arrears, more taxes, or minimum wages. Employee strikes have become a common site mostly due to the financial situations. When employees refuse to work and strike or go on a go-slow, the employer suffers a lot as work becomes stagnant.

Most employees strike due to lack of motivation in the financial aspect. In the United Kingdom, college staff of the University and College Union went on strike over pay changes. The employees were demanding a standardized payment scheme while the college was proposing a new scheme that would pay employees according to the number of people passing a course.

From this example, we see that the financial security of the employees was threatened hence they decided to go on strike to force their employer to reconsider his decision. We see that indeed money was the motivating factor here and since money was to be taken out of the picture, the employees reacted and made their opinions known as well as securing their income.

In England, July 8 th 2010, 200 workers walked out of the Astrum plant in Stanhope that manufactures tank track over lack of a pay rise that was to be given during the year. The employees, complained that overtime had been banned and that talks for a pay rise had not succeeded. This shows that the overtime and pay raise motivated the employees to work hard and gave them an incentive to go to work each morning as they knew that they would have something to look forward to at the end of the day.

This price they were looking forward to was the overtime pay and the pay rise which when both of them were canceled pushed the workers to strike. This shows that money is indeed a motivational factor in the work place and that without money work would not take place as effectively as it should.

In Middle East, the first ever workers strike was witnessed in Turkey, in the IT sector on the 9 th of July 2010. The employees went on strike claiming that their salaries were far much lower than those who worked in other companies in the same positions. This shows that the employees felt cheated and used as their knowledge and hard work was not being rewarded accordingly.

These employees wanted to feel appreciated by their colleagues and their employer and wanted to feel equal to their fellow employees who worked in other companies. They claimed that collective bargaining about the salaries and failed and that they would resume work only if their salaries were raised to the standard of their colleagues in other companies.

In Africa, Egyptian textile workers recommence their demonstrations over owing wages after guarantees of payments went unpaid for four months. The workers had not received payment from the year 2007; this made the workers vow not to go back to work until they were paid. Abraham Maslow’s notes “after a 21- day sit-in by employees outside parliament buildings, an agreement between the Manpower Ministry and Immigration and Bank Misr agreed that the employees were going to be paid LE 106 million which they were owed.”

This scenario shows and reinforces the idea that money is a huge motivational factor when it comes to employees as without money the employees do not work. When these Egyptian employees were promised to be paid the first time they went back to work hoping that the employer would keep his word and pay them as he had promised.

After four months of no pay, the aggravated employees decided to go on strike and even sit outside parliament buildings to make sure that their voices were heard and their needs taken care off. If money was not a motivational factor for employees they would not have gone on strike they would have kept on working but because money is a big motivational factor for employees they went on strike and demanded to be paid for their hard work.

In Nigeria, health and medical workers suspended their on-going industrial action because the government agreed to pay 50% of their arrears. They however gave the government an ultimatum that if their arrears were not going to be paid in the course of a week’s time they would resume their industrial action. This shows that money is the underlying factor for employees in all job sectors. If the health workers go on strike it means sick people are suffering more than they should be as they are not being attended they way they should be attended to.

The Nigerian government then shifted the payment issue to the bank claiming that the banks were holding the money for their own selfish interests. This however does not matter to the employees as all they want is their money paid so that they could fulfill the needs and wants. This situation again shows distinctively that money is an underlying factor that motivates employees to work and work hard for that matter.

In conclusion, this paper has proved that indeed money is a motivational factor in relation to employees at the work place. Nobody wants to get tired working for nothing so the incentives at the end of the day, that is salary and bonuses give individuals the strength and zeal to work everyday without complaining that they have to go thorough the same routine every single day.

Money has become a motivational factor at the workplace because every single thing in the world is becoming expensive due to the inflation rates that seem to be escalating every single day. Without money, it is extremely difficult for one to survive so one has to work hard at their jobs so as to earn enough money to sustain themselves and their dependants. Money is the driving force behind all jobs that an individual takes up. Majority of employees all want to become millionaires or billionaires at one point in their lives so that they could stop working and sit back and enjoy the fruits of their labor

Money motivates and provides incentives to employees to give their all when at work as once they have the money in their hands there is a level of satisfaction that they have achieved and this satisfaction encourages then to work more harder so as keep getting the money.

Money is a motivational factor for employees as it allows them to purchase luxury items and enjoy their money in any way they feel like. Without money many people who are employees in one place or another, would not be able to purchase items like cars, houses, entertainment systems for their houses just to mention but a few.

Money also brings about status quo among employees and respect. In the world today, the more money you have the more respect you get from other people. Individuals tend to compare themselves in terms of how much money they have in their bank accounts. Musicians are producing songs about how much money they have so as to get respect not only from their peers but also from other people. The kind of car one drives and the kind of house one lives in will earn one respect and this is all possible because of the amount of money one has that comes from ones hard work.

In short, money makes the world go round, if one has enough money, ones world will spin smoothly and efficiently according to his needs, on the other hand if one does not have money, yes, ones world will spin but it will have difficulties and major ones for that matter as one will be unable to take care of his needs let alone the needs of the people who depend on him.

Money is a form of motivation for employees in that the more they work, the more money they get to contribute to their monthly pensions and the more the monthly pensions gain interest therefore at the end of the working term, one will be looking forward to a huge amount of money that resulted from his hard work. For Example, retirements benefits corporate offer this attractive package to employees increasing their motivation in their work.

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Does More Money Really Make Us More Happy?

by Elizabeth Dunn and Chris Courtney

Summary .   

Although some studies show that wealthier people tend to be happier, prioritizing money over time can actually have the opposite effect.

• But even having just a little bit of extra cash in your savings account ($500), can increase your life satisfaction. So how can you keep more cash on hand?
• Ask yourself: What do I buy that isn’t essential for my survival? Is the expense genuinely contributing to my happiness? If the answer to the second question is no, try taking a break from those expenses.
• Other research shows there are specific ways to spend your money to promote happiness, such as spending on experiences, buying time, and investing in others.
• Spending choices that promote happiness are also dependent on individual personalities, and future research may provide more individualized advice to help you get the most happiness from your money.

How often have you willingly sacrificed your free time to make more money? You’re not alone. But new research suggests that prioritizing money over time may actually undermine our happiness.

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Money as a motivator

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Where do you stand on the issue of money as a motivator at work?

For: Money is an effective, powerful and simple motivator. Self-evidently, money motivates and extra money motivates people to work extra hard. It’s natural to compete, and when rewarded with money for better work then productivity and standards are raised for all. Further, because it is not always wise or indeed possible to promote individu-als, money can be used as an equitable and very acceptable way to reward all workers. More important, because money is a “generalized reinforcer” it is always acceptable to all people everywhere and at all times. Money talks, and it talks loudly and clearly.

Equivocal: Money sometimes, but not always, motivates. For those who are very well paid, even quite large amounts have a minimal motivational effect. Worse, money rewards can and do set employees against one another, leading to conflict, disharmony and reduced teamwork. It leads as much to a win-lose as a win-win philosophy. Also, it is very difficult in many jobs to determine or measure an individual’s work performance accurately and equitably to decide how much money to award.

Against: Money is not effective and only has the power to demotivate. Money actually trivializes work: it turns those who are intrinsically motivated at work into extrinsically motivated workers. Money rewards (bonuses, performance-related pay) may bear little relation to what the worker does, or feels. If money works and is so motivating, perhaps the base salaries are too low. There are better ways to motivate people, other than cold cash. It is a naive nonsense to believe that if a person’s salary is increased by, say, 20 percent this will generate a 20 percent increase in his/her productivity (or even morale).

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Furnham, A. (2012). Money as a motivator. In: The Talented Manager. Palgrave Macmillan, London. https://doi.org/10.1057/9780230369764_41

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Role of money in motivation | essay.

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Money plays an important role in motivation. Managements make use of financial incentives for example wages and salaries, bonus, retirement benefits, health insurance, medical reimbursement, etc. to motivate employees.

However, these incentives may not always be motivating. In many cases, management may have to increase the financial incentives to keep the employees with the organization. This can be appreciated from the practice of making wages and salaries competitive between various enterprises so as to attract and maintain good work force.

Money is a real motivating factor when the psychological and security needs of the employees have not been fully fulfilled. Money plays an importance role in satisfying these needs. Therefore, management can use financial incentives for motivation. Money helps in satisfying the social needs of the employees to some extent because money is often recognized as a basis of status, respect and power.

Money is also a significant means of getting a minimum standard of living’ although this minimum has the tendency to go up as people become more affluent. Money will not always be a motivating factor to all people.

To some people, importance money will be reduced after a certain stage. To those people, non financial rewards are more important. They are motivated by money only up to the stage they are struggling for physiological and safety needs.

Money provides for the satisfaction of physiological and security and safety need only which have been called hygienic factors by Herzberg Hygienic factors include wages and salaries and other fringe benefits. The presence of these factors at a satisfactory level prevents job dissatisfaction. They do not provide on the job satisfaction to the workers and, therefore cannot be regarded as motivational factors, Herzberg’s findings are based on empirical research.

According to Hierzberg in order to motivate the workers, it is necessary to provide for the: satisfaction of ego, social and self actualization needs. But these needs are present generally in case of workers in the higher levels in the enterprise. Thus, we can say that people in higher positions, who get higher monetary rewards, are not motivated by increased financial benefits.

They may be motivated by money only if the increase is large enough to increase their standard of living and status in the society. But in case of workers at the operative levels, money certainly plays an important role in motivating them because absence of monetary incentives will put their survival and safety into jeopardy. Thus a good management should create a motivational system which is capable of fulfilling the different kinds of human needs.

Related Articles:

• Motivation: An Useful Paragraph on Motivation
• Important of Motivation for Increasing Efficiency Within an Organization

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Money as a motivator at work essay

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Money Is The Biggest Motivator

Money is the biggest incentive of people at the workplace. Most people are motivated by money. Harmonizing to Alison Griffiths, journalist of Metro Canada, study showed that 53 per centum of Baby Boomers in Canada did desire to gain more money while 32 per centum of them did program to open a ain concern after retirement to gain more money excessively. Besides that, Reuters ( 2012 ) besides stated that 31.4 per centum of Americans aged from 65 to 69 were still working in twelvemonth 2010, compared to twelvemonth 1990 with a lower per centum which is 21 per centum. These showed that Baby Boomers value money as an of import motive factor.

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For illustration, A Generation X employee tells a Boomer director that he had been working excessively difficult and petition for taking an off for household holiday. Alternatively of stating thanks, the Boomer answers, “ I work to acquire in front, to acquire a publicity, non for a holiday. ” The Boomer director so gave the employee a fillip, instead than a holiday ( Hammill, G. , 2005 ) . In contrast, Generation X seek a work-life balance where they will take less money if they are given chance to work lesser hours and have clip off to pass with household or take a holiday. For them, money act as an inducement or wages but it does non add value to the occupation. Whilst, Boomers are attracted to place and even more money instead than puting value on holiday clip or flex clip. Harmonizing to Mcshane ( 2010 ) , Generation X and Generation Y employees expect a more classless workplace.

For them, money is an of import factor but it is non a standalone. A survey by Accenture confer withing house found that 50 % of in-between directors were interested in new occupation that provide benefits such as more clip off instead than more wage ( Williams, R. , 2010 ) Therefore, money is really of import to employees for figure of grounds. I steadfastly believe that money is the major and biggest incentive at the workplace. Some of the motive theory theoretical account besides explains the importance of money as a major incentive factor such as Maslow ‘s Needs Hierarchy Theory, ERG Theory, Equity Theory and etc.

2.0 Content

Maslow ‘s demands hierarchy theory

Harmonizing to Maslow, the most basic demands on the demands hierarchy had to be satisfied before the following degree of demands emerge ( Mcshane, 2010 ) . Maslow stated that single demands are arranged in a hierarchy from the lower degree to the higher degree of demands. It classified single demands into 5 degrees which is physiological demands, safety demands, belongingness demands, esteem demands and self-actualization. Money which is a basic demands for endurance, as stated by Maslow, it is really of import as money can acquire shelter, nutrient, vesture, H2O and other necessities of life to fulfill single basic physical demands such as physiological and security demands.

As a affair of fact, worker is motivated to work in the organisation to have economic wagess to run into his basic demands. Whilst, the organisation helps an person to fulfill their basic demands by supplying good wages, benefits and good working status. Besides that, the most general theoretical account for money ‘s importance is the fact that it is utile for obtaining many other things that we want and wish for because of its symbolic value ( Davis, K. and Newstrom, J. W. , 2002 ) . Therefore, money or pay did fulfill single thrusts and demands. Company and organisation such as Royal Bank of Scotland ( RBS ) , Tesco, Kellogg ‘s, Siemens motivates its workers by supplying these basic demands wherever they create occupation ( McShane, 2010 ) . Furthermore, money or wage is often used as a criterion used for comparing for societal position and personal achievement ( Davis, K. and Newstrom, J. W. , 2002 ) .

In add-on, money or wage can assist an person to get a higher degree on Maslow ‘s motivational demands hierarchy, including societal regard and self-actualization ( Davis, K. and Newstrom, J. W. , 2002 ) . For case, money can carve the way towards societal acknowledgment, doing it possible for early retirement, a good instruction for one ‘s kids every bit good as free clip for enjoyment. For illustration, a director actuate his worker by raises his worker ‘s wage because the worker had done a good occupation. The worker felt he was respected and rewarded every bit good as more security and was extremely pleased with this acknowledgment ( Davis, K. and Newstrom, J. W. , 2002 ) . Hence, money or pay did impact one ‘s self-pride every bit good as dignity.

In ERG theory, needs affect an person ‘s behaviour as described by Maslow. Alderfer ‘s ERG theory reorganizes Maslow ‘s five groups into three which is being, relatedness, and growing ( McShane, 2010 ) . Being demands are the same as physiological and safety demands as Maslow. Relatedness demands are the same as belongingness demands as Maslow. Growth demands are the same as self-esteem and self-actualization demands. Unlike Maslow, which merely explained how people progress up the hierarchy, ERG theory besides describes how people regress down the hierarchy when fail to carry through a higher demands ( McShane, 2010 ) . In another word, Alderfer suggested that more than one demands may be operative at the same clip. Likewise, presume that a nurse who is seeking a publicity because the publicity will raise her wage.

This publicity will advance her to a caput nurse place would assist run intoing the nurse ‘s demands for growing every bit good. After a drawn-out delay, she learned that she was dropped from farther consideration. She becomes defeated, defeated, and concerned about her hereafter. Her supervisor and her colleagues talk with her guaranting her that other chances will happen and her value to other colleagues is unmeasurable. After few yearss of feeling frustrated, she redirected her demand for the publicity to the relatedness class and seems to bask her work and her co-workers. Furthermore, Alderfer besides suggested that the failure to fulfill relatedness or growing demands will do renewed involvement in being demands.

For case, this might increase the desire for more money or for better working status. Likewise, money or wage which is the factor of being demands. It drives people to travel to work for endurance. Individual at the being degree who is given the chance to gain extra $ 100 will be more motivated comparison to person gaining $ 100,000 per twelvemonth.

This can be explained with McClelland ‘s theory which low achiever view pecuniary wages as an terminal in itself while high achiever view pecuniary wages as symbol of success or accomplishment and feedback about occupation public presentation. In contrast, the importance of money or wage is so a strong incentive. It ensures an single primary demands to be met every bit good as supplying security and personal growing and development as the worker is assign to execute more duty on the occupation.

Other than accomplishment, money can be usage to purchase association and power. For illustration, people can utilize money to purchase their manner into expensive nines every bit good as giving them the capacity to act upon others such as through political parts. Furthermore, money or wage is classified as a hygiene factors in Frederick Herzberg ‘s motivator-hygiene theory. Herzberg suggested that director foremost must better the hygienic conditions of work before seeking to increase motive. Negative hygienic conditions distract employees because they are necessary for constructing a foundation on which to keep a sensible degree of motive in employees. Therefore, the function of money or pay must non be ignored.

Expectancy Theory

Harmonizing to Victor Vroom ‘s Expectancy theory, the theory stated that work attempt is directed toward behaviours that people believe will take to coveted results. That is, people are motivated to accomplish the ends with the highest expected final payment. For illustration, a individual may be a high-performing employee because he believes that this will take to a virtue addition in wage. This means that an employee must desire more wage or money which is valency, must believe that attempt will be successful in bring forthing coveted public presentation which is anticipation, and must swear that the pecuniary wages will follow better public presentation which is instrumentality. Most employees do react to money as a wages.

For case, a individual may prefer a 10 per centum virtue addition instead than reassign to a new section. Thus, money frequently has high valency. Likewise, wage or money besides plays a larger function in appliers ‘ occupation picks. That is, a degree of wage must be met before an person will even see accepting a occupation offer. Company that offer get downing salary or pay below the market scope will non even being considered by the applier. In another word, money can pull employee every bit good as retaining the employee such as offering high wages and increased variable wage.

Equity Theory

In equity theory, the equity rule infers that people should be paid in proportion to their part. The theory posits that persons evaluate the equity of their wage by comparing their ain ratio of inputs and results to the input and end product of other individual such as close coworkers, workers in other companies, or the employee ‘s past work history. In add-on, the theory predicts that an person who perceives his rise to be unjust is likely to alter his behaviour in several ways like showing dissatisfaction to his supervisor, working harder to acquire a bigger rise following twelvemonth, working less to convey her inputs in line with his sensed results, or even discontinue the occupation in disgust.

Hence, money or pay level clearly becomes of import as an results perceived by the employees in exchange for their services. For case, it will impact employee behaviours if it is cut. As such, employees are on high qui vive and sensitive for every clip employers make wage alterations. It reflects differences in how the employees are regarded or value by the employer. In another word, employees react strongly to alterations in wage.

An illustration of employee reaction to underpayment unfairness occurred in a fabrication works that the company cut 15 percent wage of all employees because some of import contracts were canceled. The affected employees reacted by duplicating their normal larceny rate by stealing tools and supplies from the company. Employee turnover rate besides increased from 5 per centum to 23 per centum. In peculiar, underreward seems to bring forth motivational tenseness with negative effects. Hence, wage was a symbolic scorecard to employee that they are overreward, equity or underreward.

3.0 Recommendation

Based on the above theory and facts, in stressing the importance of money as the biggest incentive, we are non stating that money is the lone of import incentive but money play a cardinal function in actuating people particularly among the low winner. Indeed, it is clear that many other factors such as interesting work, engagement in determination devising, flexible working hr and etc are besides of import incentive to many people. However, in order for money to be the biggest incentive, wage or money has to be used in a manner that would bring forth motive such as inducements or fillips that boost the morale of the workers by executing better public presentations.

This is merely because money Acts of the Apostless as a mechanism for honoring and modifying behaviour in industry. It is an extrinsic wages that encourages people to work harder, more energetically every bit good as motivate the employee to accomplish higher degree of public presentation. Furthermore, the effectivity of money as a incentive depends on assortment of single and situational factors. Each person has different perceptual experience, penchants, anticipation, and self-concept toward money. Therefore, director has to speak to their employees to understand and happen out which needs or preferences a peculiar employee is seeking.

4.0 Decision

In decision, we strongly believe that money is so the biggest incentive in the workplace. Based on the points and statements above, we can clearly see that money is so the of import factor that motivates people at the workplace. Money is regarded as a really high wages for the persons that have worked hard for it. It is besides regarded as the highest signifier of wages for employees. The higher the wage class, the higher the acknowledgment they receive from their employers every bit good as from the working couples. Finally, we conclude that money is so the most of import factor that motivates persons at the work topographic point.

( 2001 words )

5.0 Mentions

McShane, S.L. and Glinow, M.A.V. ( 2010 ) Organizational Behavior. 5th erectile dysfunction. New York: McGraw Hill.

Luthans, F. ( 2008 ) . Organizational Behavior. 11th erectile dysfunction. New York: McGraw Hill.

Gibson, J.L. , Ivancevich, J.M. , Donnely, J.Jr. and Konopaske, R. ( 2003 ) Organizational Behavior Structure Processes. 11th erectile dysfunction. New York: McGraw Hill.

Newstorm, J.W. and Davis, K. ( 2002 ) Organizational Behavior: Human Behavior At Work. 11th erectile dysfunction. New York: McGraw Hill.

Gibson, J.L. , Ivancevich, J.M. and Donnely, J.Jr. ( 1997 ) Organizations Behavior Structure Processes. 9th erectile dysfunction. United States of America: McGraw Hill.

Edward, J. ( 2011 ) Organizational Behavior: Intergrating Persons, Groups, and Organizations. 4th erectile dysfunction. Milton Park: Taylor & A ; Francis Group.

Banerjee, M. ( 1995 ) Organizational Behavior. 3th erectile dysfunction. Tamil nadus: Allied Publishers Limited.

Aswathappa K ( 2005 ) Human Resource and Personnel Management: Text and Cases. 4th erectile dysfunction. New Delhi: Tata McGraw-Hill

Raju, R.S. and Parthasarathy, A. ( 2009 ) Management. 2nd erectile dysfunction. New Delhi: PHI Learning Private Limited.

The Times 100 ( 2012 ) Motivational Theory In Practice At Tesco [ Online ] . Retrieved from: hypertext transfer protocol: //businesscasestudies.co.uk/tesco/motivational-theory-in-practice-at-tesco/taylors-motivational-theory.html # axzz2ChPkuekgl [ Accessed 12 November 2012 ] .

The Times 100 ( 2012 ) Motivating Through Total Reward [ Online ] . Retrieved from: hypertext transfer protocol: //businesscasestudies.co.uk/royal-bank-of-scotland/motivating-through-total-reward/what-is-motivation.html # axzz2Ch7FZfye [ Accessed 12 November 2012 ] .

Griffiths, A. ( 2012 ) The Boom In Canadian Baby Boomer Small Business [ Online ] . Retrieved from: hypertext transfer protocol: //metronews.ca/voices/alison-on-money/404772/the-boom-in-canadian-baby-boomer-small-businesses/ [ Accessed 12 November 2012 ] .

Hammill, G. ( 2005 ) Mixing and Managing Four Generations Of Employees [ Online ] . Retrieved from: hypertext transfer protocol: //www.fdu.edu/newspubs/magazine/05ws/generations.htm [ Accessed 12 November 2012 ] .

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5 side hustles to start with little to no money.

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The Top 5 Best Side Hustles To Start With Little To No Money

Starting a side hustle can be a great way to supplement your income, build new skills, and even turn a passion into profit. However, often what holds people back from starting a small business is the lack of funds to get started . The good news is that there are plenty of side hustles you can start with little to no upfront cost.

Service-based businesses are often cheaper to start because they typically don't require significant upfront investments in inventory, equipment, or physical storefronts. Instead, the primary assets are your skills, knowledge, and time.

Whether you're offering consulting, virtual assistance, freelance writing, or any other service, you can often get started with just a computer, internet access, and a willingness to market your expertise. This low barrier to entry makes service-based businesses an attractive option for entrepreneurs looking to start a business with minimal financial risk.

Here are five side hustles you can launch today without breaking the bank:

1. freelance writing.

If you enjoy writing, freelance work can be a great side hustle . With platforms like Upwork and Fiverr, you can start pitching your services without needing to spend a dime. Whether you’re interested in blog posts, website content, or even ghostwriting books, there’s always a demand for quality writing. Plus, you can start with just a computer and an internet connection, making it one of the most accessible side hustles.

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Getting Started:

• Create a portfolio with samples of your work.
• Sign up on freelance platforms and start pitching your services.
• Start networking to find opportunities.

2. Virtual Assistance

With more businesses and entrepreneurs going digital, the need for virtual assistants (VAs) is on the rise. As a VA, you might handle tasks like email management, social media scheduling, customer service, or calendar management. This side hustle requires organizational skills, attention to detail, and good communication but doesn’t require any significant upfront investment.

• Identify your strengths and what services you can offer.
• Create a profile on platforms like Upwork.
• Reach out to small business owners or solopreneurs who might need help managing their workload.

3. Online Education

If you’re knowledgeable in a particular subject, online tutoring can be a rewarding and profitable side hustle. Whether it’s math, science, language arts, or even SAT prep, there are students of all ages looking for help. Platforms like Tutor.com make it easy to connect with students and start tutoring from the comfort of your home.

• Determine which subjects you are comfortable teaching.
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4. Print on Demand

Print on demand (POD) allows you to design and sell custom products like t-shirts, mugs, and posters without needing to handle inventory or shipping. Websites like Printful make it easy to upload your designs and market your products. You only pay when you make a sale, making it a low-risk side hustle.

• Create designs using free design tools like Canva.
• Sign up on a POD platform and upload your designs.
• Promote your products through social media or a personal blog.

5. Social Media Management

Many small businesses struggle with social media due to a lack of time or skillset. If you’re savvy with platforms like Instagram, Facebook, and Twitter, you can offer your services as a social media manager. This role involves creating content, scheduling posts, engaging with followers, and analyzing performance metrics.

• Build your own social media profiles to demonstrate your skills.
• Offer your services to local businesses or through freelance platforms.
• Consider taking free or low-cost online courses to enhance your social media marketing knowledge.

The bottom line is that starting a side hustle doesn’t have to require a large financial investment. The five side hustles mentioned above are all viable options that can be started with little to no money. Whether you’re looking to make extra cash, explore a new career path, or eventually turn your side hustle into a full-time business, the key is to take that first step and get started. With dedication, creativity, and a willingness to learn, your side hustle could become the next big thing in your life.

Melissa Houston, CPA is the author of Cash Confident: An Entrepreneur’s Guide to Creating a Profitable Business and the founder of She Means Profit . As a Business Strategist for small business owners, Melissa helps women making mid-career shifts, to launch their dream businesses, and also guides established business owners to grow their businesses to more profitably.

The opinions expressed in this article are not intended to replace any professional or expert accounting and/or tax advice whatsoever.

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Republican Donors, Do You Know Where Your Money Goes?

By Juleanna Glover

Juleanna Glover is the chief executive of Ridgely Walsh, a corporate consultancy, and a former adviser to many Republican officials.

We long ago blew past any meaningful controls on political giving in American elections. Now we should focus on the rules governing political spending, which are in equally terrible shape. For that we can blame the Trump campaign and the federal government’s feeble enforcement efforts.

Anyone who has spent time reviewing Donald Trump’s campaign spending reports would quickly conclude they’re a governance nightmare. There is so little disclosure about what happened to the billions raised in 2020 and 2024 that donors (and maybe even the former president himself) can’t possibly know how it was spent.

Federal Election Commission campaign disclosure reports from 2020 show that much of the money donated to the Trump campaign went into a legal and financial black hole reportedly controlled by Trump family members and close associates. This year’s campaign disclosures are shaping up to be the same. Donors big and small give their hard-earned dollars to candidates with the expectation they will be spent on direct efforts to win votes. They deserve better.

During the 2020 election, almost $516 million of the over $780 million spent by the Trump campaign was directed to American Made Media Consultants, a Delaware-based private company created in 2018 that masked the identities of who ultimately received donor dollars, according to a complaint filed with the F.E.C. by the nonpartisan Campaign Legal Center . How A.M.M.C. spent the money was a mystery even to Mr. Trump’s campaign team , according to news reports shortly after the election.

All but 18 of the 150 largest expenditures on a Trump campaign’s 2020 F.E.C. report went to A.M.M.C. None of the expenses were itemized or otherwise explained aside from anodyne descriptions including “placed media,” “SMS advertising” and “online advertising.” F.E.C. rules require candidates to fully and accurately disclose the final recipients of their campaign disbursements, which is usually understood to include when payments are made through a vendor such as A.M.M.C. This disclosure is intended to assure donors their contributions are used for campaign expenses. Currently, neither voters nor law enforcement can know whether any laws were broken.

A.M.M.C.’s first president was reported to be Lara Trump , the wife of Mr. Trump’s son Eric. The New York Times reported that A.M.M.C. had a treasurer who was also the chief financial officer of Mr. Trump’s 2020 presidential campaign. Mr. Trump’s son-in-law Jared Kushner signed off on the plan to set up A.M.M.C., and one of Eric Trump’s deputies from the Trump Organization was involved in running it.

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Solvo is your new superpower in education and beyond Maximize your academic potential with your own personal AI homework helper! Meet Solvo—an AI-powered math, chemistry, biology, physics solver & essay writer that revolutionizes the way you manage study assignments. Simply scan, type, or upload the task in front of you and let the app work its magic! Check out what Solvo can help you with: Scan & Solve • Scan and solve math problems, equations, and more Faced with a boss-level problem (e.g., you need science answers) and don’t know where to start? Snap a picture of it—you’ll see the result and in-depth solution steps. This way, you gain more insights into how to tackle certain tasks and become more confident solving them yourself next time! Math, science answers, and more—you name it, our AI homework helper helps with it in a flash. • Ace any test and quiz Our AI homework helper can answer all sorts of questions typically used in tests and quizzes, including true or false, multiple-choice, and open questions. Biology solver? Chemistry solver? It’s already in your pocket! Simply tap Text-Based Problems, snap a picture of the question, and get your answer in seconds. This feature can also help you test your knowledge and prepare for exams. Streamline Reading & Writing • Write killer essays in a breeze Have excellent ideas for your essay but find it hard to articulate them clearly? No problem—Solvo is an experienced essay writer! Simply tap Create Essay and type your subject. You can go ahead and use the output directly or to get your creative juices flowing. • Improve and reword your writing Solvo isn’t just an essay writer—it’s a great editor! Already prepared a draft of your text and need help with polishing it into something truly A grade-worthy? Just upload your writing to our AI homework helper, and the app will offer suggestions to reword and improve it. This can be a game-changer if you feel stuck with a writing assignment. • Read smarter, not harder Our AI homework helper can be a lifesaver if you need a quick overview of a book. Type the name of the book or its author, or upload the book if you've got a file, and no matter how long or complex, tap Generate Summary. Get the essentials in a breeze! Math solver, physics homework solver, essay writer, biology solver, chemistry solver—Solvo wears many hats! Yes, studies can be challenging, but with our AI homework helper, you're well-equipped to handle them! Get answers to all your problems—including tricky science answers—with prompt assistance for your tasks whenever and wherever you need it and enjoy studying with less anxiety. Be unstoppable in class with Premium! A subscription allows you to: • Remove usage limits • Get more detailed answers • Use text recognition (OCR) • Get instant responses Subscriptions are auto-billed based on the chosen plan. Privacy Policy - https://aiby.mobi/ai_study_ios/privacy Terms of Use - https://aiby.mobi/ai_study_ios/terms

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A wonderful app

Very helpful app I was needing something to help me with my daughter’s homework my daughter is horrible on taking notes in school. And if I have notes to see the task I’m good at figuring it out how to do the rest so I tried this help because I couldn’t find anything online to help me. So when this can’t up I was like why not. And I was glad I did it tells u how to solve it. And I could figure out the rest by their help. The only thing I would like if they make another app or add on this this one for younger kids. I know a couple of parents that also need help with there kid’s homework (how to help there child I don’t do it for my kids do there homework but I have to explain it to them sometimes and for that I need to refresh my mind as will) and this is a great app for that just hope they for something god younger students grades 2nd to 5th graders would help parents a lot.

Great App / One Major Issue

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Solvo has truly been a remarkable discovery for me as a busy working mom. My son has been facing difficulties with certain subjects in school, and finding the time and energy to assist him with homework has been a challenge for me. Since we found Solvo, everything has changed for the better. My son doesn’t give up on his assignments when they’re difficult. Solvo gives me peace of mind. I know my son receives the help he needs. The app has empowered my son to become more independent in tackling his academic challenges without unnecessary stress. I highly recommend Solvo to all working parents who want to actively support their children’s education. It’s an invention that has made a significant difference in our lives.

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