Question

Consider what we currently know about motivating employees to achieve organizational goals, from our text reading, independent research, and observations/experience.

Create a post which answers the following questions:

Discuss and provide support to answer the question "is pay a motivator" of sustained employee effort? Why or why not? Describe/explain/support your position with research, citation to the text, and from your own personal experience and observation. You must briefly include a reference to Herzberg and Expectancy Theory in your discussion.

What did you discover about current wage or labor issues in your industry or other field you investigated? Comment on any wage issue you chose to examine. Describe and cite to your sources. We are interested in any current issues that further illuminate chapter concepts.

Give your informed opinion on this question. Pay in government or public-sector jobs are typically established in a series of rigid grids, steps and grades, and traditionally employees are rewarded by seniority. In your opinion, does this pay strategy motivate employee effort? Explain your answer.

Answer 1

Pay can be a motivator for sustained employee effort, as employees who receive better pay are more motivated to work harder and stay with their employer. However, research shows that pay level has a weak correlation with job satisfaction. In government or public-sector jobs with rigid pay structures based on seniority, pay may not be as effective in motivating employee effort.

Step-by-step explanation:

Efficiency wage theory argues that workers' productivity depends on their pay, and employers often find it worthwhile to pay their employees more than market conditions dictate. This is because employees who receive better pay than others are more motivated to work harder and stay with their current employer. Research has shown that pay level has only a weak correlation with job satisfaction, suggesting that individuals adjust to higher pay levels over time. In government or public-sector jobs where pay is typically established in rigid grids and employees are rewarded based on seniority, this pay strategy may not be as effective in motivating employee effort compared to other motivational factors.