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Increasing intrinsic motivational factors can have a great positive impact on the motivation of each employee within the organization (Spreitzer 1995). Such a move increases the perceived psychological power of the individual employee, making him or her believe that they are an integral part of the organization and such are directly involved in its successes and failures. Fredrick Herzberg believed that strong motivation can be channeled through providing challenging work in which each individual employee can assume a sense of responsibility in its formation and execution (Neff 2002). Challenging motivators and a feeling of ownership of their work helps to get employees excited about their work.
Lastly, there are other signs of motivation within organizations. The Hawthorne Studies, conducted by Elton Mayo from 1924 to 1932, show that motivation does go beyond the idea of pure response to the idea of compensation. According to this research, "employees were motivated by sources other than financial reward, and their motivation, in turn, influenced behavior," (Marvel et al. 2007). Thus financial motivators were not everything. Additionally, there is an impact on motivation thanks to collaborative teamwork. Working within a collaborative...
Although not typically associated with financial rewards, team cooperation can establish healthy competition between members of an organization in terms of achieving the most competitive compensation rate based on job performance.
References
Amabile, T.M. (1993). Motivational synergy: toward new conceptualizations of intrinsic and extrinsic motivation in the workplace. Human Resource Management Review. 3(3):185.
H.J. Arnold. (1981). A test of the multiplicative hypothesis of expectancy-valence theories of work motivation. Academy of Management Journal. Vol. 24:128-141.
Jurkiewicz, Carol L. & Massey, Tom K.(1997). What motivates municipal employees: a comparison study of supervisory vs. non-supervisory personnel. Public Personnel Management. 26(3): 365-371.
Neff, Theresa, M. (2002). Wat successful companies know that law firms need o know: the importance of employee motivation and job satisfaction to increased productivity and stronger client relationships. Journal of Law and Health. 17(2):385-394.
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