The research of how people get motivation has fascinated academics and researchers for a long time. Many of the renowned scholars have drawn conclusions in their own way explaining the mechanics of motivation. Although all of the theories are unique in their own way and they divide motivation into two: intrinsic and extrinsic. Meaning these, they have a place in making people wake up early to do work to make their future promising. However, for people to do their best in the employment areas, there is the sense of purpose that drives them, and it is even more useful than the pursuit of money. The position and job are the main factors that contribute to it. This comes in spite of purpose or money being the encouraging factors that motivate people to offer their best.
Money is defined as whether it is money rocks or shells or just an ordinary paper. In the economy there are three main functions of money: a medium of exchange, a store of value, and a unit of account. Among all of these functions, its function as a medium of exchange is what distinguishes it from the other assets such as houses, bonds and stocks.
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The pursuit of money is mainly rooted in the behavior of humans today, and the motivations for its function in the same manner to the pursuit of sex or food. One of the motivators for the quest of money stems from the essential premises that money enables people to build a life and home for themselves. Animals build their homes through their own efforts; the function of money is regarded as the means of securing homes by the modern men. In this aspect, money is only attractive as the services and goods can be exchanged for it.
According to the theory of Maslow, the human basic needs are divided into fine levels and are arranged in a hierarchy. The first need is physiological, includes basic physical drive or needs (hunger, thirst and sex). The second is the safety need, the need of one to feel secure, free from threats that the world has some order that one can cope with the proceedings. Thirdly, the need of belongingness, to be accepted, to belong, to receive and to give love matters. Forth need, esteem, in the eyes of both others and oneself; needs of self-respect; such as, the desire of confidence, independence, and achievement that one can get in their own life. The final need is self actualization; the need to feel one’s potential that one achieves anything through the will of trying.
Among these levels of needs, Maslow regarded the money need at the lowest level that was just a basic physical need. Once it is content, it never gives control to motivate behavior of human anymore. Herzberg argued and suggested that there are tow factors: hygiene and motivating factor. Herzberg’s tow-factor hypothesis came from Maslow but focused on the query of work motivation. Motivators, intrinsic remuneration produced occupation approval while hygiene factors or extrinsic rewards produce job discontent. Motivators are individual growth, advancement, gratitude, achievement, character of the job itself, and liability. The cleanliness factors, the extrinsic are corporation administration and policy, supervision, salary, working conditions, job security and interpersonal affiliation. In other words, extrinsic factors designate the two utmost needs of Maslow’s hierarchy. Wages are inclusive in the cleanliness factors, which causes job discontent.
First, do not anticipate that workers maybe thrilled by using the cleanliness factors for work motivation. Second, for the manager who uses cleanliness, extrinsic factors must be prosperous because workers would desire more and superior rewards to be satisfied. Third, the director who use the cleanliness factors ought to be conscious of those workers might consider they can discover their job approval with extrinsic factors such as company cars, good bonuses, and nice offices. Herzberg highlights that presence of cleanliness factors, such as money, just makes to get rid of doubts on missing of cleanliness factors. However, it never gives satisfaction and motivation to employees. Approval will be given to them with motivators escalating responsibility, achievement, and progression. David McClelland highlighted in his hypothesis that people know-how three proportions, such as the requirement for achievement, the need for authority, and the need for relationship. Managers need to put some hard work to discover what workers regard as imperative in their work to inspire staffs. If power and authority is the person’s objective, they may do their work to the best when the remuneration is to superior his position like an endorsement in the fields. Implausible these, to those who seek relationship are collection to be a team performer who can bond the crowd members. However, achievement-oriented individuals need criticism as there is no advancement. If directors who desire to encourage staffs just merely think that staffs make high presentation when they receive a good salary as reward or more bones, they could make a great mistake. Although many harmonizing views of encouragement exist, most experts concur that incentive energizes, guides and maintains the behavior.
Money is not an issue that gives people inspiration to execute most professionally for their objective. There are more precise factors that encourage people in associations. Directors also have to encourage workers to make good appearances. When there is a objective to accomplish is elevated bonus or salary, people center their brainpower on extrinsic factor, rather than presentation itself. If directors want to utilize funds as a motivator, this compensation must be as lofty as workers may be conventional. However, as the consequence of the appraisal shows, it is not too obliging to give inspiration to execute best. It is not a superior motivator for workers.
Money gives functions for the normal of living as Frederick Herzberg mentioned in his cleanliness tow-factors hypothesis. An accumulation, wage itself cannot be a motivator. When it is the mechanism with an additional factor of how the treatment they receive in their fields, the funds take some of the usages. To make people to do theur work best needs more functions of motivator including recognition and praise, challenging work and development of opportunity. The notion of motivation can be divided into two groups, external motivation and inner motivation. Peripheral motivation includes basic needs like that of cleanliness factors while the interior motivation is the identical to the motivators’ in Herzberg’s hypothesis. Amid these factors, inner motivation is the one that encourages workers to do labor without expecting any booty. Therefore, the occupation of directors who want to provide motivation to people for elevated presentation is to get what creates interior motivation.
Money is a motivation to do things. However, a sense of purpose prevails far and above any other intentions. A church leader preaches because he or she feels the society should change. A Kadhi in a mosque teaches the word of God because he feels this is the right thing to do. He has a calling for that. Doctors go to hospitals so that they can save lives. If money was the only driving factor, many patients would die in the hands of doctors. This is because many doctors are not getting enough money to keep them comfortable in their careers. However, they still choose to serve in the interest of their patients and their career.
In addition, advocate generating such a surrounding that can endorse interior motivation. There are five factors, which supply the atmosphere. Goals are a sagacity of what people want to achieve, hallucination. Challenge is the aptitude of own development. In order to attain and reach a certain summit, people endeavor to their level though they do not have enough capability. When doing it, we achieve self-motivation.
Achievement is the sense of doing something which is very imperative. After people attaining the mission, they become content. Workers feel aggravated themselves when they experience they are involving themselves in big plans. They feel that employers regard them as important. Consequently, workers give their occupation best. If they never have this intellect, they may labor hard only when the possessor s are in their vicinity.
Ownership includes encouraging management. It gives a liability to make a good presentation. Lastly, Community makes the enthusiasm by having contact and cooperation, which promotes natural responsibility. Better contact helps to progress job contentment. McClelland’s hypothesis still gets to be used well to associations consecutively to make enthusiasm. Directors require discovering what types of people they should employ and see their preferences. First, such preferences have to be acknowledged to the duty person outfits and what one prefers in projects and one favors in the collection of staff. Finally, getting to know the skills of a person and preferences to use gives ideas to make the right decision on the position to give the person. When one does what they like to do and position it by means of his best skill with accommodating colleagues at the right position, there is no uncertainty that they will do his best labor with enthusiasm.
The dispute that whether or not funds are a factor of the inspiration for the profession is still a controversial issue. Everyone has his opinion on the relationship between work performance and money. However, as most researchers and experts found, money is neither an encouragement, nor the main explanation why people have their best job. Moreover, researchers and surveys confirm that workers make high-quality and high performance. This is not based on money. Rather, they possess a sense of reason and people regard this as a precious reason for their work. It never means that one may work without wage and any rewards. For people, they believe that when they acquire enough fixed cost, money takes a modest fraction of their incentive factor. One requires motivation to work perfectly. Encouraging by one own will the final reveal and soon the imperfect power of money. Money is essential. However, it is not an excellent motivator.
Money is not the only motivating factor in life. There are other factors that matter. If one is performing a task, we do not expect him or her to work simply because they will earn money at the end of the day. This would be a case of sabotage. Motivation of the result is equally important. In the classroom scenario, even if a teacher will receive his salary at the end of the month, this is not the only determining factor. It is equally important to ensure that professionalism exists. The teacher must make sure that he delivers the material. He must instruct his students in a manner that will make them understand what he or she is teaching. This is the most essential prerogative in service.