We found a match
Your institution may have access to this item. Find your institution then sign in to continue.
- Title
PAYING PEOPLE DOESN'T ALWAYS WORK THE WAY YOU EXPECT IT TO.
- Authors
Deci, Edward L.
- Abstract
Paying workers doesn't necessarily motivate them. In order to use money as a motivator, it is necessary that pay be contingent on effective performance. That is, the reward system must be structured so that receiving pay depends on good performance. Money will then motivate performance because performance is instrumental to receiving payments. There are two essential aspects to motivating intrinsically. The first involves designing tasks which are interesting and which necessitate creativity and resourcefulness. The second involves allowing workers to participate in decisions which concern them so they will feel like they have a say about what they do. The newer participative management theories, then, stress the importance of giving employees a voice in decisions which affect them, and giving them greater latitude in the way they do their jobs. A system for motivating employees such as participative management which, through participation and job enlargement, attempts to arouse intrinsic motivation, appears to motivate effective performance at the same time that it satisfies intrinsic needs. To use money and other extrinsic rewards as effective motivators they must be made contingent on performance. However, doing this decreases intrinsic motivation.
- Subjects
EMPLOYEE motivation; MONEY; PERFORMANCE; STRESS management; JOB enrichment; INTRINSIC motivation; PAYMENT
- Publication
Human Resource Management, 1973, Vol 12, Issue 2, p28
- ISSN
0090-4848
- Publication type
Article
- DOI
10.1002/hrm.3930120205