Impact Today™
Friday, May 2, 2008
Work conditions trump money for lowering morale
One of the biggest myths managers cling to is that money is the main motivator for employees. Actually it is far down the list. This has been verified by countless surveys taking many different approaches to the question. The most recent survey disputing this myth was taken by Sam Houston State University for the Texas State Teacher’s Association.
As reported by The Associated Press, more than 44% of Texas teachers are considering changing careers. Of those contemplating leaving, 42% cited poor working conditions while less than 20% said it was because of pay. Considering that 25% of Texas teachers, who earn an average of $47,545 annually, have a second job to supplement their income.
Typically when a survey is taken in one employment sector concerning money, it is applicable to other sectors as well, so all should take note of these results.
One of the biggest myths managers cling to is that money is the main motivator for employees. Actually it is far down the list. This has been verified by countless surveys taking many different approaches to the question. The most recent survey disputing this myth was taken by Sam Houston State University for the Texas State Teacher’s Association.As reported by The Associated Press, more than 44% of Texas teachers are considering changing careers. Of those contemplating leaving, 42% cited poor working conditions while less than 20% said it was because of pay. Considering that 25% of Texas teachers, who earn an average of $47,545 annually, have a second job to supplement their income.
Typically when a survey is taken in one employment sector concerning money, it is applicable to other sectors as well, so all should take note of these results.
Labels: Motivation, Rewards, Survey
¶ 5/02/2008 0 Comments Links to this post
Sunday, February 24, 2008
What employees really want
Success is only possible when employees are connected to a common vision of the future of theorganization. Management typically develops incentive programs they feel will drive employeebehaviors to achieve their organizational goals. Typically these incentive programs are based onmanagement's perception of their employee's desires. However, research shows that managementhas historically been out-of-touch with employee desires.Managers mistakenly believe their employees have monetary motives and designed their incentive programs for attaining goals and hitting company benchmarks to raises and bonuses. However, surveys dating back to 1946 have consistently shown employees to be most motivated by shows of appreciation for their work (see chart).
Success is only possible when employees are connected to a common vision of the future of theorganization. Management typically develops incentive programs they feel will drive employeebehaviors to achieve their organizational goals. Typically these incentive programs are based onmanagement's perception of their employee's desires. However, research shows that managementhas historically been out-of-touch with employee desires.Managers mistakenly believe their employees have monetary motives and designed their incentive programs for attaining goals and hitting company benchmarks to raises and bonuses. However, surveys dating back to 1946 have consistently shown employees to be most motivated by shows of appreciation for their work (see chart). Caribbean or Cash
One large appliance sales company wanted to motivate their employees to sell more televisions. They announced that the person selling the most would win a trip for two to the Caribbean. Sales went up and they thought the program was a success. However a third party took a look at the results and saw that comparative sales were up only for a small percentage of salespeople. Sales were flat for the balance. Further study showed that the sales increases, when compared to competition, was actually a decrease. What was thought to be a success was really a failure as the company lost market share.
The majority of their salespeople were not motivated by a trip because they could not afford the daycare for their children while they were away. They obviously had no reason to want to win the contest. The next year they ran the contest with an option to take the trip or have a cash bonus. They had much better results.
Even Better Results
There is a way to get better results for less money. To read the rest of this story, click here.
Labels: Assessments, Job_satisfaction, Motivation, Rewards, Survey
¶ 2/24/2008 0 Comments Links to this post
