Is Salary Everything for an Employee?
Introduction
Paying salaries to employees is a must, and it is a great
help to keep the employees of the company, but at present, only the salary is
not waiting for the employees. In today's complex work environment, employees
expect more than financial compensation – they expect factors such as work-life
balance, professional development opportunities, recognition and a positive
organizational culture. (Herzberg, 1968). Here I present the facts related to
salary and non-salary for employee satisfaction and performance and request
your valuable comment below.
The payment of wages is a payment that is prescribed even by
the law of any country and this is one of the immediate and tangible rewards
for employees, it is a fact that it is often mentioned in Maslow's Hierarchy of
Needs that it often helps to meet their basic needs (Maslow, 1943). . Here also
the impact of factors such as employee welfare is very high. Non-monetary
factors are affected here.
According to Herzberg's Two-Factor Theory, just paying
employees is not enough, if the salary is not suitable for the job, it can lead
to employee dissatisfaction, and paying a good salary alone does not lead to
high motivation or job satisfaction. (Herzberg, 1968). Instead, it is the
responsibility of the HR department as well as top management to ensure that
employees are provided with opportunities for autonomy, purpose, and career
development.
For example, we know that companies like Google and Microsoft offer competitive salaries, while their work environments prioritize employee well-being, professional development, and creativity. Also, company like Apple paying all expenses of company employees was discussed in the society last season.Careers at apple These non-monetary rewards have been shown to improve employee retention and job satisfaction (Deci & Ryan, 2000). A positive corporate culture, flexible work arrangements and recognition programs contribute to creating a workplace where employees feel valued beyond their paycheck.
Conclusion
Finally, I would like to mention that salary is not the only
factor that contributes to job satisfaction and motivation, non-financial
factors such as professional development, recognition and work-life balance
often drive long-term employee engagement and performance. has a more
significant effect on Therefore, incentives should be provided to the
employees, both core and non-core.
Reflection
My view is that employees are motivated by a combination of
both monetary and non-monetary factors. In order to move forward, it is
mandatory to have a skilled human resource, and if there is an increase in
turnover in the organization, then the human resource department of the
organization must be responsible for it. Because the employees leave the
company because of some deficiency in the company, if the trainees leave the
company, it is a serious obstacle to the progress of the company.
References
- Deci, E. L., & Ryan, R. M. (2000). The
"What" and "Why" of Goal Pursuits: Human Needs and the
Self-Determination of Behavior. Psychological Inquiry, 11(4), 227-268.
- Herzberg, F. (1968). One More Time: How Do You Motivate
Employees? Harvard Business Review, 46(1), 53-62.
- Maslow, A. H. (1943). A Theory of Human Motivation.
Psychological Review, 50(4), 370-396.
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It seems good. Please make sure to follow proper formatting in citations. The citations should appear before the sentence end, that's mean before the full stop. In the reflection section, if possible try to relate your discussion to Sri Lankan context, or your industry context, or your company perspective
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ReplyDelete“Great insights on the topic! Really appreciated your clear explanations and practical examples. Looking forward to your next post!”
Your conclusion insightfully emphasizes the importance of non-financial factors in enhancing employee satisfaction and motivation. Recognizing that professional development, recognition, and work-life balance play crucial roles in fostering long-term engagement is essential for creating a thriving workplace culture.Good job.
ReplyDeleteAbsolutely! It is a fascinating topic, and I appreciate your insights.
ReplyDeleteWhile salary is certainly important, it is not the sole factor that drives employee satisfaction and productivity. Today's workforce seeks fulfillment in various forms, such as meaningful work, career development opportunities, and a healthy work-life balance.
Employers must adapt to these evolving needs, moving beyond traditional compensation models. This means embracing contemporary theories of motivation that emphasize job design, recognition, and employee engagement. When companies create environments where employees feel valued and empowered, they not only boost morale but also enhance productivity.
Your points highlight the importance of thinking beyond just financial rewards. In a world where individual aspirations vary greatly, understanding and addressing the holistic needs of employees is key to fostering a thriving workplace. Thank you for sharing your thoughts!
Great article you have explained concepts using practical examples and it's important to reward employee with correct benefits and keep the company retention.
ReplyDeleteGreat post! To my mind, I also would like to stress that money are not the only factor that influences employee satisfaction and turnover, many other factors include professional development, flexible schedule, and appreciation.
ReplyDeleteEmployees expect not only the salary these days, but also career developments, training, social well being, job satisfaction etc.
ReplyDeleteAgreeing with the points you've been highlighted throughout the blog. Good job!
ReplyDeleteAgree with the article. We are living not to do the job but doing job for living. If the job is disturbing to my living conditions, definitely I have to resign from the job what ever the salary is. Great insights for the HR managers.
ReplyDeleteYour blog post on whether salary is everything for employees presents a thoughtful perspective on employee satisfaction. You effectively emphasize the importance of non-monetary factors like work-life balance, recognition, and professional development. The integration of Herzberg's and Maslow's theories adds depth to your argument, highlighting that motivation goes beyond financial compensation. Your examples of companies like Google, Microsoft, and Apple illustrate the positive impact of a supportive work environment. Overall, this is a well-rounded exploration of employee needs that encourages valuable discussion. Great job!
ReplyDeleteReally appreciate your grate explain. Agree with the article you've been pointed information.
ReplyDeleteThis would help bring into better focus that while salaries are an essential ingredient, factors other than monetary-for instance, growth opportunities in the profession, work-life balance, and recognition-are critical in motivating people. As the workplace continues to evolve, creating a culture where appreciation of monetary and non-monetary rewards is valued can help organizations in pursuit of motivation, loyalty, and goals over the long run.
ReplyDeleteIn today's workplace, salary alone is insufficient for employee satisfaction. Employees increasingly value work-life balance, professional development, and recognition. A combination of competitive pay and non-monetary rewards fosters long-term engagement and retention.
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