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Work Motivation, Money a a Motivator PREFACE The report is written by the two students Ma...
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Work Motivation, Money a a Motivator PREFACE The report is written by the two students Martin Gunesch and Maximilian Lauxtermann, who are studying International Business and Management at the Saxion University of Applied Sciences in Enschede. Both, Martin and Maximilian have student jobs. Maximilian working as a waiter receives the minimum wage in Germany which is 8.50€ per hour. His work contains delivering drinks and meals, but also checking for the technical well-being of the bowling alley sys- tems, the restaurant also has a bowling alley. After the last customers are gone, the res- taurant has to be cleaned up in total, the dairy profit statement has to be written and the personnel for the next day has to be informed of the upcoming workload. Furthermore, he is very happy about his job, having a nice and warm atmosphere at the work place and lovely colleagues. In contrast to this, Martin gets paid 12€ per hour in his job as a waiter and deals with less responsibility, doing less work and does not suffer a stressful workload. Although, he does not like his job, it is unpleasant and the whole atmosphere and working conditions are not satisfying at all. ........

Martin Gunesch
Münsterstraße 2
48341 Altenberge

m.gunesch [at] gmx.net

Work Motivation - Money as a Motivator                              Maximilian Lauxtermann MGutUGSa Martin Gunesch MGeSseUa Eingestellt über www.PDF-ins-Internet.de. Haftung für Inhalt und Inhaber aller Rechte ist der Puplisher.
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Work Motivation - Money as a Motivator                                          Maximilian Lauxtermann MGutUGSa Martin Gunesch MGeSseUa Saxion University of vpplied Sciences .nschedem The Betherlands cn 'anuary eutc

TABLE OF CONTENTS   Summary           e  Explanation of Terms         r  1 Introduction          G  2 Impact of the Hofstede Studies       s  ent Power pistance Hndex MPpHa in relation              to the research question  3 Herzberg's Two Factors-Theory         c  rnt Strong work motivators according to Derzberg      rne Relation to the ÒDuman Beeds TheoryÒ by Waslow     4 Economic review         h  Gnt Hmpact of increasing salaries         Gne Hnfluence of Winimum Wages       S  5 Conclusion          U  Bibliography          tu

PREFACE	 The	report	is	written	by	the	two	students	Martin	Gunesch	and	Maximilian	Lauxtermann,	who	are	studying	International	Business	and	Management	at	the	Saxion	University	of	Applied	Sciences	in	Enschede.	 Both,	Martin	and	Maximilian	have	student	jobs.	Maximilian	working	as	a	waiter	receives	the	minimum	wage	in	Germany	which	is	8.50€	per	hour.	His	work	contains	delivering	drinks	and	meals,	but	also	checking	for	the	technical	well-being	of	the	bowling	alley	sys-tems,	the	restaurant	also	has	a	bowling	alley.	After	the	last	customers	are	gone,	the	res-taurant	has	to	be	cleaned	up	in	total,	the	dairy	profit	statement	has	to	be	written	and	the	personnel	for	the	next	day	has	to	be	informed	of	the	upcoming	workload.	Furthermore,	he	is	very	happy	about	his	job,	having	a	nice	and	warm	atmosphere	at	the	work	place	and	lovely	colleagues.	In	contrast	to	this,	Martin	gets	paid	12€	per	hour	in	his	job	as	a	waiter	and	deals	with	less	responsibility,	doing	less	work	and	does	not	suffer	a	stressful	workload.	Although,	he	does	not	like	his	job,	it	is	unpleasant	and	the	whole	atmosphere	and	working	conditions	are	not	satisfying	at	all.	The	relation	to	the	boss	and	colleagues	far	away	from	existing,	it	decreased	to	a	minimum.	Maximilian's	relation	to	his	bosses	is	very	close.	Every	time	at	work	they	are	chatting,	talking	and	laughing	together,	sharing	social	activities	like	having	celebrations	in	the	restaurant	together	or	even	only	smoking	a	cigarette	in	each	other's	company.	By	talking	to	each	other,	those	differences	became	a	significant	topic	and	indicates	already	that	payment	is	not	necessary	a	strong	motivator.	We	chose	this	topic	because	we	are	highly	interested	in	motivation	factors	considering	work,	which	has	a	significant	impact	on	every	business	life	in	that	we	what	to	enter	one	day.	Understanding	the	workforce	and	being	able	to	motivate	the	employees	as	much	as	possible	turns	out	to	be	one	of	the	most	important	aspects	of	a	leading	management	person.  That	is	the	reason	why	the	report	mainly	deals	with	the	topic	of	money	as	a	motivator,	something	that	strongly	affects	working	conditions.	The	background	focuses	on	the	cur-rent	time,	in	which	debates	about	the	power	of	money	causes	conflicts	in	different	parts	of	the	world.	Especially	conflicts	about	bad	working	conditions	are	mentioned	very	often	and	come	to	the	fore.		Moreover	a	mainly	connection	to	the	Impact	of	the	Hofstede	Stud-ies	is	implemented,	which	shows	the	Power	Distance	Index	(PDI)	in	relation	to	the	re-search	question.	In	addition	to	the	Hofstede	studies	the	report	provides	a	closer	look	at	cultural	differences	and	intentions,	more	precisely	at	the	differences	in	the	attitudes	to-wards	the	value	of	money	and	motives	of	workforce.	At	the	End	an	economic	review,	as	an	example	case,	is	focused	on	the	impact	of	increasing	salaries	showing	the	reader	the	two	faces	of	money.		The	target	group	the	report	is	referred	to	are	employers,	who	are	searching	for	solutions	to	improve 	the	working	conditi ons,	includ ing	a	fair	payment	for	emplo yees	at	their	company.			Maximilian	Lauxtermann	(401948)	Martin	Gunesch	(428529)	October	2015

2	SUMMARY		This	report	deals	with	the	research	topic	"Is	pay	a	strong	motivator	for	performance?",	which	was	chosen	 during	the	P rofessional	Communicat ion	&	Writing	Skills	cours e	taught	by	K.E.	Tucker	-	Spijksma.	The	following	pages	illustrate	examples	of	motivation-al	theories	such	as:			- the	impact	of	the	cultural	studies	which	are	published	by	Geert	Hofstede,	a	Dutch	social	psychologist,	who	is	known	for	his	pioneering	research	on	cross-cultural	groups	and	organizations		- the	explanation	and	comparison	of	the	Two	Factors-Theory	which	was	de-veloped	by	psychologist	Frederick	Herzberg,	who	theorized	that	job	satis-faction	and	job	dissatisfaction	act	independently	of	each	other		- the		perspective	of	the	research	topic	concerning	the	economy	which	is	the	hub	for	fluctuation	of	money		- the	influence	of	minimum	wages	which	consider	an	underpayment	of	em-ployees	on	the	one	hand	and	involve	a	danger	for	society	on	the	other	hand			The	conclusion	drawn	is	that	talking	about	money	is	a	complex	topic,	which	offers	a	lot	of	facets	to	deal	with.	In	light	of	our	research	topic	and	different	attitudes	of	humans	toward	money,	the	role	of	a	motivator	differs	from	cultural	aspects	and	different	condi-tions	in	the	economic	sense.	In	general	it	can	be	said	that	the	higher	the	starting	salary	is	the	lower	is	the	motivational	aspect	of	money.

3	EXPLANATION	OF	TERMS		• income	levelling	(p.	8):		Redistribute	income	from	rich	to	poor		• marginal	consumption	ratio	(p.8):	"Poor"	spend	more	of	their	additional	mon-ey	than	"Rich"

4	INTRODUCTION		We	have	many	different	kinds	of	labour	and	related	to	this	we	have	many	different	sala-ries,	which	means	that	money	is	paid	for	work	or	labour	productivity	in	the	economic	sense.	In	generally	speaking	money	is	a	reward	for	work	and	should	motivates	employ-ers	to	achieve	the	best	results	in	their	jobs.	This	is	the	reason	why	the	research	topic	is	of	major	importance,	because	the	discussion	could	be	a	solution	for	minimizing	conflicts	on	the	employers	and	employees	tier.	For	all	that,	do	you	think	money	is	the	best	re-ward?	The	problem	is	that	there	are	big	differences	in	seeing	money	as	a	motivator.	On	the	one	hand	employers	are	going	on	the	streets	and	protest	against	an	underpayment	like	in	case	of	the	blue-collar	union	named	"Ver.di"	in	Germany.	On	the	other	hand	em-ployers	in	Asian	countries	are	satisfied	with	a	lower	payment	and	favour	a	good	rela-tionship	to	their	superiors.	To	determine	whether	money	is	a	strong	motivator	or	other	things	at	the	work,	a	high	range	of	influence	is	significant	for	it.	The	approach,	finding	a	conclusion,	is	built	up	by	an	analysis	of	cultural,	theoretical	and	economical	aspects.	In	the	following	you	will	see	how	sophisticated	the	topic	and	how	obvious	the	result	is.

5	IMPACT	OF	HOFSTEDE'S	STUDIES		Hofstede	refers	to	work	motivation	as	he	distinguishes	between	collectivist	societies	and	power	distance	indicators,	but	as	well	relates	his	findings	to	the	theory	of	Herzberg,	who	divided	the	motivation	factors	into	intrinsic	(work	related,	basically	the	work	itself)	and	extrinsic	(condition	and	material	rewards).	Hofstede	considers	this	distinction	useful	to	compare	societies,	not	countries	(Hofstede,	2010).	He	states	that	people	with	high	edu-cation	score	high	on	intrinsic	factors	as	motivation,	people	with	low	education,	lower	status	occupations	score	higher	on	extrinsic	factors	(Hofstede,	2010).	Motivation	is	a	cultural	aspect	in	should	be	considered	this	way.	An	American	has	other	motivation	fac-tors	than	a	Chinese,	according	to	Hofstede	the	American	is	motivated	by	extra	payment,	the	Chinese	sees	it	more	as	a	mutual	obligation	which	motivates	him/her	(Hofstede,	2010).	As	far	as	we	consider	the	work	of	Hofstede,	it	can	be	concluded	that	his	findings	on	work	motivation	are	based	on	the	theories	of	Herzberg,	but	gives	his	own	touch	to	the	research.	Taking	this	into	account,	payment	is	a	factor	that	differs	in	importance	from	culture	to	culture.	Mostly,	it	can	be	considered	as	a	factor	that	is	not	responsible	for	high	work	motivation	(Hofstede	2010).

6	 HERZBERG'S TWO FACTORS-THEORY  According	to	Herzberg,	work 	motivatio n	and	demotivation	can	be	disti nguished	and	have	no	limits	on	a	bipolar	scale,	the	worker	is	to	a	certain	extent	satisfied	but	not	nec-essarily	dissatisfied.	Then,	it	can	be	considered	as	less	satisfied	or	close	to	satisfaction	(Edwin	A.	Locke,	1969): 		¦                                                ¦                                                 ¦ 	dissatisfied																																																neutral																																																									satisfied  In	a	questionnaire,	Herzberg	found	out	that	there	are	several	factors	causing	dissatisfac-tion	and	satisfaction	in	the	eyes	of	the	workers,	both	to	a	certain	extent.	Among	those	factors,	he	distinguished	between	intrinsic	and	extrinsic	factors	and	figured	out	that	in-trinsic	factors	mostly	led	to	a	higher	percentage	of	work	motivation	(Locke,	1969).	The-se	are	for	instance	performance,	recognition,	work	contents	and	responsibility.	An	em-ployee	therefore	is	higher	motivated	to	work	if	he/she	scores	positively	high	in	these	aspects	(Locke,	1969).	Taking	the	research	question	into	account,	payment	is	considered	as	a	factor	that	scores	higher	on	dissatisfaction	than	on	a	satisfaction.	Growth	and	pro-motion	are	considered	as	stronger	motivators	for	work	than	payment,	thus	it	can	be	stated	that	according	to	Herzberg,	an	intrinsic	have	a	significant	high	impact	on	the	em-ployee's	motivation	than	extrinsic	factors	such	as	payment	(Locke,	1969).  Furthermore,	Abraham	Maslow	provides	a	hierarchical	description	of	the	human	needs	and	motivations,	which	can	be	displayed	in	form	of	a	pyramid.	The	top,	therefore	the	most	important 	and	highest	motivating	fac tors	for	an 	employee,	consists	of	s elf-actualization	(Simons,	1987).	Morality,	creativity,	spontaneity	and	problem	solving	are	the	factors	that	are	the	easiest	to	stimulate	and	which	therefore	are	most	important	to	every	worker.	Comparing	with	Herzberg,	this	contains	intrinsic	factors	only,	the	link	between	both	theories	can	be	considered	as	strong.	The	deeper	the	pyramid	goes,	the	more	extrinsic	become	the	factors	(Simons,	1987).	The	second	category	of	factors	in	the	pyramid	is	esteem.	Self-esteem,	confidence	and	respect	of	others.	Followed	by	the	cate-gory	named	"love",	friendship,	family	and	sexual	intimacy	indicate	a	slightly	more	ex-trinsic	dimension	of	the	pyramid	a nd	the	factors	seem	t o	turn	more	b asic	(Simons,	1987).	The	fourth	category,	safety	regarding	health,	employment	and	social	life,	relates	
	7	 ECONOMIC REVIEW  In	today's	world	money	plays	a	big	role	in	the	world	economy.	Therefore	we	have	to	take	a	deeper	look	into	the	economy	generally.	Especially	for	our	topic	"Money	as	a	mo-tivator",	the	connection	betw een	the	dis tribution	of	income	and	the	contribution	to	productivity	is	focused,	which	is	also	related	to	the	impact	of	increasing	salaries.	The	differences	in	prosperity	within	a	country	have	to	be	reflected.	  Of	course	there	are	great	differences	in	prosperity	between	and	within	countries.	In	many	rich	countries,	for	example	the	USA,	there	are	people,	who	are	not	able	to	satisfy	their	basic	needs.	This	is	a	result	of	an	uneven	income	distribution,	which	is	most	une-qual	in	Chile,	where	56.8%	of	the	income	goes	to	the	20%	of	the	population	with	the	highest	income	and	only	4.1%	to	the	poorest	20%	(Hulleman,	2015,	p.112).	Taking	into	account	that	differences	in	income	are	one	reason	for	differences	in	labour	productivity	then	it	is	clear	that	people	who	make	a	high	contribution	to	productivity	want	to	obtain	a	high	amount	as	well.	In	conclusion	the	opposite	is	eventuated,	which	means	that	a	hard	working	operative	with	a	high	labour	productivity	earns	much	less	than	an	office	em-ployee.	For	the	operative	money	as	a	motivator	plays	a	bigger	role	than	for	the	office	employee,	who	searches	for	recognition.	A	depiction	of	this	situation	takes	place	if	we	look	at	the	impact	of	increasing	salaries.	  Most	of	the	people	spend	their	money	for	consumption	(Hulleman,	2015,	p.143).	People	with	a	higher	income	are	spending	more	money	on	their	basic	needs	and	on	luxury	goods	than	people	with	a	lower	income	(Hulleman,	2015,	p.144).	In	this	context	the	term	income	levelling	has	a	great	importance.	It	describes	the	redistribution	of	income	from	the	rich	to	the	poor	and	its	aftermaths.	The	consumption	goes	up	and	a	marginal	con-sumption	ratio	appears,	which	means	that	the	"Poor"	spend	more	of	their	additional	money	than	the	"Rich".		In	relation	with	income	levelling	the	impact	of	increasing	sala-ries	is	distinct.	In	the	example	with	the	operative	and	the	office	employee	the	increase	in	salaries	has	a	different	effect	on	both	sides.	For	the	operative	the	increase	might	be	a	motivational	aspect,	because	there	is	more	additional	money,	which	can	be	spent	in	lux-ury	goods	and	otherwise	a	motivational	aspect	for	a	higher	labour	productivity.	In	con-trast	to	the	operative	the	office	employee	sees	the	increase	as	a	recognition	for	his	work,	but	his	labour	productivity	and	consumption	remains	the	same.

8		INFLUENCE	OF	MINIMUM	WAGES		If	one	look	at	money	as	a	motivator,	we	have	to	consider	the	differences	in	wages	for	employees,	working	in	not	the	same	company.	To	avoid	disparities,	the	government	set	a	minimum	wage,	which	differs	in	each	country.	Otherwise	minimum	wages	attempt	to	protect	employees	from	exploitation,	allowing	them	to	afford	the	basic	needs	of	life,	which	are	shown	as	the	base	of	Maslow's	pyramid.	It	is	necessary	to	talk	about	ad-vantages	and	disadvantages	of	minimum	wages.	Afterwards	an	evaluation	of	minimum	wages	related	to	the	motivational	aspect	can	be	framed.   Advantages	of	a	Minimum	Wages  The	biggest	point	implicating	minimum	wages	is	to	reduce	poverty	within	the	country.	As	a	general	rule	the	implication	of	minimum	wages	increases	the	wages	of	the	lowest	paid	to	accomplish	a	stable	balance	between	overpaid	and	underpaid	workers	sothat	the	relative	poverty	will	be	restricted.	The	next	benefit	of	minimum	wages	is	to	function	as	an	instrument	for	increasing	productivity.	In	the	labour	economics	the	efficient	wage	theory	encapsulate	the	meaning	behind	the	intention.	The	higher	wages	are	the	greater	is	the	in fluence	of	 them,	increasing	incentive	for 	people	t o	work	harder	 and	labour	productivity	in	general	(economicshelp.org,	2015).	On	the	one	hand	Incentives	to	accept	a	job	will	be	increased	by	minimum	wages,	because	there	is	a	bigger	difference	between	the	level	of	benefits	and	the	income	from	employment	with	them.	Finally	a	consequent	increase	in	the	participation	rate	is	also	handled	as	a	benefit	because	work	becomes	greater	and	more	worthwhile.	  Disadvantages	of	Minimum	Wages  The	society	will	be	confronted	with	unemployment,	because	the	minimum	wages	coerce	a	firm	to	shrink	the	demand	in	labour,	because	the	total	wages	are	too	high.	The	firm	cannot	overcome	with	the	increased	labour	costs	(economicshelp.org,	2015).	Related	to	that	point	a	cost-push	inflation	can	occur,	because	firms	have	to	pay	more	for	their	workers.	That	entails	a	growth	of	the	black	market	for	labour	anon,	because	some	firms	are	strictly	against	minimum	wages	and	avoid	paying	the	legal	minimum.  Evaluation  In	this	case	money	plays	the	role	as	a	motivator.	Minimum	wages	ensure	that	the	citi-zenship	can	spend	money	on	their	basic	needs	like	food.	It	becomes	clear	that	there	is	no	existence	without	money,	sothat	the	underpaid	workers	will	be	motivated	by	the	mini-mum	wages,	because	they	have	still	more	money	at	disposal	to	invest	in	luxury	goods,	for	instance.	The	result	of	unemployment	on	the	disadvantage's	side	shows	the	induce-ment	saying	that	higher	wages	may	encourage	more	workers	to	supply	their	labour.	All	in	all	the	minimum	wages	motivates	the	non-workers	to	search	for	a	job	as	well	as	the	workers	(economicshelp.org,	2015).

9		CONCLUSION		To	sum	the	results	of	the	research	up	it	can	be	said	that,	depending	on	culture	and	the	type	of	job	someone	has,	money	cannot	be	considered	as	a	motivator.	As	an	extrinsic	factor	according	to	Herzberg,	factors	that	influence	the	hygiene	of	the	working	condi-tions	are	far	more	important	for	the	workforce	than	other	factors.	In	general,	strongly	underpaid	workforce	will	regard	their	work	as	more	appreciated	if	they	receive	a	higher	salary,	but	this	motivation	factors	is	only	valid	if	the	part	of	the	workforce	is	considered,	which	is	underpaid.	Mostly,	the	performance	and	the	recognition	of	the	empathy	of	an	employee	are	regarded	as	strong	motivators.	Giving	an	employee	more	responsibility	provides	more	awareness	and	consciousness	for	the	worker.	The	Maslow	hierarchy	of	needs	clearly	states	the	importance	of	self-actualization,	which	in	this	case	can	be	re-ferred	to	the	fact	that	a	worker	should	pursue	his/her	fate	instead	of	chasing	money.

10					BIBLIOGRAPHY		• G.	Hofstede,	G.	J.	Hofstede,	M.	Minkov,	Cultures	and	Organizations	-	Software	of	the	Mind,	2010,	p.	320	following		• W.Hulleman,	A.J.Marijs,	Economics	and	Business	Enviroment,	2015,	p.109-114,	p.144-145.	• Edwin	A.	Locke,	"What	is	Job	satisfaction?"	American	Institutes	for	Research	and	Department	of	Psychology,	University	of	Maryland,	1969,	p.	332	following		• Janet	A.	Simons,	Donald	B.	Irwin	and	Beverly	A.	Drinnien,	"Maslows	Hierarchy	of	Needs",	1987,	New	York		• Bob	Nelson,	"Dump	the	Cash,	Load	on	the	Praise,	Personnel	Journal,	July	1996,	Vol.	75,	No.	7,	pp.	65-70.		• T.	Pettinger,	"Disadvantages	Minimum	Wages."	Economics	Help,	2015,	retrieved	from	http://www.economicshelp.org/labour-markets/disadvantages-minimum-wages.		• T.	Pettinger,	"National	Minimum	Wage."	Economics	Help,	2015,	retrieved	from	http://www.economicshelp.org/labour-markets/minimum-wage/.