What Did You Learn About The Relationship Between Pay Performance And Creativity From Dan Pink? What Can Organizational Leaders Do To Change Their Approach To Pay, Motivation And Creativity To Optimize Performance?

The Relationship Between Pay Performance And Creativity From Dan Pink

Money Really Affect Motivation?

There are factors that are tied to the performance of a worker in every organization. These factors are pay, job satisfaction and the level of motivation. From the article, it is clear that there is a relationship between the factors with one affecting the other. There are reasons to expect between a positive and a negative the pay level and job satisfaction. Most of the models stipulate the aspect of positivity in the relation between the two determinants of motivation. Therefore, from the research, the amount of pay has a direct effect to pay satisfaction. Consequently, from the studies, the relationship between pay and satisfaction is very week. This means that most employees will not be satisfied with their job based on payment only. This indicates that people satisfaction based on their salary is most of the time independent of their actual salary. Therefore, people are not satisfied irrespective of the amount that he or she gets paid for a given job (Judge, Timothy).

Moreover, motivation is divided into two parts and that is extrinsic and intrinsic motives which can be influenced by the financial aspects attached. One aspect that stands out is that the employees who are intrinsically motivated are able to perform more than the employees who are extrinsically motivated for example by money. Therefore, employees who are focused on the job itself are more likely to enjoy working as compared to the others who focus on money as their source of motivation. Therefore, from the article money should not be a major factor in motivation. The major factor should interest to the work and then the aspect of money comes in later. However, the aspect of motivation defers regionally because wealthy nations like the United States have employees who work based on what they are paid and not interest.

Managers are supposed to understand the trends and relationship between pay, job satisfaction, and motivation. Most of the managers have tried motivating employees who did not have interest in work and made no improvement in the production. Therefore, a manager should understand how to use pay to reward performance and encourage creativity at work. First of all, the managers should motivate their employees based on what they really value and not based. They should understand that payment is a psychological aspect that needs to be embraced with skills and knowledge. Every employee has a given value based on what they desire most in life. For example, some value love, power, freedom, security and other aspects based on their heart desire. Therefore, this shows that not everyone will desire money in exchange for appreciation but this will be based more on what they value most in life.

The second reason, the manager should appreciate their employees based on what they have done and not on assumptions. There should be a reason to give someone something or less it will create and develop a symptom of fault at work. Therefore, they should understand that money does not buy engagement. There are other factors that are able to make employees engage in a particular work other than money. The factors include interest and passion of the employees to the work. Therefore, the managers should strive to improve and find out the level of interest of the workers first before moving to the aspect of increasing salary. Engagement cannot be bought by money but a good leadership that is based on reality and not the assumption.

The third reason, Payment, and reward of the employees should be based on their on what they are and not what they did only. The managers should understand that a worker’s personalities are an indicator of their engagement than their salaries. Therefore, to reward creativity at work the manager ought to understand who their employees are based on their attitudes and interests at work. This will assist them to understand and find out their real employees. There are employees who perform best so as to enhance their promotion from one level to another and they will relax after they have attained their objectives. The aspect of performance should be tied to the needs and desire of the employees. Therefore, as the manager embraces the three factors and consideration to the payment options especially on the aspect of motivation.

Does Money Really Affect Motivation? AND the Relationship between Pay and Job Satisfaction

Dan pink video

There is a relationship between pay, performance, and creativity with each having either a positive or negative influence. From the video, I have learned that rewards based on payment are able to work well for some sorts of work compared to the others. The simple work requires payment and rewards but some tasks that are complicated require some aspect of creativity to get to the solution. These indicate that there are some jobs that can be motivated using pay while there are others that pay or reward cannot work and thus the need for creativity. Moreover, pay or rewards has the power to influence performance. Therefore, according to Dan Pink rewards has worked very well to improve the performance of people. Thus, the more the employers motivate the employees the greater is the performance. However, this is not for the entire job that exists in the society. There are some jobs that need creativity to attain the solution and not on the ties of payment or reward.

The managers should understand the level or the task they are facing in the company. If the task is simple, then they should use rewards to boost performance but when the task is complicated or hard then a creative solution other than pay will be needed to boost performance.

The three factors that link performance are:

  • Autonomy is the desire to direct our own lives. Therefore, if the managers want the teams to be more engaged then they should allow self-direction.
  • Mastery is the desire to improve at something that is significant. The managers should allow the employees to enjoy a sense of progress at work contributes to their inner drive.
  • The purpose is the push to do something in the service of something that is larger than them.

Purpose motive

It is the desire to perform something that is larger than them. First, the employees should be motivated inside to make a difference in their line of duty other than profit maximization. Second, the mission and vision of the organization should be communicated to the employees as frequent as possible. Their performance should be appreciated.

Work cited

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