I think it all depends on the kind of employee you are. I like to be recognized for the kind of job I do at work. I like to be appreciated and valued. That creates a good atmosphere at work and makes your work smooth. Eventually, all the recognitions received in my current company could be used for any kind of promotion within the same company or a different one. This definitely increases motivation and employees' overall performance. If the employees' motivation is high, then productivity will be high. So, it is a win-win from any perspective. 

As discussed in this weeks lecture, money is actually a demotivator. Focusing solely on financial compensation can create a short-term focus on results and overlook the long-term benefits of investing in employee development and engagement. This can ultimately lead to decreased motivation and productivity as employees may feel undervalued and disengaged from their work. Therefore, non-monetary factors are more likely to be motivators. While financial compensation may still serve as good motivation for some, the research presented in this weeks lectures suggest that there are other non-monetary factors that play a greater role in driving motivation and productivity. Job satisfaction, recognition, and work-life balance have all been identified as motivations that are more likely to motivate employees rather than financial compensation.

Money always is the most important motivator for employees. But as we learned in class, giving too much money doesn't help with motivating the employee. In my opinion, balancing life and job is the first-class factor in improving motivation. This factor could include commute distance, pleasure time, and interpersonal relationships within or beyond the job. Decreasing the commute time can give employees more flexibility in their schedules. People would feel less pressure when they have choices on how to use their time. However, the commute factor is the hardest to improve because the company can't decide where employees live. So, I believe how to make employees feel satisfied in their limited free time as much as possible is the most significant. This can be the friendship between employees or hobbies besides working time.

As much as we value the salaries that our higher education affords us; it does come with the caveat mentioned in this week's lecture. Money is a short-term goal. Once the pay check hits, what else is there to strive for? In the employer & employee's sides; it is important to focus on the intrinsic motivation of a job. We may study in one field and end up working in an entirely different one, but if the work is rewarding & meaningful it makes no difference. A salary doesn't equate happiness completely, though it does help. The fact is that the cost of living has gone up internationally; we all need money to live, up to a certain point. After that threshold, the question of intrinsic motivations & fulfillment is relevant.

I agree with @hmara sentiment regarding how money can only take you so far. As mentioned in the lecture as well that earning money is simply a short-term goal in the grand scheme of life. Money is simply a tool to help an individual gain further possessions or status in life. However, once a certain threshold has been reached in terms of earning money there needs to be other factors in an employment position that make it worth the money. Most people will not be earning large amounts of money while working in industry without having a high workload and heavy pressure from other departments and teams. Having to work long hours under high stress can significantly wear down the morale of an individual and without added benefits such as paid time off (PTO) it may not be worth the money to work that job. All employees regardless of industry should have the freedom to get some time off to be able to relax and recharge so that they can perform to the highest of their capabilities in turn adding the most value to the company. Furthermore, I have noticed that the team's morale and chemistry amongst one another also can play a significant role in worker satisfaction. To help improve this management can plan team bonding activities outside of the office such as getting dinner after work or doing a team working activity. These types of plans can help team members become closer to one another and in turn improve the work environment for all employees - keeping them satisfied with their jobs.

As mentioned by a few here and also discussed in the lecture, money is not an actual motivator but a demotivators. Most people want "fair" pay, not more pay than their fellow employees. If people feel compensated fairly they will stay. Several other factors have more of a role in why people will stay in a company. For example having a role that adequately challenges them will determine if a person will stay. Ive been in a role where I left because I was not challenged. I was at this company for a number of years and hit a ceiling where there was nothing else new to learn. I was granted raises here and there but at the end of the day I was extremely unfulfilled there, it didnt matter that they offered me more money, the fact that I felt unchallenged and ultimately bored was enough to make me leave and look for something more. So back to the main point, money is not the primary motivator, its definetly a factor that people look at, but there are other factors that weight more heavily into a person being happy with where they work. 

Financial compensation is an important factor for employees because it provides a means to meet their needs and allows them to feel financially secure. However, there are many other factors that potential employees may take into account before accepting a job offer. Some of these factors may offer even more motivation while doing their work. For example, one factor may be work-life balance. Most people do not want to spend 60 hours per week in the office and want some time to spend with their families and friends. They also want to be able to take vacations and holidays without working. Another factor may be job satisfaction, which includes a positive work environment filled with other employees who are engaged, motivated and productive when assigned projects. Within large corporations, employees also want recognition. When a job is well done, employees want to feel appreciated and feel as though they are an asset to the company. Companies can also make incentives for employees and reward them with bonuses or a promotion. Overall, I believe that financial compensation is an important factor that motivates employees, but there are many other factors that affect motivation.

I do not believe this to be a prime motivator. In my opinion, the salary is used to entice people to work there and thereafter it is the aspects of the work itself that become motivators. Of course, others may disagree and believe salary to be a prime motivator, but I've always felt that I don't physically see my salary, I just see the numbers. So each day I'm not thinking about how much I made today, but rather, did I do anything that will hurt the team, did I help where needed, etc. Again, this varies per person because for others the salary is their only means to earn money and that's why they value seeing the numbers. There are days when my work-life balance falters or I'm not satisfied with the work I do, but these help me motivate myself to do better. I try to always be better than I was yesterday.

This question does not have a clear answer as different individuals may value different things. To some, financial compensation may be the most important factor, which may, in turn, require them to sacrifice other factors such as work-life balance. If one's motivation is strictly monetarily, it may cause temporary happiness. As a result, their productivity may not be very high. Others may prioritize the opportunity to advance in their careers, which could in turn lead to an increase in financial compensation but could decrease their work-life balance, depending on the job. Recognition could also help increase motivation because it would result in employees feeling appreciated and proud that they are being recognized. In my experience, job satisfaction should be one of the primary motivators since it would help ensure that productivity and motivation would remain high, regardless of other factors. The other factors should not be neglected though because if an individual feels like that they are not being compensated fairly or that they have no work-life balance, it may result in a decrease in job satisfaction. 

Employee motivation is influenced by a variety of factors, and non-monetary factors may have a greater impact on motivation and productivity than monetary pay.  Competitive compensation and benefits are undoubtedly vital for luring and keeping employees, but studies have shown that other elements, including job satisfaction, recognition, possibilities for career advancement, and work-life balance, are equally important for boosting employee motivation and engagement. Employees are more likely to be productive, dedicated, and devoted to their organization if they feel content with their work and appreciated for their contributions. Additionally, a healthy work-life balance can lower stress and burnout and increase levels of motivation and productivity by allowing for flexible work schedules.

While financial compensation is a driving factor, job satisfaction, and work-life balance play a bigger role in motivation and productivity. In my previous job, I was paid somewhat decently for my job position but that wasn't as important given that I was just saving to pay for school. The fact that I was overworked for my financial compensation drove me to find another job though. While I performed my job and did the tasks asked of me, I felt like I didn't want to be part of the company anymore. For those that have families or other commitments outside of work, I would think that work-life balance would determine whether the employee stays at the job.

I was honestly surprised to see that monetary compensation was not a top three reason as to why people stay or leave their jobs (based on the Career Systems International survey shown in lecture). Money quite literally drives everything in the economy and this includes most decisions of both employers and employees. Be that as it may, I think money is a primary motivator for most individuals and most people are not going to take a job that doesn't offer something close to fair pay, so I would be curious to see how people would rank their professional priorities if bonuses were listed.

Surprisingly, the Career Systems International survey showed that 'being recognized. valued, and respected) accounted for only 23% of why people stay at their job. Whereas, the Robert Half International staffing firm survey should that 'limited recognition and praise' was the most cited reason for why employees leave. This ranked higher than all other responses. This was really interesting because it shows that people simply want to be told they are doing a good job. Accordingly, it it seems that fostering a healthy and regular reward/acknowledgement system is the best way to promote job satisfaction and engagement.  

When looking at factors that drive motivation and productivity within the workplace, financial compensation is undoubtedly an essential factor because it provides a means to meet basic needs and achieve financial security. However, many non-monetary factors like job satisfaction and work-life can still play an equally, if not more significant role as well. For instance, job satisfaction encompasses various aspects of the work environment. When an employee is able to find fulfillment and meaning in the work that they are producing, they will be more likely to be engaged and committed to achieving organizational goals. This also goes hand in hand with receiving recognition and appreciation. Being acknowledged for their contributions and achievements no only boosts morale, but reinforces a sense of value and belonging with the work that they are producing. Additionally, work-life balance is another significant factor that influences employee motivation and productivity. Employees who can effectively balance their work responsibilities with personal commitments and interests experience less stress and burnout, leading to higher job satisfaction and performance. Flexibility and culture that supports work-life balance can contribute to such a factor. Ultimately, while financial compensation remains important, organizations that prioritize non-monetary factors such as job satisfaction, recognition, and work-life balance often enjoy higher levels of employee engagement.

Even though I believe money plays a big role in motivation driving motivation ad productivity, I still believe there are many other factors that could do this as well. One of the biggest factors that I think can make people work harder is if they like where they work. I don't just mean liking what they do, but like who they are working for and working with. If an employee does not like their boss or their coworkers they will have no desire to do something for them or for the good of the team, but if they are surrounded by people they like and respect, they are much more likely to work harder for them. That being said, I do believe recognition and money is definitely a way to make people work harder. Offering up year end bonuses, raises or promotions will definitely make people work harder around the workplace. In the end I really do think it is based upon the person in charge and how they lead by example. If they create a positive work environment and work hard, their employees are sure to follow their footsteps.