This week we are examining the relationship between motivation theory and pay structure within organizations. Employees are motivated in various ways to perform at

Question

79 users unlocked this solution today!

This week we are examining the relationship between motivation theory and pay structure within organizations. Employees are motivated in various ways to perform at work. All employees seek a certain blend of intrinsic rewards-- internal motivators derived from the completion of work--and extrinsic rewards--external motivators "gifted" by employers for the completion of work. Pay structures in organizations mainly focus on the construction of extrinsic rewards to satisfy the base needs of employees, while a total rewards system offers extra opportunities for employees seeking to satisfy their intrinsic needs. Below is a list of rewards that comprise a total rewards system in an organization: Reward Compensation Benefits Social Interaction & Fun Job Security Status & Recognition Control & Autonomy Career Advancement Work Flexibility Examples Wages, commissions, bonuses, retirement plan Health, medical, dental, insurances; vacation time Friendly, engaging, and fun workplace Stable, consistent position and rewards Respect, prominence within organization Ability to influence others; support creative thinking Chance to grow and develop skills and abilities Support of work/life balance; alternate work schedule Which of these factors are the most important to you? Pick three rewards and explain your answer. Are the rewards derived from intrinsic or extrinsic motivators? Are there any other rewards that you consider crucial but not listed here? Do you think rewards change for employees over time? If so, what might trigger these changes in motivation?