任何企业的成功主要在于对员工的激励。人力资源对任何组织的生产力、绩效和繁荣都至关重要。它是开发任何可能有最佳性能的环境的关键。本文将批判性地分析财务动机和生产率之间的关系。这是一个必须引起所有管理者注意的地方，他们打算在他们管理的组织内提高产量。每个经理的目标是提高公司的产量和利润率。虽然有很多提高盈利能力的方法，但员工激励的作用却不容忽视，尤其是，大量的研究似乎支持了激励员工更努力工作的事实。内在动机和外在动机都有明显的区别。
各种研究都承认，动机是非常成功的关键。（开发计划署，2006）申明，员工对工作的总体和具体感受，直接影响到该组织的“底线”生产。动机，顾名思义，是激励员工给出最好的动力。在Rynes，Gerhart和云煌（2004）发现在财务和非财务动机对生产的积极影响，员工会更珍惜财务动机相比，非财务性激励。即使在促销活动中，这项研究也显示员工更关心升职带来的薪酬待遇。各种研究都承认，员工激励是相当复杂的，依赖于对于任何给定的组织所做的工作的补偿（Huselid，2005）。
人们期望获得的标准应该是高的和可达到的。人们会期望它提供非常高水平的生产（Bayo moriones及韦尔塔阿里瓦斯，2002）。当雇主分配给雇员的工作时，他应该确信工人理解所有作业的措施（赫茨伯格，1993）。每个员工都应该明白什么是期望的。它也与已经提出的措施相结合。他们也应该有足够的训练，能够完成已分配给他们的任务（Buhler，1998）。他们也应该能够相信他们的领导人，明白他们的领导人所说的是真的。对管理者来说，诚实和赢得员工的信任是至关重要的。当一个好的工作由一个雇员完成时，主管应该能够给员工一个有价值的奖励。因此，雇员必须有足够的工作条件，使他们工作得很好，并产生积极的结果。不舒适的工作环境，比如噪音太大，温度不舒服，灯光不好，给员工带来了数量和质量上的困难（赫茨伯格，1993）。然而，大多数研究人员认为，除了这种提高生产的良性方法之外，如果员工对工作有积极的态度，就可以获得公开的收益。这通常是通过财务报酬来实现的。
墨尔本管理学代写:人力资源与员工激励
Employee motivation
The success of any enterprise lies majorly on employee motivation. Human resources are very vital to the productivity, performance and prosperity of any organization. It is the key to developing any environment where there is a possibility of an optimal performance. This paper will critically analyze the relationship between financial motivation and productivity. This is an area that must elicit attention from all the managers who intend to increase production within organizations they manage. The goal of every manager is to increase production and hence profitability of a company. Although there are a number of ways to improve profitability, the role of employee motivation cannot be ignored, more especially, with a bulk of research seemingly supporting the fact that motivated employees tend to work harder and as such enhance organizational. There is a clear distinction in the way intrinsic and extrinsic motivation works.
Various studies acknowledge that motivation is a critical to success of very business. (UNDP, 2006)affirms that the way employees feel, generally as well as specifically, with regard to their jobs, directly impacts on the organization’s “bottom- line” production. Motivation, like the name suggests, is the motive force that inspires employees to give out there best. In Rynes, Gerhart, & Minette (2004) it was found that while both financial and non-financial motivation positively impacts on production, employees tended to be more appreciative of financial motivation as compared to non-financial motivation. Even where promotion was involved, the study revealed that employees were more concerned with the pay package that comes along with the promotion. Various studies acknowledge that motivating employees is quite sophisticated and dependent on the compensation for the work done for any given organization (Huselid, 2005).
The standards where people are expected to yield are supposed to be high and reachable. People will be productive to the level of expectation provided that it is not extremely high (Bayo-Moriones & Huerta-Arribas, 2002). When an employer assigns work to an employee, he should be certain that the worker comprehends all of the measures of the assignment (Herzberg, 1993). Each employee should understand what is expected. It also goes together with the measures that have been put up. They should also have sufficient training so as to be in a position to perform the tasks that have been assigned to them (Buhler, 1998). They should also be able to believe in their leaders and understand what they are being told by their leader is true. It is vital for supervisors to have honesty and to earn their employees’ trust. When a good job is done by an employee, the supervisor should be in a position to reward the employee with a valuable reward. Employees must therefore have very adequate working conditions for them to work well and produce positive results. Uncomfortable working conditions like too much noise, uncomfortable temperatures and poor lighting give employees a very hard time to deliver both quantity and quality (Herzberg, 1993). However, most researchers agree that beyond this virtuous approach to increasing production, gains can openly be achieved if employees have positive attitude towards to work. This is often achieved through financial remuneration.
