That the work is be paid incorrectly or unfairly, he feels hurt, and it manifests itself in. A decrease in the contribution to work and even stronger. Thoughts about the ne to change jobs. So, generally, people work with the expectation of monetary compensation, the expectation that this compensation will adequately compensate for the work done, and that it will increase every year. Most organizations are guid by this assumption, that if you manage to connect the mention expectations with good work, money can become one of the most important motivat factors.
This is a strong motivator
So both the salary increase and the amount of salary he receives are important to the employee. Accord to D. Riley (1993), the latter is chinese canada more important to most employees, as it determines whether they are adequately compensat for their work and whether the balance of contribution and reward is maintain (Riley, 1993, p. 109). Thus, by uncover these sources of motivation, on the basis of which it is possible to maintain the appropriate balance of employees’ contribution to work and fair compensation.
It can be said that the organization
Can influence and control the efforts the robots.txt file of employees to perform well. By apply these motivational techniques, they can increase their self-efficacy attitudes. However, it is also necessary to evaluate the subjective attitude of the employee, the individual reaction to motives aim at promot one or another of his contributions.
The level of the organization itself
It is also necessary to know that the employee, after material data evaluat. The possible options for his behavior, usually chooses the shortest way. To achieve the desir result. In this case, the strength of one or more motives determines the degree of relevance of the desir result — the more important the result. so employees seek responsibility and realize themselves by achieving goals they are dicat to.