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With more than 4, 000 of its 27, 000 employees already millionaires, Microsoft faces the challenge of figuring out how to motivating its employees though means other than pay raises. While this problem is not unique to Microsoft, the circumstances under which this problem evolved however, are. As a company that must caters to the needs of the 'professional' worker, Microsoft's motivational strategy should center around recognition of individual employee achievements, the work itself, responsibility, growth, and other characteristics that people find intrinsically rewarding. By simple virtue of its position as a high-tech company - where highly trained, highly skilled 'professional' workers account for the vast majority of its employees - under normal circumstances money factors would play only limited role in actually motivating employees.
As a company composed of 'paper millionaires, ' Microsoft is in a unique position - while many Microsoft employees may be labeled 'professional' employees, the company's financial position will play a special interest to many of its employees. As Microsoft stock-holders, the average Microsoft millionaire (the so called paper millionaire') has a vested interest in helping the company succeed and advance its financial position. This is true because the stockholder will directly correlate the amount of money they earn with the perceived worth to the organization. Driven by the idea that their financial success or failures are directly related to the performance (as well as public image) of the company, these employees will work with great vigor to maintain the success of their company. Until their financial position no longer depends on the company's stock performance - that is, until theses employees sell their stock and secure their fortunes - the Microsoft millionaires will likely view themselves as masters of their own destiny.
Hard work, they are likely to reason, will translate into better company performance which in turn, will translate into steady (if not increasing) stock performance. Clearly, money plays an important role in motivating job performance. But as mentioned earlier, money has its limitations as a motivator, especially in the world of the 'professional' worker. In the work of management theorist Frederick Herzberg, a fair salary is considered a "hygiene" factor - something people need as an incentive to do the jobs they are hired to do.
Hygiene factors include adequate workspace, light and heat, and the necessary tools such as a computer or telephone. Without any of these items, employees will be demotivated and unable to do their jobs. Having all of these items, however, will enable employees to do their jobs but will do nothing to help them do the best job possible. Getting people to do their best work is more a function of what Herzberg call "motivators. " These include praise and recognition, challenging work, and growth and development opportunities. As 'professional' workers Microsoft's employees have, for the most part, meet their hygienic needs. Microsoft employees are largely skilled workers who derive satisfaction from their work itself.
Such workers possess a strong sense of commitment to not only their field of expertise but also to their employer as well. As such, Microsoft's employees will want to identify with the success of their profession and their organization. Since professionals often enjoy the challenge of problem solving, some of the rewards of their job will likely come from the work itself. This implies that managers should provide professionals with new assignments and challenging projects. Managers should give the professional autonomy to follow their interests and allow them to structure their work in ways they find productive. Professionals should be rewarded with recognition and educational opportunities that allow them to keep current in their fields.
Recognition boosts employees' esteem and performance. Recognition, on the other hand, is what you do above and beyond what people are paid to get the best effort from employees. Compensation is a right, but recognition, however, is a gift which validates the importance of their work.
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Research essay sample on Microsoft Employees Financial Position
