Diversity, Motivation, and Incentives

Jenna Doucet (2010).

Diversity, Motivation, and Incentives

When it comes to creating a healthy organizational environment, there is some overlap between what employees and employers value most. Employee motivation and cultural diversity are both key factors to promoting effective organizational performance. Furthermore, employees and employers can benefit from rewards beyond traditional monetary incentives.

Employee motivation and cultural diversity can work hand-in-hand. Diversity is an integral part of organizational culture. Tse (2005) argues, “individual employee output often depends on numerous tasks performed by a number of co-workers” (n.p). Inviting employees from diverse backgrounds, with individual talents and experiences, to work together creates a flexible and innovative environment, which enhances productivity (Greenberg, 2004). Motivation begins by giving employees meaningful jobs and meaningful lives. “Organizational culture itself is a silent, yet extremely powerful incentive” (Tse, 2005, n.p). Creating a meaningful job and organizational culture should begin with diversity in the workplace and an emphasis on team spirit. Workplace incentives are important in enhancing employee motivation. However, it is important for organizations to consider non-monetary incentives, especially to reduce stress. Tse (2005) reminds organizations that in Maslow’s hierarchy of needs, financial security is near the bottom and she encourages employers to focus at the top of the pyramid. According to Maslow, once an individual’s basic needs are met, he or she is more interested in self- actualization (McShane, 2006). Flexible work schedules that give employees more time to develop social relationships, advancement opportunities, and job customization are all incentives that allow individuals to further their self-development, enhance job satisfaction and relieve stress.

Cultural diversity strengthens organizational culture and creates meaningful workplace environments, which enhance an employee’s motivation. Furthermore, non-monetary incentives not only reward employees by increasing their job satisfaction and relieving their stress, but it also rewards employers by giving them productive employees.



References

Greenberg, J. (2004). Diversity in the workplace: benefits, challenges and solutions.

Business Management. Retrieved February 17, 2010 from:
http://ezinearticles.com/?Diversity-in-the-Workplace:-Benefits,-Challenges-and-
Solutions&id=11053

McShane, S. (2006). Canadian organizational behavior (6th ed.). Canada: McGraw-Hill
Ryerson.

Tse, J. (July, 2005). Feature- better than cash. Human resources online. Retrieved
February 17, 2010 from: http://www.humanresourcesonline.net/news/4271