Abstract
Nowadays, salary and non-financial incentives constitute part of the methods that companies and managers use to motivate people. Through the study of different theories of motivation and needs, we explain the most important catalysts of motivational behavior. There are no doubts that all employees have different needs to satisfy in order to be motivated at work. His satisfaction being a source of motivation, it is important to answer his needs and recognize what he gives to his company in terms of time and performance.
That is why financial and non-financial incentives are key points to motivate employees in their daily work. Besides, salary is definitely something important for people because it determines a dedicated standard of living as well as a contribution in exchange of efforts made by employees. However, above all, people are looking for more and more pleasant working conditions and social relationships with their supervisors and collaborators. As a result, managers must define motivators through other methods such as an appropriate management style, internal communication, participative decision-making process, etc.
If motivation is quite personal, it rests with managers to inspire and maintain motivation amongst employees. There are no doubts that motivational strategies were more dedicated to high potential people, but today, we have understood that all hierarchical levels of companies are accounted for even if top managers are still the privileged ones.
That is why employees are not afraid to get various professional experiences or training in order to get a fair remuneration compared to what they bring to their companies. But money is definitely not the only factor that motivates people to work efficiently. Thus, this paper aims at implementing several motivational strategies that can be used to motivate employees at work such as financial and non-financial incentives.
