I have an assignment. The details are below:

QUESTION ONE [40]
Read the following article and answer the questions that follow
Money Isn’t Enough: 6 Incentives to Motivate Your Employees
Time off and a hefty paycheck might sound like the way to employees’ hearts. While workers 
won’t turn down these benefits, other tactics and programs can also motivate and 
compensate your team.
In addition to competitive salaries, today’s employees want job stability, respect, meaningful 
work and a positive work-life balance. While there are no surefire ways to guarantee a 
motivated, engaged workforce, you can implement strategies to reduce employee 
turnover and keep effective teams intact even if you can’t elevate employee salary ranges.
We’ll examine non-monetary factors that motivate employees and share six employee 
engagement strategies to boost morale and decrease turnover without pay raises.
Money is important, but it’s not everything
Make no mistake: Employees want competitive compensation for their work. In fact, money 
is the top reason employees quit. According to a 2022 Pew Research Center survey, 63 
percent of respondents cited low pay as a significant or contributing reason for quitting their 
job.
However, money isn’t everything for today’s workers. According to Prudential’s 2022 Pulse of 
the American Worker survey, out of 2,000 full-time workers polled, 56 percent said they 
prioritized job stability over salary. Additionally, half of all respondents wanted to work for one 
company until they retired — a 20 percent increase from Prudential’s 2019 poll.
Today’s workers want top-tier benefits and a positive work-life balance. In fact, the Prudential 
survey revealed that 32 percent of employees who switched jobs took a pay cut in pursuit of 
an improved work-life balance. Additionally, 20 percent of respondents said they’d take a 10 
percent salary reduction if it meant working better hours or working for themselves.
6 factors that motivate employees
The cost of hiring new employees can be exorbitant, so keeping your talented teams intact is 
vital. Along with offering a competitive salary, consider implementing the following employee 
engagement ideas and strategies for improving employee morale, motivation and overall 
happiness.
1. Implement flexible work policies.
While small business owners can’t always compete with the salaries large corporations offer, 
implementing flexible work policies can attract top talent. They’re a low-cost way to make 
your compensation package stand out and show employees you respect their needs and 
priorities.
Flexible work policies are extremely varied and customizable. The most obvious example is 
remote or hybrid arrangements where employees can work in the most comfortable 
environment for them. Remote and hybrid work arrangements help employees avoid 
commuting, manage child care needs, balance personal obligations and much more. 
Additionally, you can offer a four-day workweek, flexible start and end times, and other 
options.
Employees value flexible workplace options because they reduce stress and help prevent 
burnout. Consider offering work flexibility to motivate, reward and engage your team.
2. Hold company social events.
Show your employees you appreciate them by throwing events that boost camaraderie and 
teamwork. For example, buy lunch for your employees, and give them a chance to enjoy a 
stress-free meal and socialize with co-workers. Holidays and birthdays could prompt bigger 
celebrations.
Aside from in-office gatherings, consider organizing off-site team-building events. Take your 
employees to a restaurant, go bowling or organize a happy hour. Adding fun events to the 
workweek can help employees feel refreshed and refocused when they return to work.
3. Encourage trusted relationships.
True leaders focus on employee relationships. Communicating with employees respectfully 
and clearly fosters an environment of trust. A trusted team feels empowered to make 
decisions and act in the company’s best interest.
Leaders who set an example for their workers create an environment where team members 
feel comfortable and grow. According to a survey by the Institute for the Study of Business in 
Global Society and the Edelman Trust Institute, people who felt trusted at work reported the 
following:
• 74 percent less stress
• 106 percent more energy at work
• 50 percent higher productivity
• 13 percent fewer sick days
• 76 percent more engagement
• 29 percent more satisfaction with their lives
• 40 percent less burnout
To encourage trust and open communication, follow these best practices:
• Be present when interacting with employees. Your team wants to know you’re 
present and engaged. Ensure you genuinely listen to them, their concerns and their 
needs. Put your phone away, make eye contact and give your employees your full 
attention. You’ll convey that they’re worthy of your time and respect.
• Be transparent with your team. Communication is the key to employee 
engagement. Encourage open communication by being transparent. Keep your team 
in the loop about your company’s progress and results. They’ll respect and 
appreciate your transparency, trust you, and be open with you. Transparency keeps 
everyone on the same page about individual and company goals.
• Keep your word. While communication is essential, staying true to your promises is 
necessary to gain employees’ trust. Keeping your word shows your team you care 
about their interests. Hold up your side of the bargain to show employees you 
prioritize treating them fairly and respectfully.
4. Help employees find meaning and purpose.
To genuinely motivate employees, give them meaningful work, not repetitive tasks. 
Employees don’t want to feel replaceable, so give them purposeful assignments that 
showcase their skills and talents.
Consider encouraging professional development by providing online classes to bolster your 
employees’ career skills and personal interests. When you see your employee relationships 
as mutually beneficial investments, everyone wins.
5. Create challenging work.
In addition to being meaningful, work should be challenging. Employees won’t grow if they 
aren’t given a chance to tackle challenging tasks. Spending time on nuanced, stimulating 
assignments will help them feel valued and improve their self-esteem. Be there to support 
them amid mistakes and hiccups and get them back on track.
Challenging work benefits everyone. Employees get an opportunity to grow, solve problems 
and feel empowered. Leaders get a chance to tackle more significant issues while guiding 
their team’s career growth.
6. Give employees authority.
Micromanaging employees usually backfires. Instead, empower them to make decisions to 
help them feel in control of their position and breed confidence and professional growth.
Nurture a safe and secure environment to foster a team that’s open-minded and willing to 
take risks. Your employees will look beyond their job descriptions and become more invested 
in the organization as a whole.
Gradually empower employees with more authority. Introduce them to other aspects of the 
business, and allow them to make more decisions. Assess their leadership potential, and 
use their talents and skills to improve the organization. When leaders provide a trusted team 
with the proper resources and support, they create a nurturing environment that promotes 
continual growth.
Employee motivation is a win-win
Keeping your employees happy, motivated and challenged is an investment that benefits the 
entire organization. Your employees will enjoy their work more as they fuel their professional 
growth, and business owners and managers will gain incentivized, loyal employees who are 
more productive and less likely to quit. 
While you may not be able to compete with the salaries larger corporations offer, you can 
still invest in your employees and provide a workplace that fulfils their needs and fuels your 
company’s growth.

Questions:
1.1. Critically discuss ONE motivational theory that supports the following statement: “In 
addition to competitive salaries, today’s employees want job stability, respect, 
meaningful work and a positive work-life balance.” (15)
1.2. In line with the above article, evaluate the role of effective communication as well as 
effective leadership in the workplace. (25)

Recommended reading includes books such as 'Human Resource Management' and 'Human Resource Management: Global and Southern African Perspectives'.
Prescribed reading includes 'Introduction to Work Psychology' and 'Organisational Behaviour Global and Southern African Perspectives'.

Below is the structure to get this done.

QUESTION ONE
1.1 [750 words]
- Introduction to Motivational Theories [100 words]
- Discussion on Herzberg’s Two-Factor Theory (Hygiene and Motivational Factors), elucidating how job stability, respect, meaningful work, and work-life balance fall into the category of motivators beyond salary. Refer to excerpts discussing Herzberg's theory. [500 words]
- Link the theoretical discussion with practical examples from the organization's perspective. Refer to the excerpt discussing Quality of Work Life (QWL) which cites factors such as work-life balance, job security, and opportunities for growth. [150 words]
Suggested references: The excerpts discussing Herzberg’s Two Factor Theory and Quality of Work Life (QWL).

1.2 [1750 words]
- Introduction to Effective Communication and Leadership [150 words]
- Examine how trust and transparency, as elements of effective communication, impact employee motivation and satisfaction. Refer to the excerpts discussing attitudes, values, and Schwartz's theory of basic values, which highlight the importance of independent thought, action, and equal treatment. [600 words]
- Discuss the role of leadership in fostering an environment conducive to open communication and trust, linking back to Herzberg’s theory, particularly the need for employees to feel respected and treated fairly. Use examples from the excerpt discussing job design techniques such as job rotation, enrichment, and enlargement which require good leadership to implement. [600 words]
- Evaluate the influence of effective leadership on employees’ perception of their work as meaningful and challenging, referring to the excerpts on personality, motivation, and job design. Connect this to the leadership strategies listed in the article. [400 words]
Suggested references: The excerpts discussing Herzberg’s Two Factor Theory, attitudes and values, basic values by Schwartz,  personality, motivation, and job design techniques.


Now, as comprehensively detailed as possible, generate the introduction to motivational Theories section to the highest level of precision and accuracy. Ensure to use appropriate in-text citation (using the format: Author, year, page number) throughout.