Motivation in the Workplace
All companies seek to motivate their employees for a very simple reason; a motivated employee is a high producer. In today's workplace, many complex and sophisticated plans have been put in place towards this end; some companies offer a variety of incentives to meet the different needs and expectations of the different personalities employed there. Motivation is an individual thing; in other words, the same things do not motivate all people. However, according to motivation theories, there are some constant factors relative to motivation. Abraham Maslow outlines a pyramid-shape theory that is the basis for most motivation theories that followed. The human resource department and the managers at Millennium Beauty Supply Company (a fictional company) are attending training to learn about the premises and theories presented on the following pages. They will then design and implement an action plan to increase the motivational factors in their own organization. Some of their action steps are discussed. The lowest level of Maslow's pyramid of needs relates to every human's survival needs or by physiological needs, which include hunger, thirst and shelter are at this level (Robbins, 2001). This c
Employees who fear the company is going to lay off will not find any incentive motivating to them, if they think they may be among those laid off. In support of this concept, Millennium has a salesperson of the month award, which is formally presented to the employee in front of his/her co-workers. The cross-functional team concept was introduced at Millennium. Employees who barely earn enough to support their families and pay the rent are not motivated by a gym on the premises or by a good retirement plan. They have also subscribed to a more comprehensive medical plan for employees. McGregor's Theory X and Y was based on Maslow's needs satisfaction model. The next level in Maslow's hierarchy is safety and security. According to Maslow, safety needs include security and protection from physical and emotional harm (Robbins, 2001). They believe that employees will not only accept responsibility, they will seek it. Esteem needs include internal factors such as self-respect, autonomy, and achievement; and external factors such as status, recognition, and attention (Robbins, 2001). This concept allows people with various areas of expertise to pool resources and work as a team. To assure this, Millennium has begun making quarterly and annual fiscal reports available to their employees. Organizational Behavior [University of Phoenix Custom Edition]. The next level in Maslow's hierarchy of needs relates to esteem.
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