Employee Motivation

Motivation is the answer to the question "Why we do what we do?" The motivation theories try to figure out what the "M" is in the equation: "M motivates P" (Motivator motivates the Person). It is one of the most vital duties of a manager to motivate his or her workforce. I strongly believe that motivating people by satisfying their needs is more favorable than motivating through tactics and manipulation through the classic carrot and stick approach. Zan, (2013) Because, when employee's needs have been met they will be more motivated to achieve the company goals.

First is providing basic needs to the employees. We can provide the employees adequate time to take work and lunch breaks during the day. We can also make sure they have a safe work area and proper lighting. Even though, the employees are compensated fairly, we could afford them more incentives through providing flexible programs. Flexible programs allow employees to select the program that best fits their needs. This can include health insurance and life insurance. These savings would help the employee's wages go further which will allow them to acquire the essential needs of living. It will also encourage them to be loyal to the company.

Employees' cannot concentrate on their duties if their safety and security is an issue. I can make sure that the company has strict safety guidelines and provide each employee a copy because each employee is responsible to look for safety problems. Employees' can secure job security by using a seniority method. Using this method will help provide the employee's a sense of job security.

Allow employees the opportunity to work on a team and participate in group activities. Strong team relationship encourages employee motivation and has a sense of belonging. We could have monthly "huddles" to recognize and reward employees for doing an excellent job and meeting the business goals. It will also open up the lines of communication by allowing employees to make suggestions. They also need the sense that they have the opportunity to advance in positions and pay. Recognizing employees and giving them a voice will show that the company appreciates them as a valuable employee and give them a sense that they are not working in a "dead end" job. Giving more responsibility and control over their job duties will allow them to grow and achieve their full potential and would create a sense of self-actualization. Employees need to believe that their workplace is helping others and when this is accomplished a more joyful workplace is achieved.

Thus, Herzberg's and McGregor's theories lead more towards motivating employees through the job itself. Unlike Maslow who's theory is focused on understanding the human motivation in the general sense. If I would use the Herzberg or McGregor's theory to motivate the employee's it would