Employee Motivation

Job satisfaction is critical for an employee in any organization. Some people are not aware how important job satisfaction is when performing the job.  ERG Theory of Motivation was introduced by Clayton Alderfer  (Alderfer, 1969). Value-added services could be classified into the three need categories of ERG (Alderfer, 1969). 1- The need for existence,  2- The need for relatedness, 3- The need for growth Maslow's basic needs were developed by Alderfer  into existence needs, relatedness needs, and growth needs (Alderfer, 1969). Alderfer proposed the ERG theory based on results of empirical studies to explain the relationship between satisfaction of needs and human desires. His theory was backed by further empirical study (Schneider and Alderfer, 1973). The three needs of Alderfer, existence needs, relatedness needs, and growth needs are explained further. From the Literature review, all these needs will influence the level of job satisfaction.  1- Existence needs (Cheng-Liang Yang,

In  the final article, I would like to share some practical methods that could be implemented in an organization to motivate employees. Motivation plays an important role in today’s work environment as motivated employees are more productive employees.  Manager’s duties in today’s corporate world are multi-faceted. Not only do managers need to be versed in finance, economics, and information systems, it is now essential for them to have a firm grasp on organizational behavior and psychology. They must know how their people think and what makes them do so. Some of the key methods to motivate employees are while increasing the company’s productivity and profitability are   (Anderson, 2000). 1- Giving  Fair Compensation and Benefits (Anderson, 2000). Compensation and benefit policies are the most significant aspect of any firm. However, rather than "best," you should base your policy on"suitability."   2- Opportunity for Promotion and Career Development (Anderson, 2000

McClelland proposed that an individual’s particular needs are obtained over time as a result of life experiences   (Baptista et al., 2021).   According to David McClelland's theory, an individual's performance is determined by two factors   (Baptista et al., 2021). Socially   acquired experiences and how these experiences should be addressed in order to understand   what demands the individual must meet in order to attain motivation.    This model is classified as a content theory of motivation because it focuses on needs (Baptista et al.,2021). The model considers thefollowing requirements:   1. Achievement (getting things done) 2. Power (having influence over others) 3. Affiliation (having good relationships)   Furthermore, McClelland's acquired need theory has the advantage of providing managers with a framework for dealing with various types of employees (Ferris, Beehr and Gilmore, 1978) .  People with a high need for achievement are suitable for sales positions becaus

In any organization, one of the most important aspects of management is to make work productive and to assist employees in achieving their goals. One of the manager's basic tasks is to communicate with and motivate workers  (Mooney, 1985). According to Herzberg, motivation factors are the six ``job content'' factors that include achievement, recognition, work itself, responsibility, advancement, and possibility of growth.    (Wren, 2000).   Herzberg’s Two- Factor theory is classified as (Aquino Jr, 2020).   1- Content theories  (Rhee, 2019) . - Attempt to understand the forces within a person that stimulate and stop activity by focusing mostly on individual needs. They answer the question, "What motivates people?"  2- Process theories (Shields, 2005) . - focus on the "why" and "how" of motivation, formally exploring the thought processes that lead to people choosing one activity over another in the workplace. They look at how a person's i

Abraham Maslow presented the Hierarchy of Needs, which is one of the most well-known and prominent workplace motivation theories  (Maslow, 1943).    According to the theory, humans are motivated to meet five essential needs that are ordered in a hierarchy, as the name suggests.   (Hoffman, 1988) .   The idea outlines five stages of need in a hierarchical order.  With the satisfaction of the previous demand, the urge for the next level arises.   (Maslow, 1943) .  The requirements are as follows: Physiological requirements, safety and security requirements, social requirements, self-worth and self-actualization requirements. There are exceptions to the idea, such as when the need does not follow the hierarchy due to the human being's unexpected attitude and behavior.  (Kenrick et al., 2010) .   Another implication was for organizations to implement support programs and focus groups to help employees deal with stress, especially during more challenging times and taking the time to und