Why Motivation?

Competitors can easily copy your products, services, technologies, and strategies. However, it is difficult to copy your human resources management practices. This means employees are your greatest strengths and you must constantly motivate them to get best results. When employees are dissatisfied, they tend to be less productive on the one hand and on the other hand, they are likely to leave the organization. When this happens, it not only increases your recruitment cost but also affects your daily operations, because new employees require time to know about the work. As Robert Owen proposed, we need to take care of employees as we do for machines, because both of them perform efficiently when we properly care and maintain them.

Motivation is the internal driving force within an individual to achieve a goal. We motivate our salespeople by giving them additional commission if they exceed the set targets. We gradually increase their service areas based on their performance, which is compensated by increase in salary and incentives. We also promote them to managerial positions upon completion of fixed working years. Besides this, each employee receives a birthday card and a gift on his/her birthday. We focus on Maslow’s “Need Hierarchy Theroy” to understand the hierarchy of the needs of employees and focus on satisfying those needs by monetary and non-monetary rewards. In addition to Maslow’s theory, we consider McGregor’s “Theory X and Theory Y” because employees generally attempt to avoid work. My organization also follows Jeremy Bentham’s “The Carrot and the Stick Approach”.

To summarize, motivation is all about making your employees happy so that they love their work.

Shah, K & Shah, P. (n.d.) Motivation. Retrieved July 10, 2007, from http://www.laynetworks.com/Motivation.html.