it. Employees that are recognized understand that the organization is aware and appreciative of their effort, a factor that makes expending extra effort seem worthwhile.
Managers understand how to motivate employees monetarily; it is the intangible rewards that are harder to master. For this, a great number of motivation theories promise to light the way. The problem many managers have is determining which to choose, andùif more than one is considered to be indispensableùhow to create an approach that successfully combines them.
Some of the more well-known motivation theories include MaslowÆs Theory of Motivation and Human Needs, HerzbergÆs Two Factor Theory, the equity theory, and the expectancy theory (Cemper, 2004). MaslowÆs hierarchy of needs postulated that before an individual could be interested in higher-level needs, such as relationships, self-esteem, and self-actualization, he had to satisfy his lower-level basic needs, such as physiological and safety ne
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