Motivation Over the Last Several

Motivation Over the last several years, the issue of employee motivation has been continually brought to the forefront. Part of the reason for this is because of the increased amounts of benefits that employees are requiring, in order to remain at a particular company. As an aging workforce is causing, employers to meet the demands of employees or they will be forced to lose market share to their competition.

A good example of this can be found with Google, where the company offers benefits that are above and beyond traditional employers. Where, they allow employees flexibility and choices, as to what kind of benefits makes sense for them (as far as compensation is concerned).

This includes various benefits such as: comprehensive medical / dental / life insurance, free child care, tuition reimbursement, a shuttle service, an onsite doctor, dry cleaning services, a cafeteria, financial planning classes, a gym and flexibility in what projects the employee can work on (just to name a few). ("Benefits," 2010) This is significant, because it shows how Google will offer these benefits, as a way to be able to retain talented employees; so that the company can be able to maintain their competitive position in the future.

As a result, all managers must be able to understand how to motive their employees, in order for a business to maximize profits and remain competitive. To achieve this objective requires: examining Maslow's hierarchy of needs and incentives offered to employees (to keep them motivated). Together, these different elements will provide the greatest insights, as to how executives can effectively motivate their employees. Maslow's Hierarchy of Needs Maslow's hierarchy of needs discusses the basic levels of employee motivation. Where, an employee will be focused on having their basic needs addressed.

Once this is no longer an area of concern, the employees have no motivation to go the extra mile. At which point, managers must be able to offer other incentives, to address the future needs of the employee. Several different levels that were identified include: physiological, safety, social, esteem and self-actualization needs. Physiological needs are the basic needs that someone requires to maintain life such as: food, water and sleep.

Safety needs are those issues that someone must have for a sense of security / peace of mind to include: a safe place to live, health insurance, job security and financial resources. Social needs are when a person to wants to feel important / cared for this includes: the need for belonging, having friends and feeling / receiving love. Esteem is when the person will feel a sense of pride / accomplishment to include: attention, recognition, self-respect and reputation. Self-actualization is when all of the basic needs have been satisfied.

In this case, this issue will more than likely continue with the individual, as it will involve them asking themselves internal questions and constantly seeking out the answers. Some the most common challenges that will be wrestled with at this level of the theory includes: meaning, truth, wisdom and justice. ("Maslow's Hierarchy of Needs," 2010) This is significant, because the pyramid that was established highlights how an organization can address all of the different needs of an individual.

At which point, managers must be able to challenge them on an intellectual level. In many ways, one could argue that the most successful organizations will address these basic needs and will then find a way to continually challenge their employees (at the levels of self-actualization). Incentives Offered to Employees to keep them Motivated There are a number of different ways that executives can motivate employees the most obvious is: addressing the basic needs of everyone.

Where, employers have to offer benefits that will go above and beyond their competition to include: having generous health insurance, increasing flexibility in how employees plan their schedules, the ability for the staff to prepare for retirement and those little extras that can improve the work environment (such as: health club benefits, employees discounts, company parties along with child care). These different elements are important, because they will address the basic needs of employees.

Yet when look a little further, it is clear that employers must be able, to address the sense of complacency that employees will feel (once their needs are being met). In aspect, you must challenge and motivate employees on an intellectual level. Where, you will challenge the status quo and will push them to go above their normal roles, out of sense of being a part of something bigger than themselves.

To achieve this objective requires: encouraging creativity / innovation, always expecting the best from everyone, motivating employees to follow your ideas and encouraging accountability. (Bruce, 2006) This is significant, because it shows how managers must be prepared to challenge employees on intellectual levels, once their basic needs have been met. Otherwise, they will face the possibility of seeing their organization lose market share to competitors. The basic management theory that is being utilized is Total Quality Management.

This is when you are giving employees an added incentive, to improve the way the businesses will.