Employee Motivation

  Coco-Cola The Coca-Cola Company is the world's largest beverage company, with over 500 brands available to consumers in over 200 countries. More than 700,000 people work for the company around the world. Its compensation system includes a yearly merit evaluation, competitive salaries and wages, and employee equity plans at quantified grade levels. The company uses a "red tag" scheme for its employees that recognizes excellent job execution with redeemable points for merchandise or travel awards. The company offers education benefits that incorporate tuition reimbursement to its employees as well as a renewable student scholarship fund. (The Coca-Cola Company, 2020) Source:  The Coca-Cola Company, 2020 ·        Performance-based evaluation The company makes a great effort to hire the best personnel available. Coca-Cola's human resources department not only provides training to employees , but also assesses their performance before and after th...

This was developed by Douglas McGregor in the 1960s. The X and Y theory explains how a manager's beliefs about what motivates their subordinates can affect their management style. McGregor assumed in his book "The Human Side of Enterprise" that all managers make certain assumptions about human motivation, even if they might not be aware of them. (Sahin, et al., (2014) Figure 1: Source: Compiled by Authors from Fundamentals of Management, Otokiti (2006) Theory X  Theory X managers assume that their subordinates are lazy, will avoid responsibility, and merely get by. According to theory X, it is assumed that the workers should be controlled and threatened with punishment. (Allio, 2009). According to McGregor's theory X, it is the responsibility of management to organize, guide, regulate, and modify employee behavior, lest they become passive or even resistive to work (Gannon & Boguszak, 2013). Gannon & Boguszak, (2013) further explain that as a result of these ...

Vroom's Expectancy Theory was developed by Victor H. Vroom in 1964. "This theory Vroom explains that the motivated behavior as goal-oriented. He argues that people tend to act in a hedonistic way" (Suciu et al. n.d). The Expectancy Theory looks at motivation in a more comprehensive and realistic approach than some of the other theories. According to Parijat & Bagga (2014), The Expectancy Theory looks at motivation in a more comprehensive and realistic approach than some of the other theories. Also, they further say that this is a complex theory of motivation as it is based on the common sense psychology of employees, and they will be motivated to act when there is an expectancy that their actions can result in the achievement of desired outcomes. Figure 01: Joy (2018) Hanscom (2020) shows that Vroom's Expectancy Theory is based on the fact that, human motivation affects his Internal expectations in Three Elements which are illustrated in figure 01 by Joy (2018). ...

The Achievement Motivation Theory, also known as the Acquired Needs Theory or the Learned Needs Theory, was developed by David McClelland in the 1960s (Ondabu, 2014). According to Schermerhorn (2003), the achievement motivation theory explains that there are three major needs that employees, irrespective of their level, will acquire over their lifetime as a result of the experiences in their career or in their own personal lives. Furthermore, he says the managers should first understand the employees' needs and preferences in order to motivate them. According to McClelland’s theory, most of the needs fall into three general categories of needs, which are classified as needs for achievement, affiliation, or power. The McClelland’s needs theory provides a clear picture for the organization and the managers to know which types of jobs are suitable for the employees and which types of people can make the organizations grow (Acquah 2017).   Ø   Need for Achievement A person's ...

  Figure 3. Nickerson, C., (2021) The two-factor model of motivation was developed by Frederick Hertzberg, Mausner, and Snyderman in 1959 which was influenced by Maslow's hierarchy of needs (Jones, T. L., 2011). This is also called Herzberg's motivation-hygiene theory or dual-factor theory. (Nickerson, C., 2021). According to Herzberg, motivation and hygiene factors are the two most important factors that decide an employee’s attitude towards work and level of performance (Robbins, 2009). The motivation factors more directly lead to job satisfaction because of their need for self-growth and self-actualization, whereas the hygiene factors are related to the need to avoid unpleasantness (Robbins, S. P., Judge, T. A., (2013) Motivation factor According to Ruthankoon, R., & Ogunlana, S. O. (2003) The term ‘motivation’ comes from the Latin word mover or ‘to move’ which defines how to provide something to a person to drive him/her to do something. Herzberg et. al (1966) say...