Abstract
This paper analyzes four theories for motivation that deserve considerable focus, including the Hierarchy Theory by A. Maslow, the Acquired Needs Theory by D. McClelland, the Two-Factor Theory by F. Hertzberg, and the ERG Theory by C. Alderfer. The paper uses an example of a fictitious company, XYZ, in order to discuss which of the types of theories listed above would be most effective in motivating each of the three employee groups of XYZ company, salespeople, production workers, and the administrative staff.

From the Paper
"As we move into the twenty-first century, companies will need to draw on the full creative energy and talent of their people. But what tools can company directors use to best mine these resources from its employees? Organizations today are in a constant battle with their competition for talented employees. This makes issues such as how to motivate and retain staff very important. As research and corporate experience has found, financial rewards, such as large salaries, are not always a successful method of bringing about the prolonged motivation of employees. Companies need to become more creative if they want to retain their staff and keep them motivated."

Tags:compensation, employee, rewards

Abstract
In this article, the writer discusses Alderfer's Existence, Relatedness, and Growth (ERG) Model. The writer explains why it is relevant to today's business world and how it would work there.

From the Paper
"Alderfer's Existence Relatedness and Growth Model provides a good explanation of how people satisfy their needs for existence relatedness and growth. Alderfer's contention that existence needs are satisfied by material things such as food clothing and shelter which in turn are provided by pay fringe benefits and physical working conditions is a valid one. He discusses existence needs first much like Abraham Maslow's Hierarchy of Needs considers physiological needs before any others."

Tags:Alderfer, ERG Model, existence, relatedness, growth, needs, Maslow

Abstract
The paper discusses various motivational theories that attempt to explain what factors motivate one to excel when given appropriate tasks. The paper provides a comparison of classical and modern motivational theories that include Maslow's hierarchy theory, Hertzberg's two-factor theory, Alderfer's ERG theory and McClelland's acquired needs theory. The paper then applies these theories to the field of education and explains why McClelland's acquired needs theory is most applicable to this field while Argyris' theories are also relevant.

From the Paper
"Maslow's theory focuses on fulfilling needs in this order: physiological, safety or security, self-esteem and actualization, the highest level or state of psychological independence (Geen, 1995). Herzberg takes a more simplistic approach, suggesting that motivating factors such as recognition or responsibility in the workplace ultimately lead to greater psychological satisfaction, whereas secondary factors he labels "hygiene factors" lead to dissatisfaction or a lack of motivation if not readily available, including job security for example or adequate perceived bonuses or compensation. Herzberg's motivational theory is much simpler and thus more easily adopted than Maslow's theory of hierarchical needs (Geen, 1995)."

Tags:Maslow, Hertzberg, McClelland, Argyris, Alderfer

Abstract
This paper begins with a general overview on human motivation. It continues to discuss Maslow and Alderfer's specific theories on the topic. It then explores how motivation correlates in the political and marketing arenas. The paper also expands on the causes of motivational problems and how to motivate the individual in the future. Lastly, the author offers a conclusive summary.

Table of Contents:
Introduction
Models and Theories of Human Motivation
Politics and Marketing
Nature and Causes of Motivational Problems
Summary
Works Cited

From the Paper
"This can be applied to the issue of marketing in that individuals who work in this field and have their basic needs met would be more interested in learning new techniques and new ways to grow their businesses, as well as taking other training that will teach them about technologies and other issues that are up-and-coming. They will be in a growth stage because their needs for existence (i.e. money, job security) and their needs for relatedness (i.e. relationships with their peers and others) will already have been met."

Tags:politics, marketing, Maslow, Alderfer, psychology

Abstract
This paper explains that the significant differences between the national cultures of Western and Asian countries, which carry over into their business cultures, create problems in today's globalization environment. The paper then considers whether Western management theory can be applied in Asia and specifically examines the Western management theories of Geert Hofstede, Abraham Maslow, Clayton Alderfer and David McClelland. The paper concludes that corporate culture is often ethnocentric reflecting the culture of the home company; however, it would be beneficial if organizations could become more polycentric. This approach would make it easier to adapt to different cultures, especially in terms of foreign operations.

From the Paper
"There are different types of motivations that can be used in the workplace. One of those is the needs-based theory of motivation cultivated by Abraham Maslow. Maslow's hierarchy of needs divided needs into a pyramid with five steps; at the bottom of the pyramid working its way up are five different needs: physiological, safety, belongingness, esteem, and self-actualization at the top. His idea was that as a person satisfies a lower level need, the next need in the hierarchy becomes the primary motivator."

Tags:behaviors, hybridize, pluralism, japan, malaysia

Abstract
The paper defines motivation and examines theories related to pay and motivation. The paper then focuses on the benfits and drawbacks of incentive plans, such as merit pay, gainsharing and profit sharing, but then examines programs that seek to increase employee motivation without providing monetary rewards, such as management by objectives, recognition programs and quality circles. The paper discusses the implications the link between pay and motivation has for management professionals and concludes that pay appears to be a motivator in short-term situations, but is ineffective as a long-term solution to reducing costs and increasing productivity.

Outline:
Introduction
Motivation
Theories Related to Pay and Motivation
Research Conclusions
Incentive Plans
Management Implications
Conclusions

From the Paper
"Understanding employee motivation is an important concept for managers and supervisors to understand. One of the most prevalent management debates is whether or not monetary compensation acts as a motivator for employees to achieve higher performance standards. Because increases in monetary compensation can significantly strain an organization's financial resources, determining whether or not this is an effective practice is also a priority for organizations worldwide.
"Fortunately, a large volume of research has been conducted to investigate the effect of this practice on employee motivation. By carefully examining this research, management practitioners and human resources professionals can design a compensation strategy that is cost-effective and motivates employees to achieve higher performance standards."

Tags:Maslow, Alderfer, Theory, X, Theory, Y, Herzberg, equity, theory, incentive, plans, rewards