Employee motivation
Despite their sizes and industries, companies focus on establishing a positive and strong association with their employees. The organizations focus on meeting the various employees’ competing demands, which are driven by various motivators. For instance, some workers are motivated by awards, while other employees focus on security and company achievement. This indicates that it is important for companies and HR managers to understand what motivates the workers to optimize their corporate performance. Various elements motivate workers in pursuit of company performance. According to motives and need theory, employees to have five levels of needs, including safety, physiological, social, self-actualization, and ego (Singh and Behera 2016, p. 48). equity and justice theory explains that workers strive for equity between themselves and their colleagues (Al-Zawahreh and Al-Madi 2012, p. 161).
Today, employee motivation focuses on revolutionizing and bringing together traditional motivation approaches to a comprehensive approach, which will encompass traditional management perspectives, organization behavior human resources with new perspectives in biology, neuroscience, and psychology. Most companies employ cross-disciplinary perspectives to consider human nature as the foundation of the motivation of employees. Companies have learned that employees’ human nature has four motivation drives. These drives include the drive to bond, acquire, defend, and comprehend. Various company levers satisfy these employee drives. For example, reward systems are used to satisfy the drive to acquire. Job design satisfies the drive to comprehend. Corporate culture satisfies the drive to bond, and resource allocation and performance management processes satisfy the drive to defend. Companies which utilize these various company levers in fulfilling employee motivation and drives optimize company performance.