Case Application One
Minerva Guzman, Kirsi-Marja Hayes, Tam Perkins, Shekinah Reubel
HCS/514
November 17, 2014
Steve Kovak

Case Application One
Introduction
Employee Motivation
Motivating employees is not an easy job. Motivation is the level of desire you have to do something or the reasons why a person does something. A highly motivated person can learn just about anything with effort and hard work. Mostly established in the United States motivational theories are favored by way of North America. In other cultures theories equity, Maslow’s need hierarchy, and achievement need don’t work well. However, the want for stimulating work appears significant to all employees and Herzberg’s motivator essential factors may be widespread. Coming into an organization employees have different skills, needs, abilities, personalities, talents and interests. They have different views of what they think their employer has a right to expect of them and different expectations of their employers and differ widely in what they want from their jobs.
Keeping Staff Motivated
Google’s biggest challenge in keeping employees motivated is purpose and money. Once you take away the all you can eat, the on-site laundry, the biweekly massage, and the swimming pool and spa what is an employee left with. The perks are nice, but employees need purpose everyone doesn’t work for perks. With flexibility managers can make the most of motivation amongst today’s employees. What may work for one employee may not work for another employee. A different group of rewards is needed to motivate employees with such different needs. To help keep the employees a manager must identify employee differences, match employees to jobs, use specific goals and feedback, make sure that goals are observed as achievable, individualize rewards and link the rewards to job performance. Employees should perceive that rewards