Motivation Theory Essay
Maurice Flowers Jr.
MGMT 317
August 21, 2012

Person A is the most likely answer. Having filled managerial positions in the Navy, I have had the opportunity to experience and use many types of motivational techniques. Satisfying employee needs seem to be the easiest and least resistance path to motivating employees.
Unhappy employees are definitely not good for business. They tend to deliver poor service and poor results, and are unlikely to feel committed to company objectives or motivated to go the extra mile. They also create missed opportunities, which can undermine the success of your organization. Companies have several options that can result in increasing employee satisfaction.

Every business, large or small, has a great deal to gain from investing in employee satisfaction. When you make employees feel happier with their work, the odds of an employee badmouthing your policies-or worse, your products-to customers, potential buyers, vendors, or competitors will be reduced. Even more important, a satisfied staff will be much more motivated to put in the extra effort required to make the company more productive and profitable. Happy employees become loyal employees, which can dramatically reduce attrition rates and lower the associated hiring and training costs.

While you can invest in a wide variety of formal and often expensive initiatives to boost job satisfaction, the most powerful tool is one that costs nothing at all-good management. Encourage the management team to view every employee as a valuable individual worthy of respect for his or her time, talent, and opinions. Strive to understand each individual's unique needs and motivational triggers.

Is management supposed to cater to each employee's every whim? Not exactly, but there are some broad motivational practices that