Introduction
This paper examines employee’s motivation and rewards on the job. The paper will review Maslow’s Need Hierarchy Theory. The paper will link McClelland’s Theory of Learned Needs to Maslow’s Needs Hierarchy Theory. The paper concludes with job design a key motivational tool and recommendations.

Needs Analysis

Needs Theories
Theories of motivation and rewards play a significant role in organizational behavior. Business leader are focused on employee engagement since it determines employee performance. The first thing is to figure out what foster motivational “forces” in an employee. McShane and Von Glinow (2012) states drive is the primary need to boost individual and to correct shortcoming while maintaining an inner sense of balance. Needs is secondary to drives and his goal-directed that forces knowledge.
Maslow’s Need Hierarchy Theory has five levels of hierarchy needs, bottom of the hierarchy is physiological, safety, belongingness, esteem and self-actualization top of the hierarchy. Maslow states when the lower level need must be satisfied before the next higher need would motivate employees and become primary (McShane & Von Glinow, 2012). McClelland’s Theory examines three levels of needs. People with achievement need wants to set and achieve challenging goals on their own. While people with affiliation need wants to like and/or wants to belong to a group, dislike confrontation and approval seekers. Finally, people with need for power are controlling, competitive and loves to win arguments.
My current employer conducts monthly meetings with the employees in the distribution center. One specific female employee has been employed with the company for over twenty years. She is very vocal and every time there is a meeting, she asked if there would be food, length of the meeting and if it would affect her break time. According to