series of levels, starting with physiological and safety needs, followed by social needs. Higher levels needs concern the self (self- esteem, self- fulfilment or self-actualization) and they can only be fulfilled once the lower needs are satisfied. According to Maslow, people are motivated by money, status and power only at lower and middle levels of the organization. However, Maslow's theory is not based on There are many ways to motivate employees. We will take a closer look at the possible motivational tools in this article and will discuss the possible outcomes and the effect it might have on the organizational performance.

To motivate someone, one has to find something in that person that will make that person want to do whatever the motivator asked for. Subsequently, the word motivation comes from the Latin word "movere". The movement of workers to act in a desired manner has always consumed the thoughts of managers. This is because an organization can only be successful if employees are motivated. Theories of motivation are therefore a good starting point when attempting to understand the behaviour of employees with the intention of learning how to stimulate their motivation. The objective of this essay is to draw some conclusions regarding the practical value of motivation theories to managers. In order to evaluate the importance of these theories, it is necessary to examine formal theories such as physiological theories, cognitive theories and behaviourist/social theories.

The physiological motivation theories are based on the assumption that humans have a set of natural needs and that these form the biological determinants of our behaviour. Physiological theorists such as Maslow, Hertzberg, McGregor and McClelland suggest that human beings are just reacting to their natural needs in such a way to satisfy them.

Maslow's hierarchy of needs theory is probably the most popular amongst theories of physiological motivation. It suggests that each human being has a series of innate needs. These are organized in a series of levels, starting with physiological and safety needs, followed by social needs. Higher levels needs concern the self (self- esteem, self- fulfilment or self-actualization) and they can only be fulfilled once the lower needs are satisfied. According to Maslow, people are motivated by money, status and power only at lower and middle levels of the organization. However, Maslow's theory is not based on s

in word "movere". The movement of workers to act in a desired manner has always consumed the thoughts of managers. This is because an organization can only be successful if employees are motivated. Theories of motivation are therefore a good starting point when attempting to understand the behaviour of employees with the intention of learning how to stimulate their motivation. The objective of this essay is to draw some conclusions regarding the practical value of motivation theories to managers. In order to evaluate the importance of these theories, it is necessary to examine formal theories such as physiological theories, cognitive theories and behaviourist/social theories.

The physiological motivation theories are based on the assumption that humans have a set of natural needs and that these form the biological determinants of our behaviour. Physiological theorists such as Maslow, Hertzberg, McGregor and McClelland suggest that human beings are just reacting to their natural needs in such a way to satisfy them.

Maslow's hierarchy of needs theory is probably the most popular amongst theories of physiological motivation. It suggests that each human being has a series of innate needs. These are organized in a series of levels, starting with physiological and safety needs, followed by social needs. Higher levels needs concern the self (self- esteem, self- fulfilment or self-actualization) and they can only be fulfilled once the lower needs are satisfied. According to Maslow, people are motivated by money, status and power only at lower and middle levels of the organization. However, Maslow's theory is not based on

o draw some conclusions regarding the practical value of motivation theories to managers. In order to evaluate the importance of these theories, it is necessary to examine formal theories such as physiological theories, cognitive theories and behaviourist/social theories.

The physiological motivation theories are based on the assumption that humans have a set of natural needs and that these form the biological determinants of our behaviour. Physiological theorists such as Maslow, Hertzberg, McGregor and McClelland suggest that human beings are just reacting to their natural needs in such a way to satisfy them.

Maslow's hierarchy of needs theory is probably the most popular amongst theories of physiological motivation. It suggests that each human being has a series of innate needs. These are organized in a series of levels, starting with physiological and safety needs, followed by social needs. Higher levels needs concern the self (self- esteem, self- fulfilment or self-actualization) and they can only be fulfilled once the lower needs are satisfied. According to Maslow, people are motivated by money, status and power only at lower and middle levels of the organization. However, Maslow's theory is not based on

ical determinants of our behaviour. Physiological theorists such as Maslow, Hertzberg, McGregor and McClelland suggest that human beings are just reacting to their natural needs in such a way to satisfy them.

Maslow's hierarchy of needs theory is probably the most popular amongst theories of physiological motivation. It suggests that each human being has a series of innate needs. These are organized in a series of levels, starting with physiological and safety needs, followed by social needs. Higher levels needs concern the self (self- esteem, self- fulfilment or self-actualization) and they can only be fulfilled once the lower needs are satisfied. According to Maslow, people are motivated by money, status and power only at lower and middle levels of the organization. However, Maslow's theory is not based on

series of levels, starting with physiological and safety needs, followed by social needs. Higher levels needs concern the self (self- esteem, self- fulfilment or self-actualization) and they can only be fulfilled once the lower needs are satisfied. According to Maslow, people are motivated by money, status and power only at lower and middle levels of the organization. However, Maslow's theory is not based on studies of the different values people bring to work, and there is no evidence that lower needs trigger higher needs or that any of these needs could ever be satisfied.

F. W. Hertzberg and his colleagues performed a study that found that the levels of job satisfaction, motivation and productivity of workers are affected by two sets factors: dissatifiers (hygiene factors) and motivators. Dissatifiers are aspects of the job that prevent the employee from being dissatisfied (for example: working conditions, salary, and supervision). These will not motivate the employee but remove the obstacles to motivation. Motivators are aspects, such as achievement or recognition, which result in the worker being satisfied at work. Because these certain factors are essentially intrinsic, they are difficult to satisfy.

D. McGregor's theory of motivation is based on the belief that there is a direct connection between the way managers treat their workers, and worker motivation. Managers tend to have two views on employees' attitudes toward work, theory X and theory Y. Theory X assumes that the average worker dislike work and must be controlled, as opposed to theory Y which assumes that employees are interested in their work and emphasizes delegation and consultation. Although this is a good basis for providing information to managers on types of behaviour of their employees, it is common wisdom that people will be more motivated under a constructive environment rather than in a penalizing one.

The theory of motivation developed by D.C. McClelland is based on the assumption that people have three innate needs: the need for achiev