Content theories called also need theories refer to internal factors and human’s needs which boost and direct individuals behaviour. This includes usually basic needs like psychological, safety, need of love and acceptance. There are different models of content motivation theory and they definite some different needs. The most major are Maslow's hierarchy of needs, Alderfer's ERG theory, Herzeberg's motivator-hygiene theory, and McClelland's learned needs.
Process theories of motivation give prospect to understand all processes that have impact on humans’ behavior and on the way they act. Following are the most popular process theories: Vroom's expectancy theory, goal theory, Adams' equity theory.
Different companies motivate their staff in different ways. Fox example VBH Galro in Dublin, Ireland – company selling windows’ and doors’ hardware motivates their staff by standing by the contract terms very strictly. There is no way that the organization would break any terms of contract. The management gives monthly bonus to salary for the best employees regardless to job position – the performance of employees is being measured in accordance to appropriate standards of the company, like percentage of mistakes, timing and so forth. The company conducts Friday’s lunch with staff training every two, three weeks. For the best employees it gives possibility for promotion and responsibility widening. Among all company employees there is a nice atmosphere and general support.
The company I work for now – Pizza Express motivates their employees a bit differently. Partly because of company’s profile but also because they want to develop their staff in some different direction. Pizza Express group – chain of Italian pizzerias has particular approach to waiters performance, for it is them who make money for company. Proper presence and approach to the customers results with bigger sales. The company’s policy is that every waiter works for his own tips. Every day Pizza Express’ restaurant is divided into sections and the sections are allocated to waiters currently having shifts. That means that each waiter take care only of his own section and his own customers. The reason for that is to avoid unnecessary mistakes and misunderstandings between waiter and customers, but the most important and relevant to it is the motivating factor. All tips from particular section belong only to the waiter who takes care of it and to no one else. It is very clever solution, for each waiter works for his own tips, so always wants to give the best service. However, in most of the restaurants waiters must put all tips to common jar and then they are shared equally. This sort of policy does not motivate employees that much as Pizza Express’. In addition company register all waiters’ sales and on this basis calculates their performance. The best ones in current month can win a prize – Apple’s ipod. The prizes are given every month.
Company beliefs in friendly environment and supports all employees with personal understanding.
These companies realize that happy, motivated staff results withe better performance in work. Both companies are particularly conscious of employees needs and do their best to satisfy them. Starting at basic, existence needs, through fulfilling factors leading to satisfaction in work place. Either VBH Galro or Pizza Express give possibility to get promoted and develop employees as individuals. From my personal experience with both organisations and according to other their employees’ feelings, the companies keep balance in providing everything what is necessary to satisfy employees’ needs and to motivate staff properly.
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