Happy employees make happy customers, and happy customers make successful businesses.

Definitely motivating people is a key role of managers in an organization.

Job characteristics; diversity of skills, task identity, task significant, autonomy, and feedback affect
motivation. Besides intrinsic rewards and extrinsic rewards are important elements in motivating
employees. Intrinsic rewards are the personal satisfaction we feel when we do a job well and
achieve a goal. Extrinsic rewards are rewards given by others for well-done work examples include
salary increases, compliments, promotions, etc.

Motivational theories are roughly divided into content theory, which focuses on what motivates
people, and process theory, which focuses on how the motivational process is made and the
interrelationships between variables.

Maslow's hierarchy of needs is a motivational theory in psychology comprising a five-tier model of

human needs. Maslow argued that humans have five basic needs: physiological needs, safety
needs, belonging and affection needs, esteem needs, and self-actualization needs. Maslow's 5
levels of needs are the core of the conditions and circumstances under which they are realized.

Managers need to know each employee personally and adjust their motivating efforts to each
individual. This is because business is becoming more global and managers are starting to work
with employees from different cultural backgrounds. Cultural differences also exist between
different generations of people who grew up in the same country. Managers need to personalize
their motivational strategies to appeal to people in different regions and in different regions. In
addition, job expansion, open communication, and job recognition actions could be taken.