Annie: Good morning everyone.

I have called a meeting because the report sent to me showed that customers' orders are not all provided for. Some orders take too long to be delivered and some of our customers are now looking for other suppliers. I have invited Mr. Emerson Zuiga to help us with whatever problem that we have. Now, tell me, what is the problem? Sigrid: Ma'am, I have observed that some of our employees are not that motivated to work. Monica: Yes ma'am. They sometimes feel that they really can't do the work or they lack confidence and they sometimes feel like they don't belong in the organization. NisSh: I guess we should make them believe that they are part of the organization. Emerson: Which is true, employees who believe they are part and important will be motivated to ensure their contributions to the organization are consistent and dependable. But we must be sincere in motivating them; they know the difference between sincerity and make-believe. Annie: Then I guess effective communication is important here. Employees need to know they are important as individuals and not as numbers. Sigrid: We should also use recognition and award to motivate employees. Giving feedback to them is also applicable. Monica: As I was thinking on how to motivate our employees, I read about the Dr. Abraham H. Maslow's hierarchy theory which consists of five levels. Hmm. Mr. Zuiga, may I know how we can relate this to our problem? Emy: (opens mouth to speak but was interrupted by NisSh) NisSh: May I see it? Oh I know! I know the first two levels. Level 1 or the survival level means food, clothing and shelter. This is provided by us since they are being paid because of their job. Level 2 or the security level can mean a safe place to work and job security which are very important to employees. Emy: That is definitely true! Now may I continue explaining this to you? Good. Level 3 or the social level relates to our need to belong, because we are social animals. Giving an employee the opportunity to be part of the group will motivate that person. Level 4 or the esteem level relates to pride and self-worth. Well, everyone, regardless of position or job assignment, wants to be recognized as a person of value to the organization. Finally, level 5 or the self-actualization level says that employees must be given the opportunity to go as far as their abilities. This can be given as promotions to employees. Annie: Ah I see. So does this mean that as employees move up the hierarchy, they don't revert back to their previous level if they feel threatened?

Emy: It's actually the opposite way; they will revert back to their previous level if they feel that way. Sigrid: What are those folders in your hand Mr. Zuiga? Emy: Actually, I've brought them for you because I had guessed that your problem was your employees. Here, take a look. Monica: I think this theory X by Sigmund Freud is helpful to some of our employees. We should do the four things cited for them to work. NisSh: But this theory assumes that those employees cannot be trusted and they have to be supervised all the time. I think we should train them on how to do things on their own. Emy: Then if you train them to do things on their own, Theory Y by Douglas Mc Gregor can be applicable. Instead of doing those four things in theory X, you may just give your employees challenging jobs for their potentials to be realized. Annie: What about the last theory? The Herzberg two-factory theory? Sigrid: Ma'am, I think the Hygiene Theory states the basic needs for employees in an organization. Without them, employees will be dissatisfied. Monica: Yes. And I think the second one states the factors that can motivate them. Emy: Definitely true again! I hope that you have learned something from what we have discussed. NisSh: We have gained new knowledge Mr. Zuiga. Thanks to you. Annie: So what now? What is the first step that we can do to motivate our employees? Sigrid: How about making them feel that they're part of the organization by having an outing, since it's summer? Monica: Great idea! And relationships can be built by having them divided into teams. In that way, they can work more confidently because they know that they belong and they have friends in the job. NisSh: Yeah. Let's take it as the first step ma'am. Let's build their trusts for each other. Annie: Okaay. Well then. Thank you Mr. Zuiga for helping us. Emy: My pleasure. Just call my name and I'll be there. Annie: Okaay. Meeting adjourned. Thank you for coming.