Motivation Scheme Manufacturing unit workers are the frontline workers in a manufacturing industry.

A manufacturing industry includes any businesses that convert raw materials into finished products or component products, and those that convert or assemble component products into finished products. Motivation on the other hand are internal and external factors that stimulate desire and energy in people to be continually interested in and committed to a job, role, or subject, and to exert persistent effort in attaining a goal. Motivation is the energizer of behavior and mother of all action. The employees within an organization are a key resource. They account for a significant role in achieving the objectives of the organization. The performance and achievement of employees, to a large extent, has a significant impact on the growth and efficiency within an organization. In order to ensure the employees to work consistently with the accomplishment of organizational goals, motivation then is the key in influencing the behavior and morale of employees. There are various theories of motivation and they include: Maslows theory of needs, Herzbergs two factor theory, McGregors theory x and theory Y, etc.

Maslow's Hierarchy of Needs Abraham Maslow created a theory of motivation known as the hierarchy of needs theory. It took into account various factors which people aspire to in order to reach their desired goals. Maslow believed that there are four stages you have to go through before realising the fifth stage, self actualisation. In his theory of motivation, Maslow stated that you must meet the first stage,

before you can move onto the next. The theory suggests that it is very rare for a person to reach self-actualization simply by the way it presents itself. Maslow's 5 stages known as the hierarchy of needs:

Physiological Needs The first stage in Maslow's Hierarchy is physiological needs, meaning the basic needs the average person needs to live. This can include basic needs such as food and water, sleep, warmth and shelter, Maslow suggested that without these basic needs, the body cannot continue to function.

Safety Needs When basic needs are satisfied, the motivation for more out of life is evident. Safety needs are stage 2 of Maslow's Hierarchy, they include things such as personal safety, security in a job and at home, financial security and health. Love & Belonging Love & Belonging is the next stage of the motivation theory, this take into account friends and family, along with relationships and intimacy between others. Maslow believed that humans have a need to feel loved, whether it be within their family, at work, or within a group of people. Without this need people may feel sad, lonely and a possible sense of emptiness, therefore simply cannot continue to the next stage, esteem needs.

Esteem Needs Stage 4 of Maslow's Theory of Motivation involves confidence in oneself, complete self-esteem and total respect from others. Esteem needs come from within and like every stage in the theory, can only be realised once the others have been achieved. Self Actualisation Only when the other stages have been fulfilled, then one can realise self actualisation. Self actualisation consists of total respect for yourself and others, confidence in your own ability as a person and complete integrity for law, prejudice issues and family life. Once the other 4 stages are met, only then can a person realise their full potential.

Criticisms of Maslow's theory of motivation have stated that it does not take into account external factors out of a persons control, for example, bereavement, or redundancy. In addition, there is also the argument that you can have one need without the other, for example, you could have a healthy family life with loving relationships and lack a certain element of safety such as job or financial security. Herzberg's Two Factor Theory Frederick Herzberg is widely known as the one of the pioneers of management and motivation techniques, he came to the conclusion that performance in work is closely related to two main factors, motivational factors and hygiene factors. Herzberg's Two Factor Theory

Hygiene Factors These are factors that usually come from external sources which could have a direct effect on motivation. They include factors such as: Working Conditions - This can be anything from the factory floor to the company canteen, Herzberg suggested that working conditions could have an effect on staff motivation.

Salary & Job Status - Usually one of the highest topics on the agenda of motivation, a persons salary can be seen to dictate their motivation in the workplace. Company Policy & Benefits - This may include bonus structures, annual gym membership, company discounts etc. Working Relationships - A person with poor relationships with their colleagues can usually deemed to have low motivation. Motivation Factors Otherwise known as intrinsic motivators, these are factors which come from within, such as: Recognition - From management or fellow peers, the need for greater recognition then grows.Achievements - This could include achievements such as gaining a promotion or striving to obtain a better grade in school. Need for personal growth - The need to learn and grow comes from within thus gaining a greater level of responsibility and status. Critics to Herzberg's theory would suggest that every individual is different, and therefore not motivated by the same things, having said that, his motivational theory has been and still is very influential in the management and motivational fields.

McGregor Theory X and Theory Y Another motivational theorist along with Maslow and Herzberg was Douglas McGregor; he suggested there were two types of employees and management styles, Theory X and Theory Y.

McGregor's Theory X Douglas McGregor assumed that all Theory X employees are lazy and dislike work; they are unproactive and have a heavy resistance to change. Theory X employees have a tendency to go through the motions in the workplace and only go for the pay packet at the end of the month. Theory X style managers are perceived by McGregor to have an authoritarian approach to Theory X employees, they believe that somebody must be to blame for every action and will have a tendency to micromanage. McGregor's Theory Y Theory Y employees are said to take to work as easy as rest or play, they will actively seek responsibility and will be highly ambitious. Theory Y employees will have a natural flair for problem solving and a creative mind. They require no motivation to succeed and have a positive outlook on life. Theory Y style managers will have a higher level of trust with their employees when compared with Theory X managers, they will find it easy to build a rapport giving more freedom and are less likely to micromanage. Criticisms of the theory suggest that it is impossible to be either a Theory X or Theory Y type, in truth many people have traits from both theories. It must also be said that hard vs soft styles of management aren't always the answers to improving motivation and a certain middle ground must be met to get results.