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Production workers
Maslow’s Hierarchy of Needs
For production workers this theory may not be the best way of motivation for them. The way Maslow describes the order of this theory will not help production workers stay motivated. One need cannot work unless the other need is met. Most corporate companies use this method because it seems easy to implement. For individuals who move up on the corporate ladder self-actualization and esteem become more important than psychological, safety and social needs. Production workers feed off both the higher order needs and lower order needs of this theory, but they will work in different ways. The social need of being able to talk to others and interacting with each other helps motivate them to do their best. In some cases it could help drive competition with each other to see who can out do the other. Esteem is important to production workers because it brings recognition to the individual and helps boost their confidence to do well.
ERG (Aldefer)
The ERG theory is more geared towards sales personal I think. For example a sales person would get frustrated if they are unable to make a sale and will be unsatisfied with their growth. A partner or coworker and help motivate the individual not to give up and give them positive feedback. As for a production worker this will not be the best for them, most production workers look for key motivators like, incentives, contests, quality work. Most production workers like to stay where they seem safe and most do not like change. That’s why growth needs really doesn’t affect the outcome of a production workers motivation.
Two-Factor Theory (Herzberg)
For most production workers they are usually on ...