Employee MotivationMotivation is an important aspect in many organizations. In our organization motivation is the key to success. When evaluating administrative staff, sales workers, and production workers, each department performs well using different theories. One theory could not work adequately for all three; therefore, three theories were used. Production workers use two-factor theory; sales people use Vroom's expectancy theory and equity theory works for administrative staff. Combining all three theories into one organization helps the organization run smoothly while achieving success motivation at all levels. Sales PeopleSales people rely on motivation that is achieved through a process; this method that best suits them is known as Vroom's expectancy theory. Expectancy theory, as stated by Victor Vroom, is the motivation that has a high performance outcome due to the value placed on the salesperson and their capabilities (2003, p. 20). Salespeople are motivated to the extent that he or she believes "(1) effort will produce acceptable performance, (2) performance will be rewarded, and (3) the value of rewards is highly positive" (2003, p.20) . In order for sales people to get rewards or benefits, they must first know the expectation of their position. During this first phase, managers will define the necessary training and set their objectives. Managers are also responsible for ongoing follow-up and coaching. Often this type of follow-up is done in the sales department, so they may continue to have a high level of performance. Coaching is kept positive so the salesperson can continue to exert a higher level of performance. Floor coaching and standard setting help salespeople see and understand required performance levels. It is also up to the manager to choose highly talented people who are capable of achieving assigned sales goals. The second stage of Vroom's expectancy theory involves the salesperson realizing the different outcomes that can occur with expected performance levels. . This is also called instrumentality. To influence this stage, managers should clarify performance and provide positive feedback or rewards consistent with their level of performance. If sales people believe the goal is unattainable, their performance will be low. I...... half of the document ...... experiences inequalities when rewards are awarded. · Communicate clear evaluations of any rewards awarded. · Communicate an evaluation of the performance on which the reward is based. · Communicate points of appropriate comparison in the situation.? (2003, p.19) Research indicates that people who feel overpaid increase the quantity or quality of their work while those who feel underpaid decrease the quantity or quality of their work according to Schermerhorn et al. (2003 p. 19). Conclusion Motivation inspires employees to achieve desired personal goals and organizational goals. Depending on the person and the position within the organization, different motivational theories can be applied to help them achieve their results. Setting achievable standards and assigning quantifiable goals, while offering positive direction and encouragement, will result in job satisfaction. This will create a harmonious atmosphere that will increase the value of an organization's most valuable resource, human capital. Reference Shermerhorn, J.R., Hunt, J.G. and. 16-22).