Motivation comes in many forms, and it depends on the form to determine how the employee will be motivated. According to Chapter 5 of the textbook, motivation is defined as the conscious or unconscious stimulus, incentives, or motives for actions toward a goal resulting from psychological or social factors, the factors giving the purpose or direction to behavior.
Employee motivation can impact organizational behavior positively or negatively, depending on the employee. Those employees who seek status or position will be motivated by promotions, thereby fulfilling their self-actualization need, according to Maslow’s Hierarcy of needs. This behavior will be positive, for as long as they don’t desire a high staus or position. For those employee’s who require less, they may only be motivated to fulfill a basic need, which may only require a weekly pay check. To further motivate these employees it may require additional motivation, such as a raise, or additional vacation time. Not so much the latter because the goal of trying to earn additional vacation time may be too far away to reach. However, they may not be able to be motivated if the need is not there. Maslow demostrates that the motivation decreases as needs are met for the hierarcy levels of esteem and below.
I believe the biggest impact on employee motivation is Maslow’s self-actualization need. This need covers self-fullfillment, personal growth, and peak experiences. Maslow describes this level as the desire to accomplish everything that one can. Self-actualization covers it all, status, salary, safety, security, esteem, belongingness, and physiological needs.