In this section, a motivational theory shall be scrutinized to examine their impact and effectiveness in a business organisation. Ideally, financial perks are the greatest motivation when it comes to a job than salary, promotion prospect, bonuses and stock options. It acted as a motivational factor acted in my career ladder. Timely promotion and other motivational prospects helped me fulfil my needs. They effectively deployed to harness the maximum out of human resource. It is important for an organisation to structure management team HR policies and job designs such that they motivate their employees to perform their best. The context of motivation can be analysed in terms of Maslow’s hierarchy of needs theory. This theory takes into consideration psychological safety social esteem and self-actualization as the hierarchy of five essential needs that every individual manifest. Maslow’s needs theory was criticized for overestimating an individual’s intrinsic factors and a clear relationship between behavioural needs could not be established (Jonas, 2016). However, Clayton Alderfer’s EGR theory emphasised on three essential categories, relatedness, existence and growth as the central motivating factors. This theory is essentially directed at organisational settings and endeavours to work its way up the hierarchy (Jonas, 2016).
McClelland’s three needs theory stated three major work motivations: need for power, achievement and affiliation which is to be measured through the medium of a projective test. Critics have noticed that McClelland’s theory helps in shaping an individual’s demands. Accordingly, NCPL has their HR policies, compensation policies and promotional opportunities to keep their workforce motivated. The reward system should be so formulated that the employees are happy in their work while they are productive and it enables the management to control the employees’ behaviour.