There are many existing theories and models that argue the various approaches to "what motivates us?" A few include Abraham Maslow's "Hierarchy of Needs," (Starling, 2011) which encourages employers to enable their employee’s potential, Frederick Herzberg's job enrichment theory that addresses certain factors that cause satisfaction and dissatisfaction at work (Starling, 2011). In addition there's Elton Mayo's approach (Starling, 2011) to participative management that suggests workers are motivated when they believe that their organization or manager cares about them. Finally there is Dan Pink (2010) who proposes that money is not what motivates us, but “it’s the deeply human need to direct our own lives, to learn and create new things, and to do better by ourselves and our world” (Daniel H. Pink Drive 2011). In his video, Dan Pink (2010), identifies these three factors as, Autonomy, Mastery, and Purpose.
It’s interesting to note, that Maslow’s Hierarchy was developed during the 1940’s - 1950’s. Frederick Herzberg’s motivational theories were developed in 1959 and Elton Mayo’s studies were conducted between 1927 - 1932. I say this because their theories seem to be more pertinent today than ever. Money is important, but we all want and need more than compensation alone. There is a sense of fulfillment that needs to be reached that money can’t replace. People need to be recognized and feel they are part of a winning team or part of something that makes a difference. They want to know what they are doing is contributing to the success of their company, society, and or community.
FedEx had a company mission statement that read, “People Service Profit.” It meant, the better you treat your people, the better service they will provide and the more profit the company would make. Although the word profit was there, they never spoke about it. In their mind,