Motivation can be defined as "intensity at a task". The greater the motivation, the more persistent and intense one will learn and perform a certain task. The basis behind the theory of motivation is the knowledge that all behavior is goal driven. Involving motivation is content theory, which deals with basic human needs. Motivational theories have evolved from the idea of content theory and how it relates to motivation. Motivation directly involves choices people make regarding what they will or will not do and how intense an effort they will put forth. The goal of motivational theory is to better understand the influences of such choices and how to use and direct them to make a task more interesting and therefore more desirable. One individual, Abraham Maslow, provides a hierarchy of needs of people. He felt that in order for people to be content with themselves and their surroundings, they must have five specific needs met in some form. In conjunction with his five specific needs, he also devised six specific ideas, or ways, to meet those needs of employees, keeping them happy, healthy, and efficient in the workplace.

Motivation instructional theory identifies four maj

Another way to fulfill the needs of people is teamwork. When employees work in a team on a project, they interact with others and have a sense of responsibility, giving them self-worth. Maslow feels that humans desire to belong to a group and to be accepted, and that teamwork fills that need for love and acceptation by others. The idea is that once some needs are alleviated, the employee has time to focus on other things, such as the next project or ways to improve the current project. The basic idea of content theory for Maslow's hierarchy of needs is composed of ways to keep employees healthy and motivated, so everything helps them learn ways to make work and live better.

or dimensions of motivation: interest, relevance, expectancy, and satisfaction. Interest refers to whether a learner's curiosity is stimulated and if that is sustained over a period of time. Relevance is the perception of the learner, specifically if the instruction satisfies personal needs or goals. Expectancy describes the individual's perceived likelihood of success and how much they fell they are in control of that success. Finally, satisfaction deals with intrinsic motivations and reactions to extrinsic rewards.

A few things employers can recognize are the different ways of rewarding employees for hard work in production and cost effectiveness. These rewards include money, trips, promotions, verbal recognition, etc. In some cases, employees prefer other ways. In such an instance, employers should gather ideas of how employees feel about the subject and what they like or do not like. One of the main ideas to follow is treatment of the employees, and to not be rude or degrading, etc. Helping to build peoples' self-respect with appreciation is the primary way to get employees to work the best they can. All companies typically use one or more of the above examples to help motivate their employees. The most obvious motivating factor is a weekly paycheck, using money to fuel the work ethic of people. In a more positive atmosphere, money helps push people to work hard and faster to make more money, and it also shows gratitude by the company for the employee's dedication for his or her work.

To summarize and conclude all the information from above, Abraham Maslow has created an idea that can be followed by many companies. The main focus of his thought process is that humans have five basic needs that

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