It worth noting from the outset that the employers understanding of the distinct employers needs is very essential since satisfaction of employers needs is a driving force towards motivating the employees. The very understanding of the said needs is not a very easy task bearing in mind that different individual have different needs hence satisfying them is equally different. It is undeniable that some reasons for an employee to continue working in a certain job may be similar to another. For instance, the drive to earn more money is a universal reason cutting across all categories of employees. There is a massive difference between employees needs. Some employees may have a need to be recognized for their services to the job to restore prestige while on the other hand other employees might need to have a friendly working environment. The needs in the working environment are satisfied to motivate the employees to the work that they do. Motivation is not mainly done to counter the employee’s protest of their dissatisfaction, but it is very vital if quality job is desired by the employer from the employee. The motivation of workers is always done by the employee regardless of the level of the employee in the company or organization. The first step in satisfying the employee’s needs or motivating various employees is to understand their needs. In understanding the said needs, Maslow’s hierarchy of needs is a helpful tool. The issue of motivation has posed a grave challenge to the business world and more specifically to international companies. Bearing in mind that the greatest goal of any business oriented company is to maximize the profits, which can only be guaranteed upon learning how to handle employees. Failure to motivate employees has long term tremendous effects on the company. It may lead to industrial disputes and in other cases absentees, resulting to poor productivity.Ways of motivating employeesThere are many ways of motivating a worker as mentioned before depending on their nature of needs. This includes bettering the working conditions of the workers or giving them an increment or substantial bonuses. More so, there are theories which have been used over time to breakdown motivation in the working environment whereby a company can adopt. The theories are very scattered but through time they have been narrowed down into two categories. They are namely, the content theory and the process theory respectively. Content theories labours to explain why certain people require specific aspects to be motivated while on the other hand, process theory is concerned with the thinking process and putting a test to establish why certain people behave in a specific manner[1]. Content theories have a variety of theories in it such as the Maslow’s hierarchy of needs, Herzberg and Mc Gregory. Content theories take undivided interest to what triggers certain behaviour in people .Though they are many theories related and having the effect of explaining a similar ideology, Maslow’s hierarchy of needs is very essential. In the foregoing theory needs are divided into classes. These classes include but not limited to Physiological needs, safety needs, love and belonging, esteem needs and finally self actualization. Maslow’s hierarchy was based on the basis that the bottom needs were basic and their satisfaction was a must.[2] Any prudent human resource manager in an international company understands that employees are the heart beat of the company. In addition, understanding their behaviour is a driving force in motivating them. The company will use the Maslow’s hierarchy of classifying needs in order to establish the needs that are essential and must be satisfied first to motivate the employee. The control of behaviour will be achieved by predicting the way to motivate a worker according to what impresses him or her. Process theory studies thought which in turn influence the behaviour. The two theories can be used concurrently in the same company whereby, one point will be to explain the thoughts which lead to certain behaviours while on the other hand, the behaviours will be explored. The two theories if applied well can result to a very profitable production in the sense that employees in the company will give valuable services[3]. Ways of recruiting skilled employeesRecruitment of employees may take many forms and more differently during the advancement of technology whereby many of the recruitment took days now it takes hours. The challenge of moving from posting letters to emails which take seconds. There are many forms of recruiting employees today. To start with, direct application is one ways whereby an employee can be recruited. The job seeker in such submits his application in the company to be considered if the company gets a vacancy. The company can rely on the list of the applications in an event that a new employee is needed.[4]Secondly, the company may choose to put up adverts for the job. Other companies prefer putting such advertisement on their offices notice boards. This can also be done in magazines and journal. Of recent years, the advertisements have been put on the company’s website. [5]Thirdly, the company can also use private employment agencies to outsource the employees. The said agencies are very efficient in finding the suitable candidates given the descriptions. They are mostly preferred in finding replacements in temporary cases, but there no restrictions to temporary cases only since it’s evident that some have specialized in permanent employees.[6]Fourthly, the criteria of recruiting may sometimes change depending on the position of employment that the company is looking for. In an executive post the company uses head hunting which literary means making a list of the people most preferred for the job. The company then considers the list for immediate appointments according to the recommendations by the listing team.[7]Fifthly, the company may choose job centres as their advertising agents whereby the vacancies are taken to the said centres, which are in most instances managed by the government. The type of jobs taken to job centres have a low wage such as that of a cleaner hence it is unlikely to post an executive post on a job centre[8].ConclusionMotivation and recruitment of employees are very important in the well functioning of any international company. They therefore require serious planning and funding for them to be successful. Failure to motivate employees has devastating side effects which every company yearns to avoid. On the other hand, if mistakes are made during the time of recruitment, it is very likely that employees without the required skills will be recruited. The company ought to take the two theories of motivation into consideration so that they can assess how to incorporate both in the company.
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