The changes in hawk company was very significant transferring from high absenteeism and turnover to low absenteeism

and turnover. Before the company was even having problems in recruiting workers as well. This is because the changes the company has implemented over time which motivated the workers. The career development program which led the production worker to be promoted is also a reflection of motivation theory. This theory was given by maslow. According to him, people are motivated by unsatisfied needs. The lower level needs such as Physiological and Safety needs will have to be satisfied before higher level needs are to be addressed. According to him the needs, listed from basic (lowest earliest! to most comple" (highest latest! are as follows#

Physiology (hunger, thirst, sleep, etc.! Safety$Security$Shelter$%ealth Belongingness$&ove$'riendship Self esteem$(ecognition$Achievement Self actuali)ation

So to motivate a worker we have to fulfil the needs of workers from the lowest that is physiology. *nce it has been finished then to motivate the workers we need to fulfil there ne"t need here it is Safety$Security$Shelter$%ealth. Then we have belongingness working in groups help to achieve that. +iving the workers the chance to promote themselves helps to achieve self esteem. Another theory which affected here are Herzberg's two-factor theory 'rederick %er)berg,s two factor theory of motivation, concludes that certain factors in the workplace result in -ob satisfaction, but if absent, they don,t lead to dissatisfaction but no satisfaction. The factors that motivate people can change over their lifetime. %e distinguished between#

Motivators. (e.g. challenging work, recognition, responsibility! which give positive satisfaction, and Hygiene factors. (e.g. status, -ob security, salary and fringe benefits! that do not motivate if present, but, if absent, result in demotivation.

%ere we saw the company implementing those factors as well.