Introduction The essay has been based on how motivational theories and rewards offer different incentives within the organization

The essay has been based on how motivational theories and rewards offer different incentives within the organization. The major essence of motivation is to provide employees with different benefits and assurances. This assurance helps the employees to succeed in different work routines and to engage in their tasks. The theories discussed within this essay have different framework of operations. They cover different tactics through which the employees can be trained within the organization. The essay also covers various advantages and disadvantages of these theories to draw a comparison (Parikh, 2018).
Evaluation and Analysis
The overall foundation of any organization is based on how the employees are taught within the company. The managers are profound of different theories which they implement within the company in order to boost the employee confidence (Parikh, 2018).
The first theory which can be discussed is the Maslow theory of needs. The initial concept defined within the theory relates the personal and physical needs of the employees. This theory defines to how employees feel motivated when they’re needs are fulfilled within the company. This makes the employees move up on the hierarchy scale and hence feel motivated to perform within the organization. The major advantage of this theory is that it relates to the direct need of the employees and allows the company to fulfill the need. This accounts to how the theory analyses the human need in order to increase organizational behavior. The major disadvantage of this theory is that it cannot be sustained towards every individual in the organization. The theory cannot be applied to employees with different cultural backgrounds.
This is mainly because their needs will be different from other workers within the company (Parikh, 2018).
The second theory of motivation to be discussed is known as Adam’s equity theory of motivation which falls under the process theories (Adams, 2015). This concept basically defines and values the individual contributions of employees within the company. The equity theory labels all employees generating efforts to be on an equal stature within the company. This provides employees with an equal image within the company and without any discrimination. (Badubi, 2017)
The major advantage of this theory is that it allows the people to remain at a same level. The company does not allow any kind of unfairness to occur. The disadvantage of the theory and practice is that is does not quantify the essential parameters. This means that the employees do not have a clear lead on what would be equitable. The second disadvantage is that the equity within the company is often manipulated by leaders for their benefits (Parikh, 2018).
Rewards to Motivate Employees
The theories have provided a complete critical and empirical evidence to how rewards provide employees with motivation. The rewards act as accomplishments for the work done by employees and enable them to maintain their standard of work. There are different kinds of rewards which are offered by companies and depend on the work of employees. One of these rewards include cash incentives provided to the employees. (ZAKARIA, 2016)
The second type of rewards is to allot promotions and paid vacations to the employees. The third kind of rewards can be the insight of hardworking employees into the organizational structure (Lane, 2017).

To conclude on how motivation and rewards have a direct relationship, it can be seen to how the rewards enhance the employees. The rewards helps to build the organization and to strengthen the company workforce. The reward system and motivation go hand in hand to provide employees with major advantages. These advantages include loyalty and commitment to the company as well.