Motivating employees is a catalyst that can be manipulated in a sense because it is beneficial for the employer and the employee. Understanding human behavior, reaching the inherent self in ones employees, and knowing their workplace potential will enable employers to not only motivate but ensure employee happiness. Although there are techniques in management, for example, Rensis Likert designed the four different styles of management "exploitative-authoritative, benevolent-authoritative, consultative, and participative" (Motivation Theories and their Theorists, 2007). These management styles, though some ineffective, encompass management theories and their applications. Manager's alike need to practice positive reinforcement, know when to praise, trust and respect his or her colleagues, communicate, understand the reward system and its advantages and disadvantages. Using motivation theories, researchers and management at SmithKline Beecham (now Glaxo) will address how motivational strategies affect productivity, organizational efforts to improve performance, employee's resistance to increasing productivity, and management's philosophy of motivation, analyze the impact of two motivational theories and its practices.

How Motivational Strategies affect Productivity and Improve Performance

At SmithKline Beecham Pharmaceuticals (now Glaxo) their philosophy includes enhancing productivity coupled with good management skills. This is a strategic development that all organizations hope to accomplish within their work environment. To develop motivated employees "managers must treat people as individuals, empower workers, provide an effective reward system, redesign jobs, and create a flexible workplace" (Motivation Strategies, 2007). Both intrinsic and extrinsic rewards are crucial for organizational efficiency. An effective reward system must fulfill innate needs of the employee, have an economical edge, dispersed in a fair manner, and "the overall reward system needs to be multifaceted. Because all people are different, managers must provide a range of rewardspay, time off, recognition, or promotion. In addition, managers should provide several different ways to earn these rewards" (Motivation Strategies, 2007).

Employee's Resistance to Increasing Productivity

Employees sometimes become stagnant in their positions. Thus, offering no warning to managers of their unhappiness. Employees become irate, their work suffers, there is no momentum or drive to

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