1. The article is about the company that used one of the strategies in the motivation approaches to
profitable their company.
Puget is the well- established company that provided building materials as well as manufacturing and
installation service to the residential builders in the Washington and Oregon markets.
Federico Garcia, vice president of sales for Tacoma, Washington – based Puget Sound Building
Materials have hired promising new sales preventatives and offered them hefty bonuses if they
achieve the goals set for the new territory over the next 12 months.
In this company, they used money as the motivator.
The issues of whether money motivates behavior are particularly relevant to managers. The practice
at most organizations often focuses on the money as the primary motivating force.
As a medium of exchange, money will motivate the people who perceive it as a means to acquire
other things they want.
Some people may able to work hard if the reward is money. For the example in the case in the Puget
Company their worker achieved the goal earlier than what the expected.
Money is a motivator when a ‘significant amount of money’ is clearly tied to desired behavior.
The situation in the articles is getting worst because of the money motivator.
This is because the three of the sales representative had exceeded Puget’s goal and the
representative were expecting the big amount of bonuses for their hard work.
Later on, the Puget in a serious situation were the estimated of the time and the cost to complete
the goal has to be deducted from their margin profit.
New problem occur when the new housing starts in the wrong directions. The problem makes the
Puget in the real trouble where they need the large amount of money to cover the entire mistake
and to pay off their employee bonuses.
Actually, for an organization to reach their target it is not necessary to make money as a motivator. It
depends on the situation to use the money as the motivation to the workers. Money may not be the
motivational when employees believe that certain amount is an entitlement.
Managers need to consider the numerous ways to motivate employees that don’t require money.
Manager should be creative to be able to influence the people. Manager usually has not clearly
identified what is necessary for good performance to complete the task, to achieve the goals and the
strategy that are needed. In same time, the employees do not see clear links between their
performance and achievement of the goals.
There a many motivation theory can be use to motivate the employee. Each employee wants the
different reward from what their supervisor think they want and they have different levels of
motivation to do the jobs. So now is the right time to the manager to influence their workers to do a
good work in order to profitable their company.

2. Puget Company may use various types of motivation approaches to motivate their worker instead of
using money as motivator. They can use Maslow’s Hierarchy of Needs, Herzberg’s Two – Factor
Theory, acquired - needs model, expectancy theory, equity theory, and reinforces approaches.
This is the best suggestion to reward their employees by using the Maslow’s Hierarchy of Needs.
According to the hierarchy of needs, a person has five fundamental needs that is physiological,
security, sense of belonging, esteem and self - actualization.
The figure below showed the Maslow hierarchy of needs.

3. Physiological needs are the lowest level of the hierarchy. For example are food, water, air, and
shelter.
People usually concentrated on satisfying these needs before turning to higher – order needs.
Managers must understand that to the extent employees are motivated by physiological needs, their
concerns do not center on the work they are doing.
Security needs is the next hierarchy which reflect the desire to have a safe environment. Job security
is used to satisfy employees’ security needs. Managers who feel that security needs are the most
important will often emphasize rules on the job security.
Sense of belonging or affiliation is the third hierarchy of needs. It includes the desire of friendship,
love and a feeling of belonging. After physiological and security needs have been satisfied, affiliation
needs become the important as a motivator.
While esteem needs are met by personal feelings of achievement and self – worthy and by
recognition, respect and prestige from others. Managers who focus on this needs try to foster
employees’ pride in their work and use public rewards and recognition for services to motivate them.
Finally, the top of the hierarchy are self- actualization needs. People who strive for actualization
accept themselves and use their abilities to the fullest and most creative extent.
As conclusion, the hierarchy provides a convenient framework for managers instead the money as a
motivator. Puget may use many motivation strategies to make sure that their employees work better
and in suitable ways to establish the goals.