THEORIES OF MOTIVATION Companies following these theories of motivation :

1)I-NAUTIX :
iNautix cares and supports its employees at all times. The employees are content with benefits, such as flexible timings, trainings, the bonus pay, etc. The company follows a robust campus hiring process to attract the best students from top institutes. It aims to provide world-class infrastructure and an open culture which does not discriminate. Another outstanding feature about the company is its friendly work culture and the camaraderie between the employees. . A unique initiative is 'Dining in the House' where the CEO hosts a lunch to recognise associates with high potential on his visit to India. The best thing is you can balance your personal and professional life, which is very important for every human being. They pay you more than they have promised you" . It follows Maslows motivation theory: According to Maslow, there are general types of needs (physiological, survival, safety, love, and esteem) that must be satisfied before a person can act unselfishly. He called these needs "deficiency needs." As depicted in the following hierarchical diagram, sometimes called 'Maslow's Needs Pyramid' or 'Maslow's Needs Triangle', after a need is satisfied, it stops

acting as a motivator and the next need one rank higher starts to motivate as it attain psychological precedence.

2)Exforsys INC
The challenge of the leader is to create an environment where their followers can be motivated to succeed. Motivation is a simple concept that many organizations fail to use. They don't reward or recognize the success of their members, or they fail to properly communicate. The first thing you will want to do is limit the number of rules you have. In fact, a leader should only set rules that are absolutely necessary for the function of their organizations. Once these rules are established, everyone who is under you should be familiar with them. The rules should be published, and should be located in a place where they are easy to see. Make sure the rules are equally applied to managers. They should follow the same guidelines as those beneath them, and should never be exempts. When someone fails to follow the rules, you will want to make sure you take the correct action. If you set up rules in the right way, many of your followers will be happy to follow them. But the rules must be reasonable. Setting up rules that are unreasonable will send a bad message to those that follow you, and they will be difficult to motivate. It is also important for your followers to understand "exactly" what is expected of them. Doing this requires the leader to practice good communication skills. You should be able to explain to anyone exactly what needs to be done without making them feel unintelligent. In addition to this, you will want to make sure your group behaves like a group.

If you want to motivate those that follow you, you will first want to avoid any behaviors that will demotivate them. It Follows Expectancy theory states that employees motivation is an outcome of how much an individual wants a reward (Valence), the assessment that the likelihood that the effort will lead to expected performance (Expectancy) and the belief that the performance will lead to reward (Instrumentality). In short ,Valence is the significance associated by an individual about the expected outcome. It is an expected and not the actual satisfaction that an employee expects to receive after achieving the goals.

3) Cadbury :
Cadburys employees are mainly motivated in the company by the opportunities to move up in the business. Cadburys keeps their staff motivated by the ability to move upwards in the company. They three stages in the management from... 1. early career- which are people new to the business, 2. Mid career- where they will become much higher and have more responsibility and a better package. 3. Senior level -where they will have many employees under them and will be high in the organization.

Five factors stood out as strong determiners of job satisfaction: achievement , recognition, work itself, responsibility, advancement . The determinants of job dissatisfaction were found to be: company policy,administrative policies, supervision, salary ,interpersonal relations , working conditions.

4)Google :
Google, Inc. does not create monolithic groups or hierarchy. Their structure is flat to maximize creativity. There are no official channels, so ideas can flow within groups. Instead, they focus on multiple smaller workgroups that may have a project manager overseen by committees. They are very independent. Many talented people work for Google, Inc. because of their unique culture, rewards, and perks.. Google sets up small interdependent entrepreneurial teams to come up with creative ideas and innovative products. The key to success at Google, Inc., beyond the incredible perks and the compensation is

simple: work process. These are the intrinsic rewards Google offers: no real hierarchy, tiny work groups, and purpose. Google found that with creating small teams, they were able to produce effective ideas with small investments. Googles job design progressions are small creative teams, high commitment, appropriate compensation, ability to try new things, healthy disregard for the impossible, and that products must grow up. As the products grow up, they become more traditional near the product launch.

They provide emphasize mainly on Employee empowerment , Selection and training , Incentives ,Benefits , Quality programs ,Managerial roles ,Goals and objectives ,Performance appraisals ,Job design ,Alternative work schedules ,Stress management ,Leadership style. It follows Maslows motivation theory as well as Theory Y.

5)Tech Mahindra
Tech Mahindra is one of the top IT services and solution providers to the Telecom industry globally. With a broad solutions portfolio providing a complete suite of end-to-end solutions, Tech Mahindra assists clients in addressing revenue generation opportunities, and in achieving operational efficiencies through optimization. Empowerment of women can happen at various levels-policy or governmental, educational, institutional or corporate, family and individual levels. Women bring distinct personality and motivation strength to leadership roles, in a style that is conducive to today's diverse workforce. Women leaders are more persuasive, have an urge to get things done and are more willing to take risks. When combined with their openness, flexibility, empathy and strong inter personal skill, they create distinct leadership roles. Tech Mahindra consider this as a great deal.

It follows Alderfer's theory is called the ERG theory -- Existence, Relatedness, and Growth. Existence - refers to our concern with basic material existence requirements; what Maslow called physiological and safety needs. Needs for physiological and material well-being. Relatedness - refers to the desire we have for maintaining interpersonal realationships ; similar to Maslow's social/love need, and the external component of his esteem need . Needs for satisfying interpersonal relationships. Growth - refers to an intrinsic desire for personal development; the intrinsic component of Maslow's esteem need, and self-actualization . Needs for continued personal growth & development.