Conclusion
Hewlett-Packard is successfully motivating its workforce through application of the four Content Theories (Hierarchy of Needs, ERG, Acquired Needs, and Two-Factor theories). It is important to note, however, that there is no single content theory which can successfully stand alone as a sole motivator. Each theory has its drawbacks - each one is deficient in one or more ways. "[Each of the four] content theories fails to account for individual differences, to link motivation and needs to both satisfaction and performance, or to consider cultural and professional differences" (Schermerhorn et al., 2002, p. 159). Using only one motivational technique is a poor solution; employee needs would remain unfulfilled and, therefore, create low-performing employees. In an effort to promote the ideal model of employee motivation (diagram below) (Schermerhorn et al., 2002, p. 164), Hewlett-Packard efficiently utilizes all four motivational strategies in order to consistently and effectively motivate their employees to perform at peak standards for the company. Motivation drives existing talents and develops new areas of interest and expertise. "Formally defined, motivation refers to the individual forces that account for the direction, level, and persistence of a person's effort expended at work. …
