Cafeteria is still an important tool of motivation

losely related to employee satisfaction and morale, employee motivation may be considered both an action and a status. The action occurs when management takes steps to foster a work environment where employees are self-driven to perform their job tasks at a level that meets or exceeds management's standards. Employee motivation as a status simply describes the degree to which management succeeds: employees are relatively motivated or unmotivated when measured against one or more performance gauges.

There are a host of competing ideas—among both scholars and lay people—about what motivates workers. Most of these ideas focus on the types of rewards employees derive (or at least expect to derive) from their jobs and, in particular, intrinsic versus extrinsic benefits. Intrinsic rewards are those that stem from performing the work itself. They can include, among other things, feeling important or successful, learning valuable skills, and enjoying the outcomes of completed work (e.g., helping other people, pioneering new technology). Extrinsic rewards, on the other hand, accompany the work process but aren't directly part of it. The most common are financial compensation and benefits such as health insurance and paid time off. Many modern theories of employee motivation emphasize intrinsic rewards as being central to the motivation process, while extrinsic rewards are often seen as necessary but not sufficient.

Read more: Employee Motivation – benefits http://www.referenceforbusiness.com/encyclopedia/Eco-Ent/Employee-Motivation.html#ixzz1jBlrtF1S