"Work" is a good thing for many people. For some people, it can be described as a place to escape from the kids, or even a time-consuming thing for a single or retired person, but mostly it's what we do to provide for our families and ourselves. Work is something we will all experience at some point in our lives. There are several reasons why a person goes to work. These reasons can be better explained as “work motivation”. Work motivation can be defined as the inner forces that drive us to work and want to work harder to achieve personal or organizational goals (George & Jones, 2005). There are two different types of motivation; intrinsic and extrinsic. When personal goals motivate us, they are considered intrinsic (George & Jones, 2005). For example; when I stay more than 3 extra hours to help my department set up the new computer system because I know it will save us time once it gets started and since I like doing this type of work, it is for intrinsic reasons. Extrinsic motivation can be best described such as working to obtain a reward or to avoid being punished (George & Jones, 2005). For example: When I decide to work twice as fast so I can leave early to go shopping, it is considered extrinsic because there was a reward in the end. Motivation is definitely something an employer wants to see from their employees. Not only are motivated employees more productive, they are also easier to work with and help provide a better work environment for everyone. Analyzing Aberdeen and Green River I found that Green River employees are motivated primarily by personal rewards such as higher rates or... middle of the paper... er it's very different; they teach the employee how to do a job and let them do just that. This not only gives them little or no opportunity for advancement, but makes the career very monotonous and gives employees no motivational boost or incentive. I think if Green River disrupted and redesigned jobs, incorporated performance evaluations with a merit-based pay plan, and possibly multiple training of their employees for future job placements, they would perform better in the long run. References Clawson, J. G. (2005). Customized business resources. FMC Aberdeen from Practical Problems in Organisations: Cases in Leadership, Organizational Behavior and Human Resources. Boston MA. Pearson Custom Publishing.George, J. & Jones, G. (2005). Understanding and managing organizational behavior (4th ed.). Upper Saddle River, New Jersey