d may differ from place to place. Two theories explained by Maslow’s Need Hierarchy theory and McClelland’s need theory best explain this concept. (Kinicki, A & Kritner, R. 2009).
可以利用的动机方面之一是每个人都试图满足的个人的基本需求和必需品。人类的生理和心理需求是由于环境效应引起的缺陷而产生的，环境效应导致了取决于某种需求强度的某种行动。它们因时间而异，可能因地点而异。马斯洛的需要层次理论和麦克莱伦的需要理论最能解释这一概念。
Maslow’s need hierarchy theory 马斯洛的需求层次理论
Maslow’s theory concluded that there was a certain hierarchy of an individual’s needs and necessities. The hierarchy began with the most basic physiological needs of survival which once satisfied turned an individual’s attention to advanced necessities of safety, love and self respect thus culminating into self actualization. These needs can be manipulated effectively to achieve desired performances. (Kinicki, A & Kritner, R. 2009).
马斯洛的理论得出的结论是，个人的需求和必需品有一定的层次。等级制度始于最基本的生存生理需求，一旦这些需求得到满足，就会将个人的注意力转向安全、爱和自尊的高级必需品，从而最终实现自我。可以有效地操纵这些需求以实现期望的性能。
Leaders are posed with the challenge of creating novel methods of motivation and keeping updated with the needs of an employee because once the necessity is accomplished, the motivational aspect will vanish too. This little blemish in Maslow’s theory can be overcome through devising programmes and rewards satisfying the employee’s needs by offering benefits that meet individual requirements. (Kinicki, A & Kritner, R. 2009).
领导者面临的挑战是创造新的激励方法，并随时了解员工的需求，因为一旦必要性得到满足，激励方面也将消失。马斯洛理论中的这一小缺陷可以通过制定计划和奖励来克服，通过提供满足个人要求的福利来满足员工的需求。
McClelland’s need theory:麦克莱伦的需求理论
An individual’s need for achievement can thrust an individual to pursue difficult and challenging tasks with an intention of surpassing all existing standards set by their colleagues. They will work speedily and avoid sharing their glory by working independently.
个人对成就的需求可能会促使个人追求困难和具有挑战性的任务，意图超越同事制定的所有现有标准。他们将迅速工作，避免通过独立工作来分享他们的荣耀。
Socially active people dedicate their time in establishing associations with as many individuals and groups as they can. These people are however hampered by this desire for association in their leadership abilities as they are unable to take decisions without compromising their reputation. Therefore the fear of being disliked often breaks their resolve as a leader.
积极参与社会活动的人会花时间与尽可能多的个人和团体建立联系。然而，这些人的领导能力受到了这种联系愿望的阻碍，因为他们无法在不损害声誉的情况下做出决定。因此，害怕被人讨厌往往会打破他们作为领导者的决心。
Power hungry people have a desire to influence and control. They can positively channelize this desire by coaching, teaching and urging people towards a certain goal. These people are dedicated professionals adhering to the values of discipline and self respect. (2009)
渴望权力的人渴望影响和控制。他们可以通过指导、教导和督促人们朝着某个目标前进，积极引导这种愿望。这些人是敬业的专业人士，坚持纪律和自尊的价值观。
Individuals can be nurtured in a way to develop in them the desire to achieve. This desire in turn can prove effective as it will lead to better performance. Organizations could focus on this aspect in their training. While human resource department could consider the individual desire for accomplishment, association and power during their placement of individuals in an organizational setup respectively. (Kinicki, A & Kritner, R. 2009).
个人可以通过某种方式得到培养，从而在他们身上发展出想要实现的愿望。这种愿望反过来会被证明是有效的，因为它会带来更好的表现。各组织可以在培训中重点关注这一方面。而人力资源部门在将个人安置在组织设置中时，可以分别考虑个人的成就欲望、联想和权力。
Kenneth Thomas “Four Intrinsic Rewards”:Kenneth Thomas“四大内在奖励”
Motivational theory can be materialized in form of rewards system. According to a management professor Kenneth Thomas of Naval Postgraduate School in Monterey, rewards system can be rooted in the four common decisions that an individual often makes whilst in an organizational setup. This model incorporated the previous models of intrinsic motivations with his research on employee empowerment. (Kinicki, A & Kritner, R. 2009).
激励理论可以以奖励制度的形式具体化。蒙特雷海军研究生院的管理学教授Kenneth Thomas表示，奖励制度可以植根于个人在组织设置中经常做出的四个常见决策。该模型将先前的内在动机模型与他对员工赋权的研究相结合。
The explanation of the theory in a summarized form as indicated by Angelo Kinicki and Robert Kritner are:Angelo Kinicki和Robert Kritner对该理论的概括解释如下
Sense of Meaningfulness:意义感
This sense of meaningfulness arises with a sense of an i
