Two Swedish multinationals, Husqvarna and Truck Co, were studied in terms of the employee motivation and their commitment levels (Paulina et.al, 2011). In case of Husqvarna, it was found that there were two set of employees, high achievers and low achievers. The high achievers were motivated by opportunities of personal development, earning more responsibility and influence, recognition, and also partly by monetary incentives. Low achievers were motivated by being offered specific work tasks, manageable tasks and being offered continuous support from their seniors. Even if such a method is effective, it raises a question about the discrimination of these two set of employees and the very placement of employees under low achiever set may not motivate them to rise up to the high achiever set. In case of Truck Co, it was recognition and feedback that was used and considered most important in employee motivation regardless of their positions. The employees were motivated by social aspects, monetary rewards, and recognition. The recognition was not just given for good performance but also was being rewarded and recognised for their personal goal achievements. This is an interesting practice and is bound to create more winners. In spite of these practices, it is important to offer carer development opportunities and conflict resolution methods to have minimum grudges within the group.
In a case study about Cadbury Plc was conducted in Nigeria, which is a country with a discriminative wage policy (Solomen and Ajagbe, 2012). They found that employee motivation was directly related to organizational performance, and when the employees were motivation which is an independent variable, the employee productivity improves and produces better results which are a dependent variable. Such a finding is also being agreed by Nohria et.al (2008) who states that one of the most common human nature is to be appreciated and recognised and when this is being conducted in organisations, employees become motivated to perform even beyond their limits. One of the most important functions of the HRM team is to understand human nature and adopt the relevant theories in motivating employees which can then work for the organisation visible through better performance in the employees’ performance appraisals. Motivating employee is a two way process in which the HRM managers must also be equipped with the motivation theories and apply them properly so that it converts into superior quality action from the employees. If the HR managers themselves are victims of bureaucracy, then it is difficult to have a motivated workforce which is responsible for quality results.