 We are discussing specific implications of national culture on human resource issues and in this topic we are going to talk about job expectations and motivation policies. So in different cultures people have different kind of job expectations and different type of motivation techniques are then employed to motivate them to work effectively in different cultures. So let's take a look at how different motivation techniques and classifications are available in literature. There are many theories of motivations which have been developed mainly in the United States in the 1950s and 60s. One of the three most important theories of motivation are Achievement Motive Theory which was given by McClelland, then Hierarchy of Needs Theory of Maslow, and then Hygiene and Motivating Factors Theory given by Herzberg. In this topic we cannot describe these theories if you want to understand what these theories mean. You can consult any human resource or organizational behavior book or even in management books these theories are discussed. So you can refer to them. McClelland further suggested that the Achievement Motive Theory has further implications and the further implication is that the economically advanced societies in those society people need to have more achievement and more achievement drive than economically less advanced societies. So the countries or societies that are economically advanced, advanced countries, developed countries, according to McClelland, the Achievement Drive in those cultures is high. This was proposed by McClelland and he proved that the ambitious people as a nation are more successful. It also implied that the individualistic nations where the need for achievement is high, that means the individualistic people belong to the individualistic culture, what is the individualistic, for that you have to look at the topic of individualism and collectivism. The individualistic people have the need for achievement, the motive for achievement is high because they are confident they want to do things on their own that is why they have high achievement needs and McClelland implied that that is why they are more economically advanced. So it is kind of a vicious cycle that economically advanced nations they have higher need for achievement than they have more individualistic culture, individualism that leads to more need for achievement and more need for achievement leads to higher achievement and then that leads to a more economically advanced nation. Then we also have to take a look at the Meslos-Hararki needs theory and Herzberg hygiene motivation theory and we can see that if Meslos need Hararki theory and Herzberg hygiene motivation theory they are placed side by side, the levels they correspond to each other in such a way that the Meslos lower level needs which are the basic needs they correspond with Herzberg's hygiene factors, hygiene factors are the extrinsic factors which motivate a person which are pay, job security, benefits, medical allowances and so forth. So extrinsic rewards and Meslos high level needs which are the social needs and the sex self actualization needs they correspond with Herzberg's motivating factors, motivating factors are the intrinsic rewards and they are for example the need for recognition, the need for acknowledgement, the need for participation and all these kind of things. So intrinsic rewards are the motivating factors and extrinsic rewards are the hygiene factors on Herzberg's hygiene factors theory. So you can see that when a person is on the lower level of needs i.e. his basic needs are his requirement, so he is motivated by extrinsic factors i.e. by hygiene factors. It is very clear that a person who is poor, who cannot maintain the basic needs of his life, cannot stop drinking his food, he will not be motivated by intrinsic rewards. He will not be motivated by how much he is being appreciated, how much recognition he is getting, how much participation he is getting in decision making or not. He will be concerned about how much money he is getting, whether he has job security or not, whether his children will have sufficient money to take care of him or not, whether his medical requirements for medical facilities are available or not. So these things will motivate him, so extrinsic rewards will motivate him. And if the basic needs are fulfilled and satisfied, then people move on to the higher level needs and people who have got the basic needs fulfilled, they then have higher level needs, their social needs, their self-actualization needs and that corresponds with the motivating factors of the Herzberg's Motivation Hygiene Theory in the way that people who are on the higher level of needs will be satisfied by the intrinsic rewards, they will be satisfied by how much autonomy they have, how much recognition they get because their basic needs are already satisfied, they do not have to care about how much salary they are getting because their basic needs are not linked to their salary, their basic needs are whether they are getting satisfaction in their work or not. So when we look at it in a collective manner, nations which are generally collectively poor and which are less advanced, which have less facilities for their people, less ability to satisfy their basic needs, there people will be satisfied with extrinsic rewards, they will be more motivated with extrinsic rewards whereas the nations which are advanced, which are more affluent, which have more money, where there is job security, where there is social security concept, where the employees will be satisfied with intrinsic rewards. So the international human resource manager has to take care that in international scenario what type of needs are there of that particular culture and according to those needs then the motivation policies have to be drafted, the motivation policies have to be designed and that kind of reward and recognition strategy and policy has to be adopted, which is satisfying the particular need of the people. So if there is no need for achievement in that culture and you are giving them targets and objectives and you feel that they will be happy that they are achieving targets, then you are taking a wrong decision. So you will be a failure in the international human resource context. So this is something which needs to be taken into account, what motivates a particular society and people existing in that society.