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Two motivational ideas that can be used to inspire employees at GC are Taylor's theory and Adam's theory. Employees will require money, and money will inspire them to work more. Because they will be paid what they are worth working for. According to Taylor, a high-productive cleaner earns the same as a new employee with the same skill set. However, according to Adam's argument, a high-productivity cleaner earns less than a new employee with the same skill set. The GC made a terrible decision when there were issues amongst existing and new staff. Furthermore, this will have unexpected effects within the company. Consequently, a lack of motivation and unfairness pushed their company into this situation.

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Motivation is referred to intrinsic and extrinsic factors that influence the desire, effort and passion to act or behave in a way that affects the achievement of something. Regarding the case study, the motivation of the employees at Green Clean (GC) company is shown through the two motivation theories, Maslow's theory and Adam’s Equity theory.

Maslow’s theory is essentially a hierarchy of five levels that focuses on the psychological and well-being needs of employees. With low labour turnover and a high number of employees working for the company for over two decades, this suggests that GC has met the needs of security needs and social needs. In addition, GC has strong ethical objects through the use of eco-friendly products and paying employees fair wages, suggesting that GC has also met the physiological needs of employees. However, employees’ esteem needs and self-actualisation is difficult to measure and can be negatively affected by the company’s incentive payment for gardeners. This can lead to a decrease in the motivation of the staff, and the productivity of the company.

On the other hand, Adam’s Equity Theory focuses on the fair balance ratio between an employees’ input into a job and the outputs of it compared to others in the workplace, and what one defines equity as. Responding to the increased competitiveness of the cleaning market, GC has decided to offer a wider range of services, specifically gardening services. However, as gardeners are difficult to recruit, GC has decided to pay gardeners at least 20% more than cleaners. This leads to demotivation and dissatisfaction in cleaners as they believe that their input into the job is the same as the gardeners, and the only difference is the type of skill, not the level of skill. As workers are demotivated, they will perform accordingly to what they believe is fair to their payment or find a new job, which in the future can lead to high labour turnover and absenteeism.

In conclusion, the GC company has somewhat successfully adopted Maslow’s motivation theory from the beginning. However, its plan to offer gardening services and incentive payments to new gardeners has caused controversy in the company, resulting in cleaners being demotivated. To ensure that all employees are motivated, while still being able to recruit gardeners, GC should consider adopting both Maslow’s theory Adam’s Equity Theory of motivation to balance the advantages and disadvantages.

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As stated in the given case study of GC, professional cleaners were experiencing demotivation since GC was introducing a new gardening service, where future gardeners' wages are at least 20% more. The two motivational theories of Maslow and Adams will thoroughly examine the motivation of cleaners at GC.

Maslow's hierarchy of needs demonstrated its focus on the psychological aspect, or mental and emotional well-beings, of employees, where the bottom of the pyramid is physiological needs, moving up to security needs, social needs, esteem needs, and at the top of the pyramid is self-actualization. At the bottom level of the hierarchy, staff's physiological needs were met, since the case study mentioned that employees were paid fair wages. It also shows a sense of security needs, where GC's labour turnover is low and a large amount of cleaners had worked for over two decades, which is a long period of time for a job that tends to require repetitive tasks everyday. Thus, employees can also feel safe since the company was using eco-friendly cleaning products, which will less likely to cause harm to staff's physical health. As for social needs, we can presume that all staff are accepted by others within the company and a healthy community is formed, since the job usually requires cooperation and good teamwork in order to complete given tasks, and they won't be look down by fellow employees due to the nature of work. Though, esteem needs of GC's cleaners weren't met. Since GC is introducing a new gardener service and encountered difficulties when recruiting them, professionally trained gardeners were offered at least 20% higher wages compared to GC cleaners. Since cleaners' and gardeners' wages are different, cleaners felt like their job is devalued when recruiting gardeners was the company's main priority. As their self-esteem is lowered,
it is nearly impossible to reach self-actualization, where cleaners are demotivated and cannot produce the best work or give the most effort. Hence, GC's cleaners reached levels of Maslow's hierarchy of needs but to a certain extent.

Meanwhile, Adams's theory proposed that an individual will feel motivated when their input to outcome ratio is fair, which means how much effort they put in the job will deserve an equal amount of remuneration. As for equity norm, cleaners were satisfied with their wages before the new gardening services came in, proven in the given case study that cleaners had worked there for over two decades. Though, there were certain social comparisons. GC's cleaners believe that gardeners are not more skilled than them but just have a different set of skills. Therefore, there might be tension occurred between cleaners and future gardeners regarding the issue of different wages. As the company directs their attention more towards the new service, cleaners will feel unfair within the work environment, resulting in demotivation.   Undercompensation was not mentioned but could also contribute a part to staff demotivation, since recruiting gardeners will cost the company more than recruiting cleaners, hence might reduce cleaners' original wages. Hence, if GC's cleaners still experience inequities and unsatisfactions in the near future, the company might have high labour turnover.

In conclusion, both theories of Maslow and Adams had inspected motivation levels of cleaners in GC. It was clearly shown that cleaners were not satisfied regarding the fact that gardeners will be paid at least 20% higher wages than them, either whether cleaners had met the levels of Maslow's hierarchy of needs or not, or whether they had experienced a great amount of inequities or not. Hence, GC will need to reconsider the wages differences between cleaners and gardeners in order to ensure their staff meet their needs, equity, and job satisfaction.

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Taylor's theory and Adam's theory are two motivational theories that can be applied to encourage employees at GC in this situation. The only way to keep people motivated is to give them money. Money is the primary motive for employees, according to Taylor's idea. However, in the meantime, the corporation has employed potential gardeners at uncompetitive salaries, which has harmed their productivity and caused envy among the workers. Future gardeners will be paid 20 percent more than previous employees. So, money is a powerful incentive, but it isn't the end all. It is, nevertheless, a crucial component of employee motivation. In theory, Adam at GC business believes that future gardeners have a different skill set than current gardeners, and that this is what the company is seeking for to build a new gardening service and enhance their 20% wage for future gardeners. The cleaners believe it is unequal that the gardener is paid more than the janitor, despite the fact that both perform the similar cleaning duties. Cleaning personnel lose motivation and no longer want to execute their jobs as a result of this. Money and justice are essential variables in employee motivation, according to both theories.

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Motivation is the key factor in a business, most of the motivation affects the comfort of employees in an enterprise so we often see in every business there is a way to motivate employees. There are companies such as state-owned companies that will have bonuses at the end of the year or the end of the year, year-end parties, or camping trips with the company. Those are the ways that the vast majority of businesses in Vietnam often use to stimulate employee inspiration. Green Clean is a cleaning service company trusted by professional staff but has some shortcomings in the treatment of employees. Here, we can use two theories to consider this business. The first is Taylor's theory. Taylor's theory in motivating employees by that is salary, when a worker is paid commensurate with the benefits they have brought to the company, they will continue to accompany the business. Businesses reduce labor turnover and scarcity of human resources like some other businesses, they need to have fairness between employees and the business. Instead of wages that need to be unified and reasonable, their work also needs to be equal among employees to avoid refugee status in the working environment. The second theory to talk about the problem that GC is facing is Adams' theory. Adams' theory, as we have been reading, is fairness in business. Here, when GC decided to establish a new gardening service to compete in the cleaning service environment, causing a lot of controversy among employees, GC recruited trained gardeners professionals from different geographical areas and they need to pay these new gardeners more than 20% more than the previous cleaners, as most gardeners are difficult to hire. So they give the best offer to entice the candidate and also a way for them to motivate the horticultural service staff. This is in stark contrast to what is proposed in Adams' theory, leading to a decline in the work of the cleaners because they are not satisfied with this deviation. Since they think gardeners are not more skilled than cleaners, they must be the ones who need a better salary than gardeners. This makes the competition between the two employees pressured, if on the part of the cleaners they need to be paid a salary commensurate with what they bring or at least a fair amount of money. wages for both service parties. Summarizing after considering both theories above, we can see that the importance of balancing money and fairness in motivating employees is very important in a business, it is fair and humane for the workers.

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There are several motivation theories that have been developed to analyze worker motivation in the workplace. Employees at Green Clean (GC), a firm that provides high-quality cleaning services, are facing layoffs since the amount of money they get is not balanced. Adam's Equity theory and Taylor's theory are the two most significant theories in the instance of cleaners at GC. Employees are motivated by money, according to Taylor. A high-productivity cleaner, on the other hand, earns less than a new employee with the same skill set. According to Adam's theory, a high-productivity cleaner earns less than a new employee but has the same skill set. Low-wage gardeners believe it is unfair since their workload and abilities are the same, thus they get bored and lose interest in their jobs. In summary, when there were disputes between old and new workers, the GC took a choice that lacked vision. Furthermore, this will have unforeseeable consequences within the company. Moreover, a lack of motivation and injustice pushed their company into this situation.

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One of the motivation theories that relates to the motivation of cleaners at GC is Taylor's theory. Taylor's theory was revolved around that argument that the main reason why people work is because of money. Employees and workers want nothing more than a raise in wages. That thinking will help them to increase their productivity in order to have a higher salary. According to the stimulus material, the cleaners were demotivated because the future gardeners would had a higher salary than them. Although the gardeners' works were almost the same as the cleaners' works. This proves that money is an important motivation factor for GC cleaners. Adam's theory is also being used in this company. Technically this theory is about the fairness and equality between workers. The input and output of their work should be equitable. As for this study, the future gardeners will be more motivated because they were paid higher. They may look down on their seniors and show them no respect. That may leads to internal conflicts and have a low productivity. On the other hand, the cleaners may even have to work harder than them but their salaries are still the same, which is really unfair to them. In conclusion, the company's wages between cleaners and gardeners are unfair. They shouldn't adore new gardeners more than cleaners because of the thought that they will help to compete with other companies. The motivation theories can help to cheer workers and employees but when it is used in a wrong way, it can leads to many other problems especially labor turnover. In order for the company to be better, they should reconsider making changes to the paying system, by balancing them, so they won't have to deal with conflicts. It can also increase productivity and decrease the turnover rate.

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Motivation has become an essential factor that has a big impact on the whole business’ productivity, especially on the employee one. There are many motivational theories that state important factors which need to be covered in order to higher the motivation of workers. Green Clean company gives high-quality, reliable cleaning service leading to a low labour turnover rate. Besides, they opened a new revenue stream which is gardening services with a 20% higher salary for gardeners than cleaners.  In this case, the two suitable motivational theories are Taylor’s theory and Herzberg’s theory.

Taylor’s theory states that salary is the primary motivational factor of the employee. The higher the salary, the higher quality of product and higher productivity. Before adding gardening service, the Green Clean business seems like they did a good job in applying Taylor’s theory. As the company requires high-quality work, many cleaners still worked for over two decades which means that the salary they received is worth the effort that cleaners spent, so they chose to work for GC for a long period of time. However, after the business expands to the new market, gardening service, the theory is no longer efficient for cleaners but for new employees, gardeners. The cleaners are paid 20% less than the salary of gardeners, so they became demotivated. They believe that the work of a cleaner and a gardener differ only in the skill set they use but not in the effort and skills. On the other hand, Taylor’s theory is applied in recruiting gardeners. As the business wants professionally trained gardeners, if they offer the salary, the recruitment time should be long and they would not reach the aim productivity. Moreover, because gardeners are difficult to find, the company has offered higher wages to recruit them which means higher salaries, and higher motivation to work for the company.

Herzberg’s theory states that two factors, including hygiene factors and motivators, will play a role in motivating the worker. Hygiene factors are factors that need to be met to the standard to prevent dissatisfaction. Motivators are factors that motivate the workers. Similar to Taylor’s theory, Herzberg’s theory also has “pay” as a factor but it’s just a small part of hygiene factors. The pay factor has not been met, so it led to demotivation and dissatisfaction in workers. Besides, the company has a strong ethical objective, they use eco-friendly cleaning products, so the working condition factor has been met where the cleaner would not be affected negatively by the products they use.

Through two motivational theories, we could see that money, hygiene factors, and motivators are important to prevent the worker from dissatisfaction and demotivation.

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There have been various motivational theories that evaluate the levels of motivation in staff due to variables, factors in the workplace. For Green Clean, their employees are currently facing demotivation due to the unbalanced amount of money the cleaners received compared to the future gardeners. In this situation, the two most suitable motivational theories that could be used to examine the motivation of cleaners at GC are Taylor's and J.S. Adams' theories. According to Taylor's motivational theory, money is the main variable that is motivating the employees in the workplace. As mentioned, GC pays their employees fair wages which caused no problems in terms of employees' motivation with money. Looking at the company after they decided to add gardeners into the system, the business faced major problems regarding employees' motivation. Cleaners are no longer happy with the output they are receiving in the company compared to the future gardeners due to the unbalanced amount of money. With the relation of Taylor's theory, J.S. Adams' theory also played an important role in explaining the demotivation of GC's employees. Adams' theory stated that the employees will be motivated when they feel fairness in relation to other employees performing similar jobs. In GC, the purpose of the employees is the same which is "clean", but the gardeners still receive more money compared to normal cleaners. This problem goes against Adams' theory on fairness which the employees feel unfair because of the unequal pay between gardeners and them. As a result of unequal pay, the employees are working through their unmotivated time in the company which might lead to more problems. Through both of the theories, we could see that money and fairness are the vital factors that are contributing to the demotivation among the employees.

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The problem that leads to the cleaner's down-going motivation has been clearly justified,1) salary ratio between the cleaner and gardener. In such circumstances, Adam’s equity theory and Maslow's theories justified the demotivation reason. In the circumstances of GC, Adam's theories of social comparison and cognitive distortion have not been met as the cleaner is feeling under-compensated and unfair when it’s come to input and output compared to the gardener. it’s the pay ratio difference that causes the unsatisfied(As mentioned” just different skill set”). Therefore, the cleaner is demanding recognition in the form of money, however, the company feels the need to make the 20% increase(due to their “limited experience in hiring) to motivate the new coming gardening sector. If apply Adam's equity theories, the company and employee will ensure the balance between the input, time, and commitment and the output, recognition, and encouragement. Meanwhile, Maslow’s theories have a slightly different approach. By identifying that the worker has been there for over two-decade, the basic need has been met. Also, as mentioned the labor turnover rate is low so the safety(internal and external) need is there. The company is also highly ethical(as they use eco-friendly products) so the psychological needs are also not the problem. However, when the company added the new gardener department, with a great increase in terms of wages. It goes against the Maslow theories as the evidence suggests that there’s confusion between the cleaner and management as the management fails to justify the difference in wage and therefore, leading to the cleaner's work feeling undervalued and unsatisfied with their work as they felt unrecognize by the organization for their commitment, which badly affected their self-esteem. As mentioned, the companies have also been struggling to establish an extrinsic value reward system( shareholder opposition), leading to delays and lack of encouragement toward the employee which leads to lacking self-actualization of the cleaner. To sum up, both theories hint at the cleaner need for GC’s definition of fairness, and recognition for the effort in terms of wages is the primary factor for cleaner demotivation.

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The case of GC evaluate the situation that were followed when GC, a company that is in need of recruiting gardeners with higher wages, causing their old employees to demotivated.  The two motivation theories that would best best applied into this case are Hezberg' s and J.S. Adams' theory. Hezberg' s theory mainly discuss about promoting job satisfaction through being treated fairly. However, many factors had contributed to the demotivation in the scenario of GC, including the fact that gardeners will get paid 20% more wages than cleaners, and cleaners assume that future gardeners will just have a different skill set but not more skilled. This go against the practice of Hezberg' s theory since both of the 2 factors’ categories are not satisfied. For the hygiene factors, salaty inequality appears to be the main factor that generate employees’ dissatisfaction in GC. On the other hand, giving the cleaners lower wages means the same as not giving them recognition, knowing that many of them have been working for a long time. This would harm the psychological growth of cleaners and hence result in dissatisfaction and lower productivity. In the concept of Adams’ theory, fairness and equity between the input of employee and output they received is highly recommended. In relation to this theory, GC's rewards aren't proportional with the work that cleaners put in. As discussed earlier, cleaners believe that future gardeners are not more skilled, which lead to the assumption that either the gardeners are being overpaid for their effort, or the cleaners’ performance are being underrated and receive bad salary. The issue of inequity may also hurt their esteem and appear to be harmful to the overall morale of the company.

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According to the situation, the cleaners are becoming demotivated. This is due to the unfair treatment of new employees that are gardeners. This can be applied to two motivation theories, those are Herzberg's motivation-hygiene theory (a theory about what makes someone motivated and what makes them unhappy) and Adams’ equity theory of motivation (a theory about the motivation of someone depends on the fairness between employees like salary, for example). The cleaners are unhappy that the gardeners are getting paid just because they have a different skill set, this fits both theories. In the Herzberg theory, the cleaners are unsatisfied with getting the short end of the stick in terms of salary, many of them have worked with GC for a long time, yet gets treated as if they are new and are untalented and less valuable. For Adams' theory, there is a difference in pay between both groups of employees. Thus, there is no equality among the salaries of GC despite them having equal skill but different skillsets, leading to employees being unsatisfied.

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Two motivational theories that can be used in this situation as a motivator for employees at GD are Taylor's theory and Adam's theory. Employees are often promoted to work productivity by money. The payment factor is one of the factors that can affect employee performance and boost productivity, according to Taylor's theory. Stimulus material supposes that employees are unhappy about unfair and the pay gap between them and future gardeners, and they think gardeners don't deserve to be paid higher wages than cleaners. because the gardeners don't have the skills and experience to get a higher salary than they do. Therefore, money is an important motivator, but it is not all but an essential part of motivating employees. GC company using Adam's theory, the company probably thinks that future gardeners have a different skillset and that's what the company is looking for to develop a new gardening service so they 20% increase in wages for future gardeners. Accordingly, gardeners will have more motivation and effort to achieve the remuneration they deserve for their efforts. As for cleaners, the Adam theory can motivate them a lot at work. As the stimulus material said about their salaries compared to gardeners. They think of the inputs they put into the company and the outputs the company gives them. They have a lot of experience and skills, but the salary is 20% lower than the gardeners and the reason here is only because the gardeners are the "new service" of the company. So they become depressed at work because they are not satisfied with the inequality between themselves and future gardeners. With the use of Adam's theory, the company and employees must ensure fairness that the inputs are the ability, effort, and time of the employees must be relatively equal to the outputs of remuneration, recognition, and enjoyment that the company brings to them, and opposite. In conclusion, the company's salary distinction for cleaners and future gardeners is unfair, because the company believes gardeners have more potential than cleaners in the competition with other firms. Employees in particular cleaners think that gardeners do not have the experience and skills to earn a higher salary than they do, and cleaners think they have more experience and skills because they have been in the company's service for more than two decades. The theory of motivation brings many benefits to the company in increasing productivity, but at the same time, if it is not skillful in understanding employees, it will be a threat to the company. They will lose productivity in cleaning services but grow in gardening services. They need to balance both services by opening gardening services and paying gardeners the same salary as cleaners.

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Looking at the problem that was stated from the stimulus about the situation of GC, we can see that the their cleaners are becoming unmotivated. Demotivation can be caused by various reasons and in this case, the employees of GC are demotivated because of the salary difference between them and future gardeners. With this problem in mind, it can be linked to 2 theories that we have covered, including Taylor's scientific management theory and Herzberg's two-factor theory. The main cause that is leading to demotivation of the cleaners in GC are currently about the matter or money or salary, which is clearly associated and present within this 2 theories. In Taylor's scientific theory , the core of the theory is that employees are primarily motivated by the money that they receive and their productivity, which we can make direct connections with the situation with GC. Before, the salary of the cleaners are sufficient enough for motivation because the company paid them fairly and there are no competition in salary between employees, since all of them are basically cleaners. As the company adapt to the market with the introduction of gardeners, the higher salary that the future gardeners will have lead to demotivation because they think that it is unfair for them, believing that gardening is just a different skillset. Referring to Taylor's theory, we can see that they are demotivated because their salary are lower than the new employees where they believe both should be equal. In Herzberg two-factor theory, it is the same situation to, where money is the main driving part that leads to satisfaction and motivation. In his theory, money is not as direct like what was stated in Taylor's theory, but it is a part of Hygiene factors, where there are aspects such as working conditions, organizational rules, relations with others, job security, paid leave, and health insurance. According to his theory, these are the aspects that must be made to prevent dissatisfaction. When the company does not meet hygiene factors to its employees, it not only would lead to dissatisfaction but also demotivation. In the case of GC, the some of these aspects was not made with the introduction of the future gardeners, where the cleaners are not happy about the price difference, also leading to deteriorating relation with management and leadership positions of the company. Since the hygiene factors was not met, like predicted in Herzberg's two-factor theory, it would lead to both dissatisfaction as well as demotivation, which were clearly seen in GC's situation.

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Using the Maslow's hierarchy of needs, the cleaners at GC already has basic needs, safety needs, and maybe social needs. Like mentioned, the cleaners at GC obviously have basic needs down since some of the cleaners have been working there for over 2 decades. This also shows that they have safety needs, having a stable job and income source. The case study does not mention points related to social needs, but it can be assumed that a community has formed internally due to the low staff turnover and many cleaning jobs may require a team. However, with the expansion into gardening, the esteem needs for the cleaners are being damaged. Having to attract gardeners with a good pay because of the low availability of the sector, the cleaners' esteem are damaged due to the sudden undervaluing of their job. As mentioned in the case study, the cleaners don't think the pay difference is justified and both jobs are similar in skilled required, just different skills. Due to the lack of esteem needs, self-actualization of the cleaners can not be achieved. Using Herzberg's motivation theory, the cleaners have many good hygiene factors going for them while they have little motivators. The hygiene factors are all met since the staff turnover is low and the time some employees stay in the business. From the case study, the cleaners have fair wages, which is really important since many manual labor jobs are exploited and give employees minimum wage. The duration of work also shows that job security is present as a hygiene factor of the business. Not much else is mentioned, so other hygiene factors like management, working condition, and job relationships can not be determined. For the motivators, not many are present due to the lack of variety and challenges commercial cleaning can provide. However, the job itself may be the motivator because of the use of eco-friendly cleaning products, allowing for the cleaners to feel like they are contributing to saving the environment. Cleaning can also be a tedious but rewarding job. Recognition is also one of the motivators, but in this situation, the cleaners are not being recognized for their work but their career is being downplayed for gardening, which they disagree with. Both theory shows that the reasons for the loss of motivation of the cleaner can be contributed to the pay gap between them and future gardener because of GC's prioritization and higher wage for gardners.