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and salaries are recognized to be a significant but cognitively complex (pg 102-109 ,1996). Offering employees with company shares was anticipated by most of the employees.

Research on Maslow's theory suggest a number of property the organization should provide as security needs. The company had withdrawn all health care plans. Considering the average age of the employee is 44, health care plan will provide a sense of belongingness in the organization. This provides a the hygiene factor , which can be related to Herzberg' two factor theory. Most of these problems can be overshadowed by the fact that the organization has not been fulfilling any of its social needs. Gallup survey research argues Maslow's third level, social needs are the single most important contribution to satisfaction in life (Tom Rath, 2006). The organization did not have any sort of formal communication structure which disturbed the employees since they did not have any control over things that were affecting them at work. This in return made the employees feel that the management was not interested in their working environment.

Maslow's theory addresses the issue of self-esteem related to status , promotion and symbol in an organization in accordance to employees. 95% of the employees feel that they do not need close supervision while working as most of them do not receive regular feedbacks on their work performance. Herzberg's theory argues that providing monetary benefits and providing excellent working conditions are not the only factors of motivation but at times challenging jobs and acknowledgment of their work helps in achieving a sense of belongingness and keeps them motivated. Motivators should keep a check on them and not only supervise but also value their work in their presence which would help in motivation. It also understood at the same time management support is required and the employee view on decision making which effects them should be considered.

Self esteem can be understood at self concept under personality theory. Self esteem has more to do with people's self - perceived competence and self image. At Omega the employees do not face any problems, which could relate to their self esteem as most employees are always trying to put better outputs and are more willing to learn. Hence it can be understood that employee at Omega have high self esteem. It is argued that high self esteem can be a good thing when it relates to human characteristics such as creativity, intelligence and persistence when it is nurtured and channeled in a constructive and ethical way (kreitner and kinicki, 2001).

Self-actualization, which relates to personal growth and realization of potential, is low at Omega since the company has been facing external pressures and trading difficulties which has led to developing smaller or no training and development budgets. Since Omega was not increasing the wages they even were facing the fear of these employees leaving the organization. It is argued that organizations that attempt to reduce fear and other strong emotional response during these moments through severance pay programs and outplacement services may be able to reduce the impact of individual termination and lay offs, especially for those who remain in the company(Kinicki, Prussia and Mckee, 2000). Hertzberg's two factory theory could also be related here since personal growth is a hygiene factor and realization of