People go to work for many different reasons: because they are retired or need to help support a family nowadays it takes 2 incomes to support a family and maintain a house in current order with the cost of everything increasing. There are many different ways to motivate people, because different people motivate themselves in different ways and not just one thing will work for everyone. There are two types of motivations intrinsic and extrinsic. Intrinsic is where if you stay at work to help out because you like the work, extrinsic is I rush to throw work to leave early so I can go shopping, reward shopping. Green River employees are motivated by higher wages and benefits, Aberdeen employees are motivated by extra days off or personal fulfillment. Aberdeen's pay structure is different: all employees are referred to and treated as technicians, all pay overtime for more than 40 hours per week. Working in a team atmosphere at Green River will work on a consistent timeline. Employees may initially object because most people don't like change, but this will make their jobs easier and more efficient for FMC. Green River employees will have to trust the leadership of managers to work this way. In Aberdeen there is more confidence that employees can do their jobs with complete confidence and trust, unlike in Green River where there is a fear that they will only do what they are told and show no creativity for fear of ending up in trouble. In 1910 the term Scientific Management was coined to describe the industrial management system created and promoted by Frederick W. Taylor (1856-1915) and his followers. Scientific management, the set of principles and practices that emphasize the simplification and specialization of work, was developed by Taylor to increase the performance of individual employees. While some disadvantages of designing jobs according to scientific management principles became apparent, many problems stemmed from the fact that employees are intelligent human beings who can think about things on their own initiative and have the ability to be intrinsically and extrinsically motivated and who also likes to have control over their work. Job enlargement and enrichment focus on the expansion of simple jobs created by scientific management. Work itself has five dimensions of motivating potential (according to Hackman and Oldman 1975).