Motivation is such a scarce commodity. It is costlier than gold . Dearer too. Ask any employee with his sugar . Most of them  would do just anything for it. Unfortunately as the thing goes one can't have everything .So you have companies brimming with B-School products . and people who are at the top of the profession . who just can't seem to get along together . And what is more either they keep getting fired or quitting their companies of worse , staying on when they  shouldn't.
                                     Why you may ask has such a thing come to pass? Good question. Why you may also ask do these do so little about it ? Another very good question .To tell you the truth, most of the really big company thing of these do these whole motivation thing so seriously . They spend enormous amount of time and money on trying for the best way to keep the  employers charged up . They want employers who have zest for life , Employers believe that they can move mountains employers who believe  he can achieve impossible . employers who believe that fire in their bellies. and don't have to take an antacid before later .
                                                 Simply put your best course of action is to try and convert the present bunch of bespectacled mustard-stained shirts into tie-wearing go-getters. But how? here's how:

Think, think: There must be something wrong somewhere.  Find out where the leak in the fuel pipe is.  Either you are doing something wrong or somebody else is.  Dust your magnifying glass, wear your thinking hat and scrutinize each and every bit of your company's system to find out just what is sapping your company's energy.

Change: once you find out where the problem is, correct what needs to be corrected.  If you still haven't found out where the problem is, make some changes anyway.  You don't have to go in for large-scale restructuring.  Often, the smallest change, even if it is just a token one, can make a world o difference.

Pay up: Incentives are important.  You have to spend money to make an equitable reward system in place? No? Then that is probably why your productivity cap is screwed on so tight.  Equitable is an unpredictable and dangerous weapon.  Especially is it is not defined properly.  You never know which way it can sway.  It could give wings to the morale of your workers or it could dampen the spirits of your finest employees because they know that despite their best efforts they would be paid only marginally better that that co-worker who spends seven of his eight working hours playing Packman.  But then, all said and done, it is the least of the evils so if it is already working for you, don't take the trouble to fix it.