give comment and analysis on the discussion of Taniya: It's important to recognize the distinct motivations of employees in for-profit companies and volunteers in community non-profit organizations to motivate them appropriately. Let's examine motivational ideas and strategies in each situation: 1. Encouraging Volunteers in a Community Non-Profit Organization: Inner motives like self-fulfillment, generosity, and a feeling of purpose are often what motivate volunteers in non-profit organizations. I would use motivating techniques that align with their beliefs and interests as a leader in this situation. Volunteers are frequently inspired by the significant difference they make in society, which is known as intrinsic motivation (Falk, 2023). It may be quite motivating to hear from individuals who have benefited from the organization's work or personal anecdotes about their achievements. Telling tales of how a volunteer tutored a kid to raise their grades and acquire confidence, for instance, might make students feel more purposeful. Theory of Self-Determination: Giving volunteers the chance to lead initiatives or projects satisfies their demand for independence. Providing instruction and seminars for skill development aids in improving their competency. Relatedness is promoted by fostering a feeling of community through team-building exercises and frequent appreciation gatherings (Cherry, 2022). Volunteers' sense of autonomy and competence is increased when they are allowed to select activities that align with their interests and abilities through decision-making procedures related to event preparation. 2. For-profit organizations frequently utilize a blend of intrinsic and external encouragements, such as pay advancement, financial rewards, and job security, to motivate their employees. Expectancy Theory: Employee motivation is developed when they believe they can grasp their objectives and that their hard work will provide the anticipated results (Rowley & Harry, 2011). They are more confident that they will accomplish the desired outcomes when performance targets are clearly defined and they are provided with the necessary resources and support to meet them. Worthwhile and recognizing high performers rises their motivation. Theories of Setting Goals: Setting SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals that align with business aims and providing regular feedback will lift motivation and performance (Goal Setting Theory of Motivation, n.d.). Given stimulating yet achievable goals and steady performance evaluations, workers display higher levels of enthusiasm. The Maslow Hierarchy of Needs Employees' physiological and safety demands are met by offering competitive pay and benefits (Maslow's Hierarchy of Needs | Introduction to Business, n.d.). Their demands for self-actualization and respect are met by providing possibilities for professional growth and job advancement. Putting money into training and mentoring programs for staff members helps them improve personally and professionally, which raises motivation. To create a stimulating environment in either situation, good communication, empathy, and knowledge of each person's reasons are necessary. Using motivational techniques with flexibility in response to the distinct qualities of volunteers and staff increases their commitment to the objectives of the organization and increases their level of involvement