Motivation is what energises, maintains and controls behaviour. Motivation plays an important role in the workplace. Motivation can be difficult to measure as different factors motivate different people. As a rule, having highly motivated employees usually means higher productivity for a business. Highly motivated employees tend to add higher value and lead to substantial levels of achievement for a business.
Maslow’s Hierarchy of Needs was developed by a man called Abraham Maslow who was an American psychologist. Maslow developed this theory as he wanted to understand what it is that motivates people. The specific needs are arranged in a hierarchy. As shown in the diagram below, there are self-actualisation needs which are at the top level of the hierarchy and physiological needs which are at the bottom level of the hierarchy. Maslow’s theory states that people need to satisfy needs at the bottom level of the hierarchy before they can be motivated by needs at the top levels of the hierarchy. Alderfer’s Existence-Relatedness-Growth ERG Theory states that employees are motivated by three hierarchically ordered needs. Typically employees must satisfy needs at the lower level before they can be motivated by higher level needs. With this theory, lower level needs do not have to be satisfied before employees become concerned about higher level needs. With this theory if a need is satisfied it may remain the dominant need if the next hierarchical need cannot be met. This theory also states that a need may never cease to be a motivator. Alderfer’s theory is Maslow’s theory collapsed into three needs instead of five. Process Theories Process theories are the cognitive processes people participate in and how the external context drives individuals to behave in a particular manner. Latham and Locke’s Goal Setting Theory is where managers and employees can work together to achieve specific outcomes that has a clear understanding of explicit goals. According to this theory, people who have more difficult but attainable goals perform better than those who have less difficult goals. Adam’s Equity (Justice) Theory is based on the basis that people wish to be treated equally. This theory model extends beyond the individual self and incorporates the comparison of other people’s situations - for example colleagues - in forming a comparative view and awareness of equity. If employees feel fairly treated they are more likely to be motivated than employees who think they are being treated unfairly. This theory is all about a fair balance that has to happen between an employee’s inputs (hard work, skill level, etc.) and an employee’s outputs (salary, recognition, benefits, etc.). Starbuck’s offers its employees an interactive structure. All Starbuck’s workers whether a supervisor or basic level staff work closely together which creates a more familiar work atmosphere for all the employees. Applying Maslow’s theory here, means the employees of Starbucks’s have …show more content…
Managers can arrange for a structured work setting that has employees physically closer to one another which would enable employees to interact more frequently with each other or managers can have a structured work setting that has employees working further apart which would mean a reduction in informal contact for the employees.
Starbuck’s can be seen as a formal team as in the case study it states that the number of employees is from three to six which is a small size team and enables the employees to get to know each other better. Starbuck’s wants every employee to help in making and developing plans, then to work together as a team to achieve the goals set out. This shows that Starbuck’s encourages and facilitates a physically closer relationship between its employees.
A group must consist of two or more people who interact with each other, who share certain common beliefs and view themselves as being members of a …show more content…
This shows that the employees of Starbuck’s are task orientated and are counted on to get the job done. Starbuck’s employees are regulars – all the employees are in, they accept group values and they are accepted by the group. Employees work alongside the managers in the front line. All employees are referred to as ‘partners’. Starbuck’s employees are locals - the employees are firmly rooted in the organisation. In this case study it states that the employees are Starbuck’s most important asset. All employees of Starbuck’s have the right to participate in the process of revising company
Maslow’s Hierarchy of Needs was developed by a man called Abraham Maslow who was an American psychologist. Maslow developed this theory as he wanted to understand what it is that motivates people. The specific needs are arranged in a hierarchy. As shown in the diagram below, there are self-actualisation needs which are at the top level of the hierarchy and physiological needs which are at the bottom level of the hierarchy. Maslow’s theory states that people need to satisfy needs at the bottom level of the hierarchy before they can be motivated by needs at the top levels of the hierarchy. Alderfer’s Existence-Relatedness-Growth ERG Theory states that employees are motivated by three hierarchically ordered needs. Typically employees must satisfy needs at the lower level before they can be motivated by higher level needs. With this theory, lower level needs do not have to be satisfied before employees become concerned about higher level needs. With this theory if a need is satisfied it may remain the dominant need if the next hierarchical need cannot be met. This theory also states that a need may never cease to be a motivator. Alderfer’s theory is Maslow’s theory collapsed into three needs instead of five. Process Theories Process theories are the cognitive processes people participate in and how the external context drives individuals to behave in a particular manner. Latham and Locke’s Goal Setting Theory is where managers and employees can work together to achieve specific outcomes that has a clear understanding of explicit goals. According to this theory, people who have more difficult but attainable goals perform better than those who have less difficult goals. Adam’s Equity (Justice) Theory is based on the basis that people wish to be treated equally. This theory model extends beyond the individual self and incorporates the comparison of other people’s situations - for example colleagues - in forming a comparative view and awareness of equity. If employees feel fairly treated they are more likely to be motivated than employees who think they are being treated unfairly. This theory is all about a fair balance that has to happen between an employee’s inputs (hard work, skill level, etc.) and an employee’s outputs (salary, recognition, benefits, etc.). Starbuck’s offers its employees an interactive structure. All Starbuck’s workers whether a supervisor or basic level staff work closely together which creates a more familiar work atmosphere for all the employees. Applying Maslow’s theory here, means the employees of Starbucks’s have …show more content…
Managers can arrange for a structured work setting that has employees physically closer to one another which would enable employees to interact more frequently with each other or managers can have a structured work setting that has employees working further apart which would mean a reduction in informal contact for the employees.
Starbuck’s can be seen as a formal team as in the case study it states that the number of employees is from three to six which is a small size team and enables the employees to get to know each other better. Starbuck’s wants every employee to help in making and developing plans, then to work together as a team to achieve the goals set out. This shows that Starbuck’s encourages and facilitates a physically closer relationship between its employees.
A group must consist of two or more people who interact with each other, who share certain common beliefs and view themselves as being members of a …show more content…
This shows that the employees of Starbuck’s are task orientated and are counted on to get the job done. Starbuck’s employees are regulars – all the employees are in, they accept group values and they are accepted by the group. Employees work alongside the managers in the front line. All employees are referred to as ‘partners’. Starbuck’s employees are locals - the employees are firmly rooted in the organisation. In this case study it states that the employees are Starbuck’s most important asset. All employees of Starbuck’s have the right to participate in the process of revising company