The theory was determined by Abraham Maslow. Essentially, the basic components of daily life that inspire human beings to act in particular ways. Starting from the lower layer, Maslow proclaimed that human actions are inspired by several factors. These include psychological needs, the need for safety, the need to be loved and belong, esteem needs and lastly, the need for self-actualization.
Each theory is briefly explained and applied to the Starbucks case after which a critique is given.
A section at the end provides recommendations for job enrichment and also relational job design as methods management at Starbucks can employ to maintain an efficient and productive workforce.
Maslow states that when needs are satisfied they cease to have a motivational effect on an individual Robbins et al This could include making employees feel like a family at Starbucks, shareholding and availing clear promotion opportunities.
However French et al According to Herzberg the absence of hygiene factors, which include pay, job security, working conditions and interpersonal relations among others, would lead to dissatisfaction and their presence does not lead to motivation.
To employ this theory in the Starbucks workplace Herzberg proposes a two-stage approach Griffin and Moorhead, as follows: Second, once a state of dissatisfaction exists by adequately addressing the hygiene factors, employee motivation can then be achieved by introducing the motivators like more opportunities for advancement, and redesigning the job to take on more tasks and responsibilities.
In the Starbucks case therefore, assuming all hygiene factors are in place, management needs to consider motivators like clear opportunities for achievement, personal growth and promotion.
They also need to consider the nature of the work and redesign the job to include more task variety and responsibility, factors that Herzberg argued motivate employees and lead to satisfaction Griffin and Moorhead, Perhaps the main strength of this theory is that Herzberg provided a clear way of how managers can apply it in practice using the two-stage approach above and job enrichment Griffin and Moorhead, The main area of criticism is that classifying the work features into hygiene factors and motivators can be problematic as it was noted that both factors could lead to feelings of satisfaction and dissatisfaction differing from person to person Rollinson, Modern society is multicultural and so is Starbucks as an employer Starbucks, and also Adler and Gundersen, Therefore, in this regard, due diligence needs to be taken as to how this theory can be applied to people from different cultures.
Equity Theory The psychologist Stacy Adams postulated that the primary motivating force for employees is striving for equity or fairness. Inequity or dissatisfaction sets in where one notes a disparity with their reference other.
To maintain an efficient and productive workforce as informed by the equity theory requires Starbucks management to offer the best remuneration package compared to the industry average.
Another key factor to be considered when employing this theory is for management to make the employees aware of the basis on which the remuneration package is structured. However, Miner notes that in field tests of this theory some economically deprived individuals were very productive despite inequity.
A conclusion drawn was that economic motivation was greater than equity motivation in the case. This shows that the equity theory can be a limited theory which only centres on one type of motivation.
Further the comparison to referent others is subjective, conclusions of equity or inequity are subjective as well, so is the choice of the referent other one uses for comparison Milner These drawbacks should be noted by Starbucks management in applying this theory.To talk about motivational theories of leadership is somewhat tautologous (Repeating the same thing in different words), in that it would be hard to think of someone wanting to be a leader without a reason, or motivation.
Style, rank, organization, or other factors in a leadership situation shape a person's motivation for being a leader, but we still need to consider that motivation is.
Understanding Employee Motivation Abstract The study examined the ranked importance of motivational factors of employees at The Ohio State University's Piketon Research and Extension Center and Enterprise Center. There are many motivational theories that can be used to motivate others (DuBrin, ).
In the workplace, managers may need to find ways to motivate their employees. Three ways a manager might motivate their employees are: Setting goals, using operant conditioning to change behaviors, and using monetary incentives.
MOTIVATIONAL THEORIES 3 Maslow’s “theory can help organizations design programs to motivate their employees, retain employee loyalty, reduce turnover, recruit quality individuals and ultimately increase productivity and net income” (Sadri & Bowen, , p.
45). You have to start at the bottom and work your way up; a firm foundation helps create a sturdy structure.
Free Motivation example essay for college students. Sample essay on Motivation topics. Content theories are also referred to, as need theories. That is, motivational theories that look at what individual needs motivate and direct behaviour to respond to specific goals.
The main factors that underlie this approach is the need to. H&M Motivational Factors and the disadvantages of the company: Maslow’s hierarchy of needs, Human Relations Movement (Hawthorne), scientific management (Taylorism), Herzberger’s Two-Factor Theory and Style theories.