Learning would actually enjoy coming to work.

Learning Outcome 2

             “Motivation is the internal and
external factors that stimulate desire and energy in people to be continually
interested and committed to a job, role or subject, or to make an effort to
attain a goal.” (BusinessDictionary.com,2017). Many organizations in Trinidad
fail to recognize the importance of having motivated employees, which is why we
have such a bad reputation in the field of customer service. Motivated
employees can lead to increased productivity and a better quality of work
therefore a higher level of output and saving the company time and money on
re-making products or re-doing work. It would also lead to employee satisfaction;
employee satisfaction keeps workers happy, happy workers would lead to happy
customers. If employees are happy in their jobs this would encourage loyalty
towards their organization and if customers are happy, this would also
encourage their loyalty towards the organization. Motivated employees would
also have a lower absenteeism level, as they would actually enjoy coming to
work.

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           According to Abraham Maslow and his
hierarchy of needs, as an individual’s needs is accomplished, another needs
becomes more supreme and this leads to a continuous state of motivation. “All
the evidence that we have indicates that it is reasonable to assume in
practically every human being, and certainly in almost every new-born baby,
that there is an active well toward health, an impulse towards growth, or towards
actualization.” – Abraham Maslow. Another famous quote by Maslow was, “One can
choose to go back toward safety or forward toward growth. Growth must be chosen
again and again; fear must be overcome again and again.”  Therefore Maslow strongly believed in growth
and that with growth, we must change, therefore our needs would no longer be
the same, this is why Maslow created the Hierarchy of needs.                                                                                                                                         

 Maslow’s hierarchy of needs is a motivational
theory in psychology comprising a five tier model of human needs, often
depicted as hierarchical levels within a pyramid. Maslow stated that motivated
people are motivated to achieve certain needs. These needs are, biological and
physiological needs such as air, water, shelter and warmth: Safety needs, such
as law, order, stability, thirdly: A sense of belongingness, this includes the
need for friendship, intimacy and trust. Fourthly, Esteem needs, which Maslow
categorized in two theories,(i) esteem for oneself (dignity, achievement,
mastery, independence) and (ii) the desire for reputation or respect from
others (e.g., status, prestige). Lastly, Self Actualization needs, this
includes, realizing ones true potential, a desire “to become everything one is
capable of becoming.

        As the newly appointed manager of
Starbucks I would use Maslow’s hierarchy theory because it would give an
understanding of what employees needs are and therefore, I would know what
would make the employee want to work hard at his/her job. A young person
entering the work force for the first time, would only be interested in
physiological needs, such as a good salary and a stable income, however in ten
years time, his/her needs would change. Employees would start looking for more
benefits, if it is not being provided the employee would not be satisfied at
their job and would have nothing to work towards, which is why Maslow’s theory
is important. As the Brand Manager of Starbucks I would ensure that I meet all
five needs of the individual to keep them motivated in order to ensure customer
satisfaction and a high level of production. Enforcing this theory would also
give employees a feeling of importance, as the employer would not only be
providing monetary benefits but also non-monetary benefits.

        Clinical psychologist, Fredrick
Herzberg believed that job satisfaction and job dissatisfaction are not
opposites, but instead the opposite of satisfaction is no satisfaction and the
opposite of dissatisfaction is no dissatisfaction. Herzberg believed that
remedying the causes for dissatisfaction will not create satisfaction. For eg. if
you have an unsafe working environment, giving an employee a raise will not
make him/her satisfied. Therefore he related job satisfaction to five motivator
factors known as: achievement, recognition, work itself, responsibility and
advancement. He also related five job dissatisfaction factors, known as,
company policy and administration, supervision, salary, interpersonal
relationships and working conditions. As the newly appointed Brand Manager of
Starbucks I would have one-on-one conversations with each employee within the
organization and identify what satisfies them and what dissatisfies them as
different people would be motivated by different things. This would also help
to build an interpersonal relationship between the employees and I, the Brand
Manager, giving them a sense of importance and belonging in the organization,
satisfying one of the Maslow’s hierarchy needs.

          Basically Victor Vroom believed that employees
will work harder if their actions will get them an outcome that they desire.
‘Efforts lead to performance and performance leads to productivity .” As
manager of Starbucks I would give the employees something to work towards, such
as an employee of the month reward, giving gift cards or vouchers or a bonus at
the end of that month. If the employees have something to work towards, they
would work harder. Vroom’s theory was based upon three beliefs: Valence, expectancy
and instrumentality. This theory highlights the importance of matching rewards
for effort on an individual. Therefore I would have to have one-on-one
conversations with employees to find out what motivates them, as I would have
done using the Herzberg theory. Last but not least, the forth theory I would
use to motivate my organizational staff is Adam’s Equity Theory. “Adams’ Equity
Theory calls for a fair balance to be struck between an employee’s inputs (hard
work, skill level, acceptance, enthusiasm.) and an employee’s outputs (salary,
benefits, intangibles such as recognition.).” Much like the five levels of
needs determined by Maslow and the two factors of motivation by Herzberg, the
Adams’ Equity Theory of motivation states that positive outcomes and high
levels of motivation can be expected only when employees feel like their
treatment is fair. An employee’s perception of this may

include many factors.
The idea behind Adams’ Equity Theory is to find a healthy balance between this.

      In all theories, I as the manager would have
to build relationships with the employees, in order to satisfy their sense of
belonging in the organization and to gain an insight on what truly motivates
them. Knowing what truly motivates them would tell me what I would have to make
available for them to work towards and to know what would make them satisfied
at their job at Starbucks. If we don’t have satisfied employees, we would not
have satisfied customers. Apart from giving out an employee of the month award,
I would also give a reward to the employees that work the best in teams and
gets along well with their coworkers, in order to motivate them to work well in
teams. Recently Starbucks CEO Howard Shclutz announced a pay raise of at least
5% to all employees, in a way to make employees feel appreciated.

                    To conclude, I would like
to add my personal views and share my own Starbucks experience. I truly believe
that the uplifting work culture has spread to the employees of Trinidad and
Tobago. Every other weekend I have been to Starbucks located in the South Park
Shopping Complex, the employees always greet me with a smile, also, as they
write your names on your cup, the employees greeted me by my name on entering
and no longer have to ask what name to write on the cup. I truly do feel a sense
of important in the Starbucks Organization, therefore I stand by the methods of
Howard Schlutz.

Learning Outcome 2

             “Motivation is the internal and
external factors that stimulate desire and energy in people to be continually
interested and committed to a job, role or subject, or to make an effort to
attain a goal.” (BusinessDictionary.com,2017). Many organizations in Trinidad
fail to recognize the importance of having motivated employees, which is why we
have such a bad reputation in the field of customer service. Motivated
employees can lead to increased productivity and a better quality of work
therefore a higher level of output and saving the company time and money on
re-making products or re-doing work. It would also lead to employee satisfaction;
employee satisfaction keeps workers happy, happy workers would lead to happy
customers. If employees are happy in their jobs this would encourage loyalty
towards their organization and if customers are happy, this would also
encourage their loyalty towards the organization. Motivated employees would
also have a lower absenteeism level, as they would actually enjoy coming to
work.

We Will Write a Custom Essay Specifically
For You For Only $13.90/page!


order now

           According to Abraham Maslow and his
hierarchy of needs, as an individual’s needs is accomplished, another needs
becomes more supreme and this leads to a continuous state of motivation. “All
the evidence that we have indicates that it is reasonable to assume in
practically every human being, and certainly in almost every new-born baby,
that there is an active well toward health, an impulse towards growth, or towards
actualization.” – Abraham Maslow. Another famous quote by Maslow was, “One can
choose to go back toward safety or forward toward growth. Growth must be chosen
again and again; fear must be overcome again and again.”  Therefore Maslow strongly believed in growth
and that with growth, we must change, therefore our needs would no longer be
the same, this is why Maslow created the Hierarchy of needs.                                                                                                                                         

 Maslow’s hierarchy of needs is a motivational
theory in psychology comprising a five tier model of human needs, often
depicted as hierarchical levels within a pyramid. Maslow stated that motivated
people are motivated to achieve certain needs. These needs are, biological and
physiological needs such as air, water, shelter and warmth: Safety needs, such
as law, order, stability, thirdly: A sense of belongingness, this includes the
need for friendship, intimacy and trust. Fourthly, Esteem needs, which Maslow
categorized in two theories,(i) esteem for oneself (dignity, achievement,
mastery, independence) and (ii) the desire for reputation or respect from
others (e.g., status, prestige). Lastly, Self Actualization needs, this
includes, realizing ones true potential, a desire “to become everything one is
capable of becoming.

        As the newly appointed manager of
Starbucks I would use Maslow’s hierarchy theory because it would give an
understanding of what employees needs are and therefore, I would know what
would make the employee want to work hard at his/her job. A young person
entering the work force for the first time, would only be interested in
physiological needs, such as a good salary and a stable income, however in ten
years time, his/her needs would change. Employees would start looking for more
benefits, if it is not being provided the employee would not be satisfied at
their job and would have nothing to work towards, which is why Maslow’s theory
is important. As the Brand Manager of Starbucks I would ensure that I meet all
five needs of the individual to keep them motivated in order to ensure customer
satisfaction and a high level of production. Enforcing this theory would also
give employees a feeling of importance, as the employer would not only be
providing monetary benefits but also non-monetary benefits.

        Clinical psychologist, Fredrick
Herzberg believed that job satisfaction and job dissatisfaction are not
opposites, but instead the opposite of satisfaction is no satisfaction and the
opposite of dissatisfaction is no dissatisfaction. Herzberg believed that
remedying the causes for dissatisfaction will not create satisfaction. For eg. if
you have an unsafe working environment, giving an employee a raise will not
make him/her satisfied. Therefore he related job satisfaction to five motivator
factors known as: achievement, recognition, work itself, responsibility and
advancement. He also related five job dissatisfaction factors, known as,
company policy and administration, supervision, salary, interpersonal
relationships and working conditions. As the newly appointed Brand Manager of
Starbucks I would have one-on-one conversations with each employee within the
organization and identify what satisfies them and what dissatisfies them as
different people would be motivated by different things. This would also help
to build an interpersonal relationship between the employees and I, the Brand
Manager, giving them a sense of importance and belonging in the organization,
satisfying one of the Maslow’s hierarchy needs.

          Basically Victor Vroom believed that employees
will work harder if their actions will get them an outcome that they desire.
‘Efforts lead to performance and performance leads to productivity .” As
manager of Starbucks I would give the employees something to work towards, such
as an employee of the month reward, giving gift cards or vouchers or a bonus at
the end of that month. If the employees have something to work towards, they
would work harder. Vroom’s theory was based upon three beliefs: Valence, expectancy
and instrumentality. This theory highlights the importance of matching rewards
for effort on an individual. Therefore I would have to have one-on-one
conversations with employees to find out what motivates them, as I would have
done using the Herzberg theory. Last but not least, the forth theory I would
use to motivate my organizational staff is Adam’s Equity Theory. “Adams’ Equity
Theory calls for a fair balance to be struck between an employee’s inputs (hard
work, skill level, acceptance, enthusiasm.) and an employee’s outputs (salary,
benefits, intangibles such as recognition.).” Much like the five levels of
needs determined by Maslow and the two factors of motivation by Herzberg, the
Adams’ Equity Theory of motivation states that positive outcomes and high
levels of motivation can be expected only when employees feel like their
treatment is fair. An employee’s perception of this may

include many factors.
The idea behind Adams’ Equity Theory is to find a healthy balance between this.

      In all theories, I as the manager would have
to build relationships with the employees, in order to satisfy their sense of
belonging in the organization and to gain an insight on what truly motivates
them. Knowing what truly motivates them would tell me what I would have to make
available for them to work towards and to know what would make them satisfied
at their job at Starbucks. If we don’t have satisfied employees, we would not
have satisfied customers. Apart from giving out an employee of the month award,
I would also give a reward to the employees that work the best in teams and
gets along well with their coworkers, in order to motivate them to work well in
teams. Recently Starbucks CEO Howard Shclutz announced a pay raise of at least
5% to all employees, in a way to make employees feel appreciated.

                    To conclude, I would like
to add my personal views and share my own Starbucks experience. I truly believe
that the uplifting work culture has spread to the employees of Trinidad and
Tobago. Every other weekend I have been to Starbucks located in the South Park
Shopping Complex, the employees always greet me with a smile, also, as they
write your names on your cup, the employees greeted me by my name on entering
and no longer have to ask what name to write on the cup. I truly do feel a sense
of important in the Starbucks Organization, therefore I stand by the methods of
Howard Schlutz.

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