The organizations functioning in the current economy has the motive of increasing their market share and revenue by providing quality product and services. The performance of an organization depends upon the performance of the employees who are working in the firm. The performance of an employee depends upon the level of satisfaction they get from the management of the firm.
Motivation acts as one of the major function that drives the employees to work harder and provide better performance to the firm. There are various types of motivational functions that can be undertaken by an organization by looking at the various motivational theories laid down by various authors to improve the work environment for the employees (Kang, Tang and Fiore 2014, pp. 145-155).
The current paper concretes on three organizations and tries to find out their motivational initiatives and the faults that are associated with it and actions that can be taken to improve these faults.
The paper concentrates on three organizations and tries to find out the motivational strategies they make use of.
The first case study concentrates on Wesfarmers a renowned firm operating in the global market. Wesfarmers has a structured motivational plan for their employees. The firm tries to increase motivation through skills, knowledge and job satisfaction by providing relevant training and timely recognition and rewards (Seaborn and Fels 2015, pp. 14-31). Maslow’s Hierarchy of needs are utilized by the firm as they provide lunch and rest breaks to their employee and sufficient salary to lead their life comfortably. Wesfarmers provides a safe environment along with job security that motivates the employees as they feel secured about their job and can work effectively. Wesfarmers establishes a friendly and acceptable environment by restructuring the dynamics of the team. The employees are highly motivated with the recognition of their accomplishments and status recognition by the firm that drives them to undertake challenging projects (Dunning 2015, pp. 108-131). Therefore, it can be said that the firm properly utilizes the Maslow’s Hierarchy needs.
With respect to the Herzberg’s Two-Factor Theory that concerns with hygiene and growth factors, Wesfarmers has ideally made use of the motivational factors by encouraging the employees with rewards and remunerations for their achievements and performance they have delivered in office. The organization finds that money and reward are the main factors that may motivate an employee and therefore, the firm significantly looks to provide reward programs for their employees for achieving success (Schmitt 2017, p. 564). However, according to the two-factor theory, Wesfarmers overlooks the hygienic factors and leaves the work environment filthy. Herzberg’s two factor theory states that improper hygiene management can demotivate the employee and that may reduce their level of work.
The second case study concentrates on Marriott International, which is one of the leading hotel industries that operate all over the globe. The organization has a large number of employees and therefore they initiate plenty of motivational activities to keep their employees motivated and satisfied (DomíNguez et al. 2013, pp. 380-392). The firm maintains the needs that are provided by the Maslow’s Hierarchy needs by providing lunch breaks and rest breaks for every employee at a certain time during the working hour. The employees are given adequate salary that they deserve so that they can lead their normal life. A safe environment is kept by maintaining fire and safety measures in the work space to satisfy the employees to work harder and give out their full potential (Zhao and Zhu 2014, pp. 417-434).
The company maintains a friendly atmosphere by making the employees feel a sense of family so that they become informal and give out their best result that will be influential for the development of the firm. The esteem needs with respect to Maslow’s Hierarchy needs show that the firm provides important projects to their employee in order to motivate them and make them feel that they are an important part of the organization that influences them to work harder. There are various types of reward and recognition programs that are given to the employees in every quarter of the year so that the employees work harder to uplift their performance (Pascual-Ezama, Prelec and Dunfield 2013, pp. 367-373).
With respect to Alderfer’s ERG theory, it is seen that the company maintains all the aspects mentioned in the ERG theory (Tsai and Men 2013, pp. 76-87). Herzberg’s two factor theory states that motivation of an employee is dependent on the hygiene and growth factors. It is seen that the organization has undertaken both the factors into consideration and has made drastic steps to see that their employees are fully satisfied. It is known that remuneration in the form of cash acts as an essential factor to motivate the employees as employees work in a firm to earn money to secure their standard of living (Olafsen et al. 2015, pp. 447-457). However, Marriott has taken many motivational initiatives but has not prepared any plan reward the employees monetarily so that they feel more secured with the job they are performing.
The final case study deals with Qantas Airways, a leading aviation industry that operates mainly in Australia. They have various international flights that operate throughout the world. Qantas has numerous employees who work in various branches of the firm. There are various airline industries that operate in the global economy and therefore, it is seen that the firm needs to motivate their employees in order to stay ahead of their competitors and maintain their market share. It is seen that the performance of the employees determine the efficiency of an organization (Kanfer, Frese and Johnson 2017, pp. 338). Therefore, Qantas looks to implement various employee motivational plans. Qantas Airways has structured their motivational plans in such a way that their employees feel happy and safe.
The organization like any other firm provides the basic needs to their employees by providing rest and lunch breaks in order to give them some break from their monotonous work. Qantas Airways provides sufficient wages and salaries to their employees as they feel that providing minimum salary to the employees will help them to properly lead their daily life. Qantas tries to provide the safest environment possible with the use of safety tools (Chemolli and Gagné 2014, pp. 575). Qantas even excludes the idea of providing monetary remuneration and therefore, employees feel neglected.
Unlike the other case studies, Qantas has a professional business mindset and therefore treats their employees professionally. The feeling of acceptance and belonging is absent in the firm and that might act as a factor that may lower the motivational level of the employees. The organization like any other firms has award and reward programs, where they highlight the highest and the most dedicated employees that motivates them to work harder and influences other employees to work accordingly so that in future they may receive the award as well (Mega, Ronconi and De Beni 2014, pp. 121). However, it is seen that with respect to the self-actualization needs the company gives important and challenging tasks to their employees to make them feel their importance in the firm and thereby bringing out their full potential. The company maintains a hygienic atmosphere and thereby motivates the employees work efficiently and increases the service quality of the firm.
The analysis of the above case studies reveal that even though there are certain faults with respect to motivational plans in all the three firms there are scope of improvement. The defects discovered in the motivational plans of Marriott and Qantas are relatively low in nature than Wesfarmers, as hygiene is a significant factor that can affect the health of the employees that may lead to lower work quality and minimum job satisfaction for the employees. The other faults that are seen from the other firms show that their mindset is unique and therefore their plan are different.
It can be recommended that the organizations can self-evaluate their motivational policies and can even take help of their employees to find out what other changes can be undertaken in order to motivate them and enhance the quality of work.
Conclusion
The paper reveals that in the first case study, even though the company has made use of all the plans, they have neglected the hygiene factors. The most important factor that motivates employees is their health as a healthy employee can perform better. Therefore, it is important for Wesfarmers to improve this factor.
Case study 2 discusses about the motivational plan of Marriott and it can be seen that the firm has a hygienic and a growth oriented motivational plan but does not provide any monetary remuneration to their employees. Monetary employees instigate an employee more to work harder and therefore it is important for the firm to restructure their plan with respect to financial remuneration to raise the motivation.
Case study 3 that concerns with Qantas Airways reveal that the company maintains a professional attitude towards their employees and therefore, it is important that the firm undertakes a change.
The overall evaluation of the paper reveals that all three organizations have some defects with respect to motivational plan. It is seen that with respect to the motivational plans of the firms, there exists a few common defects like monetary remuneration. There are few defects that are available in most of the firms and therefore it is important that the firms rectify them in order to motivate their employees and enhance their service and product quality.
Reference List
Chemolli, E. and Gagné, M., 2014. Evidence against the continuum structure underlying motivation measures derived from self-determination theory. Psychological Assessment, 26(2), p.575.
DomíNguez, A., Saenz-De-Navarrete, J., De-Marcos, L., FernáNdez-Sanz, L., PagéS, C. and MartíNez-HerráIz, J.J., 2013. Gamifying learning experiences: Practical implications and outcomes. Computers & Education, 63, pp.380-392.
Dunning, D., 2015. Motivational theories. Theory and explanation in social psychology, pp.108-131.
Kanfer, R., Frese, M. and Johnson, R.E., 2017. Motivation related to work: A century of progress. Journal of Applied Psychology, 102(3), p.338.
Kang, J., Tang, L. and Fiore, A.M., 2014. Enhancing consumer–brand relationships on restaurant Facebook fan pages: Maximizing consumer benefits and increasing active participation. International Journal of Hospitality Management, 36, pp.145-155.
Mega, C., Ronconi, L. and De Beni, R., 2014. What makes a good student? How emotions, self-regulated learning, and motivation contribute to academic achievement. Journal of Educational Psychology, 106(1), p.121.
Olafsen, A.H., Halvari, H., Forest, J. and Deci, E.L., 2015. Show them the money? The role of pay, managerial need support, and justice in a self?determination theory model of intrinsic work motivation. Scandinavian journal of psychology, 56(4), pp.447-457.
Pascual-Ezama, D., Prelec, D. and Dunfield, D., 2013. Motivation, money, prestige and cheats. Journal of Economic Behavior & Organization, 93, pp.367-373.
Schmitt, N., 2017. Reflections on the Journal of Applied Psychology for 1989 to 1994: Changes in major research themes and practices over 25 years. Journal of Applied Psychology, 102(3), p.564.
Seaborn, K. and Fels, D.I., 2015. Gamification in theory and action: A survey. International Journal of Human-Computer Studies, 74, pp.14-31.
Tsai, W.H.S. and Men, L.R., 2013. Motivations and antecedents of consumer engagement with brand pages on social networking sites. Journal of Interactive Advertising, 13(2), pp.76-87.
Zhao, Y. and Zhu, Q., 2014. Evaluation on crowdsourcing research: Current status and future direction. Information Systems Frontiers, 16(3), pp.417-434.
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