Starbucks Corporation Case Study in Motivation and Teamwork Essay

Motivation is a impulse to accomplish ends, the thrust to stand out. Motivation is a procedure that arouses, sustains and regulates behaviour towards a specific end. Many theoreticians ‘ attempt to explicate motive in different manner. Like harmonizing to Huzczynski and Buchanan, ”Motivation is a decision-making procedure through which the person choose desired results and sets in gesture the behavior appropriate to geting them. ” In other words motive is a sort of internal energy which drives a individual to make something in order to accomplish something. Motivation is influenced by, values, beliefs, attitudes, demands and ends.

There are two types of motive. One is intrinsic motive and the other is extrinsic motive.

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Intrinsic motive are sort of motive that come of course or people do from their ain involvement without any external force per unit area. They are hence psychological instead than stuff and relate to the construct of occupation satisfaction. Intrinsic motive include the satisfaction that comes from finishing a piece of work, the position that certain occupations convey and the feeling of accomplishment that comes from making a hard occupation good.

On the other manus, Extrinsic motive are sort of motive that comes outside of the person. Common extrinsic motives are reward like money and class, menaces of penalty etc. For illustration, heartening from crowd to a participant to win something is extrinsic motive.

Starbucks Corporation: Case Study in Motivation and Teamwork

Background

Starbucks Corporation, the most celebrated concatenation of retail java stores in the universe, chiefly benefits from roasting, selling particular java beans and assorted sorts of java or tea drinks. Established in 1971, it owns about 4000 subdivisions in the whole universe. Furthermore, it has been one of the rapidest turning corporations in America every bit good. The grounds of why Starbucks is world-wide popular are non merely the quality of java, but besides its client service and cozy environment. Besides, it is besides noted for its satisfaction of employees. The turnover rate of employees at Starbucks was 65 % and the rate of directors was 25 % a twelvemonth. As a consequence, Starbucks would be one of the optimum concern theoretical accounts for the schemes of employee motive, client satisfaction and cooperation of teamwork.

Equal intervention

The directors in Starbucks dainty each workpeople every bit and all of the staffs are called ‘partners ‘ , even the supervisors of each subdivision are called it every bit good. In order to contract the spread between directors and employees, they besides co-work with the basic degree staffs in the front line. Due to this, they can keep a good direction system and make a much closer and more familiar atmosphere than other topographic point, which makes non merely employees can bask their occupation but besides clients are affected by their enthusiasm.

Listen to employees

Starbucks has a well-organized communicating channel for employees. It places a great importance on labors. For illustration, directors plan the on the job hours per workers and arrange the agenda of clip off, harmonizing to their wants to run into their demands.

The spouses have the right to calculate out what is the best policy for them, and the managers show a regard for each suggestion. Starbucks even wants every employee to fall in in doing and developing programs, so accomplishing their ends all together. For this ground, concern could better their schemes even innovate by different thoughts.

The schemes to maintain good relationship

the Numberss of employees in each subdivision of starbucks are normally from three to six. Such a little size of a retail store makes staffs acquaint with each other easy and profoundly. In the co-working period, this helps a squad to fit different personalities and big leagues rapidly to accomplish good public presentation

A end of public public assistance

Starbucks contributes portion of its net incomes to public service ; on the other manus, it besides set a end to better and donate to the society. As a effect, the purpose makes all staffs have an thought that what they do for Starbucks is for the society every bit good. It improves their morale.

Decision:

Starbucks changes the behavior and point of views of planetary consumers to coffee, and this successful illustration has caught planetary attending. Harmonizing to the instance of Starbucks, it shows that motive is the cardinal factor of a company policy and its success.

Many theories try to explicate motive and why and how people can be motivated. These theories can be classified in two classs: 1. Contented theories and 2. Procedure theories.

Contented theories is about ”what are the things that motivate people? ? ” . It suggests that the best manner to actuate an employee is to happen out what his/her demands are and offer him/her wagess that will fulfill those demands. Maslow ‘s ”hierarchy of demands ” and Herzberg ‘s ”two-factor theory ” are two of the most of import theories of these sorts.

On the other manus, Process theories is about ”How can people be motivated ” . These theories explore the procedure through which outcomes become desirable and are pursued by persons. This attack assumes that people are able to choose their ends and take the waies towards them, by a witting or unconscious procedure of computation. Expectancy theory and McGregor ‘s theory X and theory Y are these types of theory.

Maslow ‘s hierarchy of demands:

Abraham Maslow described five unconditioned homo demands. And set frontward certain propositions about the actuating power of each demand.

It can be summarized as follows:

Human existences have wants and desires which influence their behavior. Merely unsated demands influence behavior, satisfied demands do n’t.

An Individual ‘s demands can be arranged in hierarchy harmonizing to their importance from basic to complex. Each degree of demand is dominant until satisfied.

The individual advances to the following degree of demands merely after the lower degree demand is satisfied.

A demand which has been satisfied no longer motivates an person ‘s behavior

The demand for self-actualization can seldom be satisfied.

Maslow ‘s hierarchy of demands theory have some major restriction:

An person ‘s behavior may be in response to several demands, and the same demand may do different behaviors in different persons, so it is hard to utilize the theoretical account to explicate or predict single ‘s behavior in response to wagess.

The hierarchy ignores the construct of deferred satisfaction and selfless behavior ( by which people sacrifice their ain demands for others )

Empirical confirmation of the hierarchy is difficult to come by.

Research has revealed that the hierarchy reflects UK and US cultural values, which may non reassign to other context.

Herzberg ‘s two-factor theory:

Herzberg ‘s identified two basic need systems: the demand to avoid unpleasantness and the demand for personal growing. He suggested factors which could be offered by organisations to fulfill both types of demand are hygiene and motivator factors.

Harmonizing to this theory, the demand to avoid unpleasantness is satisfied through hygiene factors. Hygiene factors are to make with the environment and status of work including: company policy and disposal, salary, the quality of supervising, interpersonal relation, working status and occupation security. If unequal, hygiene factors cause dissatisfaction with work.

The demand for personal growing is satisfied by incentive factors. These activities create occupation satisfaction and are effectual in actuating an person to superior public presentation and attempt. These factors are connected to the work itself, including: position, promotion, acknowledgment, duty, disputing work, a sense of accomplishment, growing in the occupation. A deficiency of incentive factors will promote employees to concentrate on the hygiene factors.

Major restriction of this theory is it was based on inadequately little sample size and it has a limited cultural context.

The application of these theories can be found in occupational field such as information systems and in surveies of user satisfaction.

Process theories of motive:

Vroom ‘s anticipation theory:

Expectancy theory fundamentally states that the strength of an person ‘s motive to make something will depend on the extent which he expects the consequences of his attempts to lend to his personal demands or ends.

For illustration, an employee may hold a high outlook that increased productiveness will ensue in publicity, but if he is negative towards the thought of publicity ( because he dislike duty ) he will non be motivated to increase his productiveness. Like in the same manner, if publicity is really of import to him- but he does non believe higher productiveness will acquire him promoted ( because he has been passed over earlier, possibly ) his motive will go low. That merely means that an person should be rewarded with what he or she perceives every bit of import instead than what the director ‘s perceives.

McGregor: Theory X and Theory Y

Douglas McGregor suggested that directors tented to act as though they subscribed to one of two sets of premises about people at work: Theory X and Theory Y.

Theory X suggests that most people dislike work and duty and will avoid both if possible. Because of this, most people must be coerced, controlled, directed and/or threatened with penalty to acquire them to adult male equal attempt.

Theory Y suggests that physical and mental attempt in work is every bit natural as drama or remainder. People value work as a beginning of satisfaction and welcome duty. They can accomplish aims by exerting self way and ego control.

So, why motive is so of import?

One of the chief importance ‘s of motive is to increase person ‘s morale. For illustration, if a athleticss squad is invariably losing their lucifers so this will hold a negative consequence on the morale of the whole squad as no 1 likes to lose. Besides, this loss can impact the behavior of the person. Therefore, the director of the squad is responsible for actuating his participants to assist them remain focused on future lucifers. And need to develop their assurance. On this footing, motive is of import because it can assist a individual to bury about his yesteryear and aid him to travel on.

Now in concern or in organisation motive is of import because, motivated employees help organisations survive. Motivated employees are more productive. If employees can be motivated they will work more expeditiously and productiveness will lift. Besides, motivated employee ever look for better ways to make a occupation, motivated employees are more choice oriented.

Simply we can state that. Motivation is of import because, it Improves degree of efficiency of employees like, increase productiveness, cut downing cost of operation and bettering overall efficiency. Its helps organisation to accomplish its end, because it creates best possible use of resources, It besides builds friendly relationship which is really of import because it improves employee ‘s satisfaction. Finally, motive leads to stableness of work force. This is really of import for the repute and good will of the company. The employees can stay loyal to the endeavor merely when they have a feeling of engagement in the determination devising. This will so bring forth a good public image in the market which will pull competent and qualified people into the company. On the footing of these, we can state that it ‘s non possible to acquire excess degree of committedness and productiveness from your employee unless they are motivated and that ‘s why it ‘s so of import.

So, what motivate people or how can people be motivated?

This is a common inquiry arise. Peoples can be motivated by many agencies, chiefly money such as salary, wages, inducements and non-monetary like menace, reorganization etc

Although ”money ” is considered as a best incentive for, nevertheless, sometimes merely working for wage is non plenty for employee to remain at an organisation. Again, what actuate one individual may non actuate other

Interestingly neither Herzberg nor Maslow cites money as a important incentive. Harmonizing to Maslow money is a lower degree inducement. It has the motivational impact on staffs which lasts for a short period. At a higher degree of hierarchy, congratulations, regard, reorganization, authorization and a sense of belonging are far more powerful incentive than money. Yet organisations persist utilizing fiscal inducements as their main motivational tools. Furthermore, research shows that manual workers are more likely to be motivated by money than are more professional or managerial groups.

There is menace and chance in most of the mean work topographic point. Motivation by menace is non an effectual scheme, and of course staffs are more attracted to the chance side of motive than the menace side.

Other theories which expended those of Maslow and Herzberg like vroom ‘s anticipation theory express cultural differences and the fact that persons tend to be motivated by different factors at different clip.

Harmonizing to the ”system of scientific direction ” developed by Fredric Winslow Taylor, a workers motive is wholly determined by wage, and hence direction do n’t necessitate to see psychological or societal accepts of work. On the other manus, David McClelland believed that worker could non motivated merely by the demand for money, infect, extrinsic motive could extinguish intrinsic motive such as achievement motive. For McClelland, satisfaction sits in line with a individual ‘s life with their cardinal motives. Another theoretician, Elton Mayo found that the societal contacts a worker has at workplace are really of import because ennui and repeat of undertakings could take to decreased motive. Mayo believed that, workers could be motivated by recognizing their societal demands and doing them experience of import. As a consequence, employees were given freedom to do determination on the occupation and greater attending was paid to informal work groups.

In ”essentials of organisational behavior ” Robbins and justice examine acknowledgment plans as incentives and place the importance of single acknowledgment, engagement of employee, visibleness of the acknowledgment procedure as of import incentive in workplace.

Apart from these, there are many things that could be worked as incentive. Such as:

Job design: Simplification of the occupation, proper preparation, and flexibleness can actuate employee.

Job enrichment: giving the employee determination devising undertaking, freedom to make up one’s mind, promote into engagement in the planning procedure and giving regular feedback is besides actuating

Job rotary motion. Avoiding repitivness in work put employees into different work with the clip make employee motivated and experience challenge. Otherwise, they become world-weary making same work over and over and thereby de-motivate as good

Job optimization: Skill assortment, undertaking individuality, undertaking significance, liberty besides motivate people.

In decision we can state that motive plays an of import function in our life. In this economic downswing, in-order to last, concern demands motivated people. Because motive helps employees to be more productive and productive employee make the company more profitable. But to actuate other we need to actuate ourselves. Without actuating ourselves we can non actuate others. Will you be motivated by the director who comes late every twenty-four hours? The company demand to put clear end, because it is impossible for any single, any squad or group of people, to be motivated without a clear and specific end. We besides need to acknowledge their accomplishment or in other words we need to give employee proper acknowledgment for their public presentation. Because, people like to see that their work is n’t being ignored. We besides need to give people the trust and regard they deserve. We need to make chance, give people the chance to progress. Let them cognize that difficult work will pay off. In companies like Sainsbury or Tesco, you can get down your bearer as a client helper, and so you can go the squad leader, floor supervisor, helper director and director every bit good. This chance of patterned advance like these, company must demo to the employee, which will automatically actuate them. The company need to give proper feedback and corrected them if they do anything incorrect. Finally, company demand to give employee their freedom of address, in other words need to give them the opportunity to take part and allow them believe that they are the portion of company and their advice counts. In companies like John Lewis, all employees are the stockholder of the company. This is really motivative. That ‘s how we should actuate people and that ‘s how motive as a construct can be established in our workplace.

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