Analysis Of The Motivational Theories In Starbucks †Free Samples

Question: Discuss about the Analysis Of The Motivational Theories In Starbucks. Answer: Introduction Starbucks is a multinational coffeehouse chain of American origin and the organization has its headquarters in Seattle Washington. The organization has its operations in more than 27,000 locations all over the world and is considered the major representative of second wave coffee which differentiates itself from the other coffeehouse chains in the world. Starbucks has held the position of the worlds largest coffeehouse chain for many years now. The products of the organization are considered to be unique as compared to the coffee products offered by the organizations in the industry (Starbucks Coffee Company. 2018). The essay will be based on the analysis of the ways by which the three different motivational theories were used by Howards Schultz, the former CEO of the organization to motivate the employees. The motivational theories will also be analysed based on their usage by Schultz in Starbucks for the purpose providing motivation to the employees. Analysis of the three motivational theories based on their usage in Starbucks Maslows theory of motivation in Starbucks Motivation is a psychological process and is important for the purpose of increasing the efficiency of the employees and putting them in a position where they can gain from the operations in the organization. The compensation provided to the employees is not always enough to motivate them in work. Starbucks has therefore developed different ways to keep the employees happy and increase their revenues by depending on them. The motivation process that was used by the former CEO of the organization Howard Schultz can be defined based on the Maslows theory of motivation (Mokhtarian, Salomon and Singer 2015). According to Schultz, the motivated employees give much more importance to their work and are willing to provide the services that are expected from them. The motivated and happy employees can easily satisfy the customers of the organization which is the main concern of the management. The Maslows motivational theory was used by Schultz in the following way, The theory of Maslow is mainly based on the needs of the employees and their levels of trust on the organization. The five needs as discussed by Maslow are, physiological needs, safety needs, social needs, self-esteem needs and self-actualization needs (Viksne, Bormane and Feng 2017). Physiological needs are related to the fulfilments of the basic demands of the employees which include good work environment, regular wages and other basic needs of their daily lives. Schultz has always given emphasis on providing the employees with an environment where they can work in an active manner. Safety needs are related to the protection and security that is provided by Schultz to the staff. The organization has provided pension strategy for the staff and security related to their safety and health (Singh and Behera 2016). Social needs of the staff have been fulfilled by making them work like a team and give them competitive wages. Schultz has made sure that positive work environment is provided to the part-time and the full-time employees as well. The protection of the self-esteem of the staff has been ensured by Schultz by creating an environment of respect in the organization where the employees give regard to each other irrespective of their positions in the hierarchy. Schultz has also taken care of the self-fulfilment needs of the employees by providing them with learning and development related opportunities. This has enabled the staff to grow in their field so that it can be of help to them in the future (Gss, Burger and Drner 2017). The Maslows theory of motivation has therefor been implemented by Schultz in a successful manner in the various operational areas of Starbucks. Herzbergs theory of motivation in Starbucks Herzbergs two factor theory states that the characteristics of the jobs are related to job satisfaction related factors in a consistent manner, however some factors related to dissatisfaction are also considered. The various factors that help in making the staff happy are, recognition, achievement, meaningful, interest in work, increase in duty, promotion and growth. The others are related to the hygiene factors that are considered by Herzberg which are, policy, salary, relationship with the supervisors, security, status in work, relationship with the subsidiaries, status (Alshmemri, Shahwan-Akl and Maude 2017). The major theory stated by Herzberg is that the directors should follow the hygiene and incentive related factors so that they can improve the public presentation of their staff. Schultz had taken many initiatives to provide training to the staff regarding the working conditions and processes in the organization. The organization under the leadership of Schultz has aimed towa rds making the staff feel at work and improve their work processes. The organization consists of a series of modules prepared for the training purposes of the employees. The employees are mentored and coached in such manner so that they can improve their skills and use those in the later stages of their career (Lazaroiu 2015). Schultz emphasized on the need of providing the respect and regard to every employee in the organization. The employees are a major part of the organization and each of them play an important role in the growth of the revenues. The major aim of Schultz behind the application of this motivation theory is to improve the relationship between the employees and the managers. The hygiene related factors include the policy of the company, the relationship of the employees with their boss and the working conditions (Miner 2015). Schultz has also aimed at encouraging team work in the organization and improve their productivity. The teams that are made within the organi zation range from three to six members. The encouragement of teamwork helps in reducing the distance between the employees in Starbucks. The implementation of Herzbergs theory has helped Schultz in improving the relationships between the employees and the relationships of the employees with the managers and the supervisors (Moradi, Shekarchizadeh and Nili 2015). Adams theory of motivation in Starbucks Adams Equity theory is based on the psychology and motivation related factors in an organization. The theory states that many subtle factors can influence the assessment of the employees and the perception regarding their relationship with their employers and their work. The theory is mainly based on the belief that the employees can be de-motivated in the relation of their employers and their jobs, if they think that their inputs are much more that the outputs. The employees can respond to this situation in many ways which include, de-motivation, becoming disgruntled, reduced effort and becoming disruptive as well (Olafsen et al. 2015). This theory has also been implemented by Schultz in Starbucks to make sure that the employees do not face such issues and they are always motivated in their workplace. The inputs that are provided by the employees include, loyalty, hard work, effort, skill, commitment, ability, adaptability, flexibility, determination, enthusiasm, support of the coll eagues, personal sacrifice. The outputs received by the employees include, reputation, recognition, responsibility, praise, stimulus and job security (Colquitt and Zipay 2015). Schultz has given utmost importance in treating the employees like the partners in the organization so that they feel their importance. The employees were also provided with extraordinary perks which provided them with the encouragement to improve their performance. The employees were provided with a pound of coffee each week and were also entitled for discounts in the other products (Nyberg et al. 2014). The employees were provided with shares of the organization when they entered the organization. The partial stock ownership of the organization made the employees feel like they are a part of the organizational decisions and processes. The employees were also provided with extensive benefits which were customized according to the needs of the individuals. The implementation of Adams Equity theory has therefo re helped Starbucks in creating a loyal employee base by providing them the fair treatment that they deserve (Shin 2016). Managerial implications of the theories The three motivational theories that have been discussed in the essay namely, Maslows hierarchy theory, Herzbergs two factor theory and Adams Equity theory. The Maslows hierarchy theory will help the managers in fulfilling the basic needs of the employees and providing them with the proper working environment so that they work in the organization in a productive manner. On the other hand, the Herzbergs theory can help the managers to care of the factors that can cause dissatisfaction among the employees (Deci and Ryan 2014). The managers need to increase the factors that can bring satisfaction to the employees and decrease those factors which can cause dissatisfaction in their work process. The Adams Equity theory can help the managers in balancing the inputs that are provided by the employees and the outputs that they receive from the organization. Themanagement needs to take care that the employees are treated in a fair manner and they receive the appropriate compensation for the s ervices that they have provided to the organization (Menges et al. 2017). Conclusion The essay can be concluded by stating that the motivation theories implemented by Howard Schultz have affected the productivity of the employees and the revenues of the organization. The employees are the most important part of the organizational processes and they need to be motivated so that the revenues of the organization can increase. The motivated employees are the happy ones and they have the ability to make the customers happy. Themanagement should therefore always aim towards providing the right levels of motivation to the employees which in turn can improve the revenues of the organization. References Alshmemri, M., Shahwan-Akl, L. and Maude, P., 2017. Herzbergs two-factor theory.Life Science Journal,14(5). Colquitt, J.A. and Zipay, K.P., 2015. 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