Employee Motivation – a Short Case Study

In: Social Issues

Submitted By popopo123
Words 1198
Pages 5
Employee Motivation – A Short Case Study
I joined CVS Caremark project at TCS-Noida in November after a successful stint at Aviva in TCS-Bangalore, where I had worked as a trainee. I had always wanted to go back to my hometown and live with my parents and when I got a transfer to Delhi I didn’t waste a single moment in saying yes to the new project and heading towards Delhi. Many of my friends were also moving out from Bangalore at the same time which only made my decision easier. I felt that Caremark offered better career prospects, as it was a new project and we were offered to work on the current technologies that were in demand in the market. I was sure I would excel in my new position at Caremark, just as I had done in my old job at Aviva.
I joined as Assistant Systems Engineer at Caremark, with a handsome pay hike for becoming a confirmed employee of the company. Caremark also had international operations and there was more than a slim chance that I would be sent to USA or the UK on a project. Knowing that this would give me a lot of exposure, besides looking good on my resume, I was quite excited about the new job.
I joined Ashish Mehta's five-member team at Caremark. I had met Ashish during the interview sessions, and was looking forward to working under him. My team members seemed warm and friendly, and comfortable with their work. I introduced myself to the team members and got to know more about each of them.
Wanting to know more about my boss, I casually asked Shobha, one of the team members, about Ashish. Shobha said, "Ashish does not interfere with our work. In fact, you could even say that he tries to ignore us as much as he can."
I was surprised by the comment but decided that Ashish was probably leaving them alone to do their work without any guidance, in order to allow them to realize their full potential.
At Aviva, I had worked under Sudhir…...

Similar Documents

Employee Motivation

...1.0 - Introduction The purpose of this report is to discuss the issue of employee motivation and rewards, and recommend how a company can successfully motivate its employees and achieve high performance levels similar to Google Australia. Diverse methods/techniques and reward programs are used for successful employee motivation and the effectiveness of these are examined in this report. This report examines the two main arguments comprising extrinsic and intrinsic methods regarding effective employee motivation and job satisfaction and correlating it with high levels of work performance from employees. The arguments of extrinsic rewards for work achieving higher levels of motivation are stated by Victor H. Vroom’s Expectancy theory (1964). It is and also reinforced by Frederick Winslow Taylor Theory which claims employees are primarily motivated by pay. This is contrary to that of Frederick Herzberg’s Two-factor theory (also known as Motivator-Hygiene Theory) , which argues that intrinsic factors such as recognition increase motivation and job satisfaction, against that of extrinsic factors. Therefore in this report it is imperative to identify the most effective scheme in which employees achieve high levels of motivation and performance on a long term and consistent basis for a company. 2.0 - Problem Identification Google Australia Management has been able to effectively achieve success with their unique rewards scheme and sociable work environment. However a potential......

Words: 2678 - Pages: 11

Employee Motivation

...Employee Motivation within the organization: The job of a manager in the workplace is to get daily tasking done in an efficient and productive manager. To do this the manager should be able to motivate employees. At times this because complicated because some employee’s do not have the incentive or commitment to get the job done properly. Motivation practices and theories are difficult subjects, as they are associates with many different philosophies. Motivation is not clearly understood and more often than not poorly practiced. To understand motivation one must understand human nature itself. Human nature can be very simple, yet very intricate too. An understanding and appreciation of this is a prerequisite to effective employee motivation in the workplace and effective administration and management. Motivation in the workplace is one of the main concerns that managers face when trying to boost their employees to work harder and do what is expected of them on a day-to-day basis. According to Langton and Robbins each theory can be divided into two categories; needs theories and process theories (Langton & Robbins, 2007). Each theories shows the differences that people have and how they can be applied to motivate the individual. Process theories include a broader portrayal which describes the procedures involved in motivating others. Employee incentive programs go a long way towards guaranteeing employees feel appreciated and valuable. This single-handedly can help with......

Words: 3176 - Pages: 13

Motivation and Teams Case Study

...Motivation and Teams Case Study It is imperative for companies to motivate employees so they can achieve success for the company they work for and for themselves. According to Introduction to Business, work motivation is the “psychological force within people that arouses their interest, directs their attention, and causes them to persist and work intensely to find a way to achieve their work goals” (Jones, 2007, p. 210). Maslow’s needs hierarchy, expectancy, goal setting, equity, and job-enrichment are five theories that illustrate various sources of employee motivation. In the first case study, Two Men and a Lot of Trucks, the owner, Mary Ellen Sheets used Maslow’s needs hierarchy theory. This theory specifies why and how people try to satisfy their needs through their behaviors at work. Sheets was helping her two sons with the moving business, but when they left for college, she continued to receive moving inquires. Rather than turning down business, she kept the company going to fulfill her own psychological needs. She felt great pride in her ability to provide a service where her clients were being treated with respect and got what they paid for. She understood that moving had a negative reputation, which is why her company put a premium on customer service. For example, “Sheets put her movers in uniforms and gave them business cards, charged by the hour instead of weight, and paid for any damage to be fixed” (Jones, 2007, p. 234). The company’s mission......

Words: 520 - Pages: 3

Employee Attitudes Case Study

...both attempted to establish more employee involvement during the recession to improve morale, eventually leading to a more successful workplace and positivity. As already mentioned, Home Depot lowered sales and profit targets for hourly employees to increase the chance of earning bonuses. However, Home Depot’s executive vice president for US stores Marvin Ellison stated that “we still challenged people to hit some pretty tough numbers,” indicating they still had to work hard and stay involved with their work in order to meet and exceed their goals (176). However, this can create somewhat of a challenging work environment when individual employees are striving to reach sales, but according to Ellison, “the highest percentage ever of in-store employees got bonuses in the first half of the year” (176). This indicates that even with a more competitive environment due to more realistic goals, more were able to achieve so overall the most would benefit. Best Buy on the other hand aimed for ways to cut costs during the recession, looking to their retail employees to give them some answers. Online surveys generally create a more useful resource for answers because there is generally the chance for anonymity, so answers will be more honest or truthful. In this case, employees that generally do not have a say towards what management does to help with costs had the opportunity to speak their mind and get involved. According to the Action Case Study, over 900 submissions were......

Words: 2121 - Pages: 9

Starbucks’ Corporation: Case Study in Motivation

...Case Study Report Starbucks’ Corporation: Case Study in Motivation Submitted to: ----------------------------- Faculty, MBA Program, BRAC University Submitted by: SNS MBA, BRACU Course Title: Organization Behavior and Leadership Course Code: HRM 501, Section: 03 Semester: MBA, Fall-2013 Date of Submission: 8 November 2013 Introduction: This report is a part of Masters of Business Administration (MBA) program, Organization Behavior and Leadership (HRM 501) course of BRAC Business School. My respected faculty Mr. KMK assigned me to solve some questions related to the case named “Starbucks Corporation: Case Study in Motivation”. I am thankful to my faculty as solving this case helped me to get knowledge about motivation and teamwork. Data Sources: Two types of data are used to prepare the report, which are primary and secondary data. Primary Sources: • Case: “Starbucks Corporation: Case Study in Motivation” http://www.freeonlineresearchpapers.com/starbucks-case-study Secondary Sources: • Lecture notes on Motivation by Mr. Kazi Monirul Kabir • Published Documents related to Motivation Question-1: Starbucks’ employees can be seen as a formal team as opposed to an informal team. Differentiate between ‘formal’ and ‘informal’ teams. Answer: There are two types of teams: formal and informal teams. Starbucks’ employees can be seen as a formal team as they have managers and employees; a set of challenging plus specific...

Words: 2241 - Pages: 9

Employee Contractor Case Study

...Queensland University of technology | Employee-Contractor Case Study | By Monil Mehta | | Word Count: 1450 | 8/21/2014 | n8911941 | 1.0 Introduction The main purpose of this report is to distinguish and provide evidence to the fact that Anne Parish, a former employee at Ace Accident Insurance in Cairns was treated unfair by her former employer. In employment relations all employees should be treated and remunerated fairly, irrespective of them being an independent contractor or an employee (Fair Work Act, 2009). In this report it shall be determined whether Anne Parish was an employee or an independent contractor to Ace Insurance Co. using the multi-factor test. Further it shall also be argued upon whether Anne was dealt fairly or not. 2.0 The Multi- Factor Test The Multi- Factor test is important because it determines the entitlements for a worker as an independent contractor or an employee. The test started to be used by the legislature and federal courts from 1990’s to determine and decide upon, if an individual or group of individuals is an employee or a contractor (Stewart, 2009). The multi-factor test takes into account certain criteria’s and facts to determine whether a person is an Employee or Independent contractor . This facts fall into 3 main category namely behavioral control, financial control and type of relationship (Megerdomian, n.d).......

Words: 1738 - Pages: 7

Employee Motivation Case Study

...Employee Motivation – A Short Case Study I joined CVS Caremark project in November after a successful stint working as a trainee at a Denver store. I had always wanted to go back to my hometown and live with my parents and when I got approved to transfer to Chicago I didn’t waste a single moment in saying yes to the new project and heading towards Illinois. Many of my friends were also moving to the Midwest at the same time which only made my decision easier. I felt that Caremark offered better career prospects, as it was a new project and we were offered to work on the current technologies that were in demand in the market. I was sure I would excel in my new position at Caremark, just as I had done in my old job as a trainee. I joined as Assistant Systems Engineer at Caremark, with a handsome pay hike for becoming a confirmed employee of the company. Caremark also had international operations and there was more than a slim chance that I would be sent to the UK on a project. Knowing that this would give me a lot of exposure, besides looking good on my resume, I was quite excited about the new job. I joined Bill Thompson's five-member team at Caremark. I had met Bill during the interview sessions, and was looking forward to working under him. My team members seemed warm and friendly, and comfortable with their work. I introduced myself to the team members and got to know more about each of them. Wanting to know more about my boss, I casually asked Scott, one of the team...

Words: 1175 - Pages: 5

Starbucks’ Corporation: Case Study in Motivation

...Starbucks Corporation: Case Study in Motivation and Teamwork Because of rapid globalization over recent years, competition around the world becomes more intense, especially for the service industry with similar products. The most critical point for business to achieve success is not only the quality of products they supply, but the atmosphere of cooperating and the amount yielded from teamwork in retail sales. Therefore, it turns out to be essential for companies to motivate, reward and train their employees to be the best quality personnel. Starbucks Corporation, the most famous chain of retail coffee shops in the world, mainly benefits from roasting and selling special coffee beans, and other various kinds of coffee or tea drinks. It owns about 4000 branches in the whole world. Moreover, it has been one of the most rapid growing corporations in America as well. The reasons why Starbucks is popular worldwide are not only the quality of coffee, but also its customer service and cosy environment. Starbucks establishes comfortable surroundings for people to socialize with a fair price, which attracts all ages of consumers to come into the stores. Besides, it is also noted for its employee satisfaction. The turnover rate of employees at Starbucks was 65% and the rate of managers was 25% a year However, the rates of other national chain retailers are 150% to 400% and 50% respectively. Compared with them, the turnover rate of Starbucks is much lower than other industries on......

Words: 1229 - Pages: 5

Motivation Case Study

...Motivation Case Study Local clinic managers at Western Health System had become de-motivated and sought management positions with the competition. The director of human resources recognized that the organization lacked some motivation factors that would help retain their managers. In response, Western Health System implemented a leadership development program, “Exploration,” that would increase responsibility, achievement, and professional and personal growth. Within the leadership development program “A-Club” was developed. This club was available only to identified high-potential managers and membership was by invitation only. Program Critique Leadership Development Program Western Health System saw a need to retain their local managers so they developed a program that would motivate their managers to continue employment with them. The A-Club met two or three times a year to partake in a clinic visit or to make important clinic decisions. A-Club members were also encouraged to present personal development ideas to leadership for funding decisions. Western Health System failed to provide critical information on the development of their leadership program. Exploration was developed for all managers; however the A-Club was only for managers that were identified as high-potential managers. They failed to provide any information on how someone was identified as a high-potential manager. They also failed to provide any information on what the Exploration program......

Words: 1416 - Pages: 6

Case Study 1 Motivation

...1- In the first paragraph: “…were substituted by new “fresh * enthusiastic”…” Job Engagement Motivation Theory –Because these new managers are fresh and enthusiastic they have a higher probability of being engaged with their jobs, and therefore more motivated In the middle of the second paragraph: “Felt angry and unfair…” Equity Theory- Discussed in question no. 2 In the second paragraph: “Mr. Armaghani gave them an offer…” Reinforcement Theory- The stimuli–employees sadness- is followed immediately by a reward –incentive- which motivates the employees to repeat the behavior. In the second paragraph: “It was an output bonus…” Equity Theory- Mr. Armaghani tried to balance their output to input ratio by giving the two unhappy employees something extra. In the second paragraph: “If they spent more effort…” Goal Setting Theory: Mr. Armaghani tarried to motivate Mr.Kamrani & Ms. Elham by setting a goal for them. In the second paragraph: “Mr. Kamrani & Ms. Elham were not convinced…” Expectation Theory- Discussed in question no.3 Maslow’s Theory- The incentive was in their satisfied levels of Maslow’s hierarchy of needs, so didn’t fulfill to motivate them. 2- According to equity theory employees compare what they get from their job to what they put into it. They take the ratio of their outcome to their inputs and compare it to the ratio of others (Robbins and Judge, 2015: p201) Due to this theorem if this ratio is the same as or bigger than other employees......

Words: 1004 - Pages: 5

Employee Motivation

...Effect of Work Motivation on Employment Satisfaction (Case Study of Employees at Tesco) Name: Student Registration: Module Leader: Workshop Tutor: Due Date: Executive Summary List of Abbreviations List of Tables and Figures Table of Contents Executive Summary 2 List of Abbreviations 3 List of Tables and Figures 4 CHAPTER 1 7 INTRODUCTION 7 1.1. Background of the Study 7 1.2. Rationale for the Study 9 1.3. Problem Statement 10 1.4. Research Objectives 10 1.5. Summary 10 CHAPTER TWO 11 LITERATURE REVIEW 11 2.1. Introduction 11 2.2. How Motivation can Enhance Performance 12 2.3. Factors Affecting Employee Motivation 12 2.4. Motivating Employees at the Workplace 13 2.5. Theories of Motivation 14 2.5.1. Maslow’s Hierarchy of Needs Theory 14 2.5.2. Herzberg’s Two Factor Theory 15 2.5.3. PERMA model 17 2.5.4. Financial 18 2.5.5. Non-financial 19 CHAPTER 3 21 METHODOLOGY 21 3.1. Introduction 21 3.2. Research Design 21 3.3. Population of the Study 21 3.4. Sample Frame 22 3.4.1. Questionnaire Instrument 22 3.4.2. Data Collection 24 3.5. Validity and Reliability 25 3.7. Data Analysis 25 CHAPTER FOUR 26 DATA PRESENTATION AND ANALYSIS 26 4.1. Introduction 26 3.2. Report on Findings of Specific Objectives 27 3.3. Report on Findings of General Objectives 29 CHAPTER 5 31 CONCLUSION 31 REFERENCES 33 CHAPTER 1 INTRODUCTION 1.1. Background of the Study Several studies have......

Words: 7367 - Pages: 30

Case Study (Employee Motivation)

...achievement of goals. Bob is enjoying job enlargement, job empowerment and job enrichment, which is the cause of increase in his creativity, job satisfaction, job involvement and commitment. For instance, he is provided with challenging and relevant tasks, which provides him scope to improve his skills in a creative manner. The department in which Bob is working has an open culture that is there are no communication barriers in this manner the exchange of thoughts, feedback, recognition and employee evaluation becomes easier. Moreover, balanced proportion of work is allotted to the employee according to his capability, which is due to distributive justice principle followed in the department, and high rate of hiring is done which decreases workload on a single employee, which has decreased turnover rate in the department. Managing partners have adopted the police to hire anticipated growth rather than hiring employees to catch up to growth which gave way to the practice of hiring excessive employee causing decrease in manager utilization from 70% to 75% . Performance evaluation is based on performance appraisals as Bob’s pay was directly related to performance appraisal. Bob enjoyed flexible working hours due to availability of an increased number of workers and equitable job distribution among employees....

Words: 324 - Pages: 2

Motivations and Teams Case Study

...I think the motivation theory that can be found in this case study is the Expectancy theory. I think Mary Sheets was motivated to start her moving company this way because the harder she worked the more business she had come in. When Mary started seeing more business and profits, she quit her “day” job in order to build her business. I believe she saw the rewards the business was starting to show, and decided to devote all her time and energy into the moving company. Mary Ellen Sheets approach to creating high-performing teams within her company was to build a school called “Stick Men University”. Here she trained franchise operators and employees the basics of the company, from answering the phones to how to move furniture. Doing this helped to train her workers and franchise operators how to maximize their profits and make the business successful. Siemens’s New Boss The motivation theory that I feel Kleinfeld used was Goal-setting theory. I believe he set goals for his workers in his medical equipment unit in order to keep this unit of Siemens open and profitable for the company. All of the employees would have lost their jobs if Kleinfeld did not motivate the workers to become more productive, and with their efforts and team work, they were able to build a 100,000 dollar machine in one week versus the 6 weeks it previously took them. This generated more income for the company, and helped keep this part of the company open. Kleinfeld’s approach to creating......

Words: 292 - Pages: 2

Checkpoint: Motivations and Teams Case Study

...Checkpoint: Motivations and Teams Case Study The Mary Ellen Sheets study showed Maslow’s Needs Hierarchy Theory in action. By making her company mission statement “Treat everyone how you would want your Grandma to be treated”, she immediately brings the belongingness needs into view. It shows a strong cultural tie to family, and shows the supportive side of her as a leader. By franchising the company, she put the success in the hands of the owners, bringing the self-actualization and security needs to the front. By owning that part of the company, it gives the owners job security and (almost) complete control. To help ensure her franchises high performance, and to help with esteem needs, she gives pre-paid post cards with a simple five question survey to all customers, of which only 1% have been negative. In the Siemens case study it is easy to see the prevalent motivation theory is the Expectancy Theory. As Kleinfeld was quoted when speaking to students at the University of Rhode Island, “Working hard earns the right to play hard.” By putting in the time and energy himself, he showed his employees the rewards that could be reaped. He had to convince them to work on days and at times that they had not done before. He made himself available at all time, and held 10 different positions within the company over a 17 year period. This showed the employees, and provided them with good reason to perform highly as hard work would be rewarded with new opportunities, raises,......

Words: 259 - Pages: 2

Case Study Ge Motivation

...Management Principles and Practices MGT101 Case Study – GE Electric Motivation Gemma Blandford Word count 1315 (excluding references) Introduction General Electric (GE) was founded in 1878 by Thomas Edison. Since then GE have developed businesses in the areas of Appliances, Aviation, Consumer Electronics, Electrical Distribution, Health Care, Lighting, Oil and Gas, Energy, Finance for both Business and Consumers, Rail, Software Services and Water. They are now one of the most diversified companies in the world. Findings In 1960 Jack Welch joined General Electrics in the plastics division in Pittsfield, Massachusetts, USA, where he developed his leadership skills and ideas. In 1968 Jack Welch was made the company’s General Manager; for GE in 1981 he was elected Chief Executive Officer. His vision was to become one of the most competitive business enterprises in the world. Shortly after Jack was elected he identified the organisation was bureaucratic - the environment was controlling, upper management made the rules and the juniors followed. The lower level in the hierarchy is controlled by the upper ones, and the planning and decision making is done in one place. The higher levels in the hierarchy have more freedom in doing their work as compared to the lower levels. In this case GE was represented by 9 layers of management from the shop floor to the CEO. Unfortunately in a bureaucratic environment people are afraid to speak out; employees find it......

Words: 1569 - Pages: 7

Laurent Claret | Mysteries of the Abandoned | Jordskott – Die Rache des Waldes