In accordance to Maslow’s hierarchy, Amanda Shank’s former employers failed to meet many of her motivational needs. Currently, Amanda is the assistant store leader at Flight 001 and she is highly motivated and dedicated to her place of employment (Motivating Employees, pg.1-2).
Maslow’s hierarchy of motivational needs break down into five groups of importance (Griffin, 2011, pg. 512).
The needs that apply to Amanda are belongingness, esteem, and self-actualization; moreover, none of which she felt where satisfied with her previous jobs.
The motivational needs for Amanda at her prior work locations were simply not ideal for any employee. She recalls being told “You’re just a number. You can be replaced at any time.” (Motivating Employees, pg. 2).
This would be detrimental to her self-esteem. In this particular situation an unjustified comment such as this would also be harmful to her self-actualization needs. In the next statement she clearly has a great sense of belongingness after saying, “I’ve definitely worked places where I felt like the owners just didn’t care, and so it’s sort of if they don’t care why should I? But I feel like they really value their store, and it’s contagious.” (Motivating Employees, pg. 1).
Amanda recants often during the interview about the leadership by example and her motivation needs are now met as the outcome.
In retrospect, to analyze Amanda’s former experiences to Maslow’s hierarchy of needs one must have an overall understanding of motivational tactics. Some of the tactics the former employers could have used during Amanda’s situation could had been leading by example, giving her a sense of self-worth, respecting her and valuing her opinions more often. Also, in regards to potential Amanda is a highly determined individual and her former employers should have taken the time to understand her strengths and weaknesses. Employees are unwavering to feel needed; therefore, strong and determined leadership must be purposeful to implement a successful work environment. Equity Theory of Scenario
Mr. Dunnah the purpose of this memo is to inform you that the Research into improving Workplace Safety is now finish and ready for your review. I have look at the statistics on work place violence over the past three years, 2011 through 2013. As I stated in my earlier memo I feel, that this is a very important need for the employees, management, and the business. Millions of workers face violence ...
In a hypothetical situation the feeling of an underpaid Flight 001 associate could in fact have a negative impact on the overall work environment. This would be the manager’s responsibility to bring ease to this issue delicately. The Equity Theory of motivation suggests that people will seek social equity in the rewards they receive for his or her performance (Griffin, 2011, pg. 518).
In this scenario pay and recognition are most applicable due to an underline feeling of being underpaid. If the associate felt underpaid their work ethic, inputs and quality will also suffer because they feel overworked. The solution to this issue would be affirmation of recognition and to settle the pay dispute that is best for flight 001 and associate. Although the situation is delicate the manager, however, must still implement that the needs are still first and the fairness is second (Griffin, 2011, pg. 518).
Two-Factor Theory Analysis
Following the Two Factor Theory, there were many hygiene factors that are identifiable within the Flight 001 interview. Based on the comments of the associates the hygiene factors that were disguised in the overall work environment are the supervisors, working conditions, interpersonal relationships, pay and security. The management was proclaimed to be excellent through-out the interview. Emily Griffin said “They’re not tolerant of poor work ethic or if you’re really not dedicated, but if you’re there and you’re really trying, it’s really okay.” (Motivating Employees, pg. 2).
She feels very comfortable to be herself; over more, she will now accelerate because of the proper and superior factors. During the viewing the work condition looked greatly ideally as well. The associates were viewed with positive interaction multiple times with the owner Brad John. Lastly, Claire Rainwater alleged pay and security was adequate by stating, “I think in an ideal world, in the ideal job setting, you would have both the dream salary and a ton of encouragement every single day.” (Motivating Employees, pg. 2).
Picture this: You’re at the end of your summer before your senior year in high school. All summer, you’ve been working your minimum wage job, completing a project for school, and spending time with your friends and family. Every day is unique. Every day is new. You meet new people, go new places, and make new memories. Suddenly, and all too quickly, summer comes to an abrupt end. Senior year ...
The perception of the associates was highly motivated and enthusiastic.
In conclusion to the balance of success for Flight 001 and the Two Factor Theory, the satisfied motivational factors that can be defined are recognition, the work it’s self, achievement and growth. Amanda Shank describes her experience well in regards to recognition, “You have a say in what goes on. You’re given compliments, you know or you told what you could be better at – you’re given feedback.” (Motivating Employees, pg. 2).
All the associates pride themselves to be a part of Flight 001. Also, Emily Griffin said that “One of the things I love about retail is that there’s room for everybody in retail. Everybody who works at corporate and everybody who works in our stores are such an unbelievable variety of backgrounds and interests.” (Motivating Employees, pg. 3).
It seems that Emily has discovered this passion and positive attitude through Flight 001.