Gap Analysis and Motivation in Organizational Behavior

This study analyzes the gaps in HR manuals and labor practices that lead to decreased morale among employees. It also examines the importance of motivation and empowerment in increasing employee satisfaction and retaining them for longer durations. By giving employees training, updating HR manual policies, and adopting participative leadership styles, organizations like Starbucks can encourage their staff members and meet their objectives.

GAP ANALYSIS

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
RECOMMENDATIONS.................................................................................................................4
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Gap analysis can be defined as comparison between actual and desired performance of an
organization. It is essential for entity that to best utilize its current resources in order to meet with
goal of company (Mayberry and et.al, 2017). Present study is based on Starbuck which is a
coffee house which offers hot, cold drinks and variety of coffee products to its consumers.
Current report will describe GAP analysis of cited firm on its motivation and empowerment
practices.
MAIN BODY
Motivation and empowerment are two main elements that impacts on business activities
and its performance. Motivation increases satisfaction level of employees and empowerment
makes them loyal towards the brand. Motivated employees are assets of the company they can
contribute well in long term success of entity (Cires and et.al, 2013). Empowerment helps in
improving employee's commitment towards the firm and they become more creative towards
their work. Rewards and recognition can motivate the workers but these are traditional
approaches and in modern era firms have to adopt new strategy in order to encourage its staff
members. HR practices involve recruitment, training, performance measurement, reward and
recognition etc. If HR practices of the entity are poor then company can not motivate its
employees (Van Ittersum and Cassman, 2013). If there is discrimination among people then it
will create negatively and people will feel demotivated. Furthermore, if firm is unable to identify
needs of its potential workers then also it will not be able to motivates them and satisfy them.
Leaders of Starbuck adopts transformational leadership individual motivates its staff
members and support them so that they can perform their duties well. Management provides
them monitory and non monitory benefits so that they feel happy. In monitory benefits company
offers the bonus, stock option, retirement benefits etc. whereas non monitory benefits provide by
cited firm are such as rewards, self recognition etc (Phillips and Evans, 2017).
Starbuck organizes some programs so that employee satisfied. But cited firm does not
involve them in decision making process thus, it fails to improve morale of its workers. Higher
authorities do not appreciate its staff members for their hard efforts. Chairman of Starbuck has
used word partners the employees which is considered as one of the most important example of
empowering employees. But company makes its decision by own and if any changes are
occurred then it implements the modification before concerning with the employees. Due to poor
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or outdated HR policies and practices cited firm fails to empower its staff members. That
demotivate its workers and they think to leave the organization (Muafi, 2015).
Illu
stration 1: Gap Analysis
Source: (gap analysis, 2017)
Objective Current
State
Future State Gap
identificatio
n
Gap
Description
Factors
To increase
revenue
15 million/
annual
25 million/
annual till
the end of
2018.
Yes Poor
involvement
of
employees
in decision
making
process and
hard rules
and
regulations
Poor skills of sales
persons
To increase
employee
People are
partially
Enhanced
employee's
Yes Strict labour Outdated HR manuals
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morale satisfied morale practices
To increase
retention
rate of
workers
Approx
10% staff
members
are leaving
job every
year
To retain
staff
members of
Starbuck for
longer
period in the
organization
.
Yes Unfavourabl
e situation
Poor HR policies and no
concern for employees
To empower
employees
so that they
can make
sound
decision
No
involvement
of
Starbuck
employees
in decision
making
process
To involve
them in each
decision and
at the time
of
modification
s in
practices.
Yes Leadership
practices
(Cortez and
et.al, 2017)
Outdated HR manuals
From the above gap analysis it is analysed that Starbuck is aiming to increase its annual
revenues. It can be possible by improving its sales revenues (The Role of Motivation in
Organizational Behavior, 2016). For that it is essential for the entity that its skilled employee
feel satisfied and retain in the organization for longer duration. It is only possible when company
motivates them and involve them in decision making process. To increase morale of employees
is another objective of Starbuck, it is analysed that people are partially satisfied with the HR
practices of company (Swallow and et.al, 2016). Cited firm gives monitory and non monitory
benefits to workers but it does not provide them free environment. Due to strict labour practices
people feel stress and burden. That impacts on their performance level. Furthermore, to increase
retain rate of employees is main objective of cited firm.
Currently 10% employees leave job every year which affects overall performance of the
organization. The main reason of this issue is that cited firm have poor HR policies and company
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does not look upon needs of its workers (Olafsen and et.al, 2015). Due to this burden in the
workplace gets increased and people feel hectic in the workplace which hampers their working
performance to great extent. In addition, to increase empowerment of workers in the
organization is another objective of Starbuck But due to poor leadership practices and outdated
HR manuals company is able to meet with this objective. Transformational leadership style
creates problem in the workplace because in this people do not get chance to make their own
decision, they have to depend on others. After some time they feel that cited firm do not care for
them and they feel demotivated (Lepper and Greene, 2015).
SMART Recommendations
Specific It will improve its training and development
program for attaining its determined target.
Training and updating processing software will
improve workers performance and they will
contribute well in increasing revenues of the
firm. It will attain 15 million/ annual.
Measurable This target is measurable because by this
company can enhance its existing position in
the market. Involvement of employees of
Starbuck in decision making process would be
beneficial for the growth of cited firm and
increasing satisfaction level.
Achievable It has objective is to Approx 10% staff
members are leaving job every year. Monitory
rewards needs to be given as per their
requirements and improving working
environment by reducing stress level.
Realistic No involvement of Starbucks employees in
decision making process. Update HR manuals,
participating leadership style. By updating HR
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policies and practices cited firm will be able to
meet with its objective.
Time based The objective is based on the specific time
frame under which company attain its
objective within a specific time period.
The main gap is analysed in the motivational and empowerment practices of Starbuck is found
that HR policies of the company are outdated and it does not take care of its employees need.
That is the reason that turnover in the workplace is increasing and people are not satisfied with
the workplace environment. Due to this, people are not performing their duties well that impacts
on the revenues of the entity. For minimizing this issue HR manager of cited firm should conduct
training programs and should review performance of workers time to time. It will help in
improving skills of these staff members and improving their performance. By this way they will
be able to perform well that would support in increasing revenues of the cited firm.
Another GAP is analysed in the practices of Starbuck strict labour practices and no
involvement of staff members. For minimizing this issue cited firm should Improve its HR
practices and should create healthy working environment. It will support in creating healthy and
happy workplace culture. By this way people will stay in the organization for longer duration and
they will put their best efforts to improve business performance. Though company is proving
monitory and non monitory benefits to its workforce for improving their satisfaction level but it
is not always motivate the workers. Cited firm should give them rewards on the bases of their
needs, it will encourage them and will fulfil their basic needs. By this way they will retain in the
workplace for longer duration.
Furthermore, Starbuck should involve its workforce in decision making process. The
main reason of high stress level of employees is that labour practices of the company are too
strict. That is why people feel demotivated and stressful. For empowering them it should adopt
participative leadership style. It is considered as one of the most effective leadership in which
manager involve persons in decision making process and takes their feedback time to time. By
this way stress level of workers will be minimized and they will like the workplace. After that
they will share their innovative views with the company which will support in improving
business performance to great extent. Starbuck should improve its HR policies and should create
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light environment in the workplace. By this way people will feel satisfied and happy. That will
assist them in retaining employees in the workplace for longer duration. People will like the
organization and they will contribute well in accomplishment of objectives.
CONCLUSION
From the above study it can be concluded that Motivation and empowerment are two
main aspects of business. It supports in increasing satisfaction level and employees and retaining
them in the workplace for longer duration. Outdated HR manuals, strict labour practices are two
main GAP has been analysed. That decreases moral of workers and they do not perform well. By
giving them training, updating HR manual policies and by adopting participative leadership style
Starbuck will be able to encourage its staff members and meeting with its objectives.
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REFERENCES
Books and Journals
Cires, E. & et.al., (2013). Gap analyses to support ex situ conservation of genetic diversity in
Magnolia, a flagship group. Biodiversity and conservation. 22(3). pp.567-590.
Cortez, D. N. & et.al., (2017). Evaluating the effectiveness of an empowerment program for self-
care in type 2 diabetes: a cluster randomized trial. BMC public health. 17(1). 41.
Lepper, M. R., & Greene, D., (2015). The hidden costs of reward: New perspectives on the
psychology of human motivation. Psychology Press.
Mayberry, D. & et.al., (2017). Yield gap analyses to estimate attainable bovine milk yields and
evaluate options to increase production in Ethiopia and India.Agricultural Systems. 155.
pp.43-51.
Muafi, M., (2015). Green IT empowerment, social capital, creativity and innovation: A case
study of creative city, Bantul, Yogyakarta, Indonesia. Journal of Industrial Engineering
and Management. 8(3). pp.719.
Olafsen, A. H. & et.al., (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). 447-457.
Phillips, T. and Evans, J. L. T., (2017). RN to BSN Transition: A Concept Analysis. Journal for
nurses in professional development. 33(2). pp.79-85.
Swallow, D. M. & et.al., (2016). Involving older adults in the technology design process:: a case
study on mobility and wellbeing in the built environment.
Van Ittersum, M. K. & Cassman, K. G. (2013). Yield gap analysis—Rationale, methods and
applications—Introduction to the Special Issue.
Online
gap analysis, 2017. [Online] Available through: <http://searchcio.techtarget.com/definition/gap-
analysis>. [Accessed on 25th September 2017].
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The Role of Motivation in Organizational Behavior, 2016. [Online] Available through:
<http://managementstudyguide.com/role-of-motivation-in-organizational-behavior.htm>.
[Accessed on 25th September 2017].
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