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Human Behavior in Organization PDF

   

Added on  2021-04-20

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Running head: HUMAN BEHAVIOR IN ORGANIZATIONHuman Behavior in OrganizationName of the Student:Name of the University:Author’s Note:

1HUMAN BEHAVIOR IN ORGANIZATIONIntroductionHuman behaviour in an organization decides upon the interaction of the employees withtheir managers, supervisors, peers and subordinates (Mikkelsen et al., 2017). This study isconcerned with the human behaviour of Starbucks. The former CEO of Starbucks HowardSchultz always believed that the success of Starbucks is highly depended on the motivation andeffort of the employees to serve the customers. This study will discuss the way in which HowardSchultz has implemented the motivational theories in the motivating the employees of Starbucks.Moreover, the study will evaluate the way in which the CEO implemented Maslow’smotivational theory, Herzberg’s motivational theory and Adam’s Equity theory for motivatingthe employees. Apart from that, the managerial implication of these motivational theories willalso be discussed in this study. Discussion Howard Schultz used to believe that the success of Starbucks is highly depended oncustomers having positive experience in the stores. However, the positive experience of thecustomer is primarily depended on knowledge, skills and personality of the customers to deliverfoods to the customers. From the view of Howard Schultz, it is extremely important for theorganization to attract, retain and motivate the talented employees for engaging them with theultimate organizational success. Moreover, the former CEO, perfectly implemented Maslow’smotivational theory for motivating the employees and leading them towards organizationalsuccess. Maslow’s motivational theory explored the internal motivational factors of the individual.This theory is also based on the fact that the individuals are always motivated towards achieving

2HUMAN BEHAVIOR IN ORGANIZATIONtheir unfulfilled needs. Hence, this theory has divided the needs of the individuals into fivehierarchical levels of needs. Moreover, the individuals are motivated to achieve the upper thelevel needs once they need their lower level needs. Hence, Howard Schultz has used Maslow’smotivational theory for motivating the employees of Starbucks through their levels of needs.According to Njoroge and Yazdanifard (2014), psychological needs are the basic amenities ofthe employees in their career life, which includes adequate water, foods, shelters and others. Asan effective manager and CEO, Howard Schultz has arranged all the basic amenities at theworkplace of Starbucks for the existence of motivation among the employees. Ahmad et al. (2014) opined that the employees always want control and order in theirlives through getting enough safety and security at the workplace. Moreover, the managers of anorganization should provide adequate job security, financial security, health security and safetyto the employees for their enhanced satisfaction. Hence, Howard Schultz paid 70% employees’health insurance premium and over the years, this benefits have been extended to coverage likecrisis counselling, eye care, dental care, preventive care and lot more. Barrick et al. (2015) statedthat the CEO also provided adequate financial security to the store employees for making themmotivated and engaged with the organizational goals and objectives. Moreover, the storesemployees were paid more than $6 to $8 per hour, which is well above the minimum wagestructure of the employees. Good compensation and comprehensive benefit packages kept theemployees highly motivated and involved in success level of Starbucks. According to Shin and Konrad (2017), the employees always want to fulfil their socialneeds for getting love affection, belongingness and friendship at the workplace. Hence, they arealways inclined to make a friend group within their workplace. On the other hand, Mostafa et al.(2015) opined that the employees are always highly motivated and productive in a friendly

3HUMAN BEHAVIOR IN ORGANIZATIONworking environment. They are inclined to make group at the workplace for making acollaborative working environment. Hence, Howard Schultz initiated team approach formaximizing the productivity of the employees and minimizing cost of the employees.Furthermore, Lazaroiu (2015) stated that after crossing some stages in the career life, theemployees want to fulfil their self-esteem need. Moreover, at this level, the employee want to berecognized, praised, admired and confident for being highly motivated towards fulfillingorganizational success. Hence, Howard Schultz initiated stock option for the employees, whereeach employees can purchase the stock of the organization. It used to give the employees a senseof ownership and they started to take increasing interest in the performance level of Starbucks. On the other hand, Gupta and Shaw (2014) opined that at the later stage of career life, theemployees are highly inclined to fulfil their self-actualization needs. At this stage, theemployees want to fulfil their ultimate potential at their workplace. In order to fulfil this needs ofthe employees, Howard Schultz initiated Open Forum, where the employees were open todiscuss about the organizational performance with the managers and share their own ideas forimproving organizational success. On the other hand, the CEO also initiated comment card,where the employees were free to talk about the mission and vision of the Starbucks. In this way,each employee of the organization used to feel as owner and take active participation inorganizational success. As per Herzberg Motivation theory, there are some factors in organization that preventdissatisfaction of the employees, whereas some factors leads to positive satisfaction among theemployees. According to Jacobsen and Bøgh Andersen (2015), hygiene factors are the factors,which are extremely essential for the existence of satisfaction at the workplace. Moreover, thesefactors include adequate pay, comfortable working condition, flexible company policy,

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