Human Behaviour in Organisation: Motivational Approaches and Leadership Theories in Starbucks

Running Head: HUMAN BEHAVIOUR IN ORGANISATION 0
Human behavior in organization
9/30/2018

HUMAN BEHAVIOUR IN ORGANISATION 1
The essay brings about the discussion on the topic, human behaviour in the organisations,
stating the meaning and significance of motivational approaches and leadership theories in an
organisation. The essay describes these in respect to the motivational approach and theories
applied by ‘Howard Schultz’ who was a former CEO in Starbucks. Every organisation in an
approach to become successful and attain long-term competitive advantage requires effective
leaders or managers. Managers or leaders in organisations play a vital role in determining
long-term success, by coordinating the efforts of individuals towards organisational goals and
objectives. Therefore, the essay in the later part includes the comparison and differences in
the leadership theories by Maslow, Herzberg, and Adams. Motivation in employees is
necessary for every organisation, as the organisation’s success and survival depends upon
efficient human resource in an organisation. Availability of efficient human resource or
employees is a valuable resource along-with other physical and financial resources in an
organisational context. Therefore, every organisation must improve their practices and ensure
implementation of effective leadership theories in their practices. Hence, the essay mentions
some recommendations for the contemporary organisations to plan their strategies to attain
positive organisational outcomes (Zipf, 2016).
“Howard Schultz Employee motivation”
Motivation refers to the forces, which initiates, directs, and encourage people or individuals
to integrate their efforts towards achieving organisational goals and objectives. Motivation
amongst employees is one of the major factors, which influence the efficiency of an
organisation. Therefore, in the essay theory of motivation in employees in linked and
described in context to the company Starbucks. The former CEO, Howard Schultz, states
motivation theory and the related concepts in the company. In addition, Schultz leadership
approach towards Starbucks, as transformational leadership, through which he demonstrated
his idea of dreaming big and bigger especially to the workers in the company. As a leader, he
considered the needs and problems of the staff, and enhanced their spirit towards the team
and organisational goals (Shamir and Eilam- hamir, 2018)
Starbucks, one most famous chain of the retail coffee shops around the world, deals in selling
some coffee beans or special type of drinks. The popularity of the company is not because of
the quality of coffee, but also because of the effective service from the staff. Starbucks a
well-known and established brand is one of the great examples in terms of motivating
employees. Howard Schultz stated that the tip of success in Starbucks, is not coffee but the

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employees, as the company made efforts to benefit their employees in a number of different
ways. According to the former CEO of the company, Howard Schultz was of a different view
ensuring that the company’s success should not put only in front of customers, but with their
employees as well (Starbucks, 2018).
Schultz conveyed his thoughts to success as idea of making people a priority who work for
Starbucks. He stated that doing the right thing for the people in employees and the
community will serve the purpose in ensuring the success of company (Shahzadi et al., 2014).
Schultz believed that the value delivered by Starbucks is because of the employees, and to
continue this in future the company must aim at providing education and training to their
employees to motivate employees for higher commitment towards organisation. Thus, there
were four ideas given by the CEO of Starbucks, such as investing in the education of
employee that benefits everyone in the organisation, i.e. employees and the company. The
other key ideas includes, that the status quo is not good enough for the company aiming to
achieve long-term success. It is necessary to involve innovation in the practices, which will
drive enthusiasm in employees and will lead to the idea of enhancing their courage and
motivation to bring organisational success (Shields et al., 2015).
Schultz believed in developing a healthy relationship with the people working in the
organisation, and as a transformational leader, he inspired and encouraged the team members
to develop as individuals and contribute to the organisational objectives. Howard Schultz
ensured that there is trust, respect, honesty, and commitment in the organisation he is leading.
Schultz thus ensures motivation in a number of effective ways, which emphasizes hiring the
right people, being consistent in delivering effective products and services to the people. He
believed in taking consideration of the various needs of the employees as they belong to
different cultural backgrounds. The mission and vision statements discussed about building
an organisation that treats people with respect and dignity. Thus, Schultz’s motivation theory
or leadership approaches stated in a positive manner about the conduct of the company,
Starbucks that motivated employees to show higher commitment towards goals to be
achieved (Gallo, 2016).
Motivation plays a crucial role in organisations in terms of increasing productivity and
effectiveness, which depends upon employees and their motivation to work. Motivational
theories and practices are important considered to brings effectiveness and achieve

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organisational outcomes. There are three motivational theories given by Abraham Maslow,
Adams, and Herzberg’s Two-factor theory (Stead and Stead, 2016).
Maslow states that employees in an organisation are motivated through a hierarchy of needs.
These are five essential needs of every individual employee in an organisation, which
includes physiological needs, safety needs, social needs, esteem needs and the self-
actualization needs. He describes that a higher-level need is satisfied when other lower level
need is satisfied. Deficiency needs arise due to deprivation, and motivate the person when
they remain unfulfilled. In addition, Maslow stated that the motivation would become
stronger, the longer these needs are unmet. The most basic need is the psychological or
physiological needs of the person, which includes the need for food, shelter drink, clothing,
and sleep. These needs are utmost important in the life of every individual and tend to disturb
the normal functioning of the human body. Moving on to the next, there is a safety need,
which ensures about the safety, security and protection of the individual from elements, and
other things, i.e. freedom from fear. After safety needs are fulfilled, social or the need for
belongingness becomes essential to the person (Healy, 2016).
Social needs include interpersonal relationships with friends, peers, groups, and family
motivates an individual positively. Therefore, examples include friendship, intimacy, and
trust, acceptance among peers and so on. Satisfying an individual’s social needs, there comes
esteem needs i.e. self-esteem needs which refers to the need for acquiring respect and
reputation, and the need to achieve dignity, achievement and independence. The last level
needs in the Maslow’s hierarchy of need motivation includes self-actualization needs which
states about acquiring the position where an individual wanted to be. This includes
discovering potential and personal growth throughout life (Leavy, 2016).
The other theories of motivation, i.e. Herzberg’s two factor theory which is also known as
motivation hygiene theory which states that there are certain factors which leads to
motivation in employees and some which cause dissatisfaction amongst employees in an
organisation. It has stated that there is satisfaction, and opposite of satisfaction is not
dissatisfaction, rather it is a situation of no satisfaction. The theory states that if salary,
working environment, safety, and security as hygiene factors if unsuitable at workplace can
make employees unhappy, and dissatisfied with their job. Motivating factors on the other
hand, which increase satisfaction and motivation in employees is dependent on the employees
need for personal growth. For an employee, if these elements are favourable, then they can