Apple Inc: Evaluation of Motivation Theories & Techniques- NSAB516B12

This report evaluates the application of various motivation theories and techniques within Apple Inc. It delves into theories such as Maslow's hierarchy of needs, Herzberg's two-factor theory, Vroom's expectancy theory, and Alderfer's ERG theory to understand how Apple Inc. motivates its employees. The report highlights how these theories address different aspects of employee motivation, from basic physiological needs to self-actualization, and how Apple Inc. leverages these concepts to enhance employee performance and achieve organizational goals. The conclusion emphasizes the importance of motivated employees in achieving the overall objectives of Apple Inc.

P2 Evaluation of theories and techniques of
motivation in Apple Inc.
Motivation is a concept use in organization to encourage and
promote the employees to work hard and make efforts to
achieve the organization goals. This objectives and goals help
organization in growth and development of their activities.
The motivation is something which is responsible for
employee’s actions (Schneider, 2010). The motivation theories
are developed to which are used by Apple Inc. to motivate and
encourage their employees to work efficiently and effectively.
These motivation theories includes the following:

Maslow’s theory of motivation: this theory is defined that
the employees of organizations must be motivated by
providing them salary on the basis of their needs.
 Physiological needs: the employees work firstly to satisfy
their basis needs which includes water, food and shelter.
The employees get motivation when they get such amount
for their jobs which satisfy their basics needs. Apple Inc.
provides the attractive salaries to their employees which
satisfy their basic needs as well as them also can use their
salaries to satisfy their other needs.
 Safety needs: after satisfying the basic needs the
motivation level of employees increases to work hard to
get more benefits which help them to satisfy their safety
needs.

 Social needs: when the basic and social needs satisfies
then employees get the motivation to work more to earn to
satisfy their social needs like needs which can be fulfill by
interactions etc.
 Esteem needs: this needs can be satisfied when employees
work hard. This can be possible when employee are
motivated to work (Buchanan, and Huczynski, 1997).
These needs are related to self-respects of employees.
 Self-actualization needs: this needs can be satisfy after all
the needs are satisfied and for this employee needs huge
amount of resources. To satisfy these needs employees are
motivated to work hard.

Herzberg’s motivation theory: this theory
includes two factors first is hygiene factors and
other is motivational factors.
 Hygiene factors: first factors help in
motivation when employees feel good at the
work place. These factors are related to the
positive working environment in the
organization. This include the working
conditions, rewards, security etc.
 Motivational factors: this are the factors help
increasing the level of motivation through
recognition of work, growth etc.

Vroom’s theory of motivation: this is also called the
expectancy theory (Ivancevich, Matteson, and Olekalns,
1997). This theory help the employees to motivate by
finding relationship between valence, expectancy and
instrumentality. Motivation= valence* expectancy *
instrumentality.
 Valence: this is actual efforts employees put in
completing their jobs.
 Expectancy: this is the actual performance of the
employees.
 Instrumentality: it is the rewards which is given for the
actual performance of employees.

ERG motivation theory of Alderfer: this is motivation theory which shorts the needs
of Maslow’s theory in three parts:
 Existence needs: this includes basics needs of employees like foods, water and
shelter. This also includes the physical and affection is the safety needs in Maslow’s
theory. According to this theory employees are motivated to satisfy these needs.
 Relatedness needs: this includes the social needs and esteem needs for which
employees are motivated to work hard. This includes relations with coworkers,
employers etc.
 Growth needs: this includes the needs like internal esteem and self-actualization
needs. This includes creative and productive desires and the motivation to complete
the tasks.
This theory shows that every individual has its own different needs
(Senior, and Swailes, 2010). This includes the needs which is
related to existence, relatedness and growth needs which is an
individual want to satisfy for their personal growth this motivates
them to work efficiently.

Conclusion
The above all are the theories of motivation which is used
to motivate and inspire which help in the quality
performance of employees. The motivated employees help
in achieving the goals and objectives of the Apple Inc.

References
Ivancevich, J.M., Matteson, M.T. and Olekalns, M.,
1997. Organisational behaviour and management. Royal Victorian
Institute for the Blind. Special Request Service.
Buchanan, D. and Huczynski, A., 1997. Organisational
behaviour. An introductory text, 3.
Schneider, et.al., 2010. Developing socially responsible behaviour
in managers. Journal of Corporate Citizenship. 2010(39). pp.21-40.
Senior, B. and Swailes, S., 2010. Organizational Change. Harlow:
FT Prentice Hall.