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Intrinsic Motivation at Work - Case Study Example

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The author of this case study "Intrinsic Motivation at Work" casts light on the organization behavior. As the text has it, observing employees at Innocent Drinks working and interacting with one another is a remarkable sight. Admittedly, the company‘s workforce is diverse…
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Intrinsic Motivation at Work
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Download file to see previous pages The company "Innocent Drinks" currently has 47 permanently employed staff and three workers on contractual assignment. Within the six years, the company has opened subsidiaries in Germany, Scandinavia, France, Ireland, Alpine, and Benelux. The company invests heavily in motivating its staff, and, as a result, it has the lowest rate of staff turnover and receives numerous job applications annually (Food, 2005). This case study examines how the management of Innocent Drinks applies different motivation theories within its organizational structure to build the highly motivated and winning team. Application of Motivational Theories in the Workplace The remarkable success of Innocent Drinks is a reflection of the company’s organizational structure and culture. The company’s management places emphasis on staff motivation, but, unlike other contemporary organizations, it integrates motivational theories with a personalized approach that caters for the needs of every employee in the organization (Food, 2005). The importance of highly motivated staff cannot be overemphasized in contemporary organizations. Consequently, organizations apply different motivational theories in order to enhance the performance and commitment of the employees to achieve the company’s strategic goals. Various theories are applied to motivate employees, and Banerjee (1995, p.62) classifies them into two categories, namely needs and process theories. Needs theories include Maslow’s hierarchy of needs, Hertzberg’s motivation and hygiene theory.  Process theories include expectancy and contingency theories, and reinforcement and goal setting ones. Maslow’s theory is based on the principle that human beings strive to attain higher levels of achievement and capabilities in their daily activities. In regard to this theory, human beings have five hierarchical needs, and when one of them is satisfied, people become motivated to achieve other unmet needs (Shaw2007, p.92). In an organization set-up, it is important for the management to identify the unmet needs of every employee in order to devise methods of motivating them. The five needs in Maslow’s theory are physiological, safety, social, esteem, and self-actualization. Physiological needs include food, clothing, and other necessities (Thomas, 2000, pp.34-36). When physiological needs are fulfilled, the person’s need for safety becomes more urgent, and the sequence continues until the person attains self-actualization. Hertzberg’s motivation theory is also based on meeting the needs of the employee. The theory classifies employees’ needs into two categories, namely motivational and hygiene needs (Robbins, 2001, p.73). Motivational needs include opportunities that enhance achievement, recognition, exciting assignments, responsibility, and growth and development of the employee. Hygiene factors include a relationship with the supervisors, colleagues, compensation, the organization's policy, and administration in addition to the prevailing working conditions. Reinforcement theory emphasizes the role of rewards and punishment in influencing the motivation of the employees. Expectancy theory affirms the critical role that inherent characteristics in an employee play in influencing motivation. These include personality, experience, and skills (Robbins, 2001, pp.106-117). In any working place, workers have different needs and interests, and the most challenging work for managers is establishing these aspects in every employee in order to formulate an appropriate approach to the way they have to be motivated.  ...Download file to see next pagesRead More
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