Employee Motivation in IKEA - Assignment Example

IKEA case study Motivation to employees is a fundamental aspect in many ways. First, it improves overall performance of the organization. For instance, IKEA is one of the leading stores in the world. As such, it has a large number of employees that work under its management. With a large number of workers in the organization, there is a need to motivate the employees especially in concern to self-drive. The large number of employees makes it hard for immense supervise (Thompson and Martin 2010:12). As such, employees that are motivated will enhance the productivity of the firm. On the other hand, employees that are not motivated will have a negative effect on the productivity of the organization. For instance, IKEA is renowned for production of quality products. This is directly proportional to the motivation it gives its employees. The employees are destined to give the best quality of products and services to the people that are in demand of the products and services. Several theories can be used to express the IKEA’s concern to employee motivation (Dahlvig 2012:6). It is stated that motivation occurs when the psychological needs of an employee are fulfilled and satisfied. As such, an employee that does not have any psychological issues will be dedicated to the productivity of the firm. Consequentially, there is an inverse proportion between the psychological satisfaction of an employee and employee’s productivity. Employees that have limited psychological issues as a result of psychological fulfillment are utterly productive. On the other hand, employees that have unlimited psychological issues in as a result of psychological dissatisfaction record dismal performance (Ferrell, O. C., & Hartline 2014:1). With such considerations, IKEA has initiated an aspect of ensuring the employees are psychologically satisfied. According to the Maslow’s hierarchy of needs, employees need physiological needs for optimal performance (Adhikari and Kumar 2013: 14). In this line, IKEA has ensured the employees are accessible to basic needs. This is by provision of a better remuneration to the employees. As such, employees will have an easy time in catering for their food, water warmth, and rest. Employees are motivated by the provision of safe environment. The security and safety of the employees motivates employees to work for an organization for a long period. This limits employees working in paranoia. It is noted that employees who work in paranoia will lack concentration. As such, their productivity will be jeopardized. In essence, IKEA has been able to improve the working conditions to enhance security and safety (Czinkota and Ronkainen 2007: 15). This has motivated the employees to steer the organization to success. Secondly, the security of their work is guaranteed. Most of the workers are employed on a permanent basis. Since the workers are guaranteed of permanent employment, they have undivided attention to their work. According to the Maslow’s hierarchy, employees consider their job security and safety as a steadfast element. IKEA has provided a friendly environment to its employees. The employees feel appreciated in the organization. This enhances a sense of belonging in the employees. As such, the employees will be proud of working for the organization. This limits any instances where employees will seek employment from the competitors. In many cases, employees would wish to have an environment that is friendly. The social factor enhances the contribution and productivity of the employees. Similarly, IKEA provides an environment that enhances the feeling of accomplishment (Lewis 2008: 5). Most of the employees have a sense of prestige when working for the organization. As a fact, the organization has been making different approaches in ensuring the organization is making constant progress. For instance, the organization is committed to making high quality products with affordable price tag. This is a commitment that enhances the progress of the business. As such, the employees feel they are working for an organization that savors its values of providing affordable products and services. Similarly, the high quality products and services enhance the prestige of the employees. This is a motivation to the employees, as they feel indebted to the organization. As such, they will have the motivation to continue working for the organization. In addition to this, they will enhance production of quality products and services. This is a strategy that has immensely worked for IKEA. Self-actualization is a motivation to many employees in an organization. Employees feel that an organization should help employees discover their potential. As such, employees will enhance production by specializing in the various points of interest. IKEA has been able to ensure the employees are discovering their potential. This has motivated the employees as they feel the care from the organization. For instance, it is noted that IKEA has been engaging in social initiatives (Bengtsson 2010:5). Some of the employees are engaged in the initiative to help other people who are unprivileged. As such, the employees find that they have a potential of helping other people that are unprivileged. For instance, IKEA has been corporation with non-governmental organizations in helping destitute children, people affected with floods and refugees. This is a motivation to the employees as they feel they have accomplished the inevitable by helping other people in the world. According to Frederick Herzberg’s two-factor theory, it is evident that IKEA has been instrumental in motivating the employees (Adhikari and Kumar 2013: 15). To begin with, employees are motivated by job satisfaction. Employees that are satisfied with the scope of their job will be motivated to improve on their performance. Apparently, job satisfaction is evaluated in different scopes. To begin with, the employees should be entitles to a better pay. Secondly, the employees are motivated by the policies of the organization. Thirdly, the physical conditions at the work place should motivate the employees. Thirdly, there is the need for job security and relations with others. When looking at all these factors, IKEA has been on the frontline in ensuring the employees are comfortable. As such, the organization has provided the best quality in concern to the stated elements. This states the reason why many people are looking for employment in the organization. Frederick Herzberg states that organizations have to provide motivation to the employees. The motivation factors enhance productivity and quality of production. The author states that the motivation factors are graded either as high or low. When the motivation factors are low, there is a possibility of dissatisfaction from the employees (Stenebo 2011:9). However, when the employees experience high motivation, they are likely to be satisfied. This will have direct effects on the productivity. For instance, IKEA has been on the frontline in ensuring promotional opportunities are available to the employees. This will motivate the employees to improve their performance (Browne 2014:1). Secondly, IKEA states that it is an organization that enhances personal growth. As such, employees are at freewill to explore their potential. In some instances, the organization has been offering scholarships and learning opportunities to their employees. With such an approach, the employees will be motivated to diligently work for the organization. Thirdly, IKEA recognizes the employees who record tremendous performance. Employees feel appreciated when they are recognized for great performance. Therefore, they will feel the need to continue working for the organization. Lastly, IKEA recognizes responsible employees. Responsible employees are accountable and disciplined at the work place. This enhances the organizational behavior and accountability in the organization. As such, employees will have the best conduct at all times, which motivates their working. References Adhikari, D., & Kumar T. (2013). Employee Motivation at IKEA Espoo. Laurea Leppävaara :Laurea University of Applied Sciences. Bengtsson, S. (2010). IKEA, the book: designers, products and other stuff. Stockholm, Arvinius. Browne N. (16 Jan 2014). Case study: Ikea says ‘Tack you’ to staff. Washington DC: Professional Pensions. Retrieved from: http://www.professionalpensions.com/professional-pensions/analysis/2323146/case-study-ikea-says-tack-you-to-staff. Czinkota, M. R., & A. Ronkainen, I. (2007). International marketing. United States, Thompson. Dahlvig, A. (2012). The IKEA edge: building global growth and social good at the worlds most iconic home store. New York, McGraw-Hill. Ferrell, O. C., & Hartline, M. D. (2014). Marketing strategy: text and cases. Mason, OH, South-Western/Cengage Learning. Lewis, E. (2008). Great IKEA!: a brand for all the people. London, Marshall Cavendish Business. Stenebo, J. (2011). The truth about IKEA: [how IKEA secretly became the worlds more profitable lifestyle brand]. [London], Gibson Square. Thompson, J. L., & Martin, F. (2010). Strategic management. Andover, Cengage Learning. Read More