EMPLOYEE MOTIVATION
EMPLOYEE MOTIVATION 4
EMPLOYEEMOTIVATION
EmployeeMotivation
Containerstores believe that employees are supposed to be motivated given thatthey are human and they have needs to meet, which include but notlimited to food, clothing, shelter, water among others. The companyis one of the organizations that give the highest pay rates to itsemployees. Safety, as well as social necessities, are given criticalconsideration with a compacted core of values given that theyfacilitate a sense of security within the company for employees.
Accordingto McShane& Von (2016) Employeesare persuaded to have regular communication in order to shareinformation, values, and matters which contributes to the growth ofthe company as well as improving their performance. To ensure thatemployees are made aware of their performance, supervisors are alwaysrequired to give feedback for all tasks assigned to each member ofthe team (p. 16).
Employeesshould be treated as a family, and this enables them to identifythemselves with the company sharing common values, objectives,mission and vision. They also give suggestions on different issuesthat help correct the mistakes in the company and the shared valuesthat are geared towards the growth of the company as one(Latham,2012, p.31).
Fromthe video, employee esteem is considered as a critical motivationaltool. Supervisors offer assistance in times of difficulties orshortages. Employee morale is also boosted through recognition andrewards of individuals and team efforts. Employers also considerpromotion as a factor that drives employees morale. Statistics, forinstance, reveal that the company has a promotional strategy that hasseen it achieve 16% to 20% promotional rates compared to 80% to 100%across the industry (see http://video.franklin.edu/Franklin).
Containerstores also focus on promoting employee’s self-actualization bygiving them an opportunity to prove and showcase their skills forappointment in high-rank positions within the company beforeoutsourcing skilled employees from outside the company. By doingthis, it offers the employees a good opportunity to grow in theircareers as well as positively influence their productivity in thecompany. This aspect of the company also provides an avenue forjunior employees to focus on productivity as a way of earningthemselves a promotion. It is argued that the best method to motivatea team is to begin from the bottom. This is the policy that containerstores have adopted (McShane& Von ,2016, p. 158)
Also,the company is seen hiring part-time employees or sometimes asseasonal. Such employees are absorbed into the company upon review oftheir performance during their contract period. This absorptionprogram has a direct impact on the performance of employees as manystrive to earn themselves regular or permanent positions in thecompany.
Itcan be deduced from the video that talent is a focus in the company.The company is viewed as a home for talented persons, in this case,the employees. They believe that when they have talented workers whocan passionately perform under minimal supervision, then the companywill excel in the industry (see http://video.franklin.edu/Franklin).
Oneof the container store principle asserts that one Great Individual isequal to three good people, with regards to business productivity. So, at a time when the company is hiring, they give an opportunity toskilled individuals with an attractive package of about fifty to onehundred percent remuneration above industry compensation. It can beargued that the company compensates three times the productivity ofthe employees.
References
McShane,S., & Von Glinow, M. (2016). Organizational behavior (3rd ed.).New York: McGraw Hill Education.
Latham,G. P. (2012). Workmotivation: history, theory, research, and practice.Thousand Oaks: SAGE.
Ch10_container.Retrieved April 02, 2017, fromhttp://video.franklin.edu/Franklin/BSAD/325/ch10_container.html
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