How does Kellogg’s motivation its employees? Explain using motivational theories with examples.
What is the most suitable leadership style for Kellogg’s? explain relevant leadership style using examples.
Discuss the importance of having s motivated workforce. Provide examples from the case study.
Using the understanding of individual at work, briefly describe the personality traits suitable for employees working in Kellogg’s.
What is motivation?
motivation is the riding pressure in the back of all people’s actions. Behavioral psychologists have performed lookup investigating why humans behave the way they do. Entrepreneurs who understand the theories that have been developed from this lookup about what makes humans tick study how to motivate purchasers to buy their merchandise and use their services. Employers also favor to find the key that motivates people to work diligently and productively.
Motivated personnel are extra productive and creative than those who are unmotivated. They experience their work extra and ride much less stress. Managers commonly try to find methods to encourage their staff. Behavioral psychologists have developed more than a few theories about motivation in a try to better recognize and manipulate human behavior. A simple understanding of three foremost motivation theories helps us to see how motivation can be applied in the workplace.
Maslow Theory and Herzberg Theory of Human Needs
Abraham Maslow and Frederick Irving Herzberg believed that psychological forces pressure human behavior. Their concept postulated a graduated scale of human wants ranging from basic, physical ones such as hunger and thirst to higher degree ones such as the need to be loved and the need for self-fulfillment. They believed employers would see higher outcomes from people if they diagnosed a range of wants of character people and if they varied the rewards supplied to them.
Maslow’s concept relates motivation to a hierarchy of needs. At the backside are critical physiological wants such as air, food, safe haven and clothing. As folks fulfill one stage of need, their motivations trade as they aspire to attain the higher order needs. Therefore, to motivate an person Maslow suggests that it is critical to be aware of where inside the hierarchy every worker is positioned so that these factors can be taken into account.
According to the case study,
Physiological needs – Kellogg’s gives aggressive salaries. This offers human beings the ability to accumulate the basic needs for living. The Kellogg’s Conflux flexible benefits programme allows personnel to select these benefits that go well with them. This consists of childcare vouchers, cash choices to agency cars and discounted existence assurance schemes. These financial savings and competitive salaries assist workers’ pay go similarly and so motivate them to be loyal to the company.
Safety needs – Kellogg’s values the safety of all employees. The organization is dedicated to providing a protected and healthy work environment to stop accidents. Employees are then again guilty – that potential they have to take accountability for watching the fitness and safety regulations and practices. Kellogg’s additionally gives employees a vary of working patterns. Some may also desire to work part-time; others may choose profession breaks or undertake homeworking. This helps personnel to pick out the quality option for a healthy work-life balance.
Social needs -These are associated with a feeling of belonging. Kellogg’s operates weekly crew ‘huddles’. These grant casual opportunities for personnel to obtain and request records on any phase of the business, along with sales facts and corporation products. This helps improve teams and enhances workers’ sense of belonging. Having an open strategy to verbal exchange continues anybody centered on the company’s pursuits helps men and women contribute to the company’s K-Values. They include values such as being positive, seeing the satisfactory in people and recognizing diversity. Kellogg’s positively recognizes and rewards personnel achievements.
Self-actualization – Kellogg’s provides personnel with the possibility to take on difficult and stimulating responsibilities. For example, the enterprise presents the chance for men and women to take ownership of projects. This permits them to improve and improve.
There are two main factors leading to satisfaction and dissatisfaction of an employee. They are,
Hygiene theory (dissatisfaction)
Hygiene elements are regularly referred to as ‘dissatisfies’. These are elements in the place of work that should make personnel unhappy, such as excessive organization forms or an autocratic working environment.Herzberg motivators (sometimes referred to as ‘satisfiers’) are elements of any place of job that supply persons job satisfaction. These include, for example, the degree of accountability of the job, advertising or cognizance for effort and performance. Herzberg believed that corporations wished to ensure hygiene elements were minimised in order to allow motivators to have their full effect.Kellogg’s has developed a variety of motivating factors. These are designed to make certain that Kellogg’s is perceived as a accurate location to work and a applicable company of choice. For example, Kellogg’s has a ‘Fit for Life’ programme imparting employees access to health centres, free fitness assessments and annual health assessments through healthcare specialists every spring.It additionally provides a ‘summer hours’ programme from May to September so if personnel have labored a full week’s hours by noon on a Friday, they can finish work at that point. This means employees can regulate their working hours to balance their work against household or lifestyle commitments.Awareness of motivating elements helps Kellogg’s to build an enterprise that supplies consistently sturdy results. Other initiatives inside the enterprise include: 1. flextime, domestic working, part-time working and job sharing 2. career breaks, parental leave, time off for dependents and maternity and paternity leave 3. on-site gyms or subsidized get entry to nearby facilities.
Taylor’s Theory of Scientific ManagementFrederick Taylor’s theory of motivation states that most people are prompted fully by way of the pay they get hold of for the work they do. He postulated that most employees do no longer experience the work they do and solely perform when given the direct reward of economic payment. His thoughts have been adopted via Henry Ford and different industrialists who paid their factory people in accordance to the wide variety of items produced. This idea lost favor as employees grew to become annoyed and manufacturing was once frequently halted due to strikes by way of disgruntled employees.
For many humans pay is nonetheless a prime motivator. For example, within Kellogg’s many personnel are stimulated by money choices which encompass the opportunity to buy and sell their vacation days.Taylor’s concept breaks down jobs into components or expert tasks via the division of labor. This specifically applies to production strategies within massive companies like Kellogg’s. These rewards can help to extend productivity and profitability. The threat with this is that men and women are honestly targeted on output to get rewards so excellent might suffer as an end result of personnel dashing to do the job.
Mayo’s Theory of Human RelationsElton Mayo’s theory of motivation examined the social desires of the worker. He believed that pay on my own was once now not sufficient to motivate employees to put forth their quality effort. He believed that the social needs of the workers be taken into consideration. He encouraged employers deal with their people in a caring and humane trend that demonstrates an interest in the individual in order to have them produce their nice work.
According to the case study,
Kellogg’s keeps a two-way talk with personnel via its verbal exchange programmers. This helps to empower the workforce. For example, its open-plan lobby region with espresso bar comprises as many as 200 people. It offers an informal venue for briefings and presentations. The WK Kellogg Values Awards programme presents exceptional recognition for what personnel do and rewards them for how they perform
What is leadership?
Different kinds of management patterns exist in work environments. The lifestyle and goals of an organization decide which leadership fashion matches the firm best, while personality variations frequently dictate which is most frequently used. Some groups provide a number of leadership patterns inside the organization, based upon the integral tasks to complete and departmental needs.
They are 5 leadership styles. They are,
The Laissez-Faire Leader
The Autocrat leader
The Participative Leader
The Transactional Leader
The Transformational Leader
According to the case study, we can apply to the Autocrat leadership,
The autocratic leadership style permits managers to make selections by myself barring the input of others. Managers possess complete authority and impose their will on employees. No one challenges the decisions of autocratic leaders. Countries such as Cuba and North Korea operate underneath the autocratic management style. This leadership fashion advantages employees who require close supervision. Creative employees who thrive in crew features detest this leadership style.
Why important motivated work place?
Because while we all love an accurate aggressive recreation of desk tennis, the excitement and anticipation of the subsequent workplace showdown will genuinely lose its motivational luster. In contrast, desires and rewards definitely motivate personnel to wake up excited for work, pushing them via office doorways with heads held high and the vigor to tackle the challenges forthcoming.Simply, when we have dreams in the front of us, we have something to chase. More importantly, though, putting such benchmarks “forces” managers and employees to:Discuss agency dreams that may have otherwise been just big, bold phrases styled on a wall.Set non-public goals associated to these employer goals (and stable paths to achievement).Reinforce the place of work behaviors that keep personnel comfortable and the business enterprise flourishing.All matters said, the level of worker motivation your corporation is searching for is attainable. Fun table games and readily-available snacks and lunches have their benefits, however genuine “motivation activation” requires the right goals to be matched with the perfect incentives.
According to the case study,
Awareness of motivating elements helps Kellogg’s to build an enterprise that supplies consistently sturdy results. Other initiatives inside the enterprise include: 1. flextime, domestic working, part-time working and job sharing 2. career breaks, parental leave, time off for dependents and maternity and paternity leave 3. on-site gyms or subsidized get entry to nearby facilities.
This specifically applies to production strategies within massive companies like Kellogg’s. These rewards can help to extend productivity and profitability. The threat with this is that men and women are honestly targeted on output to get rewards so excellent might suffer as an end result of personnel dashing to do the job.