Starbucks strategies of motivation and team performance
As a values-driven company, Starbucks as firmly established a set of principles that are widely shared throughout the company. Starbucks is companies that puts its employees first and invest a tremendous amount in each one. These values and beliefs stems from its CEO, Howard Schultz. Schultz states that “I want to establish feel that Starbucks is a place that gives them self-respect and values the contributions they make, regardless of their education or where they are in the company”. Starbucks believes if they put partners first, exceptional customer service will follow and financial returns will increase.
Motivation is an important aspect of any individual and determines how an individual behaves and thinks, but also determines how he/she will interact and influences others. A monetary incentive normally encourages compliance and achievement of difficult targets instead of encouraging creativity, innovation and foresight that are important for the long run. Starbucks supports the theory of intrinsic motivation by using various theories.
Maslow’s Hierarchy of needs: is a theory that believes the needs of social, esteem and self-actualization are higher level of needs. The difference between a higher order of needs and lower order of needs is that the higher level of order is satisfied at an individual level, whereas a lower order of needs are met externally.
Herzberg’s two-factor theory: Supports factors such as promotional opportunities, personal growth, recognition, responsibility and achievements that employees find intrinsically rewarding.
McClelland’s theory of needs: focuses on three needs, achievement, power and affiliation. Need for achievement is the drive to excel and achievement in relation to a set of standards and the drive to succeed. Power is the need to make others behave in a way that they otherwise would not behave. Affiliation is the desire for friendliness and to develop...
Please join StudyMode to read the full document