Case Study for Flight

The company design and sell carry-on luggage. With the growing demands they get a lot more requests now for the carry-on luggage. In today’s world, people do not want to deal with the headache of checking their bags. They Just want something light that’s easy to carry on with them Business problems Amanda Shank had many problems with her some of her old employer’s.

She had to struggle day to day with her motivation. She stated that her company flat-out said, uniform Just a number. You can be replaced at any time. After this had been said, she leveled that the company had no concerns about the welfare of their employee’s. The employees believed that there was no need for effort to improve anything, and why they would want to put any effort in to do anything better and improve the store. Business Solutions In 1943 Abraham Mascot had writing a paper called “A Theory of Human Motivation”.

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Mascot subsequently concluded In his observations of humans’ innate curiosity. HIS theories parallel many other theories of human developmental psychology, all of which focus on describing the stages of growth In humans.

In these step they often shaped into a pyramid with the largest and most fundamental levels of needs at the bottom, and the need for self-actualization at the top. These basic needs consisted of five things. Without these or if any are missing many people could not survive. The first step is the Physiological Needs.

These are obvious and they are the literal requirements for any human to survival. If these requirements are not met, the human body simply cannot continue to function In any environment and working conduction. Next we have the Safety needs of all people.

These needs are relatively satisfied, the individual’s safety needs take precedence and plays a dominate behavior role in life. These needs have to do with the people willing for a predictable orderly world. This is which perceived unfairness and inconsistency are under control, the familiar frequent and the unfamiliar rare.

In the third level we have the Love and belonging stage. This stage Is described as having human needs. It is the social and involves feelings of belongingness. This aspect of Mason’s hierarchy involves emotionally based relationships in general, ouch as Friendship, Intimacy, and Family.

In the forth level we have Esteem. This is defending as that all humans have a need to be respected, to have self-esteem, and self-respect.

This is what someone may feel and by knowing this gives thought that they are accepted and valued by others. People need to engage themselves to gain recognition and have an actively or activities that give the person a sense of contribution, to feel accepted and self- valued, be it in a profession or hobby. Imbalances at this level can result in low self- esteem or an inferiority complex.

In the final level we have our Self-actualization. This is said “What a man can be, he must be. ” This is a form the basis of the perceived need for self-actualization.

At this level, is the need that pertains to what a person’s Tulle potential Is Ana realizing Tanat potential’ Mascot careless tans easels as ten desire to become more and more what one is, to become everything that one is capable of becoming. I believe that Shanks old company in which she had worked for violated all these basic needs. Be doing this, all the employee’s including her, felt rejected and out eased.

In Mascot theory, the basic needs, all the five steps are needed for the developmental of people. Without this they would now be happy and the willingness for someone to put extra effort to help the company or themselves succeeds.

If the company were to show a little concern, the company might not have such a turnover in employees. They would stay and help the company succeed. In 1964 When Victor H. Broom developed the Expectancy theory through his study of the motivations behind decision making. As we look at this in the expectancy hurry, in which it is the motivational theory based on cognitive psychology.

It is the proposes that people are motivated by their conscious expectations of what will happen if they do certain things, and are more productive when they believe their expectations will be realized.

Many people seek fairness and always compare themselves with their peers. By using Expectancy theory and giving rewards such as pay increase, promotion, recognition or any sense of accomplishment, there employee’s, the will increase productivity, sales, and be allowing to employee to be happy and satisfaction knowing hey will be rewarded for their good deeds.

All the Jobs need to be paid fairly so that the employees do not feel a section is being favored. This calls for a uniform and transparent compensation policy in the organization. All compensation levels must then be set to ensure that both the internal and external equity criteria are met.

This will ensure employees who are satisfied with their wages and hence are motivated at work When we use Herrings two factors theory, it consists of hygiene factors which do not increase motivation, but must be met to prevent employee dissatisfaction.

The devotional factors are the ones which will improve employee performance to their highest levels. Hygiene factors are based on the need to for a business to avoid unpleasantness at work. If any of these factors are considered inadequate by employees, then they can cause dissatisfaction with their work. There are many and various hygiene factors that play a roll such as, company policy, wages, quality of supervision, inter employee relations, working conditions and Job security. Without any of these motivational factors, they can have a major effect a person’s need for achievement and growth in is Job.

Hygiene factors, such as any pay rate increase will have a great impact on the level of performance and motivational factors. It will lead to above average performance of many of its employee’s. In Flight 001 video, it meets all of Herrings hygiene factors. The open door policy in which the supervision has, allows a fair policy, and tolerates errors during the learning phase has a positive effect. It work environment with the employees are good relations among themselves which is achieved through a careful selection recess to ensure that new recruits fit the organizational culture.

I en working contraltos are sun Tanat employees can ay Sods wanly are tenet natural strengths and hence find it easier to excel at them. I believe that with the involvement of the top management, CEO, owners, and in all employees, is a motivational factor which increases every employee self esteem about his work. With this being said, the appreciation and the willingness to help the employee, shown by supervisors when employee’s effort well is also a factor that improves employee motivation.