- Read the Case Study “The Container Store’s Secret to Success”
2. prepare an APA Report addressing the following:
-A summary of the case
-Describe the Hygiene factors observable in the case.
-Describe the “motivators” that The Container Store uses to motivate its employees.
-Using any of the theories of motivation (other than Herzberg’s Two Factor theory), describe how this organization can use those practices to increase job motivation and share at least two ideas to increase motivation.
-Close this paper with an analysis in which you apply the discussed concepts to appraise critically the importance of the managerial issues addressed in this paper. Use real-life examples to explain the importance of these concepts.
Include at least three references with your APA report.
Week 5: Individual Case – Employee Satisfaction Submit Assignment
Introduction
This project aims at exploring employee satisfaction and motivation in the case scenario of “The Container Store”. Employee satisfaction entails the magnitude of contentment that employees have with regards to their experience at the store, the tasks they undertake and the people they work for. On the other hand, motivation is the level of commitment and productivity that workers exhibit in their work. The paper will delve into the hygiene factors and motivators used by “The Container Store” to motivate its employees, recommend further practices that the organization may use to boost motivation and critically appraise the importance of employee motivation and satisfaction in real-life scenarios.
Summary of the Case
The case study “The Container Store’s Secret to Success” highlights some of the unique initiatives that the Container Store uses to promote employee satisfaction and motivation. Most notably, the management of the store creates a culture of open communication with its employees to ensure that the latter feels cared for and part of the organization. Also, the entity holds events whose purpose is to appreciate its employees and establish workers’ welfare initiative, which in turn enhances the latter’s productivity. Furthermore, the firm offers fringe benefits to both full and part-time employees in efforts to ensure that the latter is motivated to remain productive and content with their work at the store.
Hygiene Factors
Hygiene factors is a motivation concept established in Frederick Herzberg’s two-factor theory. According to Herzberg, hygiene factors are extrinsic to the job (cited by Teck-Hong & Waheed, 2011). These elements are not sources of employee satisfaction and motivation; however, if not properly managed, they can cause dissatisfaction.
The observable hygiene factors in “The Container Store” scenario are interpersonal relationships at the entity and salary and benefits. Most notably, the retailer promotes positive interpersonal relationships at work by encouraging an open communication culture between managers and the subordinates. Furthermore, both part-and full-time employees are offered substantial wages and fringe benefits to meet their physiological needs. Fortunately, all the hygiene factors in “The Container Store” are managed appropriately, thus enabling the retailer to avoid employee dissatisfaction.
Motivators
The second concept in Fredrick Herzberg’s two-factor theory is motivators or motivating factors. According to the theorist, motivators are intrinsic job factors that help increase employee’s satisfaction (Yusoff, Kian & Idris, 2013). In this context, “The Container Store” utilizes two motivators; recognition, and growth. Most notably, the retailer organizes an annual “we love our employees’ day” to appreciate workers for their outstanding job in the entity. Also, unlike other retailers, the store offers 263 hours of training to its employees, enabling the latter to master their duties and provide high-quality customer services. Recognizing the efforts of employees who work anonymously and investing heavily in their training are all intrinsic job elements that keep the store’s workers highly motivated.
Recommendations
Besides the Herzberg’s two-factor theory, “The Container Store” can incorporate Maslow’s hierarchy of needs in its practices to help boost motivation among its employees. According to Maslow’s theory, there are five interrelated dimensions of motivation, namely, physiological needs, safety, love and belonging, esteem and need for self-actualization (Stefan, Popa & Albu, 2020). Maslow believed that the lowest dimension in the hierarchy must first be met for an individual to remain motivated.
Similarly, “The Container Store” can integrate the practices of self-actualization and self-esteem in its operations to help boost motivation among its employees. Based on an assessment of the case scenario, it is evident that the store satisfies the physiological, safety and social needs of the employees. These needs are met through the assurance of job security during tough economic times and promoting an open communication culture to foster a sense of belongingness, love and care among the employees. The entity can go a step further to satisfy the upper two dimensions in the hierarchy to help boost employee motivation.
Most notably, the firm should fulfil the need of self-esteem among the employees by recognizing and rewarding individual efforts. Likely, the employees work anonymously to achieve the firm’s objectives. Recognizing and rewarding efforts of workers that have outdone themselves to facilitate the success of the entity can help keep them motivated to persevere and even motivate others to be more productive to receive similar recognition.
Also, the firm should fulfil the need of self-actualization by assigning its employees new and challenging work. Often, a majority of employees have the desire to explore their full potential at work, and some may feel compelled to resign from their jobs if they think that this desire is not met. As such, assigning its employees new and challenging tasks can help the latter fulfil the highlighted desire and consequently remain motivated in their work at the store.
Analysis/Conclusion
As exhibited in “The Container Store” scenario, employee motivation and satisfaction are critical to the success and profitability of organizations. The two concepts not only enhance employee productivity by also foster better customer services, the fulfilment of stakeholder’s needs and save firms millions of dollars that may be spent in the recruitment and training of new candidates. This aspect is demonstrated in the case of Massachusetts Mutual Life Insurance Company, which is reported to have had the highest turnover rate of all Fortune 500 companies in 2013 – median employee tenure of nine months (Giang, 2013). Some sources argue that this aspect may have risen from the need of employees to search for better opportunities. Undoubtedly, dissatisfaction is one of the factors that drive workers to seek jobs in other institutions. As such, employees should keep their employees motivated and satisfied to avoid the adversities associated with high employee turnover rate.
References
Giang, V. (2013, July 26). A new report ranks America’s biggest companies based on how quickly employees jump ship. Business Insider. Retrieved from https://www.businessinsider.com/companies-ranked-by-turnover-rates-2013-7?IR=T
Stefan, S.C., Popa, S.C., & Albu, C.F. (2020). Implications of Maslow’s hierarchy of needs theory on healthcare employees’ performance. Transylvanian Review of Administrative Sciences, 59, 124-143. doi:10.24193/tras.59E.7
Teck-Hong, T., & Waheed, A. (2011). Herzberg’s motivation-hygiene theory and job satisfaction in the Malaysian retail sector: The mediating effect of love of money. Asian Academy of Management Journal, 16(1), 73-94. Retrieved from https://core.ac.uk/download/pdf/89468747.pdf
Yusoff, W.F.W., Kian, T.S., & Idris, M.T.M. (2013). Herzberg’s two factors theory on work motivation: Does it work for today’s environment? Global Journal of Commerce and Management Perspective, 2(5), 18-22. Retrieved from https://www.researchgate.net/publication/262639924_Herzberg%27s_Two-Factor_Theory_on_Work_Motivation_Does_it_Works_for_Todays_Environment
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