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The Power of Employee Motivation: Case Studies and Success Stories
Employee motivation is a critical factor in the success of any organization. Motivated employees are more productive, engaged, and innovative, which can ultimately lead to increased profitability and growth. In this article, we’ll explore the power of employee motivation through real-life case studies and success stories, and examine the strategies and approaches that have been effective in motivating employees in different organizations.
Case Studies and Success Stories
Case Study 1: Google
Google is known for its exemplary employee motivation strategies, and one of the most renowned is its “20% time” policy. This policy allows employees to spend 20% of their work time on projects of their choosing. This has led to the development of some of Google’s most successful products, including Gmail and Google Maps. By giving employees autonomy and the freedom to pursue their passions, Google has created a culture of innovation and motivation that has propelled the company to success.
Case Study 2: Southwest Airlines
Southwest Airlines is another company that has excelled in motivating its employees. The company’s founder, Herb Kelleher, recognized the importance of creating a positive work environment and treating employees with respect. This has led to a strong company culture and high employee satisfaction, which in turn has contributed to Southwest’s success as a leading low-cost airline.
Case Study 3: Zappos
Zappos, an online shoe and clothing retailer, is known for its unique approach to employee motivation. The company offers new employees $2,000 to quit after completing their initial training. This may seem counterintuitive, but it has been effective in ensuring that only employees who are truly committed to the company’s values and culture remain. This has created a workforce that is highly motivated and aligned with the company’s mission and vision.
Strategies for Employee Motivation
From the case studies above, we can derive several strategies for motivating employees:
- Empowerment and autonomy: Giving employees the freedom to make decisions and pursue their interests can lead to greater motivation and innovation.
- Positive work culture: Creating a positive and supportive work environment can contribute to higher employee satisfaction and motivation.
- Alignment with company values: Ensuring that employees are aligned with the company’s mission and vision can foster a sense of purpose and motivation.
Success Stories
One success story that demonstrates the power of employee motivation is the story of Mark, a sales manager at a software company. Mark’s team was struggling to meet their sales targets, and morale was low. Mark decided to implement a recognition and rewards program to motivate his team. He started publicly acknowledging and rewarding top performers, and the results were remarkable. Sales increased, and his team’s motivation and engagement soared.
Another success story comes from a manufacturing company that was facing high turnover and low employee morale. The company implemented a mentorship program that paired newer employees with experienced mentors. This initiative helped new employees feel supported and engaged, leading to greater retention and improved overall morale within the organization.
Employee motivation is a crucial factor in the success of any organization. By learning from real-life case studies and success stories, we can see that strategies such as empowerment, positive work culture, and alignment with company values can lead to higher employee motivation and ultimately, greater success for the organization.
Why is employee motivation important?
Employee motivation is important because motivated employees are more productive, engaged, and innovative. They are also more likely to stay with the organization, reducing turnover and associated costs.
How can I motivate my employees?
You can motivate your employees by empowering them, creating a positive work culture, and ensuring alignment with the company’s values and mission. Recognition and rewards programs, mentorship initiatives, and opportunities for personal and professional growth can also be effective in motivating employees.
What are some signs of low employee motivation?
Some signs of low employee motivation include decreased productivity, high turnover, absenteeism, and lack of enthusiasm or engagement in the workplace.
Why Motivated Employees Stay: The Connection to Lower Turnover Rates
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5.1 A Motivating Place to Work: The Case of Zappos
Robert Sinnett – Zappos! – CC BY 2.0.
It is unique to hear about a CEO who studies happiness and motivation and builds those principles into the company’s core values or about a company with a 5-week training course and an offer of $2,000 to quit anytime during that 5 weeks if you feel the company is not a good fit. Top that off with an on-site life coach who also happens to be a chiropractor, and you are really talking about something you don’t hear about every day. Zappos is known as much for its 365-day return policy and free shipping as it is for its innovative corporate culture. Although acquired in 2009 by Amazon (NASDAQ: AMZN), Zappos managed to move from number 23 in 2009 on Fortune magazine’s “100 Best Companies to Work For” list to 15 in 2010.
Performance is a function of motivation, ability, and the environment in which you work. Zappos seems to be creating an environment that encourages motivation and builds inclusiveness. The company delivers above and beyond basic workplace needs and addresses the self-actualization needs that most individuals desire from their work experience. CEO Tony Hsieh believes that the secret to customer loyalty is to make a corporate culture of caring a priority. This is reflected in the company’s 10 core values and its emphasis on building a team and a family. During the interview process, applicants are asked questions relating to the company’s values, such as gauging their own weirdness, open-mindedness, and sense of family. Although the offer to be paid to quit during the training process has increased from its original number of $400, only 1% of trainees take the offer. Work is structured differently at Zappos as well. For example, there is no limit to the time customer service representatives spend on a phone call, and they are encouraged to make personal connections with the individuals on the other end rather than try to get rid of them.
Although Zappos has over 1,300 employees, the company has been able to maintain a relatively flat organizational structure and prides itself on its extreme transparency. In an exceptionally detailed and lengthy letter to employees, Hsieh spelled out what the new partnership with Amazon would mean for the company, what would change, and more important, what would remain the same. As a result of this type of company structure, individuals have more freedom, which can lead to greater satisfaction.
Although Zappos pays its employees well and offers attractive benefits such as employees receiving full health-care coverage and a compressed workweek, the desire to work at Zappos seems to go beyond that. As Hsieh would say, happiness is the driving force behind almost any action an individual takes. Whether your goals are for achievement, affiliation, or simply to find an enjoyable environment in which to work, Zappos strives to address these needs.
Based on information from Robischon, N. (2009, July 22). Amazon buys Zappos for $847 million. Fast Company . Retrieved February 28, 2010, from http://www.fastcompany.com/blog/noah-robischon/editors-desk/amazon-buys-zappos-807-million ; Walker, A. (2009, March 14). Zappos’ Tony Hsieh on Twitter, phone calls and the pursuit of happiness. Fast Company . Retrieved February 27, 2010, from http://www.fastcompany.com/blog/alissa-walker/member-blog/tony-hsiehs-zapposcom ; Happy feet—Inside the online shoe utopia. (2009, September 14). New Yorker . Retrieved February 28, 2010, from http://about.zappos.com/press-center/media-coverage/happy-feet-inside-online-shoe-utopia ; 100 best companies to work for. (2010, February 8). Fortune . Retrieved February 26, 2010, from http://money.cnn.com/magazines/fortune/bestcompanies/2010/snapshots/15.html .
Discussion Questions
- What potential organizational changes might result from the acquisition by Amazon?
- Why do you think Zappos’ approach is not utilized more often? In other words, what are the challenges to these techniques?
- Why do you think Zappos offers a $2,000 incentive to quit?
- Would you be motivated to work at Zappos? Why or why not?
Organizational Behavior Copyright © 2017 by University of Minnesota is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License , except where otherwise noted.
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Exercise: Motivational Case Studies
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Motivational Theory: Case Study Example
Motivation is often best explained by reference to real examples. The 'Hellespont Swim' is a true story of unusual and remarkable personal achievement which demonstrates several aspects of motivational theory, plus various other principles of effective management and performance.
- What motivational forces and factors can you see in this case study? What motivational theories and concepts are illustrated in the account - for example, Maslow's Hierarchy of Needs , McGregor's X-Y Theory , McClelland's motivational theory and the ideas of Adams , Bloom, Handy and Herzberg
- Also, what can you say about the story from the perspectives of teamwork, team-building, communications, planning and preparation, capability and potential, targets and goals, inspiration and role-models, skills/knowledge/attitude factors, humour and fun, project management, encouragement and coaching, project support, achievement and recognition, evaluation and measurement?
- What aspects of the experience could have been improved or done differently and why?
- What other aspects of personal motivation and achievement can you see in the story?
- How might lessons and examples within this story be transferred to yourself, to employees and organisations?
The contribution of this article by writer and adventurer Charles Foster is gratefully acknowledged.
The Hellespont Swim
With a shout and a prayer and a curse, we leapt at dawn from a boat into the water of the Dardanelles and started to swim from Europe to Asia.
It had all started in London over the umpteenth bottle of Bulgarian red. For a long time, I said, I had wanted to swim the Hellespont - the narrow channel between the sea of Marmara and the Aegean. The Hellespont hit the mythological headlines a long time ago. Leander, who lived on the Asian side, had the misfortune to fall in love with Hero, who lived in Europe. The course of true love did not run smoothly. Geography was not on their side. The Hellespont has a nasty current ripping down the middle of it and a reputation for chewing up ships. And religion didn't help, either. Hero was a priestess of Aphrodite, and sworn to perpetual celibacy. So their meetings had to be covert and at night. Just as in most relationships, ancient and modern, the bloke did all the travelling. She held out a lantern, and he swam each night towards it. They copulated all night, and he then swam back. One night the wind blew out the lantern and that current took Leander out into the Aegean. He never returned. The heartbroken Hero had the decency to hurl herself into the Hellespont and the myth was born.
The Hellespont was assumed to be swimmable only by gods. But then, after one failed attempt, Byron did it, and it has been done from time to time since. We should have a go, I said to Steve and David (fat, pale, thirty-something pie-eaters like me). If a club-footed syphilitic like Byron could do it, so could we. The Bulgarian red spoke, and it said yes, and before it could withdraw I had put a deposit down and committed us to the swim.
The paperwork is nightmarish. The European shore, at Abydos, is inside a restricted military zone, and rumoured to be mined. The Hellespont itself is a marine motorway, carrying a huge volume of traffic between the Mediterranean and Istanbul and the Black Sea. The Turkish authorities don't like the idea of Englishmen's bodies choking the propellers of container ships, and insist on lots of permits. The man to sort all this out is Huseyin, whose long, white wispy hair makes him look like a mammalian anemone. He has organised most of the successful attempts on the Hellespont in recent years.
So we trained a bit. We lumbered over to municipal pools and floundered up and down. We never seemed to get faster or less tired, but we did seem to get a bit thinner. It was difficult to motivate ourselves because there really didn't seem to be much connection between the heated human soup of the public baths and the swimming of a major shipping lane. But the calendar ticked on, and we got on the plane, still a bit bemused, and found ourselves somehow in Cannakale.
Huseyin met us, mapped out the route (head-on into the current for a mile, and then a gentle swim home), made us eat moussaka and vitamin pills, told the barman not to serve us any beer, and booked our early morning calls for us so that we had no excuses.
With the dawn came renewed incredulity at our stupidity. It was cold, there were some vast tankers plying up and down, and the rip current at the centre of the channel was throwing up white horses that looked like Grand National winners. Also, Huseyin had told the press about the attempt. A launch full of photographers was following us, and failure would not be private.
As the sun came up our clothes came off. The lads on the boat rubbed us down with axle grease and with a great scream we committed our bodies to the deep. An underwater gust rolled me over, and from then on, the channel churned me emetically around.
As soon as I hit the sea I was on my own. Yes, somewhere behind me was the grumbling of the escort boat's engine, and somewhere way ahead Steve was burrowing efficiently towards fame, and somewhere to one side David was grunting and swallowing water, but I was in my own tiny world, hedged in by waves and the sides of my goggles, vaguely conscious that stretching down and down below was the vertiginous green of the channel. It was a lonely and disoriented business. If I stretched my neck up I could sometimes see the hills of Asia, but there was never any sense of movement. From the boat there were occasional shouted hints and words of encouragement like: "Sewage slick ahead: keep your mouth shut", and "This is where blood started to pour from the Ukrainian's ears."
Steve had set purposefully off with a front crawl of the sort he'd only ever used before to part crowds to get to the bar. I had thought that the waves would prevent really effective crawl, and had trained mostly using breaststroke. This was a stupid mistake. Breaststroke has a phase when there is little forward motion. When you are swimming into the current this means that you lose half of whatever distance the stroke has won you. It took me fifty minutes to realise this and change to a continuously propulsive front crawl, by which time Steve was almost in the arms of his very own Hero.
Rhythm is everything, the good swimmers say, and rhythm is hard when the sea which surges around you has no sense of it. You seem to make no progress at all. There was a vague sense of pressure against my chest as I ploughed into that current, but there was no visible fixed point against which I could measure any progress. Failure, though, was unthinkable. Too many people knew about this venture. If I didn't reach Sestos I could never return home. So I kept striking metronomically away and then, suddenly, the current eased. A shout from the boat told me to turn up the strait. That was the indication I had been waiting for. It meant that the back of the Hellespont was broken. I began to realise that there was no need to keep a lot in reserve any more.
From then it all happened quickly. There was a wisp of green weed at the bottom, and a stone appearing out of the gloom. Looking up, I could see the crenellations of Sestos castle on the gorse covered hills of Asia. A thousand miles away there was some cheering as the press men hauled Steve out of the shallows and asked him what on earth he had done this for. And then suddenly we were there too, stumbling out into towels and a posse of television camera men. They asked us for comment. David, mentally enfeebled by the effort, gave them an elaborate and deeply embarrassing pun about Leander's libido based on 'breaststroke' and 'breast stroking' which, laboriously translated into Turkish, started as gibberish and ended as filth. We ate nuts and pulled our bellies in for prime-time silly-season Turkish TV, and drank brandy to the memory of that great hard man, Leander, who had done this every night and back, for love, not glory.
Greek deity, it seems, is a reasonably accessible career. This is a classic swim, but not a particularly difficult one. David and I, who both used that pathetically inefficient breaststroke over the two miles, did it in about eighty minutes. Steve, who is a regular ten pints and three bags of chips man, wallowed home in under an hour. The rumours we had heard about hammerhead sharks, giant squid and solid rafts of jellyfish were unfounded. The rumours about diarrhoea and vomiting, however, are completely true. Those denizens of the deep strait between Europe and Asia are of truly mythological proportions. But that's another story. And who cares? According to the best authorities on Olympus, we were officially gods.
- Charles Foster
COMMENTS
Case Study 1: Google. Google is known for its exemplary employee motivation strategies, and one of the most renowned is its "20% time" policy. This policy allows employees to spend 20% of their work time on projects of their choosing. This has led to the development of some of Google's most successful products, including Gmail and Google ...
It isn't a stretch to see that intrinsic motivation holds the key to an organization's ability to foster innovation and adaptability. Indeed, studies have demonstrated a range of benefi ts when intrinsic motivation is stoked, including far better individual performance. According to Korn Ferry's global employee opinion database, 76% of ...
Using the results of a survey of 380 companies in 34 industries, this author examines three basic types of compensation plans: salary, commission, and combination (salary plus commission).
A case study led by Philip Cheng-Fei Tsai, PhD, of Wenzao Ursuline University of Languages in Taiwan, that analyzed a Taiwanese manufacturing company undergoing a downsizing found that while managers thought factory workers were most motivated by the company's salary and benefit structure and the opportunity for education and training, the ...
Motivation and Incentives → New research on motivation and incentives from Harvard Business School faculty on issues including what motivates employees to contribute to organizational betterment, money as a motivator, the key to effective habit formation, and leveraging reputations to encourage prosocial behavior.
Herzberg's Motivation-Hygiene Theory. Frederick Herzberg's research found, when the Hygiene-factors for a work place are low then individuals will become D issatisfied due to the poor ...
Abstract. Employee Motivation is about the commitment to doing something. Motivation plays an important role to meet the company's goals in an organization. In the context of a business ...
Maslow's theory of motivation suggests that safety is a lower-order need that must be met before higher-order needs can be satisfied. Likewise, in Herzberg's two-factor theory, hygiene factors (dissatisfiers) must be met in order to prevent dissatisfaction, in this case, within a healthcare institution (Dieleman et al., 2003).
Discussion of the case studies. Abstract This chapter discusses and synthesises the key findings across the two cases reported in chapter two. both in terms of the motivation of learners and the ...
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5.5 Motivation in Action: The Case of Trader Joe's. 5.4 The Role of Ethics and National Culture. 5.3 Process-Based Theories ... It is unique to hear about a CEO who studies happiness and motivation and builds those principles into the company's core values or about a company with a 5-week training course and an offer of $2,000 to quit ...
In expectancy‐value theory, motivation is a function of the expectation of success and perceived value. Attribution theory focuses on the causal attributions learners create to explain the results of an activity, and classifies these in terms of their locus, stability and controllability. Social‐ cognitive theory emphasises self‐efficacy ...
Motivational Interviewing Case Scenarios: Scenario 1 of 4 (Note: A narrated PowerPoint accompanies this handout.) ... With this case study in mind, individually or as a group, continue to "walk-through" a process that might continue where this one temporarily left off. Consider including how to use MI
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Presents a case study of an American former female elite gymnast, and applies the social cognitive approach to achievement motivation to explain the behavior of this S, her coaches, and her parents. Throughout her career, the S practiced and competed while seriously injured, employed unhealthy eating practices, overtrained, and ignored medical advice in order to continue her quest towards the ...
investigates employee motivation at the workplace, using the case study of one Slovenian company. The survey covers a wide range of employees divided by gender, age, education and length of employment. The goal is to explore the level of motivation of the employees and discuss it within the context of self-determination
Motivational Theory: Case Study Example. Motivation is often best explained by reference to real examples. The 'Hellespont Swim' is a true story of unusual and remarkable personal achievement which demonstrates several aspects of motivational theory, plus various other principles of effective management and performance.
6.7 Optional Case Study: Motivation at Xerox. Figure 6.11 Anne Mulcahy, Former Xerox Chairman of the Board (left), and Ursula Burns, Xerox CEO (right) Source: Photo courtesy of Xerox Corporation. As of 2010, Xerox Corporation (NYSE: XRX) is a $22 billion, multinational company founded in 1906 and operating in 160 countries.
Explore motivational interviewing resources available through the Center for Evidence-Based ... recommended by consultants and trainers at the Center for Evidence-Based Practices at Case Western Reserve University. ... & Mount, K. A. (2001). A small study of training in motivational interviewing: Does one workshop change clinician and client ...
Organizational Behavior & Motivation. It's no secret that employees who are motivated tend to be more likely to reach their goals. Within a company, there are many factors that lead to having ...
Published 2016. Professor Kenneth Agyekum-Kwatiah. A Case Study of Motivation Theories application. A brief comparison/contrast: An examination of Maslow and Herzberg motivational theories. as ...
This was particularly true in Case Study 1. In support of this finding, personal relevance and task value have been linked to motivation and online success in previous studies (Artino 2008; Park and Choi 2009 ). In conjunction with this, learners across the cases generally also reported experiencing feelings of external regulation.
Case Studies / Activities. Case Study with Activity. Mary is 27 years old; she has a history of alcohol dependence over several years. Mary has a daughter Kylie aged 3 years who displays signs of foetal alcohol syndrome. Social work services have been involved with Mary and Kylie since her birth, culminating in Kylie being looked after by the ...