Claudia Burcea Task 3 HR

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INTROD UCTION TO BUSINES S TASK 3 HUMAN RESOUR CES CASE STUDY STUDEN T: CLAUDI A BURCEA STUDEN T ID TEACHE

Table of Contents Introduction ....................................................................................................................... 3 Main Body .......................................................................................................................... 3 HERZBERG’S TWO FACTOR THEORIES ................................................................................. 4 CASE STUDY NIKE ............................................................................................................... 5 CONCLUSION ...................................................................................................................... 6 REFERENCE LIST .................................................................................................................. 7

Introduction In any organization, whether it is a large or a small one, there is a department known as human resources that oversees and organizes all the hiring and training of new employees as well as employee benefits programs, payroll and so much more. There are two motivational theories that I will discuss in this essay, namely Maslow's Theory of Needs and Herzberg's two factor theory. As part of this essay, I will discuss two motivational theories - Maslow's Theory of Needs as well as Herzberg's two-factor theory, and I will present some examples of how Nike motivates its employees using these theories. Main Body There is no doubt that motivation is one of the most important factors in determining how hard an employee is willing to work for an organization and how productive he or she is. An organization has a variety of methods that can be used to motivate its employees, both financial and non-financial in nature. Motivation can be broadly defined as a measure of an employee's ability to motivate and be happy at work, as well as their degree of commitment to the organization. An employee who is motivated is more likely to do an excellent job and work hard at his or her job if they are motivated to do so. A company's ability to motivate its employees is one of the most important factors when it comes to attracting, retaining, and increasing the productivity of its workforce. The benefits of having a motivated workforce include a wide array of benefits, including a lower absenteeism rate, the retention of employees, the reduction of staff turnover, improved relations between management and employees, better worker performance, increased quality, and a better customer service experience. You can reap a number of benefits by motivating your workforce. MASLOW’S THEORY OF NEEDS As a matter of fact, according to the theory behind this, humans are driven by a series of needs that are organized in hierarchical order starting with the most basic needs and all the way up to the most prestigious ones; humans address these needs sequentially, starting with

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physiological needs, security needs, affiliation needs, esteem needs, and finally, self- actualisation needs (Rollinson 2008). Based on Maslow's theory, when a person's needs are met, they cease to have a motivating effect on them (Robbins et al 2014), which is in accordance to Maslow's theory. HERZBERG’S TWO FACTOR THEORIES Motivation is influenced by two factors, according to Herzberg's theory. In the view of Herzberg, the absence of hygiene factors, which includes pay, job security, work conditions, interpersonal relationships, as well as other factors, can lead to dissatisfaction, and the presence of these factors does not lead to motivation. A few of Herzberg's motivators are recognition and responsibility as well as the nature of the job itself, as well as the nature of the work as a whole. As per Herzberg's theory, the nature of work, such as the repetitive nature of it, cannot serve as a reason for demotivation or dissatisfaction on the part of an employee, according to Herzberg. According to Herzberg (Griffin and Moorhead, 2011), in order to support the implementation of his theory in the Starbucks workplace, a two-stage approach needs to be used (Griffin and Moorhead, 2011). In order to achieve Herzberg's no dissatisfaction state, Management needs to take care of Herzberg's hygiene factors, which can include, for example, paying a pay rate that reflects the industry average, improving working conditions, and encouraging interpersonal relations at work in order to reach Herzberg's no dissatisfaction state.

CASE STUDY NIKE The total number of employees at Nike in 2022 was 79,100, an increase of 7.91% from 2021 (Macrotrends.net, 2019). Nike, as a company, focuses heavily on motivation as one of its most important factors. There is a list that the company has compiled of motivational slogans that it uses to motivate its employees in order to keep them motivated. There are a variety of ways that Nike motivates its employees despite the brand's focus on positivity. Unlike many other companies, Nike is a company that inspires and influences its employees to take on challenges, just like most other companies.oyees to take on challenges in their own lives. They believe that every employee has a great deal of potential that can be developed (NIKE, 2016). The corporation is able to make good decisions for the future by training the leaders of the company in a way that their decisions will be well informed. It is important to note that Nike has enjoyed a great deal of success for many reasons, one of which is its motivational approach. The importance of encouraging employees to reach their goals cannot be overstated. In order to motivate its employees, Nike uses a variety of motivational techniques, including group exercise, as one of the most effective. There is also the concept of sustainability, which can also be used to ensure that a company remains successful for a long time to come. There is no doubt that people perform better when they are rewarded and given benefits, in fact, this has been proven to be true. It is imperative that working conditions, policies, job security, and status are all positive in order to increase productivity. There are a number of benefits available to Nike employees, such as product discounts, paid vacations, retirement plans, and health insurance coverage. The reason why the company has become a more attractive place to work is because of this very reason. There is no doubt that managers are taught to extend the talent of their employees so that they can motivate them further, and these motivational approaches have definitely been proven to be effective. There is no doubt that the learning environment is an important factor in the growth and development of any company, since it has a significant impact on its ability to grow and change.

CONCLUSION As a conclusion to what has been discussed, I summarized the functionalities of the two theories that I chose as well as how Nike, the company I chose, motivates its employees in a specific way. An important role that human resources play in a company is that they enable the company to function as efficiently as possible. A great advantage of Maslow's theory is that employers have a clear understanding of the employees' needs from a hierarchical perspective, which makes it much more effective

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REFERENCE LIST Griffin R.W and Moorhead G (2011). Organizational Behaviour. Managing People and Organizations. 10th ed. Mason: Cengage learning. Macrotrends.net. (2019). NIKE: Number of Employees 2006-2019 | NKE. [online] Available at: https://www.macrotrends.net/stocks/charts/NKE/nike/number-of-employees . NIKE. (2016). Motivation in Nike. [online] Available at: https://elenyasblog.wordpress.com/2016/09/16/motivation-in-nike/. Robbins S, Judge T. A, Millett B, and Boyle M (2014). Organisational Behaviour. 7th ed. Frenchs Forrest: Pearson Australia. Rollinson D (2008). Organisational Behaviour and Analysis. Harlow: Pearson Education Limited

Claudia Burcea Task 3 HR

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