Corporate Motivation

Abstract

With the vast majority of society having to work, have you ever thought to yourself; “Why do we spend so much time in our lives at work and not enjoying the pleasures of life?” The answer is simple; to meet our needs. There are several theories that explain how our needs impact our daily choices. One such theory from Psychologist Abraham Maslow lists our five basic needs in a hierarchy format. These five basic needs in order are; physiological, safety, love, esteem, and self-actualization. (Kreitner & Kinicki, 2008) By working we help meet our most instinctive needs. In today’s society our core needs are usually easily meet with a Wal-Mart in every town. With these needs being fulfilled on a regular basis, what then is driving our actions? A more subtle set of needs start to impact our decisions in life. Studies are staring to show that a person’s motivation is directly linked to how these subtle needs are met. Corporation have taken this idea seriously, the days of just throwing money at the problem are disappearing. Company’s today are starting to implement employee retention programs. These programs have been established to help fulfill individual needs, in turn helping to motivate the employee. The preceding text will discuss what three Fortunes 500 companies (AT&T, Microsoft, and Wal-Mart) are doing to help motivate their employees.

Can you imagine working for a company that states one of its core missions is to take care of its employees? For those that work at Microsoft, it’s a reality. Microsoft invests a lot of resources into retaining and motivating their employees. The most pronounced program that Microsoft offers is an employee advancement program. (Microsoft Corp. 2008) A psychologist named McClelland is known for his theory in a person’s need for achievement. McClelland’s theory discusses that some people have a need for overcoming difficult tasks, achieving goals and bettering one’s self. (Kreitner & Kinicki, 2008) Microsoft has human resource personnel that are tasked with creating leaders. These individuals’ goals are to help grow skills that make future leaders and current leaders more skilled in their area of expertise. Microsoft encourages employees to further their learning by offering management clinics, seminars, and professional classes. If Microsoft doesn’t offer what the employee is looking for, they support them by offering funding for professional classes and allowing time off for them. (Microsoft Corp. 2008) By assisting employee advancement within the company, Microsoft sees high levels of motivation amongst those that have a need for self advancement and achievement.

McClelland also theorizes that people have a need for affiliation. This need is found in people that flourish in social groups. These individuals enjoy group activities, especially if these activities can help the common good of people. (Kreitner & Kinicki, 2008) Microsoft has realized that in order to help with employee satisfaction, they need to help employees feel proud of themselves. By establishing organizations that help with charities and provide volunteers for community programs, employees are given opportunities for group projects. Not only do these group help meet the need for affiliation, they help satisfy intrinsic motivators such as community service.

Another form of fulfilling the needs of the employees, Microsoft sets very clear goals and mission. Having a clear line of sight minimizes confusion. Confusion can and usually does lead to dissatisfaction, which then can lead to a loss of motivation. (Kreitner & Kinicki, 2008) Microsoft states that their missions are; Honesty and Integrity, respect for others, willingness to take a challenge, passion for customers, accountability, and self-criticism. Microsoft states that these mission help to get the employees personally attached to the company. This attachment helps the employees feel good about their contributions to the company as a whole. (Microsoft Corp. 2008) By getting the work force personally involved with well defined mission and values, and offering a extremely lucrative benefits package; Microsoft has accomplished the difficult task of both appealing to individual’s intrinsic and extrinsic needs. With both sets of need being fulfilled, Microsoft has achieved a high level of personal motivation within their corporation.

For anyone that has the need and desires to grow the resume, AT&T is probably a perfect match. AT&T is another company that invests a lot of resources into retaining its employees by offering programs for professional development. Unlike Microsoft which has a diverse motivational system, AT&T has virtually placed all its eggs in one basket. Is that a negative? Not in this case; AT&T markets this idea to potential employees. Most people that go to work for AT&T do so under the assumption that there is room and support for them to climb the corporate ladder. AT&T voices that it is a company designed to help employees reach their career objectives and goals. (AT&T, 2007)

AT&T has a multifaceted approach to helping its employees better themselves. There professional development programs include; MATREX, emerging sales professionals program, and an intensive leadership development programs (LDP). MATRIX is a program that helps entry level employee’s transition into a managerial role. The emerging sales program is an entry level program that takes individuals with no experience and trains them to be sales professional. The LDP is a program established to recruit individuals recently graduating from college or obtaining MBAs. This program is two years long, when finish the individual will have a career in higher management levels. (AT&T, 2007)

AT&T’s aggressive approach towards those that have a need for career growth may satisfy McClelland’s theories. However, what about those that just want a static job and are not looking to climb the corporate ladder. It is this group of individuals that makes me question if AT&T is really trying to accommodate all their employees or just the ones with a corporate drive. How long could an employee stay motivated if preference is always given to those that are pursuing a development program? Victor Vroom theorizes that some people’s motivation is a product from combinations of expected outcomes. (Kreitner & Kinicki, 2008) This theory basically states that if an individual thinks their extra efforts will go unnoticed, then why put forth the effort. For those individuals not intending on career development may go unnoticed.

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