CASE STUDY ON MOTIVATING PARTNERS AT STARBUCKS 2
Question 1: Given Starbuck’s training approach, benefits, package, work/life program, and partner relations mechanisms, what insights have you gained about its approach to employee motivation? Explain your answer. 2
Introduction 2 Motivation 2 Expectancy- Probability (E to P) 4 Instrumentality- Probability (P to O) 4 Valence- V(R) 5 Conclusions 6
Question 2 : What needs does Starbucks appeal to through its training approach, benefits package, work/life program and partner relations mechanisms? 7
Employees’ inner satisfaction. 7 Equal treatment 8 Listen to employees 8
Question 3: What is important to you in …show more content…
When individuals believe they have some kind of control over how, when, and why rewards are distributed, Instrumentality tends to increase. Formalized written policies impact the individuals' instrumentality perceptions. Instrumentality is increased when formalized policies associates rewards to performance.
Valence: the value the individual places on the rewards based on their needs, goals, values and Sources of Motivation. Factors associated with the individual's valence for outcomes are values, needs, goals, preferences and Sources of Motivation Strength of an individual’s preference for a particular outcome.
Motivation = expectancy x instrumentality x valence
Managers should make each factor positive in order to ensure high levels of motivation.
Referring to this case study, the new Baristas carefully selected and will receive 25 hours classroom training before they start their job. During this training, Baristas will be trained, coached exposed to the company’s goals, diversity awareness, customers, succession planning and career development plan. This would be the E to P Expectancy Concept.
The Baristas then exposed to the company’s benefits and rewards; where the P to O Expectancy Concept occurs. The last one is the Valences outcomes. Starbucks distribute rewards that employees’ value. This action can increase the expected value of outcomes resulting from desire performance.
Expectancy Theory of