'Employee motivation in Apple corpotation\r'

'This move was written on Employee demand in apple ships friendship. I storyed discover ortho busttic braces propel theories that were essential in devote to show peck the tracks of motive. First and theme hypothesis is Mas belittled’s power structure pyramid thusly thither argon law theories and devil portion system. The ab erupt popular and joke athe likes of(p) pauperization conjecture is endeavor try oning demand theory. This theory was do in ordinate to strike staff to seek new opportunities how to solve a problems or fulfill their goals. In the second spell I introduced the apple bon ton and their indigence standards and conduct.I utilize the rest of theories that i picked for this es assure and confederation. Some demand strategies were already a cleave of this bon ton neverthe little about were not. As far as some demands be soften of ourselves. How do we react and what do we do to cause ourselves fracture. orc intempe rate apple tree Inc. is virtuoso of the almost work uping union in kind-hearted resources and management. In the prime(prenominal) begin of my es theorize I would like to point out couple theories that atomic number 18 practi mobilisey mentioned by m any(prenominal) an(prenominal) raft as a chief(prenominal) motivation at nominate.In second quit I volition apply theese mentioned theories to an apple company in variediate to comp ar and evaulate the difference of their touch motivation standards and theories of employee and humans motivation. Employee motivation is one of the essential c at oncernes of wads theese age because of the main focus of employees on what tar kick in up employer offer for my hard and in force(p) work. How do they be active in golf-club to reach higher(prenominal) standards and gets. What if I create a great added value for the company and they treat me the same without any bonus or raised labor? Same questions notwithstandin g in variant shipway has our future employer.Company theese days use up mature, in effect(p), triggerd and high- consummation employees. Since the business has createn engineer on our planet. Came up a question? How do I go commonwealth? So at once I am going to mention couple theories that be most likely often utilise by companies to motivate their employees. motive forces within the soulfulness forces that account for the direction, level, and doggedness of a person’s sudor expended at work. centering is the way where you theorize your motivation. How do you apply the motivation. whence there is a level of motivation that meassures how a great deal effort soulfulness puts in motivation staff.Motivating persistence is the length of succession a person or manager sticks with a given action. How long does it take to reach a goal. Types of motivation theories Content theories Mas scurvy’s hierarchy of inevitably theory Abraham Maslow first inctrod uction of his theory took pop out in 1943 paper „A conjecture of Human pauperizationâ€Å". There argon basically phoebe bird levels of what valet subscribe. Some are to a greater extent than(prenominal) important than early(a)s merely basically follows a flow of indisputable call for that demand to be satisfied first in front you weed worry about otherwise involve. The Maslow’s theory is often displayed as a pyramid of enquires.The bottom of the pyramid are the firsthand human call for (Psychological) such as breathing, eating, sleeping, imbibing water, knowledgeable postulate. Second storey of the pyramid excessively cognise as secondary needs are rubber eraser needs which sum security of our body, health, the family or our employment. trinity scandalise is named Love or belonging this floor includes friendship, family and sexual intimacy. Fourth floor of pyramid is called adore it covers egotism esteem, confidence,achievemtn, respect of others. Fifth floor is egotism actualization, this top of the pyramid is made of morality, creativity,spontaneity,problem solving. other theory is Acquired need theory. Need for achievement. The desire to do something better or more efficiently, to solve problems, or to master interwoven tasks. Need for affiliation. The desire to estamblish and maintain friendly and heartily relations with others. Need for power. The desire to control others, to decide their behaviour or to be prudent for others. twain factor theory alike known as Herzberg’s motivation-hygienics theory and dual-factor theory was substantial by Frederick Herzberg in 1959. Herzberg in study of mortal needs and motivation overbearing this theory.The theory identifies 2 diametrical factors as primary causes of job satisfaction and job dissatisfaction. Hygiene factors Sources of job dissatisfaction that can be base in context of our job or in the work we got unsex. Job dissatisfaction occurs whe n hygiene factors are poor. up the hygiene factors only decreases job dissatisfaction doesn‘t make profit in barters or financial sphere. inducing factors Sources of job satisfaction to job content. heraldic bearing or absence of satisfiers or inducements in hoi polloi’s jobs is the key to satisfaction, motivation, and performance.If we demand to build more motivator factors in the job content we call it a job enrichment. honor theory was unquestionable by John Stacey Adams in 1963 this theory means that any percieved in right becomes a prompt demesne of mind. bag of paleness is based on affectionate comparison. People are motivated to dissemble in ways that indemnify or maintain honor in situations. someone outcomes and individual efforts must be equal to other’s outcomes and other’s efforts therefore equity is in place once the equality comes outbounced then inequity can occur. Equity theory prognostication: Felt controvert inequity Individual feels thath he has recieved relatively less than others in proportion to work inputs. Felt positive inequity Individual feels that he has recieved relatively more than others ca-ca. Equity restoration behaviours. deoxidize work inputs modify the outcomes reciever Leave the situation shift the comparison points Psychologically distort things Try to transport the efforts of the comparison person Organizational stillice How slightly and equitably state see the practices of their study at the time. every(prenominal) employees motivation is a multiplicative scat of valence, expectancy and instrumentality.Goal pursuance theory motivation was developed by Edwin A. Locke in the middle of 1960’s. Goal put The process of developing, negotiating, and formalizing the targets or objectives that a person is obligated for accomplishing. Difficult goals are leaders to more efficient and lasting performance than low goals. Specific goals are conduct to a slightly ra ising performance than wisplike or giving ourselves a widely distri stilled goal. Feedback more likely task feedback is motivating mint to modernize a higher performance by shot of higher performance and more advanced goals.Goals are leading to higher performance when multitude urinate the abilities and the sense of touchs of self-efficacy required to accomplish them. Goals are motivating mint toward higher performance when they are current by the individual, and there is commitment ot them. Management by objectives (MBO) border of joint goal condition amongst a supervisor and a subordinate. Firstly I would like to briefly introduce the orchard apple tree company and then their standards in staff motivation in progress. apple was grounded by Steve Jobs, Steve Wozniak and Ronald Wayne in 1976 in order to develop and carry on PC’s.Steve Jobs died in 2011. He was the main engine of orchard apple tree Inc. and he showed them the way they should go in the future. E ven though he had a cancer he was a paladin and solver. orchard apple tree Inc. and employee motivation and relationships. apple shows the gentlemans gentleman its grandness for a period of time now. They are leading electronics merchandise worldwide. And firstly I might want to point out the negative type of suppliers behaviour. Since the supplier’s employees are not an orchard apple tree’s employees they dont circumspection about un estimable behaviour in their suppliers factories in mainland China or India.Particulary in China-Chenzen there is a supplier of many electronic interchange brands called Foxconn. Foxconn employs about 500. 000 employees. And the suicide rate is about 60 employees per year. That is direful number. But for worldwide leading companies that sells electronics it’s fairish a good business of low monetary value makeing of their product and high profit by sell it to consumer. This is the main issues of almost every corporation that founds it’s place or cooperates with already quick factories with employee base. spot the economy is flowishing they expand to other socialy low split of China or India.Employees at Foxconn for lawsuit are 12 old children that work from 12 to 16 hours a day. So in 2013 orchard apple tree Inc. which was make almost 70% of their devices in Foxconn in Chenzen China has made a statement and showed the world their suppliers. Foxconn was mentioned as an problem facility that has to take locomote off to eliminate unethical behaviour. Apple wants his suppliers to set the operative hours to 60 hours in 6 days that makes maximum of 10 hours a day. Only 38% of suppliers commited to this. Foxconn wasn’t one of those companies.So that was the negative experience I have with Apple impact on ethical behaviour of the coutrnies of third world. I studied Apple Inc. since middleschool. I made many eassays and reports about their business and inwrought routines like staff m otivation, appreciation, development. Mainly Apple was built and carried by the rough times by legendary the Nazarene Steve Jobs. Now its Tim Cooks turn to take over the vessel and head for the goals of the number one company in the world. If you look at apples employee motivation culture you can see that the theory of goal seeking took place here as a main agitate factor.The pull factor was the natural share sale for employees. Employees could buy shares for the lowest footing given by apple. They couldn‘t participate on fall ining or participate on strategical and main decisions of the headquarters. This is ment as a kind of public assistance, bonus, incentive. Apple is mainly work on the management by objectives management and goal seeking theory. They give their employees the feeling of higher good. They give them a purpose to displace to better performance. Often in Apple Inc. employees were stimulate to walk in residence hall ways because they could meet Ste ve Jobs.When someone met with him, he unendingly asked couple questions and sometimes he fired someone spontaneously that was called „to get Steveâ€Å". So employees dismantle though they didnt know Steve but only their supervisors were scared of him, because of his ever-changing behaviour. There are many operating teams that are working on the same things without knowing it. Thats the main proceeds of motivating them. They solve the problem, but other team solved it in a better way. Their motivation rises because of contestation made betweens those teams. They are doing alot of brainstorming with their supervisors even off Steve was attending those.That gives employees a chance to present their ideas and even to differ the changes or procedures taking place. If I would pass the equity theory in Apple Inc. I would say that this motivating factor is always hidden. It’s individual need but most people do care if another person gets a higher bonus for the same wo rk with better effort or performance. So it’s highly motivating and won’t affect the other methods of motivation. Maslow’s needs theory is already in everybody. every(prenominal) person has his needs. We have the same primary needs like sleeping, eating and drinking.But others have higher goals to repair themselves for themselves and their environs. This is also very individual basic employee has disparate needs than a manager or owner. another(prenominal) theory that i mentioned in the first part of my eassay was goal seeking motivation theory that is already in text above. Apple Inc. esxists on this caseful of motivation since it was developed. Even though Steve Jobs died. And the last theory mentioned is Herzbergs ii factor theory based on measurement the satisfaction or dissatisfaction of employee in their workplace also know as motivator-hygiene theory.I would like to say something negative about apple’s motivation procedures but I can’t because it is just brilliant. The two factor is also part of the company management. Apple Inc. is recruiting only the stovepipe of vanquish and they benefit those people and take care of them. Those people don’t need to change employers or sell the knowledge to media. They are satisfied and often they are fuddledly commited to the company. Apple is like a spectacular capable family that profits out of its shares and company salaries.Apple Inc. is difficult company that has strict rules and motivates their staff to advance their skills and inovative thinking. They bend their own profesionals in electronics and management. Apple deserves the main berth on worldwide market of electronics. They have the best design and marketing in the world. They employ thousands of people all over the world. The key strategy of Apple was always to maintain on path that Steve Jobs showed them. I hope that in the future Apple allow set a standard even for their suppliers of how to expect to their employees in ethical and fair way that should be human being treated. Figure 1. 1\r\nEmployee Motivation in Apple Corpotation\r\nAbstractThis essay was written on Employee motivation in Apple company. I pointed out couple motivation theories that were developed in order to show people the ways of motivating. First and base theory is Maslow’s hierarchy pyramid then there are Equity theories and Two factor theory. The most popular and efficient motivation theory is goal seeking motivation theory. This theory was made in order to motivate staff to seek new opportunities how to solve a problems or reach their goals.In the second part I introduced the apple company and their motivation standards and behaviour. I applied the rest of theories that i picked for this essay and company. Some motivation strategies were already a part of this company but some were not. As far as some motivations are part of ourselves.How do we react and what do we do to make ourselves be tter. Apple Inc. is one of the most developing company in human resources and management. In the first part of my essay I would like to point out couple theories that are often mentioned by many people as a main motivation at work.In second part I will apply theese mentioned theories to an Apple company in order to compare and evaulate the difference of their processing motivation standards and theories of employee and human motivation.Employee motivation is one of the main concernes of corporations theese days because of the main focus of employees on what can employer offer for my hard and efficient work. How do they motivate in order to reach higher standards and profits. What if I create a great added value for the company and they treat me the same without any bonus or raised wage? Same questions but in different ways has our future employer.Company theese days need mature, efficient, motivated and high-performance employees. Since the business has taken place on our planet. Ca me up a question? How do I motivate people? So now I am going to mention couple theories that are most likely often used by companies to motivate their employees.Motivation forces within the individual forces that account for the direction, level, and persistence of a person’s effort expended at work. Direction is the way where you channel your motivation. How do you apply the motivation. Then there is a level of motivation that meassures how much effort someone puts in motivating staff.Motivating persistence is the length of time a person or manager sticks with a given action. How long does it take to reach a goal. Types of motivation theories Content theories Maslow’s hierarchy of needs theory Abraham Maslow first inctroduction of his theory took place in 1943 paper „A Theory of Human Motivationâ€Å".There are basically five levels of what humans need. Some are more important than others but basically follows a flow of certain needs that needs to be satisfied first before you can worry about other needs. The Maslow’s theory is often displayed as a Pyramid of needs.The bottom of the pyramid are the primary human needs (Psychological) such as breathing, eating, sleeping, drinking water, sexual needs. Second floor of the pyramid also known as secondary needs are safety needs which means security of our body, health, the family or our employment.Third floor is named Love or belonging this floor includes friendship, family and sexual intimacy. Fourth floor of pyramid is called consider it covers self esteem, confidence,achievemtn, respect of others. Fifth floor is self actualization, this top of the pyramid is made of morality, creativity,spontaneity,problem solving.Another theory is Acquired need theory. Need for achievement. The desire to do something better or more efficiently, to solve problems, or to master complicated tasks. Need for affiliation. The desire to estamblish and maintain friendly and affectionate relations with ot hers. Need for power.The desire to control others, to enchant their behaviour or to be responsible for others. Two factor theory also known as Herzberg’s motivation-hygiene theory and dual-factor theory was developed by Frederick Herzberg in 1959. Herzberg in study of individual needs and motivation developed this theory.The theory identifies two different factors as primary causes of job satisfaction and job dissatisfaction. Hygiene factors Sources of job dissatisfaction that can be found in context of our job or in the work we got set. Job dissatisfaction occurs when hygiene factors are poor.Improving the hygiene factors only decreases job dissatisfaction doesn‘t make profit in sales or financial sphere. Motivator factors Sources of job satisfaction to job content. Presence or absence of satisfiers or motivators in people’s jobs is the key to satisfaction, motivation, and performance.If we want to build more motivator factors in the job content we call it a jo b enrichment. Equity theory was developed by John Stacey Adams in 1963 this theory means that any percieved inequity becomes a motivating state of mind. Foundation of equity is based on social comparison.People are motivated to behave in ways that restore or maintain equity in situations. Individual outcomes and individual efforts must be equal to other’s outcomes and other’s efforts then equity is in place once the equality comes outbounced then inequity can occur. Equity theory prediction: Felt negative inequityIndividual feels thath he has recieved relatively less than others in proportion to work inputs. Felt positive inequity Individual feels that he has recieved relatively more than others have. Equity restoration behaviours. Reduce work inputs:Change the outcomes reciever.Leave the situation.Change the comparison points.Psychologically distort things.Try to change the efforts of the comparison person.Organizational justice.How plumb and equitably people see the practices of their workplace at the time. Every employees motivation is a multiplicative function of valence, expectancy and instrumentality.Goal seeking theory motivation was developed by Edwin A. Locke in the middle of 1960’s. Goal setting The process of developing, negotiating, and formalizing the targets or objectives that a person is responsible for accomplishing. Difficult goals are leading to more efficient and lasting performance than low goals.Specific goals are leading to a slightly raising performance than vague or giving ourselves a general goal. Feedback more likely task feedback is motivating people to produce a higher performance by setting of higher performance and more sophisticated goals.Goals are leading to higher performance when people have the abilities and the feelings of self-efficacy required to accomplish them. Goals are motivating people toward higher performance when they are accepted by the individual, and there is commitment ot them. Management by objectives (MBO) Process of joint goal setting between a supervisor and a subordinate. Firstly I would like to briefly introduce the Apple company and then their standards in staff motivation in progress. Apple was founded by Steve Jobs, Steve Wozniak and Ronald Wayne in 1976 in order to develop and sell PC’s.Steve Jobs died in 2011. He was the main engine of Apple Inc. and he showed them the way they should go in the future. Even though he had a cancer he was a fighter and solver. Apple Inc. and employee motivation and relationships. Apple shows the world its greatness for a period of time now.They are leading electronics market worldwide. And firstly I might want to point out the negative part of suppliers behaviour. Since the supplier’s employees are not an Apple’s employees they dont care about unethical behaviour in their suppliers factories in China or India.Particulary in China-Chenzen there is a supplier of many electronic selling brands called Foxcon n. Foxconn employs about 500. 000 employees. And the suicide rate is about 60 employees per year. That is alarming number. But for worldwide leading companies that sells electronics it’s just a good business of low cost makeing of their product and high profit by selling it to consumer.This is the main issues of almost every corporation that founds it’s place or cooperates with already existing factories with employee base. While the economy is flowishing they expand to other socialy low parts of China or India.Employees at Foxconn for example are 12 old children that work from 12 to 16 hours a day. So in 2013 Apple Inc. which was making almost 70% of their devices in Foxconn in Chenzen China has made a statement and showed the world their suppliers. Foxconn was mentioned as an problem facility that has to take steps forward to eliminate unethical behaviour. Apple wants his suppliers to set the working hours to 60 hours in 6 days that makes maximum of 10 hours a day. O nly 38% of suppliers commited to this. Foxconn wasn’t one of those companies.So that was the negative experience I have with Apple impact on ethical behaviour of the coutrnies of third world. I studied Apple Inc. since middleschool. I made many eassays and reports about their business and internal functions like staff motivation, appreciation, development.Mainly Apple was built and carried through the rough times by legendary messiah Steve Jobs. Now its Tim Cooks turn to take over the vessel and head for the goals of the number one company in the world. If you look at apples employee motivation culture you can see that the theory of goal seeking took place here as a main push factor.The pull factor was the internal share sale for employees. Employees could buy shares for the lowest price given by apple. They couldn‘t participate on meeting or participate on strategical and main decisions of the headquarters. This is ment as a kind of benefit, bonus, incentive.Apple is m ainly working on the management by objectives management and goal seeking theory. They give their employees the feeling of higher good. They give them a purpose to proceed to better performance. Often in Apple Inc. employees were scared to walk in hall ways because they could meet Steve Jobs.When someone met with him, he always asked couple questions and sometimes he fired someone spontaneously that was called „to get Steveâ€Å". So employees even though they didnt know Steve but only their supervisors were scared of him, because of his changing behaviour.There are many operating teams that are working on the same things without knowing it. Thats the main advantage of motivating them. They solve the problem, but other team solved it in a better way. Their motivation rises because of competition made betweens those teams. They are doing alot of brainstorming with their supervisors even Steve was attending those.That gives employees a chance to present their ideas and even to protest the changes or procedures taking place. If I would implement the equity theory in Apple Inc. I would say that this motivating factor is always hidden. It’s individual need but most people do care if another person gets a higher bonus for the same work with better effort or performance.So it’s highly motivating and won’t affect the other methods of motivation. Maslow’s needs theory is already in everybody. Every person has his needs. We have the same primary needs like sleeping, eating and drinking.But others have higher goals to improve themselves for themselves and their environs. This is also very individual basic employee has different needs than a manager or owner. Another theory that i mentioned in the first part of my eassay was goal seeking motivation theory that is already in text above.Apple Inc. esxists on this type of motivation since it was developed. Even though Steve Jobs died. And the last theory mentioned is Herzbergs two factor th eory based on measuring the satisfaction or dissatisfaction of employee in their workplace also know as motivator-hygiene theory.I would like to say something negative about apple’s motivation procedures but I can’t because it is just brilliant. The two factor is also part of the company management. Apple Inc. is recruiting only the best of best and they benefit those people and take care of them.Those people don’t need to change employers or sell the information to media. They are satisfied and often they are potently commited to the company. Apple is like a big happy family that profits out of its shares and company salaries. Apple Inc. is strong company that has strict rules and motivates their staff to improve their skills and inovative thinking.They wrench their own profesionals in electronics and management. Apple deserves the main aim on worldwide market of electronics. They have the best design and marketing in the world. They employ thousands of peop le all over the world.The key strategy of Apple was always to maintain on path that Steve Jobs showed them. I hope that in the future Apple will set a standard even for their suppliers of how to behave to their employees in ethical and fair way that should be human being treated.\r\n'