Week 6
1. According to Maslow 's hierarchy, which basic needs does the Patagonia culture meet? What would it be like to work at Patagonia? (Hint: Go to Patagonia’s website and find the section on jobs.) What’s your assessment of the company’s work environment? (20 points)
Maslow’s hierarchy consists of five basic needs, self-actualization, esteem, social, safety, and physiological. Patagonia culture meets many standards promising that their products are produced under safe, fair, legal, and humane working conditions throughout the supply chain (Patagonia, 2014). Patagonia offers all of the needs of Maslow’s theory, making employees comfortable at their job; This Company cares about their employees offering childcare, organic meals, recreational activities, and more. Working at Patagonia would be a great place, where the company encourages celebrations and activities to boost the employee’s moral. Patagonia is known for having loyal employees because of how the managers treat them having communication deadlines, expectations, and including employees in figuring out the best way to meet needs. I believe that this work environment is successful because of how it is managed and the way the employees are treated.
2. Use the expectancy theory and/or the equity theory of motivation to explain how feeling underpaid might affect the work of a Patagonia associate and what a manager can do to increase the employee 's motivation. (20 points)
Expectancy theory states that a person’s behavior is influenced by the expected outcomes. In this case, low pay would lead the person to feel like no matter what they did, their efforts would not be rewarded with expected pay raises or bonuses. The employees that are underpaid often just show up and do what they have to do, nothing more because they feel their efforts are not appreciated or in some cases known. To increase motivation, acknowledging a job well done, special efforts, or anything the employee tries and does should be part of
Maslow’s hierarchy consists of five basic needs, self-actualization, esteem, social, safety, and physiological. Patagonia culture meets many standards promising that their products are produced under safe, fair, legal, and humane working conditions throughout the supply chain (Patagonia, 2014). Patagonia offers all of the needs of Maslow’s theory, making employees comfortable at their job; This Company cares about their employees offering childcare, organic meals, recreational activities, and more. Working at Patagonia would be a great place, where the company encourages celebrations and activities to boost the employee’s moral. Patagonia is known for having loyal employees because of how the managers treat them having communication deadlines, expectations, and including employees in figuring out the best way to meet needs. I believe that this work environment is successful because of how it is managed and the way the employees are treated.
2. Use the expectancy theory and/or the equity theory of motivation to explain how feeling underpaid might affect the work of a Patagonia associate and what a manager can do to increase the employee 's motivation. (20 points)
Expectancy theory states that a person’s behavior is influenced by the expected outcomes. In this case, low pay would lead the person to feel like no matter what they did, their efforts would not be rewarded with expected pay raises or bonuses. The employees that are underpaid often just show up and do what they have to do, nothing more because they feel their efforts are not appreciated or in some cases known. To increase motivation, acknowledging a job well done, special efforts, or anything the employee tries and does should be part of
References: Working With Factories. (2014, January 1). Retrieved October 12, 2014, from http://www.patagonia.com/us/patagonia.go?assetid=67583