Psy/320 Workplace Motivation Paper

1370 Words6 Pages
Workplace Motivation Stephen Hahne PSY 320 01/22/2014 Christine Page Workplace Motivation Retail companies implement different strategies to motivate their employees. These strategies are intended to improve employee performance, well-being, and overall job satisfaction. In turn, the company hopes to reduce employee turnover, provide better customer support, and increase employee loyalty. This paper will examine how various motivational strategies affect productivity in the workplace. It will include an explanation of the organization's efforts to improve performance, employees' resistance to increasing productivity, and management's philosophy of motivation and its practices. Finally, the paper will identify and analyze…show more content…
During the 1990’s, it was one of the fastest growing retailers in history. This was mainly due to the fact it trained its employees to form enduring long-term customer relationships rather than push for immediate sales. In 2001, a new CEO implemented a number of new initiatives intended to make the business more competitive. These changes led to significant dissatisfaction, low morale, high turnover, reduced productivity, and general discontent among the associates (Dr. Ronald L. Hess, Jr., 2012.) As a result, the company suffered a decline in customer satisfaction and financial performance. In the fall of 2006, the company’s CEO was replaced with new leadership. Frank Blake implemented a number of changes over the years. A number of these changes were focused on the company’s employees. As an experienced employee of Home Depot, I hope to shed light on some of these changes in relation to motivational practices in the…show more content…
Employees are recognized with the Homer Award, an apron badge and financial incentive, given when customers provide the name of a specific associate in their customer service survey or their job performance exceeds expectations. The Bravo Program was introduced so employees can recognize one another for service excellence. In addition, employees are further recognized with a trip to the headquarters in Atlanta to shoot a video about their accomplishments in service. The company restructured its success sharing program, an incentive program for all salaried, full-time and part-time hourly store associates, based on sales performance. In 2010, Home Depot distributed over $126 million in “Success Sharing” Bonus Program payments to its associates. (R. Hess, 2012.) This program helps to foster a team goal oriented environment in each store. The payout can be significant and is a key extrinsic motivator for each employee. Lastly, the company provides the benefits of paid holidays, paid vacations, paid sick time, health and dental insurance for all its employees and dependents. In addition to these motivators, the company provides for tuition reimbursement, 401K retirement savings, and stock

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