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Kellogg's Theory Of Employee Motivation

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Motivation: The concept of motivation has a long history in the field of Psychology. Today, motivation is tightly connected to the challenges that the organization are facing. Motivating employees is a very delicate and important challenge; it is not a task of one day but a process which continues till skill inventory contribution in organization. Motivation is an important factor in determining the efficiency of an organization. With its help a desire is borne in the minds of the employees to achieve successfully the objectives of the enterprise. An enterprise may have best of material, machine and other means of production but all these resources are meaningless so long as they are not utilized by properly motivated employees. Motivation …show more content…

Employees are encouraged to speak positively about each other when apart, focusing on their strengths. This involves listening to others and accepting their right to their own views regarding the workplace .Kellogg has developed a number of motivating factors. These are planned to make certain that Kellogg’s is perceived as a excellent place to work and a wanted employer of choice. For example, Kellogg's has a 'Fit for Life' programme offering employees access to fitness centers, free health checks and annual fitness assessments by healthcare specialists every spring. It also provides a 'summer hours' programme from May to September so if employees have worked a full week's hours by noon on a Friday, they can finish work at that point. This means employees can adjust their working hours to balance their work against family or lifestyle …show more content…

The working environment provides the opportunity to move forward and take on responsibilities. There is clear recognition and reward for performance. For example, the Kellogg's sales team meets every Friday morning to share success stories of the week. Once a month it recognizes individuals that have worked above and beyond the K-Values. Winners receive a range of awards ranging from cash prizes, vouchers or holiday entitlements. Conclusion References  Shannon Riley, 2005, “ Herzberg's Two-Factor Theory of Motivation Applied to the Motivational Techniques within Financial Institutions” Eastern Michigan University  Dr. J. Ball,2003, “Understanding Herzberg Motivation Theory  T. Eyal and A. Fishbach and A. Labroo, 2009, “ Effect of Feedback on Goal Pursuit”, University of Chicago  S.R. Finkelstin, A Fishbach, 2009, “ Shifting from Positive to Negative Feedback with Gained Expertise, University of Chicago  Hannah Fleishman 2014, “How to give negative feedback without sounding like a jerk”, Hubspot

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