Pixar was firm in the fact that they wanted to keep control over their stories, characters and associated film assets. Steve Jobs, chair and majority stakeholder of Pixar at the time, was the lead to try to make this deal run smoothly. At the time Jobs and the CEO of Disney, Michael Eisner were at odds, which made this already a challenging situation. Eisner wanted Pixar to go find other distributors to work with, but Eisner was ultimately dismissed from Disney (Ngu, 2017). Eisner was replaced by Bob Iger in 2005, and this was good news for Pixar.
The success of this deal brought about talks of merger and in 2006 the deal was made allowing Steve Jobs to become largest Shareholder of Disney with over 6 percent of the company and allowing Jobs to pocket over $3.5 billion from the sale and Pixar’s John Lasseter also became chief creative officer at Walt Disney Animation Studios. Lasseter was a huge asset to Disney having Directed huge movies such as ‘Toy Story’ and ‘Monsters Inc.’ But perhaps the one reason why the merger of Disney and Pixar occurred was due to Robert Iger’s willingness to succeed. He bought into Pixars visions and understood that it was a tricky situation to mix to groups of staff and two completely different systems. He agreed to a list of conditions which allowed Pixar to protect their creative culture, even stating that the Pixar sign on the front gate would be left unchanged. Robert Igers
Disney’s relationship with Pixar dates to Pixar’s inception in 1986 when both of them developed a technology that resulted in the Computer Assisted Production System (“CAPS”), a production system owned and used by Disney in some of its 2D animated feature films like The Rescuers Down Under, The Lion King and Tarzan. In May 1991, they entered into a feature film agreement, under which Toy Story was developed, produced and distributed. In 1997, they entered into the Co-Production Agreement under which Pixar was responsible for the development, pre-production and production of each Picture, while Disney was responsible for the marketing, promotion, publicity, advertising and distribution of each Picture, and the profits shared equally between Pixar and Disney after Disney recovers a distribution fee and pre-agreed distribution costs. A Bug’s Life, Monsters, Inc., Finding Nemo, Toy Story 2 and The Incredibles were produced under this
What makes them so special is that it is the classroom number at the California Institute of the Arts where many Pixar animators studied, but that is just a small connection and does not really show that they are all connected in the same timeline. Buy n Large is another way to show how the movies are connected, it has shown up in almost every Pixar movie that has been created so far. For example, the batteries that are used for the toys in Toy Story are made by BnL. They have also been in the movie Finding Nemo in a newspaper. They have also made the construction equipment in Up.
In the theory, there are three drivers of needs and employee behavior, namely “achievement, affiliation and power.” The term “acquired needs” is used, because McClelland argues that humans are not born with inherent needs. Needs develop as one grows and learns. The need for achievement connotes the aim to compete and excel beyond others. On the other hand, the need for affiliation pertains to the “desire” to connect or socialize in a certain group. The need for power refers to the “desire” to lead, teach or inspire others using authority.
Existing performance is also what managers can evaluate if they want to recognize the wishes and ambitions of the worker (Crossan et al., 1999). If work performance is unsatisfactory, it may be lack of motivation. There is however other factors, such as lack of advancement opportunities. Herzberg's theory of two factors, which is sometimes called Herzberg's two-factor theory, is one of the most important theories of motivation, appropriately complementing Maslow's pyramid. F. Herzberg formulated this particular approach in 1959.
Did you know that the inventor of Apple, Steve Jobs established and created the name Pixar? Pixar needed something to stand by and once Luxo Jr was created, they had their icon. I wanted to compare how these companies ran their businesses and how their plots followed in different order. These two major film companies have given me such joy since I was a kid and how my imagination grew throughout the years. Disney has been around since the 1920s and has grown and developed throughout the years and is still expanding its variety today.
According to McGregor’s Theory X, which articulates the traditional approach to motivation, people are not keen on work, and try to avoid it where possible. As a result, employees must be coerced and controlled by punitive measures to perform effectively. The average person is believed to lack ambition, avoid responsibility, and strive for security and financial compensation only. They are egocentric, and not at all mindful of organisational goals. Theory Y, in contrast, reflects a more modern approach to motivation, in that most people are seen as keen to discipline themselves in order to successfully complete the tasks allocated to them.
People are motivated by unsatisfied needs. The lower level needs such as Physiological and Safety needs will have to be satisfied before higher level needs are to be addressed. We can relate Maslow's Hierarchy of Needs theory with employee motivation. For example, if a manager is trying to motivate his employees by satisfying their needs; according to Maslow, he should try to satisfy the lower level needs before he tries to satisfy the upper level needs otherwise the employees will not be motivated. Also he has to remember that not everyone will be satisfied by the same needs.
The other set of elements Herzberg labelled hygiene factors, because they are necessary to keep employees from being dissatisfied. Those elements that cause satisfaction can be thought of as motivators, because employees are motivated to achieve them. This perspective requires an emphasis on the people being led as opposed to the leader. A well-known motivation theory is that of Herzberg (1964). Leaders are certainly in a position to provide either positive or negative consequences to followers, and reinforcement theory has had a significant impact on developing effective leadership