Motivational Theories

At the Squishy Tushy Designer Diaper Company, our motto is “Fashion isn’t just for big people anymore” We carry the latest designs in disposable diaper fashion. Our diapers make a statement with a variety of stylish colors and fashionable fits. We carry low rise, tight fit, hip hugger and our best selling baggy fit. These days we understand that fashion can change in a second and we want you to be prepared. When you show up to that play date and see that you are out of fashion, simply use our patented quick release system to rip that diaper off and throw on the latest design. And for those long trips our five gallon capacity model is guaranteed to get you there.

Our organization understands the importance of efficiency and teamwork. We recently hired a corporate psychologist that has infiltrated our departments one by one and returned with suggestions. Each group of employees was examined for ways that the company could motivate them to be more efficient and productive. We will discuss the theories that we feel apply to each department and explain why we think we have a plan for success.

We have formulated our plan for the sales team based upon Victor Vroom’s expectancy theory. In his theory, there are a few key factors to achieve our desirable out come. He believes a person is motivated to a degree in which he or she believes with effort they can achieve their performance. This is known as the expectancy factor of the theory. Then if they will achieve this level of performance, they will be rewarded. This factor of the theory is called,

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Instrumentality. Finally, in the theory the value of the reward must meet the needs and expectation of the individual. Valence is the value attached to this reward.

The task that we have assigned to our trained, talented sales team is to promote the designer diaper not just to the local grocery stores but to department stores such as baby gap. They will call and find locations where they can promote our designer diaper. Our sales team will constantly find new vendors to sell our product. They will also establish and maintain relationships with the vendors to ensure quality customer service is given. They will handle all complaints and give quick and easy solutions to these issues. They will visit various store to

enhance our display of the designer diapers. They will be persistent and follow through with all prospects to sell our product at as many locations as possible.

How we motivated our sales team is a skilled compensation plan. Based upon the Victor Vroom’s theory, we have created the three-tier system. We offer a one-time new account bonus that will motivate them to look for new accounts. We then give compensation to sales to the accounts they manage. We have three-tier systems that will increase the compensation as the sales increase. If they reach planned sales they will receive 0.01 X volume amount of dollars. If they exceed planned sales their compensation is increased to 0.015 X volume amount of dollars. There will not be compensation for those who are under plan for sales.

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After getting to know the personalities of the administrative staff, we began to look at what motivates them the most. The company decided to tailor the operations, tasks and procedures based on Maslow’s hierarchy motivational system. The hierarchy of needs concept describes five distinct categories of individual needs and the order that guides them to perform their job functions. The theory suggests that a certain order is followed starting with a higher order needs take priority over lower order needs. This works best for the administrative staff because it targets the main trait that the administrative staff members share and that is the gift of creativity and the desire to be respected and admired by others.

We believe it would also be useful to further distinguish between how Maslow’s motivational theory works best to motivate the administrative staff and why we expect our executive team to ensure this theory gets implemented and followed. Maslow’s motivational theory was chosen because it focuses on giving purpose, meaning, and guidance to the administrative staff. This will be accomplished by the provision of a mission statement set fourth by top management, which will have inspirational appeal to our internal employees and to external factors which we are dependent on, such as our customers and community. The executive team will comply with company standards such as compensation, bonus incentives, and safe, comfortable and quality working environments.