The firm is faced with a number of problems that are brought about by the management and leadership style as well as the employee motivation and satisfaction. The operations at British Airways are greatly affected by the different elements of the management and leadership that are found in the organisation as well as the general lack of employee satisfaction and motivation. The autocratic style, highly formal operations and the centralisation of the decision making in the firm would lead to a situation where the performance levels of the different employees in the firm are significantly low. The centralised decision making and the lack of consideration of the welfare of the employees greatly contributed towards the motivational problems and employee dissatisfaction.
While some behaviourists and social scientists justify that it is people as well as situations surrounding us that causes us to behave in certain ways, on the other hand, physiological researchers put forward some evidences that genetics, cognitive processes and bodily motives are the underlying factors that can explain our behaviour.
So far up until the present time, based on these kinds of opposing ideas, a plenty of theories about organizational motivation have appeared. Motivational Theories The notion of motivation is defined by Mullins as any internal factor that helps people reach their aims in order to satisfy their basic needs.
Accordingly, it is clear that motivation is tightly related to wants and needs of humans. Individuals set goals in either short-term or long-term in intent to meet what they require for living. Generally, the theories based on motivation flow from two broad approaches: While there is more emphasis, in content theories, on the motivating forces, in contrast, process theories signify the real process of motivation.
With regard to this, people follow certain steps to fulfil their overall requirements and the prevalent need is human physiological needs. It is followed by safety, love, esteem and self-actualization requirements.
Herzberg theorised that there two types of factors, absence of one of which leads an individual to feel discontent. Influence of various Leadership and Management Styles and Approaches on Motivation in organizations Leadership is considered as the base of organizational foundation and activities.
For one thing, one of the former leadership styles, Bureaucracy is primarily oriented towards regulating organizations through centralized decision making. For this reason, it is reasonable to speculate that hierarchy of needs plays an important role in bureaucratic activities.
Clearly, since the technical aspects of organizations are prioritised to human factors, the emphasis of bureaucracy on financial incentives — which relates to physiological needs — is far more sound compared to other approaches of leadership. It can be analysed that bureaucratic leaders assume that the ordinary employees are not able to take responsibility and thus avoid working hard.
The only way of motivating the workforce is through strict regulations and financial rewards. Interestingly, Democratic leadership, which is seen as the opposite of Bureaucracy, can be a potential external factor to enable the Theory Y to be more widely implemented.
To a great extent, Theory Y is maintained by Democratic principles. The smarter the determined goals, the more motivated the employees feel and put more afford in attaining those targets.
According to Manktelow J. The reason is that the Expectancy theory holds a belief that the harder the work is performed, the better the results will be; continuously, the better the outcomes are, the greater the rewards will be. Simultaneously, in transformational leadership, it is critically important to have a brilliant vision and inspire people to achieve those aims.
Accordingly, once the interrelation between performance, results and rewards are established by an organizational team, the next step would the leader of the team convincing people to increase their affords and concentration on productivity via principles of transformational leadership.
Application and Implementation of Motivational Theories in the context of British Airways and HSBC As discussed above, through motivating employees organizations are enabled to reach dramatic targets and increase their effectiveness.
In the previous assignments, two of the most world-famous business companies — British Airways and HSBC were analysed on their structural, cultural and leadership as well as management aspects. When it comes to motivating the workforce, British Airways relies on several theories of motivation.
Such extra organizational benefits refer to love and belongingness needs of humans in the hierarchy and are subject to affiliate staff to the organization. Since people have a firm desire to belong to a group, the additional financial and social opportunities strengthen such feelings.
Health and safety — one of the primary concerns of BA. The main tasks in this field involve managing behavioural risk, injuries and health problems and enhancing risk awareness. Self-actualization is the last stage in the Hierarchy of needs theory.
Feelings of fulfilment and personal growth could sound far-fetched to attain in an organizational environment.
In this system, appropriate candidates for leadership are assessed and all the necessary facilities and conditions in terms of monetary support and training are directed to them. This unquestionably, enthuses to perform better and become excellent leaders. Although, like British Airways, this financial banking group regarded the way of motivating staff through offering various organizational benefits.
Employees are rightful to choose their combination of benefits Pension schemes, etc. Consequently, this tightens the relationship between the staff and the organization and creates sense of belongingness. This phenomenon can be addressed as in the theory of Hierarchy of Needs where love and belongingness are considered as the third step in levels of human needs.
This is a 24 month long program in which strategic and inspirational leadership skills are taught. Leading people and influencing them through own personal potential is a type of need to gaining power. Phenomenally, this clearly indicates that the theory of needs does work and is commonly practised in the modern workplace such as HSBC.
A possibility of personal growth, gaining status, recognition and advancement are the characteristics of motivators in the theory.Essay on Management: Maslow ' s Hierarchy of Needs and Scotia Airways.
Managing People and Organisations | 1.
Explain the validity of one process and one content theory of motivation and assess their applicability to scenarios that exist within Scotia Airways. Assess the main features of managerial work and explain/outline the main roles and activities of managers within Scotia Airways.
As a manager, we need to know the main features of managerial work, it will help the manager controls the organization better, and make the company has a .
Dec 19, · The Benefits and Critical Limitations of Applying Motivational Theories for Organizational Management in the case of British Airways and HSBC Hierarchy of needs (Maslow) The usefulness of Maslow’s theory on Hierarchy of Needs is so powerful that the application of theory’s principles is still very popular in empowering the workforce.
Virgin Atlantic Airlines Limited, is a British airline company owned by Virgin Group and Singapore Airlines.
Virgin group is the creator of more than branded companies globally, and employs approximately 50, people in 30 countries (Virgin, , online).
Managing People and Organisations Assessment Rachel Kent 1. With reference to the case study, summarise the relationship between goals, objectives and policy and advise the management of Scotia Airways of the contribution each will make to effective managerial performance. This report examines the need for strategic change at British Airways.
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Print Reference this. Published: 23rd March, Last Edited: Strategic Change at British Airways. Modern day organisations, as discussed in the preceding section, need to change.