Motivation at The Container Store There are many motivation theories. Part of what makes a given manager a high performer is his or her ability to motivate workers. The more managers understand about motivation, the better they are at choosing the appropriate motivational technique for given circumstances. The Container Store recognizes this and uses many types of motivational techniques. Because they are so successful at motivating employees, turnover at the Container Store is 11 percent in an industry which regularly sees 100% or greater turnover. How well can you identify the motivational theories that underlie the Container Store’s efforts? Kip Tindell and Garrett Boone founded The Container Store in Dallas, Texas, in 1978, and Tindell currently serves as CEO and chairman (Boone is chairman emeritus). When they opened their first store, they were out on the floor, trying to sell customers their storage and organization products that would economize on space and time and make purchasers’ lives a little less complicated. The Container Store has grown to include 79 stores in U.S. markets from coast to coast; whereas the original store in Dallas had only 1,600 square feet, the stores today average around 25,000 square feet. The phenomenal growth in the size of the stores has been matched by impressive growth rates in sales and profits. Managers at The Container Store are often found on the shop floor, tidying shelves and helping customers carry out their purchases. And that, perhaps, is an important clue to the secret of their success. The Container Store has been consistently ranked among Fortunemagazine’s "100 Best Companies to Work For" for 17 years running. In 2016 The Container Store was 14th on this list. Early on, Tindell and Boone recognized that people are The Container Store’s most valuable asset and that after hiring great people, one of the most important managerial tasks is motivating them. One would think motivating employees might be especially challenging in the retail industry, which has an average annual turnover rate of 100 percent or more. At The Container Store, however, annual voluntary turnover is less than 10 percent, a testament to Tindell’s and other managers’ ability to motivate

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03-01-2020
Business

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Motivation at The Container Store There are many motivation theories. Part of what makes a given manager a high performer is his or her ability to motivate workers. The more managers understand about motivation, the better they are at choosing the appropriate motivational technique for given circumstances. The Container Store recognizes this and uses many types of motivational techniques. Because they are so successful at motivating employees, turnover at the Container Store is 11 percent in an industry which regularly sees 100% or greater turnover. How well can you identify the motivational theories that underlie the Container Store’s efforts? Kip Tindell and Garrett Boone founded The Container Store in Dallas, Texas, in 1978, and Tindell currently serves as CEO and chairman (Boone is chairman emeritus). When they opened their first store, they were out on the floor, trying to sell customers their storage and organization products that would economize on space and time and make purchasers’ lives a little less complicated. The Container Store has grown to include 79 stores in U.S. markets from coast to coast; whereas the original store in Dallas had only 1,600 square feet, the stores today average around 25,000 square feet. The phenomenal growth in the size of the stores has been matched by impressive growth rates in sales and profits. Managers at The Container Store are often found on the shop floor, tidying shelves and helping customers carry out their purchases. And that, perhaps, is an important clue to the secret of their success. The Container Store has been consistently ranked among Fortunemagazine’s "100 Best Companies to Work For" for 17 years running. In 2016 The Container Store was 14th on this list. Early on, Tindell and Boone recognized that people are The Container Store’s most valuable asset and that after hiring great people, one of the most important managerial tasks is motivating them. One would think motivating employees might be especially challenging in the retail industry, which has an average annual turnover rate of 100 percent or more. At The Container Store, however, annual voluntary turnover is less than 10 percent, a testament to Tindell’s and other managers’ ability to motivate

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Adedokuntunde6 Adedokuntunde6 · Answer 1 · 2020-01-05T15:41:13+01:00

Answer:The motivational theories that underlines the container store efforts is the A. H Maslow hierarchy of need theory and F. Herzberg two factor theory,and David mccelland three need theory

Explanation:

The motivational theories that underlie the container store efforts is the A.H Maslow hierarchy of need theory and F. Herzberg two facto

Motivation : This is the process of stimulating the personnel of an organization to enable them make maximum effort towards the attainment of the objectives of the organization. It is the duty of managers to endeavour to attain the organizational objectives and this can be done through people. To achieve this goal it is absolutely essential that staff at all levels be motivated to cooperate in the organizational plan and to work as effectively as possible. There are many motivational theories some of which are

Abraham Maslow hierarchy of need theory, in this theory Maslow identified the following hierarchy of need which are

Physiological need : This are the basic need for continue existence of human beings which includes the need to satisfy hunger, clothing and shelter. These need are very significant in motivating people to work.and untill it is satisfied people cannot move on to another need.

Safety need :his is the need for protection, individuals tend to look for a measure of security of protection against lowering of living standard, and also individuals will look for security of their job.when such threats are removed then the individuals will feel safe and will be motivated by the next need

Social need: This are the need which motivate a person to enter actively into the social environment in which the person belong both at work or in the society at large. The average individuals has a deep rooted need to belong to social group and to be accepted by his or her peers..

Esteem need : This are those need which follow from self satisfaction arising out of achievement and the respect of others. This includes self respect, self discpline, and a feeling of confidence.

Self actualization : This is need becomes active when the previous four have been satisfied. It motivates a person to seek and find the activity which satisfied a person urge for creativity and drive to exercise ultimate power. For example actors, chief executive, and politicians can all be said to be attempting to satisfy this need for self fulfilment.

Frederick Herzberg hygiene theory which suggest two different categories of factors relating to people's altitude to work which he called hygiene factors and motivating factors

The hygiene factors are

(i) organizational policies and practices, organizational rules and related factors

(ii) style of supervision and management controls

(iii) scale of pay and related benefits such as sick pay,retirement pensions and security

(iv) interpersonal and social relationships within the working environment, and status within the organization

(v) working conditions, working environment, equipment and general work arrangement.

These factors relate to the conditions under which the workers operates rather than the actual work itself,because of this any improvement in a hygiene factor will have a temporary effect

Motivating factors : This have a positive and long lasting effect on the performance of workers in an organization. These motivating factors include

(i) Achievement : This is the satisfaction derived from work well done

(ii) Recogntion of achievement : The workers needs to have his efforts recognized by his superiors, which add to self esteem

(iii) The work itself, This needs to be challenging as well as rewarding, it is in this area that industrial organization motivates the workers, because work in this organization is repetitive and monotonous.

(iv) Responsibility, increased responsibility for the workers should motivate them to greater effort especially when it is associated with rewarding work

(v) self satisfaction, Actual or promised of promotion is a very positive motivation for workers as well as self development which plays an important role in ensuring satisfaction.

These satisfies according to Herzberg motivate workers in a positive way to perform a good job and for greater co-operation in aiming for organizational goals and high morale

David Mccelland three need theory

David Mccelland identified the three need theory which he called

Need for Achievement : This is the high need which are needed by the workers in an organization to achieve goals that are challenging.

Need for Affilliation : This is the need to foster friendly and close relationship with workers in the organization by the manager of the organization. Such motivate the workers to co-operate in the achievement of organizational objectives.

Need for power : This is the need for managers to direct workers in an organization to ensure that the workers actual performed the work they are expected to do in the organization.