Sie sind auf Seite 1von 4

ANSWER 1 Mr.

Bansal knew the concepts of Maslow's hierarchy


theory very well and hence he was able to satisfy his full-time
employees. For better understanding I would like to mention a
student example.Before a student's cognitive needs can be met they
must first fulfill their basic physiological needs. A tired and hungry
student will find it difficult to focus onlearning. students need to
feel emotionally and physically safe and acceptedwithin the
classroom to progress and reach their full potential. now lets see
Mr. Bansals notable contributions:
1.Ownership:
Mr. Bansals first step was to give full-time employees their own
line of merchandise. He also increased the responsibility of the
sales staff for managing their own inventory and their own line of
merchandise.
Realizing Personal Potential:
Any sales person, who needed information was encouraged to
offer the buying staff suggestions ,was encouraged to talk with
buyer of handbags. Previously, the sales staff had felt they were not
supposed to talk to buyers.
Seeking Personal Growth:
Every week ,
Mr. Bansal Brings the staff together for a meeting.
At these meetings he emphasizes the importance of customer
service and reviews any change in departmental policies
and procedures.
Safety & Supportive Environment:
he also encourages employees to discuss problems and ask
questions.
Self-Esteem:
These meetings provide Mr. Bansal with an opportunity to publicly
recognize the accomplishments of employees.Lastly, when people
1

grow as people they automatically become more effective and


valuable as employees.
.

The original sales clerk rarely appeared for additional customer


service. Many sales people in the company werepainfully aware of
the lack of personal commitment to their job and customers. One
employee commented, "There's alot of talk about increasing
customers." Mr. Bansal knew he had to make some changes
in order to improve the salesproduction in the department.His
first step was to give fulltime employees their own counter
area and their own line of merchandise. He alsoincreased the
responsibility of the sales staff for managing their own inventory and
their own line of merchandise. Anysales person who needed
information was encouraged to off the buying staff suggestions,
was encouraged to talkwith buyer of handbags.Previously, the
sales staff had felt they were not supposed to talk to buyers.Every
week, Mr.Bansal brings the staff together for a meeting. At
these meetings, he emphasizes the importance ofcustomer service
'and reviews any change in departmental policies and procedures.
He also encourages employeesto discuss problems and ask
questions. These meetings provide Mr. Bansal with an opportunity
to publicly recognizethe accomplishments of employees.
Questions
1. What motivational need did Mr. Bansal satisfy for
his fulltime employees?
Ans-Mr. Bansal gave fulltime employees their own counter area &
their own line of merchandise. He also increased theresponsibility of
the sales staff for managing their own inventory & their own line of
merchandise. So he gave themRECOGNITION &
RESPONSIBILITY.He gave them their own counter area and their
own line of merchandise.He increased responsibility of staff
by:Making them to manage their own inventory, andManage their
2

own line of merchandise.Sales person were allowed to talk directly


to the buying staff and the customers regarding for any
additionalinformation.Mr. Bansal developed intrinsic or true work
motivation i.e. sales person were in a position where they can
shape theirown social environment. True creativity or productivity
comes into being only when learning is free from
externalconstraints.Employees were able to make decisions on
what they did everyday.
When a person is allowed to exercise choice with respect to some
given activity, it could be that the person's sense ofselfdetermination is enhanced not only in relation to that activity, but that
there is an overall increase in his sense of personal autonomy.

Mr. Bansal gave


Self actualization & Esteem needs
to employees by changing theworking condition , quality of super
vision,interpersonal relation, company policies,quality of policy.
Which are called as META needsor growth needs as per Masl
ows Hierarchy ofneeds
Abraham Maslow Developed the Hierarchy of Needs m
odel in 1940-50's USA, and the Hierarchy of Needs
theory remains valid today for understanding human m
otivation, management training, and personal developm
ent
Mr. Bansal observed the working conditions & policies &
administrative practices & Supervision hygiene ordissatisfiers, Mr.
Bansal changed the policies & procedures of departmental store,
3

Also he discuss with employeesabout their problem, he started


weekly meeting with employees, through which he recognize the
accomplishments ofemployees.

He gave them their own counter area and their own line of
merchandise.

He increased responsibility of staff by:


o
Making them to manage their own inventory, and
o
Manage their own line of merchandise.

Encouraged effective communication from his side to sales person


regarding goals and departmental polices.From Sales person to
himself regarding any problem or query, hence emphasizing
organizational interests toall time and again.

Publicly recognized achievements of sales person in meetings


which boosts moral of sales person and furthermotivates them to
work better.

Sales person were allowed to talk directly to the buying staff and the
customers regarding for any additionalinformation.