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Mr. Bansal understood Maslow's hierarchy of needs theory and used it to motivate his full-time employees. He gave employees ownership over their work by assigning them their own merchandise lines and counters, and increasing their responsibility over inventory management. Mr. Bansal also encouraged communication and growth by allowing employees to provide suggestions to buyers and discussing problems openly. He held weekly meetings to emphasize customer service, recognize employee accomplishments, and get feedback to improve policies. By satisfying needs for recognition, responsibility, and self-actualization, Mr. Bansal successfully motivated his employees.
Mr. Bansal understood Maslow's hierarchy of needs theory and used it to motivate his full-time employees. He gave employees ownership over their work by assigning them their own merchandise lines and counters, and increasing their responsibility over inventory management. Mr. Bansal also encouraged communication and growth by allowing employees to provide suggestions to buyers and discussing problems openly. He held weekly meetings to emphasize customer service, recognize employee accomplishments, and get feedback to improve policies. By satisfying needs for recognition, responsibility, and self-actualization, Mr. Bansal successfully motivated his employees.
Mr. Bansal understood Maslow's hierarchy of needs theory and used it to motivate his full-time employees. He gave employees ownership over their work by assigning them their own merchandise lines and counters, and increasing their responsibility over inventory management. Mr. Bansal also encouraged communication and growth by allowing employees to provide suggestions to buyers and discussing problems openly. He held weekly meetings to emphasize customer service, recognize employee accomplishments, and get feedback to improve policies. By satisfying needs for recognition, responsibility, and self-actualization, Mr. Bansal successfully motivated his employees.
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.