Questions: 1. Discuss the nature of Bird’s motivation in building pianos. What are his drives and needs? Would a behavior modification program affect his motivation? Why or why not? The situation in the case exhibits most of the content theories of motivation. The models and their connection to the motivation of Mr. Waverly Bird will be discussed in further details: * Maslow’s Hierarchy of Needs- This model is often better explained with an illustration of a pyramid having different levels together with the two principles known as Deficit and Progressive Principle.
Basing on the details of the case, Bird’s motivation did not come from physiological, security, social nor esteem needs. We can then deduce that he has already fulfilled them thus proceeding to the highest form of need which is self-actualization. Bird has realized his potentials and was mostly concerned of fulfilling his dreams and achieving personal growth through doing what he love most, which is building the best pianos he can build. * McClelland’s Theory of Needs- Bird’s motivation is also based on David McClelland’s theory of needs specifically the Achievement Motivation.
It was evident in the case that he was motivated by achievement, by the need of excelling in his craft and ofcourse succeeding on it. He strives to finish all his goals because for him, when people learn things ( thus the door opens), there will always be more doors waiting for people to unlock, and one door for him is building a grand piano. * Herzberg’s two-factor Model- Between Hygiene and Motivational factors, it is very obvious that Waverly Bird was motivated by what Herzberg call as “Motivators”.
Similar with Self Actualization of Maslow’s theory, the motivational factors are also based on an individual’s need responsibility, personal achievement and growth. Bird was challenged of making a whole piano focusing on its precision and quality. Since Motivational factors only take effect once Hygiene factors are fulfilled, we can say that Waverly Bird was already happy and contented with the basic things related to his work including work conditions, pay, relationship with his peers , relationship with his managers and the like. Alderfer’s E-R-G Model- Unlike Maslow’s theory, the ERG theory demonstrates that more than one need may motivate an individual at the same time (Conflict with the Deficit and Progressive Principle). But in the case of Bird, the need that was significantly highlighted was the Growth needs. Growth needs include self-esteem and self actualization (Both found in Maslow’s theory). 2. How could a manufacturer of pianos build the motivation bird have now into its employees?
Using one or a combination of different motivation models, a piano manufacturer can build motivation to its employees just like what Bird has. An employee cannot reach his full potential when on the first place he is struggling to fulfill the basic things one needs for him or her to survive. If the physiological and other needs (aside from self actualization) of employees are not met, then by default, their body, mind and will power will not result as desired especially with a work environment that needs complete functioning.
In short, an unsatisfied employee can be equated with underperformance. Because of that, managers can gradually fill up the gaps through giving the right compensation and rewards for the work done by their employees. Although there are a lot of cases where people are motivated with diverse needs due to cultural differences, it is still a requisite to fulfill the needs in the lower and middle portion of the pyramid as a stepping stone for them to reach their maximum career potential.
The same goes with the theories of McClelland’s, Herzberg’s, Alderfer’s and all the other motivational models. An employee may work because it is a necessity for them to sustain their basic needs, others work because they want to feel secured and there are tons of reasons more. In the end, they all work for money accompanied by the reasons they have. Motivating employees doesn’t necessarily mean increasing their pay as it is also costly and impractical.
Non-monetary motivations may come in the form of recognition, training or coaching and in general providing activities that do promote a productive, conducive and supportive work environment. The concept of OB Mod (Organizational Behavior Modification) is also an effective tool for motivation. Although it is true that people are not only motivated by their needs but also by consequences (when needs are suppressed) of their actions, we believe that positive consequences are more useful and appropriate than the negative ones as long as it is not abused.
