Squishy Tushy Designer Diaper Company example essay topic

At the Squishy Tushy Designer Diaper Company, our motto is "Fashion isn't just for big people anymore" We carry the latest designs in disposable diaper fashion. Our diapers make a statement with a variety of stylish colors and fashionable fits. We carry low rise, tight fit, hip hugger and our best selling baggy fit. These days we understand that fashion can change in a second and we want you to be prepared. When you show up to that play date and see that you are out of fashion, simply use our patented quick release system to rip that diaper off and throw on the latest design. And for those long trips our five gallon capacity model is guaranteed to get you there.

Our organization understands the importance of efficiency and teamwork. We recently hired a corporate psychologist that has infiltrated our departments one by one and returned with suggestions. Each group of employees was examined for ways that the company could motivate them to be more efficient and productive. We will discuss the theories that we feel apply to each department and explain why we think we have a plan for success. We have formulated our plan for the sales team based upon Victor Vroom's expectancy theory. In his theory, there are a few key factors to achieve our desirable out come.

He believes a person is motivated to a degree in which he or she believes with effort they can achieve their performance. This is known as the expectancy factor of the theory. Then if they will achieve this level of performance, they will be rewarded. This factor of the theory is called, Motivational Theories 3 Instrumentality. Finally, in the theory the value of the reward must meet the needs and expectation of the individual. Valence is the value attached to this reward.

The task that we have assigned to our trained, talented sales team is to promote the designer diaper not just to the local grocery stores but to department stores such as baby gap. They will call and find locations where they can promote our designer diaper. Our sales team will constantly find new vendors to sell our product. They will also establish and maintain relationships with the vendors to ensure quality customer service is given. They will handle all complaints and give quick and easy solutions to these issues.

They will visit various store to enhance our display of the designer diapers. They will be persistent and follow through with all prospects to sell our product at as many locations as possible. How we motivated our sales team is a skilled compensation plan. Based upon the Victor Vroom's theory, we have created the three-tier system. We offer a one-time new account bonus that will motivate them to look for new accounts. We then give compensation to sales to the accounts they manage.

We have three-tier systems that will increase the compensation as the sales increase. If they reach planned sales they will receive 0.01 X volume amount of dollars. If they exceed planned sales their compensation is increased to 0.015 X volume amount of dollars. There will not be compensation for those who are under plan for sales. Motivational Theories 4 After getting to know the personalities of the administrative staff, we began to look at what motivates them the most. The company decided to tailor the operations, tasks and procedures based on Maslow's hierarchy motivational system.

The hierarchy of needs concept describes five distinct categories of individual needs and the order that guides them to perform their job functions. The theory suggests that a certain order is followed starting with a higher order needs take priority over lower order needs. This works best for the administrative staff because it targets the main trait that the administrative staff members share and that is the gift of creativity and the desire to be respected and admired by others. We believe it would also be useful to further distinguish between how Maslow's motivational theory works best to motivate the administrative staff and why we expect our executive team to ensure this theory gets implemented and followed.

Maslow's motivational theory was chosen because it focuses on giving purpose, meaning, and guidance to the administrative staff. This will be accomplished by the provision of a mission statement set fourth by top management, which will have inspirational appeal to our internal employees and to external factors which we are dependent on, such as our customers and community. The executive team will comply with company standards such as compensation, bonus incentives, and safe, comfortable and quality working environments. Motivational Theories 5 This type of motivation will result in an effective team working together to establish a strong value system employees can follow and be proud of.

The administrative staff members can thrive off of the positive feedback and feeling of fulfilling their duties as something meaningful on a daily basis. The administrative staff has responsibilities that reach all of the rest of the employees who work at Squishy Tushy Inc. as well as to current and potential customers' world wide. Therefore the administrative staff must learn the balance of leading by example, establishing a set of guidelines for the rest of the staff to follow in accordance with the mission statement, accountability and flexibility and also make a positive first impression to potential clients and facilitate building a good solid rapport with employees and outside representatives. The members of the administrative staff are rewarded for being fashion savvy, shop-ah olic people who love to socialize, have a good time and are enthusiastic about modeling and spreading the word about the latest designs that are being rolled out and ready to hit the market. They take pride in the designer diapers manufactured and are encouraged to post pictures of famous clients sporting the latest designer garments. They enjoy being the first Squishy Tushy representatives to come face to face with external organizations such as various diaper distributors, representatives of financial institutions, state and local agencies, customer interest groups that visit the company.

Administrative staff responsibilities, consists essentially of overseeing the functions of the department and making adjustments in order to ensure Motivational Theories 6 that operations run smoothly and effectively. In order to work in this kind of dynamic environment the staff has to be creative and very sharp. Feeling empowered to make strategic decisions concerning the flow of products and services our departments provide to our customers motivates the staff and allow them to feel satisfied at the end of the day. The Squishy Tushy Diaper facility has taken into accounts the needs and wants of our production staff. This was done in an effort to find out what best motivates the productions staff. It is our thinking that a well motivated production staff will put out a higher volume of Designer Diapers in less amount of time, which would cut operating expenses.

Production managers have taken numerous steps and reviewed many different psychological models that would be the most effective. The psychological motivational model that we at Squishy Tushy felt would be the most effective is the ERG theory. The ERG theory addresses the basic human needs of Existence needs, Relatedness needs, and Growth needs. These needs are often related and contribute to each other. By the successful satisfaction of one need, all three needs might be satisfied simultaneously. To satisfy the desire for physiological and mental well being, we have recognized the need for every employee to feel that they are a need part of the company, as well as society.

We encourage our production employees to take part in assisting in the creation of the new designs. Should an employee's design be chosen to be put into mass production, that employee will be rewarded Motivational Theories 7 with the honorary distinction of becoming the now "poster child" for their new design. The employee will be issued a one year modeling contract where his / her picture will be placed on billboards through out the country on all the major freeways. The picture will be of that employee proudly modeling / wearing his / her design. Squishy Tushy, is a high performance company, we rotate our designer diaper designs regularly, making it possible for every production employee to achieve short term fame. To satisfy the need for employees to develop interpersonal relationships, we have taken a few steps to see this is developed.

While working on the production assembly line, employees are giving the opportunity to use the company bowling ally during their lunch break. The only request is that the employees make and use their own bowling balls. The bowling balls are made of materials used to make designer diapers. Also, as bowling teams are formed, every employee will have the opportunity to rotate through the position of being the team Captain, or "Head Tushy". We have found that this recreational activity has increased the bonding between the employees and the company. The last factor of the ERG theory is being able to meet the need of growth and development.

Production employees are given every opportunity to develop themselves professionally as well as personally. To achieve this, production employees are recruited out of the finest sweatshops in the world. We then relocate them into our U.S. factories through the use of a professional recruiter or Motivational Theories 8"Coyote". At the start of their employment, employees are paid the generous U.S. minimum wage, along with free designer diapers for their families. New employees are encouraged to use the company bowling ally as time permits.

They are also provided with free access to the public library through the use of the free library card. We encourage our employees to use the library to enable them to further their education. If any of our production employees feel the need to become an American citizen, we will provide free transportation to the swearing in ceremony. Production employees will also be offered merit raises based on how many days they have been accident free. The employee with the most accident free days on the job will be promoted to the position of safety coordinator.

We are proud of our production team and it is shown through our generous development program. In conclusion, as the executives of Squishy Tushy Designer Diapers we feel that the motivational theories that we have chosen to implement at various levels of our company will prove to be the reason for our long term success in a highly competitive industry. Each group of employees will be reevaluated annually using a performance review and questionnaire. We plan to set an industry standard with the use of corporate psychologist to ensure the happiness and efficiency of our employees.

Motivational Theories 9 Reference: University of Phoenix (ED) (2005) Organization behavior [University of Phoenix Custom edition e text] New York: John Wiley & Sons, Inc. Retrieved on February 25, 2005, from the University of Phoenix, resource, -Motivation and Reinforcement, MGT 331-Organizational Behavior Web site: web.