Question 1. Which motivational theories does Delta appear to be leveraging in its approach to motivation
Maslow’s hierarchy of needs theory, a motivational theory that Delta Company appears to apply in its approach to motivation, is a classic example of what drives people. According to this theory, people prioritize their needs or wants upwardly. Delta is utilizing Maslow’s idea of the hierarchy of needs. Maslow’s theory of the hierarchy of needs describes five distinct need categories that motivate people: physiological, safety, attachment, esteem, and self-actualization (Colquitt, et al., 2021). Any successful business needs motivated employees, and Delta employs various strategies to achieve this goal.
The motivational theories that Delta appears to draw from include expectation theory, goal-setting theory, self-determination theory, equity theory, and reinforcement theory. On the other hand, incentive programs for job advancement that consider an employee’s efforts, abilities, and experience can aid in boosting their self-esteem and addressing the demands that accompany it. Well-organized employee teams that communicate effectively aid in meeting the needs of the organization. Self-actualization requirements can be met by fostering employee growth through the use of a tool for performance evaluation. An incentive system that helps to meet the majority of employees’ needs should be used by Delta’s HRM. Employees will be inspired and motivated to put in more effort to meet the goals and objectives of the company as a result.
Question2. Picture being an employee of Delta during the period when the company transitioned into—and out of—bankruptcy. What motivational implications would that experience have, and how long would it last?
Having worked for Delta during its bankruptcy would have had a big impact on my motivation. Employees may have felt unclear about their futures with the organization, insecure about their jobs, and anxious. Due to job losses, reduced benefits, and lower pay due to the bankruptcy, workers may have needed to be more motivated and engaged (Zhang, 2020). Additionally, the bankruptcy hurt the business’s brand and made it challenging for staff members to take pride in their work. Nevertheless, Delta’s current strategic focus will probably prevent it from competing successfully in the low-cost sector. As a result, the business should emphasize developing and utilizing its own staff and customer culture and expanding internationally.
The airline apparently cherishes consumers and seeks to improve their pleasure by strongly emphasizing quality. Additionally, it shows appreciation for workers by treating them honestly and providing adequate compensation (Zhang, 2020). Since Delta works to build strong relationships with various stakeholders and add value to its business operations, it should mention this goal of enhancing people’s welfare in its promotional activities. Additionally, it can highlight the extraordinary dedication of its staff to quality and customer satisfaction, as well as its ability to provide clients with distinctive experiences. Despite all of its earlier challenges, Delta was quite successful and rose to the top of the US airline sector.
The company was able to escape the clutches of bankruptcy and significantly enhance its financial performance thanks to an innovative approach to service, a focus on customer value, employee motivation, an effective route structure, and a significant amount of international capacity differentiation (Zhang, 2020). Although the environment in which Delta operates is extremely tumultuous and constantly changing, history demonstrates that it has consistently been able to set itself apart from rivals. According to the present management goal, the airline offers top-notch customer service and keeps expanding in the global market. There is a good probability that Delta will prosper for a very long time if it can anticipate all potential hazards that can arise in the international market.
Question3. Which do you think is most motivational for Delta’s employees? Their high base pay, their generous profit sharing, or a CEO who is so accessible and communicative?
The case study demonstrates that Delta’s unionized pilots actually rejected the company’s plan to raise their base salary. A higher base salary alone was not the greatest motivating element. For instance, generous profit sharing significantly increased the motivation of pilots (Zhang, 2020). There are occasionally complimentary and discounted tickets available to Delta Airlines employees. Discounted tickets are also available for family members. Travel benefits urge staff to take trips away from the office so they can come back reenergized and inspired. It is established through various reading materials and managerial viewpoints at various institutions, such as Delta Air Lines, that good leadership has consistent and efficient communication methods.
Leaders should straightforwardly convey complicated ideas. They must know each employee’s abilities and qualifications to assign work effectively. Additionally, various organizations use motivational variables, such as providing cash incentives, to boost staff productivity (Zhang, 2020). However, it is established that non-financial incentives significantly contribute to lowering operational costs for various firms, including Delta Air Line. Delta Air Lines use several rewarding strategies.
However, it embraces recognition techniques far more than it does rewards schemes. By enabling online feedback from employees, recognition is started. The Chairman Club assists in identifying select people who are honoured for their significant contributions to the business’s overall success. Additionally, Delta Air Line continues to display capable leadership through its websites, which are primarily created for tracking the performance of different divisions. For instance, the customer service department receives operation instructions so that it may record all customer information. This assists Delta Air Lines in monitoring and managing operations (Zhang, 2020).
PART 2:
Question 4. Consider the five core job characteristics (variety, identity, significance, autonomy, and feedback). Is any one of those characteristics more important than the other four? Is it possible to have too many of some job characteristics?
A job’s qualities are essential elements that contribute to its interest and satisfaction. People value having a fulfilling job. Additionally, it is crucial to guarantee that the psychological aspects of the job are advantageous and that the employee does not experience work-related depression. The Hackman and Oldham Job Characteristics Model (JCM) was tested and is regarded as one of the most useful tools for assessing the level of skills used, work clarity, importance, and independence. The three main objectives of every firm are employee satisfaction with promotions, supervisor satisfaction, and colleague satisfaction. Without fulfilling these objectives, no organization can survive in the market (Berberoglu, 2018).
The four crucial psychological states of “experience, the meaningfulness of work, experienced responsibility for outcomes of work, and knowledge of actual results of work activities” are also affected by these five job qualities. Another essential job feature is autonomy. When given the option to work alone, employees have autonomy. Because those who work in occupations with greater autonomy typically feel more accountable for their own decisions, autonomy can contribute to a sense of personal significance and higher-quality work.
Question 5. If you managed people in an organization in which there were lots of hindrance stressors, what actions would you take to help ensure that your employees coped with the stressors using a problem-focused
A problem-focused approach is managing stress by dealing with it head-on and taking the required steps to fix the problem while comprehending its root cause. It is crucial to identify the existing and potential stressors affecting this group of employees and develop interventions that the workers might use to manage and reduce stress efficiently. Ensure that employees take regular breaks and that you do as well (Berberoglu, 2018). Encourage staff to walk daily, spend time with friends or a significant other after work, engage in hobbies, enjoy music, and take vacations. Companies frequently employ the following tactics to manage and prevent stress.
The majority of firms first emphasized building strong management structures and leadership. This entails outlining the relationships between the personnel and the line of command. Employees can prevent the stress that might be brought on by uncertainty about the organization’s reporting structure and sources of power by clearly understanding the chain of command. Most managers think that giving employees access to their superiors can help them cope with stress. This concept is predicated on the notion that managers can address the causes of stress at work (Berberoglu, 2018). Organizations utilize methods like creating efficient management structures and offering team assistance to handle stress. At the individual level, strategies include task management, a balanced lifestyle, and coping with pressures. Eliminating the flaws with these tactics is necessary for effective stress management.
References
Colquitt, J. A., LePine, J. A., & Wesson, M. J. (2021). Organizational behaviour: Improving performance and commitment in the workplace (7th ed). Burr Ridge, IL: McGraw-Hill Irwin.
Berberoglu, A. (2018). Impact of organizational climate on organizational commitment and perceived organizational performance: empirical evidence from public hospitals. BMC health services research, 18, 1-9.
Zhang, S. (2020). Workplace spirituality and unethical pro-organizational behaviour: The mediating effect of job satisfaction. Journal of Business Ethics, pp. 161, 687–705.
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