Final Exam MBA 5003

Final Exam MBA 5003

Question One: Motivational Theory

Identify the motivational theory that applies to the employees in the B Corporation you have chosen.The B Corporation that I have chosen is Oliberte located in Canada and they have opened factory in Addis Ababa, Ethiopia. The motivational theory that applies to Oliberte are Maslows Theory and Expectancy Theory. The reasons that I have chosen these motivational theories are because Oliberte have factory workers and they are low salaried staff members so Oliberte should meet all needs.

Explain which facet of the theory applies to the corporation (for example which level of Maslows theory or which need in McClellands theory)Maslows TheoryApplication to OliberteMaslows TheoryApplication to Oliberte

Physiological Needs Factory land for grow vegetables

90-day paid maternity leave

Fair and competitive pay (double the minimum wage set for workers in Ethiopia)Esteem needs Recognition for original shoe design ideas

Recognition in achievement and sales

Work and making savings

Safety needs Emergency drill plans for evacuation

Health and safety

On-site doctors visit

Freedom of movement and association

Appropriate working hours

Stable employment

Job security and unemployment security

Safe work environment and conditionsSelf-actualization needs Giving challenging designing patterns

Training to acquire and develop new skills and techniques

Promoting to higher rank

Giving leadership roles

Social needs Work group relationships

Friendly behaviour from managers

Good team atmosphere and teamwork building

Professional help to balance work and personal life

Explain how this facet of the theory applies use an example if you canMaslows Theory and Examples

Physiological Needs:

Workers at Oliberte are given the opportunity to grow vegetables as food for their personal use. They can use factory land to cultivate and harvest such as lettuce, coffee and garlic. They feel that their food needs are met and they can do savings on vegetable shopping so they will work with positive attitude with productive performance and rewarding experience.

It is exciting for female workers because they get paid 90-days maternity leave, which is more than what females get in the UAE. They will have sense of getting their basic rights as a female resulting in empowerment and equal treatment or opportunity.

Oliberte is certified as Fair Trade. They have fair work practices and remuneration for their factory workers. They are paying double more to factory workers when checking Ethopias minimum wage so everyone is really proud to work with them.

Safety Needs:

Working in factory is quite risky but Oliberte have well prepared emergency readiness and preparedness to ensure that workers are safe and save their lives when there are threats.

Doctors come on-site to check their BMI overall health status being healthy and normal, which is medical and health savings for them because they do not have to pay for it.

Laborers are free to associate with worker union and they can have freedom to speak and share ideas for development rather than fighting. Oliberte have worker unions development to allow freedom of movement and association.

Working as labor means long working hours in most of the countries like 12-16 hours. Oliberte have less and suitable working hours for their workers.

In the event of unemployment, Oliberte provides unemployment security for a certain period so family of worker is safe.

Laborers do not fear of unemployment or turnover affecting their employment.

Social Needs:

The working environment in Oliberte has good and strong relationships among supervisors and worker and worker with their colleagues.

Managers are building and maintaining good and friendly working environment while they are stitching or designing shoes.

Whenever an employee is facing problems at home, managers are helping them to overcome stress from personal life to impact in their work life by coaching, counseling and discussing to make things easier.

Esteem Needs:

The unique about workers is hand crafting and making shoes. When a worker designs and creates a special design showing as limited edition they are being recognized and rewarded formally for their efforts.

On yearly basis, Oliberte have number of shoes to make and sales to close such as 15000 shoes yearly. Whenever they achieve more than what was set for yearly sales then everyone in the factory gets recognized and appreciate during yearly anniversary meeting. Making savings from their small salary is big deal because family members will recognize their efforts among relatives that her husband has made savings for dream house.

Self-Actualization Needs:

Workers should get challenging patterns to design and they should get training to enhance and develop their skills such as seasonal shoe design, party shoe design, plus size shoe design, etc. Based on their self-development, the workers will be entitled for getting into leadership roles also promoted to higher rank.

Question Two A: Goal of the Dream Phase

In your words, describe the goal of the Dream phase of the Appreciative Inquiry 4D Cycle. In other words, what are you trying to learn when you ask the questions in this phase?

Envision Results such as what might be?: The goal of the Dream phase is to imagine the future of an organization such as Oliberte. I will try to learn what the dream that they want it to become true such as trying to find out about picture the success. It will also consist of visualizing organizations or Olibertes history about process that they were most effective.

Question Two B: Appreciative Inquiry Dream Phase

In as much detail as possible, describe one dream for your B Corporation. Explain how this dream relates to the strengths, skills and expertise of the employees in your B Corporation.

One dream of Oliberte is to open Oliberte Shoemaking and Designing Workshop and Institute. This dream will be in Ethiopia with national licensing also from international Fashion Institute of Designing and Merchandising (Footwear School). They will do coach and training current workers for free by enhancing their strengths and abilities. International workers and other workers from the Middle East can join for small fee. They will have courses and workshops on how to uniquely and technically sew, portion and prototype design shoes with handcraft and with technologies. Therefore, Oliberte workers will be certified and educated in the field of footwear fashion designer graduating with diplomas or higher diplomas. Olibertes workers are highly skilled and experts in stitching, pattern making and designing shoes. The major strengths are employee development, machine development, community development and factory development. They use some technologies but shoe production is done mostly with handcraft. They can also recycle used shoes by repairing and resell it. They do recycling of shoes made by Oliberte so they can offer doing the same for their customers by recycling and repairing all their shoes not just the one made by Oliberte. Managers and supervisors work closely with workers to coach and train them as part of employee development. They have machines to do some basic functions rather than making it all manual so they can advance it to achieve their dream. Factory space is expanded and community people are benefiting due to employment opportunities and with institute, they can expand more and contribute further. These strengths can be used to design and deliver Oliberte Shoemaking and Designing Workshop and Institute. Question Three: Appreciative Inquiry Questions

Imagine that the B Corporation you have chosen wants to create a new product or a new line of products. Craft two appreciative inquiry questions you would ask in the Discover phase of the appreciative inquiry interview.While creating new shoe product line, employees or workers play important role. 1) Tell me one time that you made a great difference in one of your factory workers while launching new shoes line. Additional questions: Please describe what happened and who supported you.2) What were the strengths and abilities used to achieve this result? Additional questions: What were the results?Question Four: Article Reflection

Describe how you could use the informationfrom the article you read, toimprove the way you interact with others in your workplace or to improve a system or process in your workplace.

In the article that I have reflected have teambuilding practices with direct relationship with team performance and team pay. These three teamwork practices will not only improve how individuals are interacting at workplace but also improve performance, reward and training processes and systems. Improvement in interaction:

I will be motivating marketing and sales people to work as a team and not as individuals. I will establish meetings and communication channels that ensures that they are communicating and cooperating. The goals and objectives communicated will be for marketing team and sales team not individual but team as a whole. When one of the employees runs out of credit in company mobile, then they can use colleague cell phone for contacting client. Another example is if an employee have huge client meeting for closing sales order then other marketing and sales members can help and support (everyone will be rewarded). When marketing members are lost and not able to identify latest publicizing and advertising methods, then they will work closely with sales team because they have direct contacts with clients. Improvement in performance, reward and training processes and systems:

I will be revising performance evaluation policies and procedures for my department (Marketing and Sales Department). I will ensure it is having more on teamwork performance evaluation rather than individual challenge and evaluation, which is quite affecting teamwork and team building. While setting rewards, sales team will be having single overall target to achieve so they will get bonus and incentives on team target and not individual target, which I believe is traditional. Whenever an employee is attending training, they should share in small session and workshop with their colleagues what they have learned. Zubaidah Abdul Rehman, C00281812