2.

0 Motivation
Motivation creates a significant influence on employee’s behavior. According to Kreitner (1995),
Motivation is a psychological process that gives behavior purpose and direction. When an
employee gets motivated it can be reflected through the energy and commitment of the
individual or group to perform a certain task or tasks (Joseph, 1989).

2.0 Importance of the Motivation

There are different justifications why the motivation to employees is so essential; this is mostly
since it enables the management to achieve its organizational goals, while it develops the self-
esteem in the organization.

Human psychology is always looking for some new changes, since if the employee is not
motivated then that Individual will leave the company and joined in another sector. Hence, if we
asked a questioned why do we need motivated employees? The answer is survival (Smith, 1994).
Motivated employees help organizations survive.

Without an inspired workplace, the business will be positioned in an unstable position whereas
motivated employees produce high productivity and permit businesses to incorporate a greater
level of output with efficiency (Eldridge, 1998).

2.3 Motivation Impact on Employee Performance

When employees get motivated, it improves employee satisfaction and it increases efficiency and
effectiveness in an employee towards their work (job), at this stage, the efficiency will be high
and thus the cost of work per unit will be decreased.

Motivated employees are more averse to take part in work strikes or such other violent activities
against the organization. The worker clashes and complaints may lower. Further, the motivated
employees would work effectively under least supervision. They will be excitedly adapting new
things identifying with their employments that would improve the nature of execution.

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2.4. Theories of motivation
2.4.1 Maslow's Hierarchy of Needs Theory
Maslow's hierarchy of needs is a portrayal of the needs that influence human behavior. Maslow
proposed five types of human needs as a hierarchical triangle, starting with the most
fundamental: survival (Maslow, 1943).

Figure 1 Maslow's Hierarchy of Needs Physiolo

gical
needs include the things that are needed for survival, such as food, safe house, rest, etc. At the
point when these were fulfilled, the next hierarchy is a safety need which includes Personal
security, financial security and a safety net against accidents or illness. It referred to job security
as well. After physiological and safety needs are satisfied, the third layers of human needs are
belongingness and love needs. Individuals expected to mingle and create trustful connections to
work in their circle. When these were satisfied the next hierarchy is Self- esteem where the
internal esteem connected with seeking respect and attention from others. The top-level of the
hierarchy is self-Actualization, which makes complete use of one's potential and their talents and
capacities.

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The order requires that essential needs should be met before less fundamental needs; for
instance, an individual who doesn't have food will look for food before self-actualization.
(Smith, 2007).

2.4.2 Herzberg’s Two Factor Theory

Fredrick Herzberg carried out a research and concluded with two factors which helps employer
to understand employee motivation and satisfaction which are called as Motivator factors and
Hygiene factors. (Herzberg, Mausner, & Snyderman, 1959)

Hygiene Factors help to eliminate the unpleasant working conditions at work, Such as: Company
policy and administration, Working Conditions, Quality of supervision, Good Inter-Personal
Relationship, salary, wages and other financial benefits, Job security. Motivator factors are helps
to create job satisfaction for the employees. Such as: Opportunity for advancement, Entrusted
responsibility, Social Status, Recognition, Challenging work, Sense of Personal achievement

Herzberg, Mausner, & Snyderman (1959) stated that the absence of motivators does not lead to
dissatisfaction but if the motivators are effective then the individual’s performance would be
remarkable. Further, they stated that if the hygiene factors are absent from a job, dissatisfaction
will occur.

2.4.3 Criticism on Maslow’s theory and Herzberg Two Factor’s Theory

Today many motivation theories were developed based on Maslow’s theory. But very few firms
are practicing this theory. Because there are some difficulty for managers in deciding which need
level employees are on, and this might curb the motivation of employees at the workplace. But in
the other hand, it motivates individuals to move from fundamental needs toward higher needs,
providing a clear map for personal growth.

Two Factor’s theory can be easily applied in many different workplace or industries, but in some
work places certain job factors scales are not purely motivation or hygiene factors and moreover,
different people may have different need, therefore Herzberg failed to recognize it.

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3.0 Current Motivation Practices in Coca cola
Coca Cola generate truly unique and attractive working environment for their employees. In
addition, they believe that healthy workplace is a fundamental right for individuals who are
attached to their organization. As such they maintain a productive workplace in every part of
their company by taking some steps to reduce the risk of accidents, injury and exposure to health
hazards for all the associates and contractors. Further, they conduct special Safety Training
Programs by The Quality, Safety & Environment (QSE) Research team to their employees,
specially bottling partners globally. So these kinds of Principles ensure the employee health and
safety in there working environment.

Meanwhile, The Coca-Cola Company utilizes the one-on-one methodology between the
executive chiefs and workers. Every month, the representative talks with a group head, or boss,
about any issues in the work environment. This makes a pleasant environment where the two
gatherings can begin to fabricate a trusting relationship with one another. As a result, this could
help them improve productivity because they are able to express personal needs that could affect
their performance at work.

In addition, Coca-Cola Company attempts to make a situation where promotions are urged to
originate from inside the organization. Besides, they execute workshops, seminars and foreign
conference which urge a person to push forward in the organization if, and when, the opportunity
exists. The organization additionally Practices a few reward projects to motivate the workers to
consistently improve efficiency.

And also through the working performance of Employee, Company motivates them by
Promotions and awarding them. These methods can make a key role to create working
environment where it can stimulate not just engagement but also achievement. (Armstrong，
M，2009).

Further, as a motivational technique, Coca- Cola offers financial rewards including

reimbursement, and opportunities where employee’s children can qualify for scholarship funds,
car discounts, free parking and employee discount programs. And also very often they organize
holiday trips and get together to make the workspace environment friendly.

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4.0 Interrelation between Motivation Theories and Coca-Cola
Principles
The employees in Coca-Cola are being provided place to work wage and basic facilities. And
also Coca cola conduct special Safety Training Programs in order to prevent from accidents,
injury and exposure to health hazards for all the associates and contractors. Maslow’s physiology
needs are being fulfilled by these basic needs.

If the employees perform more by increasing their sales they are given bonus. Secondly, Coca-
Cola gives special benefits such a safety needs in the mean to motivate the employees. They
provide security of formal contract of employment as well as the pension which fulfills their
safety needs.

Thirdly, employees are promoted to do group work at various level of authority. Further, they
organize holiday trips and get together make all the workers as one family which also fulfills
their social needs.

Fourthly, Coca Cola encouraged the staffs to come up with new innovative ideas. In 2008 Coca
cola is one of the major sponsorship partners in Beijing Olympics. This has been initiated by
global associates and bottling partners. It gives confident to the employees that they are part of
the company, so such activities fulfill their need of self-esteem.

Fifthly, Coca cola offers Personal Development Plans, recognition of skills and talents,
Opportunity for promotion and career progression program for the employees which fulfills their
need of self-actualization.

Two factor theory by Herzberg, put forward the idea that certain factors in the workplace cause
job satisfaction, while some other factors helps to eliminate dissatisfaction.

In Coca cola Company open communication policy (Hygiene) avoids dissatisfaction by creating
a good understanding between managers and employees. Some other scheme such as employee’s
children scholarship funds, car discounts, free parking and employee discount programs
(Motivate) gives satisfaction in the job.

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5.0 Suggestion Schemes on Coca Cola Motivation Principals.
Coca cola is a multinational enterprise. As such, if they implement a system for partners and
contractors to enter the business as potential performance-based shareholders, enormous country-
wise sales will arise. Because it make employees to think as part of the business and it allows
sharing profit as well. Hence it motivates them to be more effective and productive than the past.

Further, they have indicated on their official website that supervisors are following autocratic
leadership style in some departments. If so, it can lead to employee dissatisfaction and create an
unpleasant working environment. Thus, avoiding this kind of management can eliminate
dissatisfied with the work.

However, some activities such as offering the employees and their families with free filmnights,
free holiday trips, and decent holidays a year will allow employees to spend sometime with their
family. It meets the employee's social needs.

In addition, The Company can start organizing an annual award ceremony among employees
across the world. This ceremony will foster a staff's hard work and recognize his contribution.
And also it motivates other people to work hard as well.

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