Motivational Techniques

Employee Motivation
Name
Institutional Affiliation

Employee Motivation
Motivating employees provides a feasible mechanism upon which firms can encourage them to work harder to spur the performance of an organization. Offering an ideal working environment ensures that companies can recognize the challenges that face their employees with regards to the attainment of organizational goals and services (Nohria, Groysberg & Lee, 2008). The paper illustrates that a significant reason why Zappos is successful in its business stems from the company’s culture and ability to inculcate the spirit of cooperation amongst its customers and employees with the business. The business is two way. Thus, both the customers and employees derive satisfaction from working with Zappos.
Motivating employees plays an instrumental role in building their capacities to respond to the demands of their job. Accordingly, Zappos has identified that its employees form a critical part of the success of its operations. The firm maintains a core value guidance, from which it derives relevant advice on how to work efficiently while at the same time gain on their job (Rooney, 2008). The company’s core value system has been efficient in the delivery of quality services (Lazaroiu, 2015). Its employees are well trained to deliver optimal services that give time and value for their money.
Training is one of the effective strategies of motivating employees. It helps to furnish them with the appropriate training to enable them to deliver quality work results.

Besides, training provides employees with relevant skills that would ensure that their work becomes easy to do. Lazaroiu (2015) identifies that trained employees are likely to deliver superior results than those that are not trained. Besides, such employees tend to understand the demands of their work thereby apply relevant critical thinking skills to grow their work performance.
Salary is identified as a critical element in employee motivation (Slocum & Hellriegel, 2011). One of the low earning employees at the company earns a salary of $ 36000 a year (Rooney, 2008). Other employees make more. That implies that the firm has significantly invested in the welfare of its employees. Moreover, Zappos offers its employees other benefits including medical and dental (Rooney, 2008). It also offers snacks free to its employees at its cafeteria. The fact that it also looks at the passion of an employee and opts to pay them to leave when their zeal does not match that of the company, is evidence that the firm is interested in nurturing the potential of its workers to benefit the organization. Thus, those who remain in the firm argue that their main interest is to work and deliver. Thus, Zappos maintains a company culture that has enabled it to satisfy its employees while at the same time deliver on its responsibilities to clients.
The performance of a business is directly proportional to the motivation that its employees derive out of it. Accordingly, Zappo’s performance is a by-product of good company culture embedded in its employees using employee motivation strategies. The firm’s strategy to only retain individuals who are passionate about their work is also evidence that Zappo believes in the potential of employees not just based on credentials but also their intentions to support its business structure. Its customers admit that the company has been efficient in delivering its promises to its people and thus, maintains a large, loyal customer base.

References
Lazaroiu, G. (2015). Employee Motivation and Job Performance. Linguistic and Philosophical Investigations, 14, 97.
Nohria, N., Groysberg, B., & Lee, L. E. (2008). Employee motivation: A powerful new model. Harvard Business Review, 86(7-8), 78-+.
Rooney, B. (8th July 2008). Shoe-ing Away Convention. ABC News. Retrieved from http://abcnews.go.com/Business/story?id=5326827&page=1
Slocum, J., W. & Hellriegel, D. (2011). Principles of Organizational Behavior. South Western