Three Needs Theory Of Alibaba

If invested in and developed, employees are more likely to feel their social needs are met by being part of a team are well regarded and appreciated for their skill set and therefore motivated to work harder to reciprocate which leads to higher production and efficiency. People are able to realise their abilities and potential, take on more responsibility or variety of tasks which improves versatility and prevents boredom leading to demotivation. Staff feel happier if they feel valued and are likely to stay within the organisation.

In addition, the company also concerns social needs which hope the employees have belonging feeling. For example, the company holds different interesting clubs to encourage employees to gather and share the hobbies in holidays, e.g. hiking club, biking club, running club etc. Apart from these clubs, the company also organizes annual dinner in order to offer a chance for different departments gather together in a relax atmosphere. The forth level is esteem needs. The company would reward those outstanding performance colleague though global announcement intranet system, which can strengthen employee’s confidence and create higher motivation to achieve good result in company. The last level is self-actualization, it may focus on top management how to achieve beyond its capabilities, for example, they can enjoy the bonus based on company’s profit.

This helps in maintaining a friendly relation with the members later on. This in turn, helps in the motivation of employees which result in the firm’s success.

Employees are the most important asset of an organization and organization has the responsibility to keep happy, motivated and satisfied so that their interest does not diminish in work. Moreover, when employees are kept happy and satisfied then their productivity rises as they feel that the company has given them the importance.

For some reasons, the managers’ positions have been seen in a negative way for many years. However, this does not change the essentiality of this position in any organization, especially in business set-ups. There have been a constant confusion between the role of leaders and managers, and what should be clearly established is that these two roles do not share the same meaning. Being a manager does not guarantee that one is already a good leader. However, leaders can be effective managers. This only means that in order for managers to be effective and avoid negative feedback, they should have sufficient knowledge and

Also, form career development plans and spot out important achievements within the business. Not only employee motivation should be worked on, but also set up a comprehensive rewards system. The

Moreover, the article expresses how major companies such as Accenture, Adobe Systems Inc., Deloitte, IBM Corp., Microsoft Corp., have removed the traditional performance evaluation to grow to be the successful business they are today. One main reason is that performance is an ongoing process (Workforce News, 2016). In today’s job market, it is very important that employees can decide if they are productive to their company as well as noticing the areas where they can improve. This is where continuous feedback can allow them and change their mindset as it relates to their function and purpose within a company.

Which results in better performance, greater efficiency, improved customer satisfaction, and lower costs, turnover, and absenteeism. In the current business and organization literature, employee satisfaction, respect, loyalty, and an atmosphere of feeling valued is imperative to the success of a business. The feeling that an employer sincerely cares for its employees is remarkable. In line with Gupta & Agarwal (2012), it is imperative that employees understand the worth of their lives in the workplace. Companies that express a genuine mutual care towards its employees gets better results. They are motivated to work harder and smarter. Many employers are only interested in the bottom line and performance, not their employees’ well-being and their

Generating short-term wins—managers and employees like the sense of achievement. Traditionally, implementing a strategy costs a long time to achieve success. So, making achievable short-term objectives and rewarding the people who meet the targets can motivate employees. BA did not make short-term objectives in this strategy, and no plan about rewards for those employees who would help BA achieve the target.

And lastly, as the sixth strategy they decided to adopt encourage achievement through a rewarding system. This strategy was adopting an employee appraisal scheme that was encouraging achievement by rewarding employees who generated successful business ideas. Employees that successful innovate new products are promoted to be the managers of that product division, this ensured that other staff members are motivated to work harder and discover new product innovation as they seek to one day become managers of their developed product lines.

The success of the company lies within its employees. With LB’s high volume of work, the employees are very dedicated to fulfill all the requirements and to

Pay and rewards attract and retain employees. Having the right pay and benefit for employees motivate them. This helps employees feel valued and can remove animosity between employee and employer. Training and development has a positive impact on employees, this shows investment from the employer and enhances career progression.

The employees feel that they have greater responsibility and trust put on them, this can generate greater participation, commitment, and a better job performance.

Since its humble beginnings in 1999, when it was launched by Jack Ma and 17 other co-founders, Alibaba.com has become the world’s largest online business-to-business global trading marketplace, with 2.5 million and 14 million registered users in its international and Chinese domestic marketplaces respectively (refer to Appendix 1 for key development milestones). In 2004, the Alibaba websites boasted an estimated combined transaction volume of more than US$4.5 billion. Alibaba.com also owns and operates Taobao.com, a business-toconsumer and consumer-to-consumer marketplace; Alipay, an online payment system in China; and Yahoo China, which it acquired in October, 2005. Alibaba.com currently has

In the statement from Alibaba, an internal investigation had found that about 100 sales staff and "a number of supervisors and sales managers" were "directly responsible in either intentionally or negligently allowing the fraudsters to evade" various controls. Conclusion of the investigation report is: Excessive pursuit of performance makes the sales/managers to obtain short-term economic interests by any means, leading to the persistence of fraud.