Introduction

Employee motivation is the level of commitment, energy, and cr that the employees of an organization bring to the workplace. Management is tasked with ensuring that the working conditions are favorable to ensure that the workers provide their best. Factors such as better pay, bonuses, opportunities for career development, offering support and delegation of duties motivate workers. Furthermore, the policies or practices of a given business can lead to the motivation of the employees.  The paper looks at Boston Ducks Tour Company and the practices and policies that motivate its workers to be committed and productive employees.

Maslow’s Hierarchy of Needs theory is identified as one of the critical motivation theories for the employees in an organization. The hierarchy consists of five levels namely physiological, safety, love and belongingness, esteem and self-actualization. The need to fulfill the five stages of the theory is what encourages workers to provide their best services.  Employees in the Boston Ducks Tour Company have various needs as identified from the five stages hence the need to fulfill them. For instance, the need to satisfy their physiological requirements such as food and water will inspire them to provide quality services to avoid being fired. Money is a significant player in all the motivating factors. Sharing the profits of the company gives a reason for the employees to increase their productivity and their quality of services. The monetary incentives make the employees provide better services because, in the end, they know that they will receive better pay and other bonuses such as insurance covers. Creativity and innovation is another factor that has motivated the employees at Boston Dock Tour Company. The need to self-actualize is what makes the employees come up with different ways to provide their services as in the case of Brad Rigby who dresses as an England Patriots football player.

Empowerment also motivates the employees. From the case study, management has given the employees more responsibility in decision making and control over their specified tasks.  Vroom’s Expectancy Theory identifies that individuals will be highly motivated if they believe that there is a relationship between their efforts in business, their performance, and the rewards they receive or outcome.  From the case study, the policy of equity payment motivates the employees. For example, the managers get a 1.5% to 3% equity after working in the company for five years. Furthermore, the employees are subject to seasonal employment benefits after working for three months such as a medical cover, dental care, life insurance, and the 401(k) plan.  The theory can be applied in Boston Ducks given that the employees know that they will receive better and higher incentives through bonuses or payment if they provide quality and specific services to the customers.

Besides, McGregor’s Participation Theory X assumes that employees strive to meet the organizational goals. Further, the approach states that the workers are ready to assume responsibility, want their organization to be successful, have the need to achieve, and are capable of being in charge of themselves. Therefore, the practice of making the employees in charge of the business encourages them to care for the company. For instance, the driving guides “conducktors” are allowed to come up with theatrics they feel will make the customers happy. By doing so, they can meet the goals of the firm as well as fulfill their need to achieve. The ability of Andrew Wilson to allow the employees act as self-managers has worked to his favor, and that of the business since most of the employees consider themselves as essential structures of the company hence their willingness for them to attain success. On the same note, the employees chose to stick with the business when the company was facing losses because they believed that their determination would yield better results and it did.

William has offered the employees the best possible working conditions and fair remuneration. The environment makes the employees feel supported and appreciated, and this is identified as one of the primary employee motivators and what can make them stay in a company for a long time. The practice is in relation to the Two-Factor Theory by Hertzberg.  The theory identifies that motivating factors such as better incentives and employee appreciation satisfy and increase employee motivation. As recognized, the company offers its part-time employees an additional bonus of $ 1 even after receiving a high wage of $ 9 per hour. The practice will attract new employees as well as reduce the employee turnover rates.

Conclusion

Small businesses provide an ideal atmosphere for employee motivation given that the workers can see the results of their contribution. In the case of Boston Duck Tours Company, the employees are intrinsically and extrinsically motivated because they are allowed to contribute to the growth of the business and that they receive better pay and bonuses.  The Maslow hierarchies of needs theory, the Vroom’s theory and the expectancy theory and the Two –Factor theory have been used to explain the reasons for employee motivation at Boston Duck Tour Company.

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