Case Istudy
IWeek I6 I
Read Ithe ICase IApplication I1: IPassion Ifor Ithe IOutdoors Iand Ifor IPeople I(end Iof IChapterI17).
After Ireading Ithe Icase Idetails, Iprepare Iyour Ireport Ifor IPatagonia Imanagers Iby Ianswering
Ithe Ifollowing Iquestions:
1 According Ito IMaslow's Ihierarchy, Iwhich Ibasic Ineeds Idoes Ithe IPatagonia Iculture
Imeet? IWhat Iwould Iit Ibe Ilike Ito Iwork Iat IPatagonia? I(Hint: IGo Ito IPatagonia’s
IwebsiteIand Ifind Ithe Isection Ion Ijobs.) IWhat’s Iyour Iassessment Iof Ithe Icompany’s
Iwork Ienvironment? I(20 Ipoints)
The Icompany, IPatagonia Ihas Iproven Ito Ipresent Iall Iof Ithe Inecessities Iof IMaslow’s
Itheory. IThey Ihave Idone Ithis Iby Iforming Ian Iat Iease, Icomfortable, Iand Icontent Iworkplace
Ifor Iall Iof Itheir Iemployees. IPatagonia Ihas Iproven Ihow Imuch Ithey Icare Iabout Itheir
Iemployees Iby Ieven Ioffering Ithem Ia Ichild-care Idepartment. I“Patagonia Ihas Ilong Ibeen
Irecognized Ias Ia Igreat Iworkplace Ifor Imothers. IAnd Iit’s Ialso Iearned Ia Ireputation Ifor Iloyal
Iemployees, Isomething Ithat Imany Iretailers Istruggle Iwith” I(Robbins I& ICoulter, I531). INot
Ionly Idoes Ithis Icompany Iprovide Ichildcare, Ibut Ias Iwell Ias Iorganic Ifood, Irecreational
Iactivities, Iand Imore. I This Icompany Ihas Iproven Ihow Imuch Iappreciation Iand Icare Ifor Iall
IofItheir Iemployees. I I Iwould Ilove Ito Iwork Ifor Ithis Icompany. I This Icompany’s Imain
IattractionIis Ifor Ithe Ienvironment Iand Ithe Ioutdoors Iand Ibecause Iof Itheir Istrong Ipassion; Iit
Iinterests Ithose Iwhom Ialso Ishare Ithe Isame Iinterests. IIn Iview Iof Ithe Ifact Ithat Ithe Icompany
Iand Ithe Imanagers Itreat Itheir Iemployees, Ithey Iare Iknown Ito Ihave Iloyal Iemployees.
IMaslow’s Ihierarchy Iof Ineeds Iincludes Ifive Imotivational Ineeds, Iself-actualization, Iesteem,
Isocial, Isafety, Iand Ipsychological. IPatagonia Iculture Imeets Imany Istandards Ipromising Ithat
Itheir Iproducts Iare Iproduced Iunder Isafe, Ifair, Ilegal Iand Ihumane Iworking Iconditions
Ithroughout Ithe Isupply Ichain I(Patagonia, I2014).
2 Use Ithe Iexpectancy Itheory Ior Ithe Iequity Itheory Iof Imotivation Ito Iexplain Ihow Ifeeling
Iunderpaid Imight Iaffect Ithe Iwork Iof Ia IPatagonia Iassociate Iand Iwhat Ia Imanager Ican
Ido Ito Iincrease Ithe Iemployee's Imotivation. I(20 Ipoints)
Expectancy Itheory Iis Ithe Ibelief Ithat Iincreased Ieffort Iwill Ilead Ito Iincreased Iperformance.
IFor Iexample Iis Isomeone Iworks Iharder Ithen Ihis Ior Iher Iperformance Iwill Ibe Ibetter. IHaving
Ithe Iright Iresources Iavailable Imeaning Imaterial Iwise Iand Itime, Ias Iwell Ias Ihaving Ithe Iright
Iskills Ito Ido Ithe Ijob Irequirement, Iand Ihaving Ithe Inecessary Iassistance Ito Iget Ithe Iwork Idone.
IExample Ifor Ithis Iwould Ibe Imanager Isupport Iand Iproper Iinformation Ion Ithe Ijob. IEquity
ITheory Iis Ibasically Ia Ifair Ibalance Ito Ibe Istruck Ibetween Ian Iemployee's Iinputs I(hard Iwork)
Iand Ian Iemployee's Ioutputs I(salary). I According Ito Ithe Itheory, Ifinding Ithis Istability Iwill
This Istudy Isource Iwas Idownloaded Iby I100000841397762 Ifrom ICourseHero.com Ion I04-15-2022 I14:24:52 IGMT I-
05:00
https://www.coursehero.com/file/13174796/Case-study-Mngmnt-week-6-6/
IWeek I6 I
Read Ithe ICase IApplication I1: IPassion Ifor Ithe IOutdoors Iand Ifor IPeople I(end Iof IChapterI17).
After Ireading Ithe Icase Idetails, Iprepare Iyour Ireport Ifor IPatagonia Imanagers Iby Ianswering
Ithe Ifollowing Iquestions:
1 According Ito IMaslow's Ihierarchy, Iwhich Ibasic Ineeds Idoes Ithe IPatagonia Iculture
Imeet? IWhat Iwould Iit Ibe Ilike Ito Iwork Iat IPatagonia? I(Hint: IGo Ito IPatagonia’s
IwebsiteIand Ifind Ithe Isection Ion Ijobs.) IWhat’s Iyour Iassessment Iof Ithe Icompany’s
Iwork Ienvironment? I(20 Ipoints)
The Icompany, IPatagonia Ihas Iproven Ito Ipresent Iall Iof Ithe Inecessities Iof IMaslow’s
Itheory. IThey Ihave Idone Ithis Iby Iforming Ian Iat Iease, Icomfortable, Iand Icontent Iworkplace
Ifor Iall Iof Itheir Iemployees. IPatagonia Ihas Iproven Ihow Imuch Ithey Icare Iabout Itheir
Iemployees Iby Ieven Ioffering Ithem Ia Ichild-care Idepartment. I“Patagonia Ihas Ilong Ibeen
Irecognized Ias Ia Igreat Iworkplace Ifor Imothers. IAnd Iit’s Ialso Iearned Ia Ireputation Ifor Iloyal
Iemployees, Isomething Ithat Imany Iretailers Istruggle Iwith” I(Robbins I& ICoulter, I531). INot
Ionly Idoes Ithis Icompany Iprovide Ichildcare, Ibut Ias Iwell Ias Iorganic Ifood, Irecreational
Iactivities, Iand Imore. I This Icompany Ihas Iproven Ihow Imuch Iappreciation Iand Icare Ifor Iall
IofItheir Iemployees. I I Iwould Ilove Ito Iwork Ifor Ithis Icompany. I This Icompany’s Imain
IattractionIis Ifor Ithe Ienvironment Iand Ithe Ioutdoors Iand Ibecause Iof Itheir Istrong Ipassion; Iit
Iinterests Ithose Iwhom Ialso Ishare Ithe Isame Iinterests. IIn Iview Iof Ithe Ifact Ithat Ithe Icompany
Iand Ithe Imanagers Itreat Itheir Iemployees, Ithey Iare Iknown Ito Ihave Iloyal Iemployees.
IMaslow’s Ihierarchy Iof Ineeds Iincludes Ifive Imotivational Ineeds, Iself-actualization, Iesteem,
Isocial, Isafety, Iand Ipsychological. IPatagonia Iculture Imeets Imany Istandards Ipromising Ithat
Itheir Iproducts Iare Iproduced Iunder Isafe, Ifair, Ilegal Iand Ihumane Iworking Iconditions
Ithroughout Ithe Isupply Ichain I(Patagonia, I2014).
2 Use Ithe Iexpectancy Itheory Ior Ithe Iequity Itheory Iof Imotivation Ito Iexplain Ihow Ifeeling
Iunderpaid Imight Iaffect Ithe Iwork Iof Ia IPatagonia Iassociate Iand Iwhat Ia Imanager Ican
Ido Ito Iincrease Ithe Iemployee's Imotivation. I(20 Ipoints)
Expectancy Itheory Iis Ithe Ibelief Ithat Iincreased Ieffort Iwill Ilead Ito Iincreased Iperformance.
IFor Iexample Iis Isomeone Iworks Iharder Ithen Ihis Ior Iher Iperformance Iwill Ibe Ibetter. IHaving
Ithe Iright Iresources Iavailable Imeaning Imaterial Iwise Iand Itime, Ias Iwell Ias Ihaving Ithe Iright
Iskills Ito Ido Ithe Ijob Irequirement, Iand Ihaving Ithe Inecessary Iassistance Ito Iget Ithe Iwork Idone.
IExample Ifor Ithis Iwould Ibe Imanager Isupport Iand Iproper Iinformation Ion Ithe Ijob. IEquity
ITheory Iis Ibasically Ia Ifair Ibalance Ito Ibe Istruck Ibetween Ian Iemployee's Iinputs I(hard Iwork)
Iand Ian Iemployee's Ioutputs I(salary). I According Ito Ithe Itheory, Ifinding Ithis Istability Iwill
This Istudy Isource Iwas Idownloaded Iby I100000841397762 Ifrom ICourseHero.com Ion I04-15-2022 I14:24:52 IGMT I-
05:00
https://www.coursehero.com/file/13174796/Case-study-Mngmnt-week-6-6/
