Pixar Leadership - Case Study Example

Research Report Student’s Name: Course Code: Lecture’s Name: Date of Submission: Executive summary Pixar has experienced growth from its inception in 1979 as a computer division of Lucas film. Pixar is particularly known for its creativity and the value it places on its employees. Good leadership has been at the core of Pixar advancement where it has ensured that leaders interconnect their communications and value the vision of the institution. The promotion of freedom among its managers and its employees has contributed immensely to the current innovation and developmental success of the company. In addition, the favorable working environment through a collaborative approach has further contributed to employees’ motivation and job satisfaction. The company has capitalized on opportunities and taking the challenges it faces as a stepping stone. Table of Contents Research Report 1 Executive summary 2 Table of Contents 3 1.0 Introduction 4 2.0 Critical and Theoretical Analysis 5 2.2 Empowerment management and success 8 3.0 Practical implications 9 4.0 Conclusion 10 5.0 References 12 1.0 Introduction Motivation at the workplace emanated from Taylor’s school of scientific management who had established that people generally disliked work, workers inability to self direct, need for supervision and strict contol. Further, Taylor was on the idea that people are highly influenced by financial gains to work, if workers were directed towards meeting certain standards they would better achieve it, firm and fair supervision is respected by workers and extra effort reward leads to better results. In ensuring better performance the school of scientific management was on the idea that there was the best way of performing a task and it was the responsibility of the management to determine it so as to boost productivity (Pearson, 1992). The work of Taylor failed to address the human relation approach which is an important ingredient for promotion of motivation. The Hawthone studies concluded that the most important motivational force behind most workers behavior was the safeguarding and fostering social relationships with their fellow workmates. The studies were on the view that people like being valued, want recognition, want to be controlled respectively, participative approach in planning of staff related issues and self regulation approach on routine tasks (Schaufeli and Bakker, 2010). There are different reasons why people work, do work in certain ways, to specific standards and with particular levels of enthusiasm. All these sum up to behavioral aspects and their interaction is purely motivational. Motivation at the workplace concerns emotional undertakings that contribute to the stimulation, direction and persistence of of behavior (Munchinsky, 2012). From another perspective motivation could be termed as inducement into performing a given task. Therefore, individual’s motivation at the workplace is to a high extent influenced by environment, genetics and their interactions. These in turn influence personal attributes, that is personality, attitudes, motives, skills and ability (Jex and Britt, 2008). Motivation at the workplace contributes to job satisfaction. According to Pearson (1992) and Kartono (2002), motivation of employees has a significant effect on their job satisfaction as well as work practices in the field. The good work environment that motivation depends on also contributes to job satisfaction. Additionally, job satisfaction is achieved through leadership concepts. can also be created through a good work environment (Lengkong, 2006; Mulyono et al., 2006). The importance of motivation in the workplace today cannot be ignored. The positive effects are increasingly driving companies to put in place measures that promote motivation. By adopting this at the workplace, managers or employers are keen to increase innovation and productivity of their employees thus maximizing the benefits that accrue to the company (Nimran, 2004). Motivation in today’s world ensure human resources get into action, improves their efficiency levels, contributes in the achievement of organizational goals, build friendly relationship as well as ensuring work force stability. Stability of work force in a company reduces turnover therefore retaining skilled and competent employees. This way the future performance of such companies is ensured (Arifin, 2005). In understanding the importance of motivation and job satisfaction by its employees, Pixar Animation Studios has been on the move to promote it. The section that follows will involve critical and theoretical analysis of the company in understanding the contributions of this motivation to its employees (Pinder, 2008). 2.0 Critical and Theoretical Analysis 2.1 Motivation theory perspective and management effectiveness From a motivational theory perspective, Pixar Animation Studios’ management effectiveness can be trace from Herzberg’s theory. Herzberg theory which states that factors that lead to dissatisfaction and satisfaction are similar. Dissatisfaction arises in the absence of things that contribute to satisfaction. Motivation factors that lead to satisfaction include challenging work, achievement, increased responsibility, recognition for achievements and employee growth and development. Pixar Animation Studios company employ Herzberg theory in a great way. First, there are enormous challenges that exist in the company which act as training ground for the employees. Challenges at the Pixar Animation Studios help in exercising the minds and skills of the employees and brings about creativity and innovation. In the process of trying to overcome the existing challenges the staff at Pixar optimize the opportunities that exist thereby making them to have a lesser effect on the general health of the company. Further, challenges may be seen as unsatisfied needs that a person is seeking to achieve. People are known as wanting beings that seek to achieve more and more. This notion is clearly seen in Pixar Animations Studios and coincides with Maslow’s hierarchy of needs. The Maslow’s theory shows that new (unresolved) challenges are at the highest hierarchy (Gray, 2000a). Secondly, just like the Herzberg theory Pixar Company is concerned about the growth and development of its staff. In order to promote skills growth and development Pixar university was set up to ensure ensure attraction and retention of quality artistic oriented employees whereby the company is keen to raise the level of the best, cross-train and develop mastery of their employees. Pixar university courses are geared toward fostering creativity, promoting collaboration and preventing burnout of the staff thus retaining a motivated team of staff (Pinder, 2008). Thirdly, the staff and the company in general are recognized for their achievements. Pixar technological and creative staff have contributed in extensive commendation and various film industry awards. Pixar staff have won 16 Academy Awards and other awards as well. Recognition for achievement at the workplace has boosted the motivational status of Pixar company which has translated to increased creativity, innovation and productivity (Gray, 2000a). In the view of Herzberg theory the challenging work at Pixar has kept employees on their toes in seeking to achieve more which has been particularly helpful to the management effectiveness. As challenges arise in the company creativity increases and management is particularly involved in search for answers. For instance, John Lasseter who is a co-founder of Pixar and Vice president is not a hands off leader but rather very active in directing films and is also incharge of the creative division. Involvement of other such leaders as Ed Catmull, Loren Carpenter and Rob Cook in the development of animation software and winning of Oscar awards is evidence of management effectiveness. It shows they are interested in promotion of innovativeness of employees and themselves.In addition to employees hardwork the management of Pixar comes in to boost achievements of the company. This portrays a good example of managers taking a lead in showing employees the direction. The management effectiveness of Pixar is further boosted by a consistent growth and development of its employees through work related experiences and Pixar university. The strategy adopted by Ed Catmull a co-founder and leader of Pixar to start Pixar university portrays a longterm vision he had in ensuring progressive success of the company by attracting and retaining quality artistic oriented employees. This move has contributed and is an indicator of management effectiveness at Pixar. Further, recognition of achievements of employees and the management has contributed to management effectiveness. As employees are recognized for their achievements they feel motivated to do even better. They go a notch higher in proving that they are worth recognition they get. This way managers have an easier time in their management duties, when employees feel more responsible and have expertise confidence. In addition, the recognition of top managers makes them motivated to even become more efficient managers (Deckers, 2010). A factor of importance that contribute to management effectiveness is the working time management of animators. Animators at Pixar are not allowed to work more than 50 hours a week unless allowed by the immediate manager. This way the managers ensures that employees are able to manage their tasks without stress and reducing burnouts. By animators knowing the maximum amount of time they have per week they are able to manage it effectively to accomplish their goals. Time management effectiveness on the part of employees contribute to general management effectiveness and translates to higher productivity. The employees feel motivated to fully maximize the use of the available time. Pixar has created a working environment and working conditions that help to attract, motivate, and retain quality employees (Latham and Pinder, 2005). A weekly visit by a masseuse and physician ensures shows that the management is concerned about the welfare of its employees. The initiation and maintenance of a gym, swimming pool, soccer field and volleyball court, large atrium area with a pingpong, table football and billiard and self service canteen, bar and stage at the Pixar Animations Studios premises is a further indicator of management welfare commitment on its employees. This contributes to better work performance through stress management and reducing burnout of employees. All these investments into the employees welfare are indicators of management effectiveness (Pinder, 2008). 2.2 Empowerment management and success The creativity practices of Pixar Animations Studios is a clear indication of empowerment of employees. The empowerment trend at Pixar has contributed to developing and retaining technological and creative genius workforce. The management of Pixar has also been at the forefront of promoting creativity by being on the lead. For instance, John Lasseter who guides the creative inspiration of the company. Ed Catmull Pixar’s co-founder, president, and leader of company’s technology division has been overseeing development of a new animation software package called Luxo (Pinder, 2008). One of the important driving incentives of Pixar workers is that they are granted creative freedom which boosts creativity and quality of people at the company. Freedom ensures that there is no limitation on the ability of Pixar employees. This is a great move in accelerating innovation and development of software and animated films. The quality of personnel at Pixar is way beyond other animation companies at Andrew Stanton puts it. Employees are allowed to attain their potential (Latham and Pinder, 2005). The establishment of Pixar University is a basis of empowerment for the for the company. The university was established for tapping and advancing talent in the company. The university further creates opportunity for employees and collaboration among them so as to ensure their growth and advancement.The university’s establishment was a strategic move for the company’s future survival by refreshing its existing employees skills and attracting new creative minds. The variety courses offered at the university creates rounded graduates and employees. The diversity of the courses enhances creativity of Pixar employees (Gray, 200b). Pixar futher encourages collaboration of its technical and creative teams in developing proprietary software systems that supports different aspects of computerized animations. Collaboration is also a creativity stratyegy for the company which promotes skills growth and development. The company encourages teamwork for brainstorming, generation of ideas, their assessment, innovation and product development. This is also a strategy in ensuring continuity in development of Pixar (Pearson, 1992). The above strategies of employees empowerment have contributed to the success of the company. The recognition of the company and its platform through awards is an indicator of success. Further, the working environment of the company and skills development is an indicator of success through empowerment management. 3.0 Practical implications The freedom of creativity allowed in Pixar Animation Studios cannot be applied in all companies. For instance, in building or road construction freedom of creativity may not be realized because of the sensitivy of change and deviation from the laid out plan. However, in food and medical laboratories creativity freedom could be quite high owing to the need to create new varieties of food recipes or disease solutions. Other kinds of industries may also apply motivational methods employed by Pixar. For instance, provision of recreation facilities at the workplace as a way of reducing job stress and burnouts. Companies that involve creativity or attentiveness of their employees would especially create a difference in adopting this method , for example financial and service institutions. Engaging the services of masseuses would particularly be important in institutions that involve their employees in manual work. For instance, drilling employees, road and building constructors. These services could generally be useful in many sectors employees and would be important inreducing job stress. 4.0 Conclusion Pixar Animations Studios has an elaborate package of employees’ welfare. The concern of the company management on the welfare of its employees shows the importance of good human resource management. The methods of employees motivation have been quite successful in reducing job stress and burnout. In addition, the company has enjoyed continuity of employees growth and development. 5.0 References Arifin, J 2005, “The Influence of Motivation and Working Ability on Performance and Working Satisfaction of Employees of PT. SAT Nusa Persada in Batam,” Ph.D. thesis, Airlangga University, Surabaya. Deckers, L 2010, Motivation; Biological, Psychological and Environmental. (3rd ed., pp. 2–3). Boston, MA: Pearson. Gray, R 2000a, "Organisational Climate and the Competitive Edge" in L Lloyd-Reason & S Wall [Eds] Dimensions of Competitiveness: Issues and Policies Cheltenham, Edward Elgar Publishing. Gray, R, 2000b, Workplace Motivation: A review of the literature, viewed on 09 April 2013 from http://rodericgray.com/workplacemotivation.pdf Jex, S & Britt, T 2008, Organizational Psychology. Hoboke, New Jersey: John Wiley & Sons, Inc. Kartono, K 2002, Social Psychology for Company Management and Industry, 5th ed. , PT. Raja Grafindo Persada, Jakarta. Latham, G. & Pinder, C 2005, Work motivation theory and research at the dawn of the twenty-first century. Annual Review of Psychology, 56, 485–516. Lengkong, V 2006, “Analysis of the Influence of Transformational Leadership on Working Satisfaction, Organization Commitment, and Role Extra Behavior : Empirical Study at Permanent Teacher of State Senior High School in Manado,” Ph.D. thesis, Airlangga University, Surabaya. Mitchell, T and Daniels, D 2003, Motivation. Handbook of Psychology, Vol. 12. Industrial Organizational Psychology, ed. W.C. Borman, D.R. Ilgen, R.J. Klimoski, pp. 225–54. New York: Wiley. Mulyono, H, Susiko, J and Hendro, M 2006, The Influence of Working Satisfaction and Employee Commitment on Service Quality at Regional Income Department in Malang, Financial Journal and Banking, Page. 145-156. Munchinsky, M 2012, Psychology Applied to Work. Summerfield, North Carolina: Hypergraph Press, Inc. Nimran, U 2004, Organization Behavior, the Third Edn, CV. Citra Media, Sidoarjo. Pearson, C 1992, “The Effects of Participation on Job Motivation, Job Satisfaction and Work Practices: A Case Study in a Heavy Engineering Workshop”, Asia Pacific Journal of Human Resources, Vol. 29, No. 3, pp. 61-70. Pinder, C 2008, Work motivation in organizational behavior (2nd edition). New York: Psychology Press. Schaufeli, W and Bakker, A 2010, Defining and measuring work engagement:Bringing clarity to the concept. In A.B. Bakker & M.P. Leither (Eds.) 'work engagement:A handbook of essential theory and research' (pp10-24). New York: Psychological Press. Read More