Red Gate Analysis

...

A useful resource for finding this information is the company’s website. Red Gate‘s website provides a large amount of useful information relating to their culture and values. A page named ‘We created a great culture. You can contribute to it’ reflects an extended mission statement and reflects the company’s values. It states, ‘We discovered a long time ago at Red Gate that if we created a relaxed, informal working environment and gave people all the resources they needed, they responded by doing great work.’ (Red gate, 2015)

The final layer of Schein’s model relates to the basic assumptions of the culture. They are described as ‘the shared but unspoken assumptions about the best way to do things in a company and relate to the nature of reality and the organization’s relationship to its environment’ (Andrzej Hucynski, David Buchachan, 2013, p. 120)

Assumptions cannot necessarily be defined, however it is evident that Red gate are intent on hiring the right staff in order to make a positive contribution to their culture that they have created.

Cultures usually form organically from the basis of the philosophy of the organisation’s founder and their selection process. The figure below demonstrates this theory that culture is developed through recruitment and socialisation. (Robbins and Judge, 2012, p. 557)

2.2 Motivation

Motivation can be defined as “internal and external factors that stimulate desire and energy in people to be continually interested and committed to a job, role or subject, or to make an effort to attain a goal.” (www.businessdictionary.com, 2015) A number of theories in relation to employee motivation have evolved over time. This report sets out to analyse these theories in relation to Red gate.

The unique philosophy at Red gate revolves around the strategy of high employee empowerment. In the words of their annual Book of Red gate, it states that “constant oversight and the threat of punishment are incompatible with great, fulfilling work. Redgate believe in creating appropriate constraints and then giving people the freedom to excel.” (Red gate Ltd, 2012)

This is a great example of avoiding extrinsic motivation, which occurs when someone engages in an activity in order to receive a reward, or avoid punishment. Research carried out by the well-known psychologist Frederick Herzberg (Two Factors Theory) suggested that motivation comes directly from the work itself and not from the extrinsic rewards of doing the work. His research also found that while the absence of certain extrinsic factors, such as an appropriate salary and good working conditions contributed to job dissatisfaction, they did not necessarily increase job satisfaction in the long run. His research showed that the main motivators included achievement, recognition, meaningful work, responsibility and growth; which are clear examples of intrinsic motivators. (www.inc.com, 2011)

This theory implies that for the happiest and most productive workforce, you need to work on improving both motivator and hygiene factors. From this theory, Redgate found that it helps to motivate their employees, and make sure they feel appreciated and supported. Besides, it gives plenty of feedback and to make sure their employees understand how they can grow and progress through the company. In addition, this theory helps to prevent job dissatisfaction, and to make sure that their employees feel that they are treated right by offering them the best possible working conditions and fair pay. It also makes sure Redgate pay attention to their team and form supportive relationships with them.

Last but not least, do not forget that all of the employees are different and what motivates one person might not motivate another. Paul Hebert of Symbolist believes that benefits packages should not be one-size-fits all…

---------------------------------------------------------------

Conclusion

---------------------------------------------------------------

References

http://www.b.co.uk/Company/Profile/200176/