Case Study Of Hertz Autohellas

According to researcher Lindner (1998), motivated employees are needed in our rapidly changing workplaces to aid in the survival of organizations. Not only is it important to meet the needs of the consumer, it is equally important that to make sure that associates are taken care of and remain motivated. For this reason, Gibson, Ivancevich, Donnelly and Konopaske (2012) “states much of management’s time is spent addressing the motivation of their employees” (p. 125). According to the Encyclopedia of Small Business (2007), employee motivation is the level of energy, commitment, and creativity employees bring to their jobs; the inner force that drives individuals to accomplish personal and organizational goals (Lindner, 1988). Despite its obvious importance, employee motivation can be an elusive quest for managers due to the multiplicity of incentives that can influence employees to do their best work. The reality is that every employee has different ways to become motivated and the knowledge of how to motivate them is key to organizational success. It is imperative that employers get to know the personal needs and wants of their employees in order to establish tactics in which to motivate each of them. Once achieved, “managers are in a better position to encourage and reward employees to behave in effective ways” (Gibson et al, 2012, p.

Employees should always be motivated; this attracts talent, opens up new channels for innovation and creativity and brings in a sense of satisfaction among them which helps the growth and development of the organization.

Porsche is a tradition and a legacy all by itself. The competitive positioning of the Boxter is associated with the brand name. Porsche’s luxury and lifestyle brand are luxury personified in terms of the technically superior design. The long term success of the brand is only due to its designing and technical competence to deal with the super luxury definition.

The organization prides itself on being the first choice for DIY consumers. Making DIY consumers their target audiences as allowed AutoZone to grow to 4,400 retail auto parts stores within the United States and Puerto Rico and an additional 250 locations in Mexico (Parnell, 2014). While the organization is the industry leader, its competitors are also huge corporations and neither of them appear to be slowing down, this includes AutoZone. AutoZone has implemented an internal growth strategy that involves expanding and opening up to 200 more locations per year (Parnell, 2014). While AutoZone has acquired several companies and risen over its competitors, it is important that the organization remain focused on maintaining its #1 spot through internal growth

According to Maslow’s Needs theory, based on the fact that a person is justified as long as he still has not reached a certain level of satisfaction, has a better understanding of the fact that human motivation leads to a broad spectrum of their needs we could say that in order to motivate people, the manager has to give employees the opportunity to meet the needs in a way that together lead to the organization's objectives.

Creating a brand is one of key things that each company should create and fight for. Creating brand and strong personality is a piece of the chain that one company can’t live without. This is a case where we are going to research and discuss the brand image and maintenance of the brand of Porsche Company. Porsche has well established brand image of a company that produces sports cars with high quality. This brand image was put on test when Porsche Cayenne was realized.

Enterprise’s strengths have had a great Industry recognition that has lead to a strong brand image across the globe. Thanks to their amazing customer service,large scale of operations, and large fleet they have been considered to be one of the largest car rental services in the U.S. Their goal is to provide lower rates and give their customers a great and different experience. To stand out from

The success of any business depends on the productivity and satisfaction of its employees. Employees need to be motivated to work. Motivation can be defined as the inner force that drives individuals to accomplish personal and organizational goals. Motivation can be either intrinsic or extrinsic. For an individual to be motivated in a work situation there must be a need, which the individual would have to perceive a possibility of satisfying through some reward. Intrinsic motivation stems from motivations that are inherent and arise from performing the task of the job itself, which the individual gets a feeling of either positive or negative motivation as a result of

It is difficult to satisfy individual demands because everyone would move to the next more advanced platform of the hierarchical pyramid that Maslow created frequently once the prior need is met, especially in modern society. Meanwhile, when setting Maslow’s model into the business to understand the motivation behind employees’ behaviours, it is not amazing to find that there are also have similar five levels of needs which including wages, safety, social belongingness, self-esteem and finally self-actualization. Maslow and Stephens (2000) have posited out that individuals will not spend an inordinate amount of time to think about their salaries if they are fairly paid. After being paid adequate salary, employee seeks safety physically and mentally on the jobs. And then the stage of needs moves to the third level subsequently-seeking social

EasyCar's approach, built on the easyJet model, was quite different than the approaches used by the traditional rental car companies. EasyCar rented only a single vehicle type at each location it operated, while most of its competitors rented a wide variety of vehicle types. EasyCar did not work with agents--over 95% of its bookings were made through the company's website, with the remainder of bookings being made directly through the company's phone reservation system (at a cost to the customer of 0.95 [euro]/minute for the call). Most rental car companies worked with a variety of intermediaries, with their own websites accounting for less than 10% of their total booking (Click to fly, 2004). And like easyJet, easyCar managed prices in an attempt to have its fleet rented out 100% of the time and to generate the maximum revenue from its rentals. EasyCar's information system constantly evaluated projected demand and expected utilization at each site, and adjusted price accordingly. Because of its aggressive pricing, easyCar was able to achieve a fleet utilization rate in excess of 90% (Simpkins, 2002)--much higher than other major rental car companies. Industry leader Avis Europe, for example, had a fleet utilization rate of 68% (Avis Europe plc, 2002).

Facing that most autos were well built and reliable, quality took no longer centre stage in the mid 2000s. Hence, customers focussed on design and brand reputation. Thus the issue of brand identity became the most important competitive factor in the automobile industry.

According to Zalenski & Raspa (2006), the Maslow hierarchy of needs is one of the theories that have been widely used to explain the factors that motivate employees. This theory furthers explain that human needs exist on different levels which take the shape of a pyramid as suggested by Hagerty (1999).The shape of the ladder demonstrates that one cannot reach the top of the ladder without stepping on the lower stairs first, thus the ideas has been used by Maslow to show that human needs at the bottom of the hierarchy must be satisfied first before the ones at the top .The pyramid has further been apportioned into two major groups: growth need and

Maslow’s Hierarchy of needs was introduced in the mid-1940’s by Abraham Maslow; it is one of the most popular theories of work motivation to this day. the theory was originally used specifically in a psychological setting, but was made more popular by Douglas McGregor in the late 1960’s and began to be used by not only psychologists but managers as well (Steers & Porter, 1983). The hierarchy is based on the fact that human beings have needs, Maslow took these needs and separated them into five categories: physiological needs, safety, belongingness or social needs,

BMW operates internationally in many different countries; it caters to the luxury segment of the US automotive market. BMW faced stiff competition from Lexus, Acura, and Infiniti in the mid 1980 due to which it faced a lot of sales decline. After the sales decline BMW made an effort to reposition their brand from “Yuppie Status Symbol” to “Ultimate driving machine”. BMW also made some changes in its price strategy due to the new level of competition. The company also paid attention to their dealership networks in order to enhance customer satisfaction. BMW’s

The product portfolio of the financial division primary consists of wide variety of tailored financing and leasing packages for customers and dealers, and also it provides another types of services such as insurance, fleet management services, investment products and credit cards, as well as various mobility services such as the “moovel” mobility platform, the “mytaxi” app and the flexible car2go car-sharing concept. The most important activities of the division are in Western Europe and North America, and increasingly Asia as well. During the review of the year, Daimler Financial Services financed or leased more than four out of ten vehicles sold by the Daimler Group. The division’s contract volume of €99.0 billion covers more than 3.3 million vehicles. Daimler Financial Services also holds a 45% interest in the Toll Collect consortium, which operates an electronic road-charging system for trucks on highways in