Motivation strategies at Dell Computer Corporation under Michael Dell

Dell Computer Corporation has innovative work practices based on people, with the owner, Michael S. Dell placing people number one on his list of priorities (Byrne, 1999).

The two-factor theory of motivation recognizes that achievement, recognition and responsibility are essential to motivation (Daft, 1997, p. 533). Dell believes in giving responsibility to employees and providing for their development. Employees are rewarded for their hard work not just with a promotion but with job enrichment, where job enrichment incorporates achievement, recognition and other motivators. Job enrichment at Dell means that as employees progress they actually do less tasks, not more, so they can focus more fully on those tasks. The promotion strategy also makes use of the ideas of Maslow's hierarchy of needs (Daft et al., p. 530). Workers begin by having their basic physiological, safety and belongingness needs catered for. As they continue their esteem needs are catered for as they find themselves achieving at their job. The promotion program then offers them self-actualization, the ability to fulfil themselves.

Dell also has a mentor program where every employee trains someone for their position. This makes progress a part of the culture which is motivating and also prepares everyone for their promotion.