1.

What needs does Pixar appeal to through its commitment to creative innovation and
excellence?
We think Pixar appeal to these equivalent need theories: McGregors Y Theory, Aldefers
growth need, McClellands need for achievement and Maslows self=actualization such as
creativity, spontaneity and problem solving through its commitment to creative innovation
and excellence. Self-actualizers live creatively and fully sharing their potentials just as Pixar
executives do, they are visionaries and are always encouraging innovation, creativity and
quality in every sense. They ensure that every movie gets the best efforts of the companys
brainy staff of animators, storytellers, and technologists. All the things mentioned above
about this Pixar case fit the characteristics of these needs theories.
A good way to approach this question is from the perspective of Maslows need hierarchy,
Herzbergs two factor theory, or McClellands needs theory.
From the perspective of the need hierarchy, a strong emphasis is being placed on the social,
esteem, and self-actualization needs. Pixars employees enjoy working collaboratively with
one another on creative projects. Perhaps most importantly, however, is the emphasis that
Pixar places on creativity and creative freedom. This helps people fulfill their esteem needs
and strongly motivates them to self-actualize. Moreover, the rewards Pixar and its employees
have received appeal to the esteem needs and provide visible validation of their efforts to selfactualize. If the social, esteem, and self-actualization needs are dominant motivators, one can
presume that the physiological and safety/security are being met reasonably well.
With respect to two factor theory, it may be argued that the emphasis in the case is on the
motivation factors. An emphasis on attracting and retaining quality, artistically oriented
employees can be classified as a motivating factor. Encouraging collaboration among talented
people is also a motivating factor. Emphasizing creativity and excellence, the establishment of
a creative brain trust, and the development of innovative animation technologies are also
elements that also can be construed as motivation factors. By addressing motivation factors,
Pixar promotes job satisfaction.
McClellands needs theory is also a viable explanation, particularly with respect to the
achievement and affiliation needs. The evidence indicates the need for achievement is
addressed through the companys emphasis on creativity and creative freedom, and the push
for ongoing excellence as evidenced both by the creative brain trust and the numerous
industry awards won by the company and its employees. The need for affiliation is addressed
through the emphasis on developing employees collaborative capabilities. The fulfillment of
the power needs might be inferred from the obvious influence that Pixar has had within the
film industry.

2.

What is important to you in terms of your personal work motivation? How do the
things that motivate you fit with Pixars approach to motivating employees?
For us even though economic factor in motivation are pretty important and sometimes
determinant for job stability, there are not the most important. We think that the fact that we
are young and new in the world field, financial incentives can be pretty decisive when
engaging in a job because of the circumstances that we are in of building our lives and
beginning a life of independency but when as we grow up and have a stable life and
experience non economic motivation could be more important in order to have a good
performance at work because just money is not going to keep you happy in a job if your work
conditions and environment in there are precarious. We think motivation should be an hybrid
between both financial and psychological incentives in order for it to be successful, both have
to be integrated.
The things that motivate us fit with Pixars to the extent their key employees receive
significant financial incentives, but that

In responding to this question, students should first examine their own motivation in terms of
Maslows need hierarchy, Herzbergs two factor theory, and/or McClellands needs theory.
Students should then compare their personal assessment to the answer for question (1). Class
discussion should also consider the implications of a match or a mismatch between peoples
needs and what the company offers in terms of motivational programs.
3.

Using the model of the individual-organizational exchange relationship shown in

Figure 5.4, explain the relationship that Pixar seeks to develop with its employees. How
might this exchange relationship influence the employees perceptions of equity?

The social exchange relationship depicted in Figure 5.4 is based on the demands and
contributions of the employees (i.e., individuals) and Pixar (i.e., the organization). Pixar
demands excellent performance from employees and expects them to respond with creative
and innovative ways of achieving and sustaining this level of performance. In turn, this
facilitates the companys pursuit of ongoing box-office success with its animated films. The
company provides stimulating work and dignity and respect for all employees, which will
satisfy the employees higher-order needs. The employees contribute their skills, knowledge,
customer service, and loyalty.
Most likely, the employees will perceive that a great deal of equity exists at Pixar. An
argument for the perception of equity can be based on the challenging work and the
development opportunities that are available to all employees.