Motivational Theories for Jack Stores

This report discusses the importance of motivational theories in organizations and their application in the context of Jack Stores. It explores Maslow's need hierarchy theory, Herzberg's motivation hygiene theory, and the equity theory. The advantages and disadvantages of each theory are also discussed.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................2
First motivational theory:.......................................................................................................2
Maslow’s need hierarchy theory:...........................................................................................2
Second motivational theory:...................................................................................................3
Herzberg’s motivation hygiene theory:..................................................................................3
Third motivational theory:......................................................................................................4
Equity theory:.........................................................................................................................4
CONCLUSION................................................................................................................................4
REFERNCE.....................................................................................................................................6
1

INTRODUCTION
There are certain motivational theories that have started gaining lot of importance in the
present changing scenario of organisations as they are willing to move towards expansion. Such
as in the present case study of Tesco launching its new store jack that will have similar culture
and values as of Tesco and they want to motivate their employees to have a motivated workforce
(Barker, 2018). For this, there is a requirement to make use of some motivational theirs. Present
report is based on some of the popular motivational theories and its merits and demerits ion
context of Jack as a newly launched store.
First motivational theory:
Maslow’s need hierarchy theory:
It is one of the most popular motivational theories that are used for the purpose of
identification of need hierarchy of an individual and then use it as a tool of motivating them to
provide higher contribution towards organisation’s objectives. Such as needs are classified in
five basic categories:
 Physiological needs: It consists of the basic needs of a individual in terms of food,
clothing and shelter without which basically a human being cannot survive.
 Safety needs: It consists of the security and safety needs tp fined the desire of economic
security by an individual.
 Social needs: It consist of the need for having a social group and posse’s social
interaction with friends, family, colleagues or known ones. It is related with the
belongings need of an individual.
 Esteem needs: such needs are those that are in relation with the self respect and self
esteem needs and consist of needs of self confidence, capability of usefulness and being
strength for an organisation.
 Self actualisation needs: such needs are related with the actual self achievements and
self satisfaction of an individual.
The above discussed are basically the fives stages of an individual (Rogers, 2017). There is a
need to identify the particular stage of an employee and then according to that they can be
motivated to help them in moving towards next stage of the model.
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Advantages: This is a model with high amount of clarity and easily classifies the basic
requirement of an individual with respect to individual in different categories that makes it easy
for human resource managers to identify the stage of a individual employee of their organisation
Disadvantage: It has some demerits that in some individuals the level of motivation can
always be lower as they are not willing to move upwards. It also has a demerit that this model is
not dynamic and does not apply easily to every individual in every organisation.
Second motivational theory:
Herzberg’s motivation hygiene theory:
It is a theory that is a two factor theory in this Herzberg did a study on 200engineers and
occupants that were employed in a form by asking them several questions such as:
 When do you feel good about your job
 When did you felt exceptionally bad about your job
After noting down the response given by such employees there was a conclusion drawn that
when employs feel good about their job is complete different when they felt bad about their job.
This clearly means that the opposite of satisfaction is no satisfaction and the opposite of
dissatisfaction is no dissatisfaction (Robert, 2018). Which means satisfaction and dissatisfaction
cannot be opposites of each other. This means that one factor that is satisfying an employee’s
cannot be a result of dissatisfaction at some another point as the factor causing dissatisfaction has
to be completely different from each other. So in case of jack stores the human resource
managers have to identify the factors that are making their employees extremely happy and
another set of factor that are making them extremely dissatisfied. After such identification the
factors that are making them extreme happy must be increased and those are resulting into
dissatisfaction have to be reduced.
Advantages: This theory has an advantage for Jack stores that it makes it very clear for the
human resource managers and helps them in getting clear direction that is which segment they
have to form several strategies in order to motivate their employees.
Disadvantages: This theory dies not take into consideration the situational variable of
motivate that can help in motivating an individual as this theory is associated with Ubiquitous
nature. Also, it consumes lot of time for identification of individual needs of every employee.
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Third motivational theory:
Equity theory:
It is one of the most used theories of motivation in this there is explanation of “How” and
“what” Causes employee motivation. The equity theory clearly demonstrates that all the
employees will weigh high amount their inputs and outputs from a job vary (Shane, and
Heckhausen, 2019). Such as if the job satisfaction is the result of difference between employee
input and the overall output. There are five features that are associated with this theory such as:
1. Level of absenteeism
2. Variety and nature of skills required to perform a particular job
3. Significance of a task
4. Feedback
5. Autonomy
Above mentioned are the major five factors that employees will be comparing with their
other colleague and if they perceive any inequality in the input-output ratio then they are
dissatisfied and becomes less motivated on other hand of they perceive it to be more fair then it
will lead to higher satisfaction.
Advantages: This theory leads to increasing the competitive nature and competitive attitude
of employee’s in Jack stores that are very beneficial in helping them in increase their
performance and always remain motivated to make higher contribution as compared to their
other colleagues (Lichtenberg, Lachmann and Fosshage, 2016).
Disadvantages: this theory might not work for every individual and May times employees
might form a union and then ytogethr it can lead to challenge the human resource department in
influencing a individual employees as they form unions and then do not get affected by each
other’s individual contribution.
Above mentioned are three theories that can be used by Human resource department for
motivating employees and making them contribute towards achievement of organisation’s
overall objectives.
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CONCLUSION
From the above report it can be said that motivational theories play a very crucial role in
every organisation in motivating employees and also very helpful for human resource managers
on dealing with the challenges faced of how to maximise the overall contribution made by a
individual employees towards organisational objectives.
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REFERNCE
Books and Journal
Barker, E., 2018. Using Leadership and Motivational Theory to Support the Development of
Leadership Competencies of The Ontario Leadership Framework.
Lichtenberg, J.D., Lachmann, F.M. and Fosshage, J.L., 2016. Self and motivational systems:
Towards a theory of psychoanalytic technique. Routledge.
Robert, L., 2018. Motivational theory of human robot teamwork. Robert, LP (2018).
Motivational Theory of Human Robot Teamwork, International Robotics & Automation
Journal, 4(4), pp.248-251.
Rogers, R., 2017. The motivational pull of video game feedback, rules, and social interaction:
Another self-determination theory approach. Computers in Human Behavior, 73, pp.446-
450.
Shane, J. and Heckhausen, J., 2019. Motivational theory of lifespan development. In Work
across the lifespan (pp. 111-134). Academic Press.
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