Motivational Techniques at Jack Stores

This report discusses the motivational techniques used at Jack Stores, a new discounting store of Tesco. It explores Herzberg's Two Factor Theory and Expectancy Theory of Motivation and their application in improving employee performance and satisfaction. The report also highlights the advantages and limitations of these theories for Jack Stores.

Case-Study - Motivational
Techniques at Jack stores

Table of Contents
INTRODUCTION...............................................................................................................3
MAIN BODY.......................................................................................................................3
Herzberg’s Two Factor Theory......................................................................................3
Expectancy Theory of Motivation...................................................................................5
CONCLUSION...................................................................................................................7
REFERENCES..................................................................................................................8

INTRODUCTION
Success of organisation is significantly dependent on the employees who are
supposed to carry out all the operations in the organisation. One of the important factor
which affect employees and their performance in organisation gets affected by their
level of motivation. This report will discuss about motivation in the Jack Stores.
MAIN BODY
Jack Stores are new discounting stores of Tesco this means that performance of
the employees will have direct impact on the performance of the Jack Stores. Jack
stores are discounting stores and this is why impact on the cost of Jack Stores is an
important factor for this (Alshmemri, Shahwan-Akl and Maude, 2017). This is important
that Tesco considers about motivation of the employees in the Jack Stores. Culture of
Tesco and its employees are competent and same culture will also contribute in
ensuring competency of the employees at Jack Stores. Regarding motivation in Jack
Stores theories of motivation which can be applied are;
Herzberg’s Two Factor Theory
This theory of motivation is important for Jack Stores as they have newly started
and this theory will guide about both factors which are keeping satisfied the employees
and also how they can be motivated. This theory involves two factors Motivators and
Hygiene Factors.

Figure 1Herzberg's Theory of Motivation
Hygiene Factors
This theory involves company policies, supervision, relationships, work
conditions, remuneration, salary and security. These are important for ensuring that
employee remains satisfied when employee is at Jack Stores. These factors are
required to be properly maintained and managed by the Jack Stores so that employees
at the store are satisfied (Sanjeev and Surya, 2016). These factors can lead to negative
impact on the performance and satisfaction of the employees if they are not managed
by the store. Important purpose of these factors is that employee remains motivated and
perform as expected and that their performance does not get negatively affected.
Motivators/motivational factors
These factors in this theory ensure that if applied by the organisation can lead to
motivation of the employees. These are achievement, recognition, the work itself,
responsibilities, advancement and growth. This is also to consider that motivation also
not get negatively affected in case these are not applied by the organisation. This is the
difference in Hygiene factor and Motivators that absence of Hygiene factors can make
negative factor on the satisfaction of the employees but absence of motivators will not
reduce the motivation of the employees and hence these can be applied by Jack Stores
when they require employees to be motivated.
Advantage for Jack Stores

 This will bring motivation from within the employees. This emphasize on internal
motivation of the employees.
 Jack Stores can ensure completion and success of the work by providing
adequate working environment to keep employees satisfied.
Limitation for Jack Stores
 Satisfaction of the employees is not directly linked with productivity and improved
performance of the employees (Velmurugan and Sankar, 2017).
 This ignores external factors which affect and influence motivation of the
employees.
 This theory suggests two types of factors but this also has possibility that
motivational factors might get neglected because of hygiene factors and hygiene
factors are alone not capable to improving productivity of employees.
Expectancy Theory of Motivation
This is another theory of motivation which can be used by Jack Stores. This
theory states that performance of individual in organisation gets affected by their
expectation from the job and how much they can achieve through it (Patil, 2020). This
theory is based on three factors which are known as expectancy, instrumentality and
valence.
Figure 2Expectancy Theory of Motivation
Expectancy
This is the step of the motivation process in this theory. This step leads to
expectation of the employee that their improved efforts will lead to improved
performance. Jack Stores in this step of motivation needs to ensure that employees

believe that if they increase their efforts at their workplace this will increase the
performance. This can be done by appreciating small efforts and achievement of the
employees. This will strengthen the expectation of employees regarding their
expectation from their efforts and impact of them on their performance.
Instrumentality
Instrumentality is the belief that performance will lead to desired outcome. For
employees instrumentality means that if they work better and improve their performance
than this will lead to attainment of their desired goal in the organisation (Barba-Sánchez
and Atienza-Sahuquillo, 2017). Desired goals of the employees can be reward,
advancement, monetary benefits etc. Role of Jack Stores in this is to give required
knowledge to the employees about what they will achieve as a result of their improved
performance. This belief will lead them to continue improvement in term of their
performance.
Valence
This is concerned with expected satisfaction and dissatisfaction from the desired
outcome employee will receive in exchange of their performance. This can also be
considered as the value and importance which employee gives to the desired and
expected outcome. Jack Stores has to ensure that the outcomes they give to
employees are outcomes which has been expected and desired by the employees.
Motivation of the employee is result of this process which starts from their
expectation regarding efforts and performance. Performance and outcomes which are
linked with performance and what value employee have for the desired and expected
reward and outcome of their performance (Scott, 2018). High value of the employee
towards outcome will motivate employees to perform better and for this employee will
make extra efforts.
Advantages for Jack Stores
 This is highly linked with expectation of the employee and this is why effective in
motivating employee.

 It emphasizes of rewards and outcomes and individual make as much possible
efforts as they can to attain those rewards (Patil, 2020).
Limitations for Jack Stores
 This difficult to give individual employee what they value because rewards and
outcome of performance in Jack Stores are standardised.
CONCLUSION
On the basis of above discussion it can be concluded that motivation in Jack
Stores can be ensured through two factor theory of Herzberg and Expectancy theory of
Victor Vroom. Among these theories one is content theory of motivation and other is
process theory of motivation.

REFERENCES
Books and Journals
Alshmemri, M., Shahwan-Akl, L. and Maude, P., 2017. Herzberg’s two-factor
theory. Life Science Journal. 14(5). pp.12-16.
Barba-Sánchez, V. and Atienza-Sahuquillo, C., 2017. Entrepreneurial motivation and
self-employment: evidence from expectancy theory. International
Entrepreneurship and Management Journal. 13(4). pp.1097-1115.
Patil, M., 2020. Victor Vroom’s Expectancy Theory of Motivation.
Sanjeev, M.A. and Surya, A.V., 2016. Two factor theory of motivation and satisfaction:
An empirical verification. Annals of Data Science. 3(2). pp.155-173.
Scott, A., 2018. Expectancy, Goal-Setting, and Reinforcement: Behavioral Theories and
their Application in the Workplace. Available at SSRN 3480853.
Velmurugan, T.A. and Sankar, J.G., 2017. A comparative study on motivation theory
with Maslow’s hierarchy theory and two factor theory in organization. Indo-
Iranian Journal of Scientific Research. 1(1). pp.204-208.