Employee Motivation Theories: Herzberg Two-Factor Theory and Vroom Expectancy Theory

This document provides an introduction to employee motivation and discusses two important theories: the Herzberg Two-Factor Theory and the Vroom Expectancy Theory. It explores the advantages and disadvantages of each theory and examines how Tesco, a leading retail organization, applies these theories to motivate its employees.

Introduction to business
studies

Contents
INTRODUCTION...........................................................................................................................3
Company overview..........................................................................................................................3
Theories of employee motivation....................................................................................................3
Herzberg two factor theory..........................................................................................................3
Advantage and disadvantage.......................................................................................................4
Vroom expectancy theory............................................................................................................4
Advantage and disadvantage.......................................................................................................4
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
Employee motivation have been considered to be critical aspects at the workplace which have
the lead to the performance to the respective department and organization. The firm by
motivating the employee tends to have the increase in regular career as the intrinsic drive which
causes the individuals in order to take action to perform (Lee and Raschke, 2016). Tesco is the
leading organization in retail market have been launching it first outlets of its new discount
chains “Jack” in order to compete with Lidl and Aldi in more competitive market. In this report,
there will be clear level of discussion on the employee management of Tesco to make sure the
needs and wants of employee are well understood.
Company overview
Tesco have clearly unveiled there the chain of new discount offers as the UK supermarket which
is the considered to be the tricky strategy to the German discounters Aldi and Lidl. Tesco have
the more level of procurement of the staff by working in the project to have the signing the in
charge of their fast level of growing discount market in perfect manner. The chain has also
externed to the branded level of grocery stores in order to have the composing rage around e 100
new store which have the inclusion of the 60-small metro.
The company have the cohort level of issues regarding the store in there whereas the traditional
store with recruiting the staff for the new store as which can be inclusion to have the providing
the proper level of training and development (De Vito and et.al.,2018).
The company have feared regarding the management of employees as regrets Tesco have
previously tried to that’s the development of the discount routes in around 80’s have been
moved out the banded after the time of 4 years as the failure of management teams which can
might undermine there major level of brand development.
Hence employee motivation is the factor can be turned out to be more level of produces research
about what makes people tick learn how to motivate purchasers to buy their products and use
their services. Employers also want to find the key that motivates workers to work diligently and
productively.
Theories of employee motivation
Herzberg two factor theory
This is the two-factor theory is the motivations which is more level to be developed by their
Frederick Herzberg as this is the motivation theory in the study of the motivators and hygienic
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factors. This theory is considered to be responsible in more manner of their satisfaction and
dissatisfactions in the respective workplace.
This have the consistency to be the intrinsic and extrinsic motivators in which the former has the
inclusion of the respective awards, recognition, along with increased level of responsivity in
terms of advancement and growth. On the other hand, the later ones will be such as the include
of salary, benefits, company policies in terms of the work environment and hygiene level of
maintenance (Groen, Wouters and Wilderom, 2017). This have bene belief that’s their extrinsic
helps in the preventing the more level of dissatisfactions which cannot lead to be satisfaction.
The theory has the distinctive methods in order to have the increase motivation factors which
can be such as there job enlargement, job rotation and job enrichments which have the sure to the
employee hygiene factors in order to be implemented increase level of job satisfaction.
Advantage and disadvantage
The advantage of the former theory has the mojo level of emphasis of the motivation at inner
level for employee. This can be helpful for the Tesco to make proper focus on issue of
employees. Tesco would treat the money as secondary aspects by providing theme their better
upliftment in the job promotion, recognition, relationships between employees.
On the other hand, the criticism of theory is that’s the job satisfaction and productivity is not
directly related which leads to level of dissatisfaction among the employees. Another way, this is
as the subjective methods which termed to be different level of perception to different meaning
to different people.
Vroom expectancy theory
This theory has been proposed by the victor vroom as he have the clear level of belief over the
motivation have the rising from the descriptive expectations of the desire level of outcomes. This
theory has the tendency to be based on their valence, expectancy, and force. Employee have the
work towards their level of fulfilling the goals to have the believe which can be the preservice of
their efforts which can be turned out the achievement of the respective objective in perfect
manner.
Advantage and disadvantage
The advantage of vroom theory as the employee satisfaction is termed to be boosted with
respective rewards and incentives which may be helpful in triggering the motivational
performance of the employee (Kong and et.al.,2019).
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Management of the Tesco will be efficient in more way of grasping the they principles in order
to encounter the effective team work to have the accomplish there business goals. Hence , this
will be more better to motivate employees by filling the gaps which needs training with
delivering awards. On the other hand, theory experience the weakness as the employee don’t
have the active level of participations from the managers. Hence the company have to lacks of
the choosing the rewards which are considered to be immediately resolve with perceived values
along with losing the motivation you have the effective performance.
CONCLUSION
From the above file it can be concluded as Tesco is the leading organization in retail market
have been launching it first outlets of its new discount chains “Jack” in order to compete with
Lidl and Aldi in more competitive market (Mikkelsen, Jacobsen and Andersen, 2017).
Employee motivation is the factor can be turned out to be more level of produces research about
what makes people tick learn how to motivate. Two-factor theory which have inclusion of the
respective awards, recognition and salary, benefits, company policies in terms of the work
environment and hygiene level of maintenance. Vroom expectancy theory have the tendency to
be based on their valence, expectancy, and force which is better to motivate employees by filling
the gaps which needs training with delivering awards.
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REFERENCES
Books and Journals
Online
Lee, M.T. and Raschke, R.L., 2016. Understanding employee motivation and organizational
performance: Arguments for a set-theoretic approach. Journal of Innovation & Knowledge, 1(3),
pp.162-169.
De Vito and et.al.,2018. Employee motivation based on the hierarchy of needs, expectancy and
the two-factor theories applied with higher education employees. IJAMEE.
Groen, B.A., Wouters, M.J. and Wilderom, C.P., 2017. Employee participation, performance
metrics, and job performance: A survey study based on self-determination theory. Management
Accounting Research, 36. pp.51-66.
Kong, M and et.al.,2019. Implicit followership theory to employee creativity: the roles of leader–
member exchange, self-efficacy and intrinsic motivation. Journal of Management &
Organization, 25(1), pp.81-95.
Mikkelsen, M.F., Jacobsen, C.B. and Andersen, L.B., 2017. Managing employee motivation:
Exploring the connections between managers’ enforcement actions, employee perceptions, and
employee intrinsic motivation. International Public Management Journal, 20(2). pp.183-205.
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