HRM in NHS: Overworked and Under-Resourced

The provided assignment is focused on exploring the human resource management (HRM) challenges in the National Health Service (NHS). It delves into the themes of being overworked and under-resourced, highlighting the difficulties faced by HR professionals within this context. The assignment draws upon various research studies and journal articles to provide a comprehensive understanding of these issues. It includes references from publications such as 'Human Resource Management Journal', 'Management Decision', and 'International Journal of Knowledge, Culture & Change Management'. Furthermore, it touches on motivation strategies and Alderfer's Theory of Motivation, providing insights into effective HRM practices. The assignment is designed to help students understand the complexities of HRM in the NHS and its implications for healthcare professionals.

Managing People In
Organisation

Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
Recruitment and selection............................................................................................................1
TASK 2............................................................................................................................................5
Training and Development..........................................................................................................5
TASK 3............................................................................................................................................8
Motivation....................................................................................................................................8
TASK 4..........................................................................................................................................12
Individual behaviour at work.....................................................................................................12
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................15

INTRODUCTION
Human Resource Management is responsible for managing all the functions of business
enterprise. HR Team focuses on strategically managing workforce as company's resources.
Human Resource Professionals tries to maximise the worker commitment towards organisation
(Berdrow and Evers, 2010). This generally includes managing and hiring people, coordinating
staff benefits and propose various training and development approaches which increase the
productivity level of employees. HR is also responsible for welcoming new joiners and give
them clear description about job profile.
HR Department ensures to maximize the performance of its staff members effectively
and efficiently in order to achieve overall objective of business firm. Basically, Human Resource
members provide essential tool, management advice, administrative services, and knowledge that
they entire workforce requires for effective operations. HR is mainly deals in handling the
employees of an organisation so that they can extract best out of them. This project report is
based on managing people in Waitrose which is a chain of British Supermarket headquartered in
Bracknell. This assignment usually covers the recruitment, selection, induction and training
process which enhance the productivity level of the employee's as well as they also ensure
motivating workforce and analyse individual behaviour at work which retain them for longer
period.
TASK 1
Recruitment and selection
Evaluating the purpose of job advertisement, job description in context of organisation:
The recruitment process begins with the permission of an organisation. The concern
section who needs workforce send a draft with their requirement. For instance they can write
about job description and job specification related with current vacancy and also mentioned the
skills and knowledge which they are looking for (Blandford, 2010). After the acceptance of draft,
company approaches to the human resource team so that they can start looking for the
candidates. Further, the recruitment and selection process takes place with the consent of
company.
1

Position Description
Company are required to give accurate details concerning job description and specification to
HR Department. Based on their requirement, HR Department further advertise it so as to
generate awareness among the people regarding the vacancy (Blyth and Worthington, 2010).
Advertising
HR Team is now focusing on attracting pool of customer for the current vacancy by
advertising the draft in various sources such as television, newspaper, online sites, open
advertisement, print media etc. The advertisement describe about vacancy, concern skill and
knowledge, and salary criteria.
Person Specification
For HR Manager
Closing Date : 5 DEC. 2017
Location : Bracknell
Salary: 45000$ p.a.
Type of employment: Permanent
Job Vacancy: 5
Hours per week: 45
Responsibilities for the post :
 Managers are required to monitor the performance of all employees.
 Contribution in business strategy and policies formulation.
 Maintains healthy relationship between employee and employer
 Increase profitability ratio.
Required Skills:
 Applicant must have grade in business management. Preferably PGDM/ MBA in human
resource
 Candidate must have working license approved by UK Government.
 Candidate must have good command in English language.
 Prior Work Experience adds as an advantage.
 Applicant must have an effective communication skill.
2

Evaluating Recruiting and Selection Process:
Recruitment refers to the process of attracting required applicant for jobs within a
business enterprise. Basically it is a hiring process which attract the pool of customer through
advertisement, referrals, print media, and social media in order to convince them to apply for job
in an organisation (Bush and Middlewood, 2013). Recruitment can take places internally and
externally depend upon the organisation.
Internal Source of Recruitment: It refers to the process where company fills vacancy within
the organisation. Such as Promotion, Present employees and transfers. Waitrose believes that if
higher post is filled with current employee, it motivates the other workforce to work hard.
Internal advertisement are used in order to aware staff about the vacancy.
Advantages Disadvantages
 Improves morale which ultimately
increase the productivity.
 Stimulates Loyalty.
 Lower the chance of error.
 No rushed decisions
 Self-Development
 Bounds the amount potential candidate
 No innovation and creativity
 Sometimes the qualification of existing
worker does not match with the
vacancy.
 Give rise to conflict among Employees.
External Source of Recruitment: Under this, enterprise select worker from outside rather than
existing employee. They assess the personnel from the pool of candidate which are having
required skills and knowledge as per the company's criteria. Methods of External sources are as
follows campus placement, advertisement, print media, employment exchange etc.
Advantages Disadvantages
 Select the best from the pool of
candidate
 Bring new creative ideas
 Hire people with wider experience
 Better competitive advantage.
 Time consuming process
 Costlier than Internal Source
 Difficult to reveal the best applicant
fully (Conventry and Chew-Graham,
2011)
 Demoralisation among existing
3

employees.
After gathering pool of candidates from different sources, Selection process takes place.
In this Waitrose choose the best among them. Basically, it refers to the process of putting
foremost people at right job within the provide time frame. Following are the steps involved in
the process of Selection:
 Short listing: After getting application of various candidates, Waitrose shortlist applicant
on the basis of certain criteria set by Waitrose. Some of the common method of short-
listing are written exam, IQ Test, MCQ examination etc. on the basis of which candidates
are assessed.
 Interviews: After getting shortlisted, the HR Department of Waitrose arrange interviews
for their further assessment. Interviewer asked questions related to themselves, their
background education, past experience, area of interest etc. Their main aim is to check
the communication skills and confidence level (Davies, 2010). Appointment: Under this, Waitrose give letter of appointment to selected candidates
after being evaluated by the Interviewer. Only those individuals are selected who has
attain the defined criteria by the Waitrose. Letter of appointment generally includes date
of joining, salary description and job description.
Recommendation for improving Recruitment and Selection process:
According to my point of view, Waitrose mostly opt external source of recruitment for
hiring new employees. Being a Multinational Company, they are spending great portion of their
revenues in various methods of external sources such as print media. electronic media, campus
placement etc. Though the following company also uses internal source of recruitment but in rare
cases. I would recommend that Waitrose are required to evaluate the vacancy description and
specification first so that they can select the appropriate candidate on the basis of defined criteria
set by them (Fisher, 2011). For instance, if there is a vacancy for HR Manager, Waitrose are
required to evaluate existing employees first than look for the applicant from outside. If the
4

existing staff members does not fit in their criteria, or they lack potential skills or ability then in
that situation company can hire people from external sources.
Also I would recommend Waitrose, to spend great portion of their revenues by providing
training and development to their workers which motivates them to retain for longer period
rather than spending unnecessarily on advertisement. Though it is important to advertise about
the vacancy but it should be in limits. Since Waitrose, is a MNC they are require to follow finest
talent selection process so that everything goes according the procedure. Waitrose can make a
timeline for the entire selection process (Hutchinson and Purcell, 2010). This makes easier for an
Interviewer to wind up the entire interview process effectively and efficiently.
TASK 2
Training and Development
Evaluating the importance of Induction Program
Induction and Orientation can be referred as a distinct type of training and development
process formed to guide new candidates to learn about their roles and responsibilities,
introduction with other colleagues, task to be performed and evaluate the culture of the company.
After selecting the desired candidates, Waitrose conduct Orientation for them. It is an
opportunity for Waitrose to communicate their Mission, Goals, and Values with the selected
person so that they adapt themselves according to the requirement of the industry. It is process of
providing company information to the new employees. Waitrose can tell their personnel about
their achievements, working environment, extra benefits which ultimately boost the morale of an
individual. Waitrose believes that if the workforce is satisfied than, only they will satisfy the
target customer. Therefore, Waitrose build effective communication with their new candidates so
that they feel as a part of the organisation. Following are the reason why induction programme is
essential for every business organisation no matter big or small.
 Workplace Culture: Waitrose are required to align new candidates with their
culture. It is important for new worker to understand the behaviour and value of
Waitrose so that they can drive such values (Lane and Down, 2010)
 Compliance: Waitrose educate workers regarding their policies on sexual
harassment, safety and other acute policies in order to protect interest of the
company
5

 Retention: In order to increase the retention rate, Waitrose are required to specify
the employees regarding the task to be performed by them. This helps them in
adapting the culture of Waitrose easily and effectively which automatically surge the
rate of retention.
 Productivity: Waitrose believes that when an employee learns the way to do task
effectively and efficiently from the beginning, it will help them to increase their
productivity instead of taking any shortcuts (Liebhart and Gracia-Lorenzo, 2010).
 Company Reputation: Being a MNC, Waitrose is very distinct about their
goodwill, thus arranging induction program for the new employees which lasts
professional impression of the business on the other competitor as well as on
customer. Thus, gaining competitive advantage over rivals.
Challenges encountered by organisation during Induction program
Following are the challenges faced by Waitrose while doing their induction programme:
 Role clarity:
By simply defining roles and responsibilities to employees is not enough to increase their
morale or productivity. Waitrose is required to gear them up with realistic understanding of their
specific task which ultimately help them to adjust confidently and quickly.
 Co-Ordination between new manager and new hire:
It is not always about the HR Department, managers also plays a crucial role in guiding
employees and making them feel comfortable and confident. Therefore, maintaining good
relationship between employer and employee is very important for an organisation. Sometimes
situation arises when both manager and candidate are new to the company. In that case, new
manager cannot deal with the new employees effectively and efficiently. Thus, to avoid such
situation Waitrose are required to provide adequate training to both so to build healthier relation
among them (Mackay, 2010).
 Navigating the Culture:
The main reason behind the low retention rate of employees is, they do not adapt
themselves with the culture of the organisation and as a result they switch. Thus, Waitrose
6

are required to accommodate the new candidates needs which makes easier for them to
become familiar with working environment of the Waitrose organisation.
Evaluate different Training Programme
In order to increase the productivity level of employees, Waitrose has opted two methods
of training which are as follows:
On-the Job Training Program: Under this learners are placed on a specific job in order
to get educated by various skills and knowledge which is essential to perform various tasks
(Manville and et. al., 2012). Following are the method comes under this:
 Job Rotation: This involves, movement of trainees from one place to another in order to
gain higher knowledge and competencies.
Challenge: Trainee may or may not satisfied with the new position.
 Internship Training: Under this, theoretical knowledge has been given to the trainees.
So that they learn about the roles and responsibilities of the Waitrose.
Challenge: Trainees might get bored with learning much theoretical concept.
 Coaching: Under this, trainees are placed under the guidance of supervisor who evaluate
the performance of trainee by correcting them where they are wrong.
Challenge: There might be chances when trainees are not comfortable with supervisor,
thus result in demoralizing employees.
Off the Job Training: Under this, trainees are kept away from the filed job.
 Case Study Method: In this, trainees are provided with case studies dealing with various
issues, so that trainee can evaluate them and find solution accordingly. This makes to deal
with different situations
Challenge: Trainees might get bore with studying cases repeatedly. Waitrose are required
to transform their theoretical knowledge into practical.
 Incident Method: Under this, Incidents are made on real situations faced by company
and trainees are required to make decisions on assuming that if they are dealing with real
life situations (Mendenhall, 2102).
Challenge: Employees deals with such situations personally.
 Lectures: Waitrose adopt this method, when the number of trainee are quite large. It help
in explaining them the concept, policies and principles of the following company.
Challenge: There are chances when trainee may not hear Lecture carefully.
7

Measures to overcome training challenges
Waitrose are required to provide consistency, flexibility and real logic in their training
and development programmes which increase the performance of employees effectively and
efficiently. Also the company are required to include the trainee in their decision making process
which makes them feel contributed toward the Waitrose. Being a MNC, Waitrose are required to
spent great portion of their income in order to arrange training programme for the trainees so that
they it can positively influence them (Olins, 2017). Also Waitrose are required to use technology
in their program which engages training effectively with the learner, hence increase productivity.
TASK 3
Motivation
Definition:
Motivation is a word which derive from “motive”. Motive is an aim of target which direct
behaviour of an individual so that every individual will going to incorporate their business in an
appropriate manner. Motivation is a willingness to exert the efforts towards target
accomplishment so that better and appropriate outcomes would be gain. There are various
famous authors prescribed their viewpoint on motivation factor so that better understanding
about this concept get underpin properly:
According to Fred Luthans, “Motivation start with a psychological deficiency and needs
that activates behaviour or work as a drive in order to ascertain goals and targets properly”.
On the other hand as per the view point of Stephen P. Robbins, “ motivation is consider
as a willingness to exert more and more appropriate level of efforts in order to achieve all
organisational goals so that better and appropriate results get derive properly”.
Thus, on the basis of above definition, a major thing get determine about motivation
which stated that motivation is a terminology which encourage an individual towards dedicated
working for target ascertainment so that an association become able to ascertain all their targets
in minimum time frame by overcoming from all barriers as well as a person skills also get
improved.
8

Theories of motivation:
Waitrose is one of the supermarket retail company where wide number of employees are
working together whom are dedicatedly working towards their goal in order to maximise
profitability of business as well as productivity (Pereira, 2015). HR manager of company major
role is to manage each and every personnel in an association so that confidentiality in an
association could manage properly.
Retention is a major task for HR department which become possible only by identify the
needs and demands of every staff member and then deliver quality based services to them
properly. This enable in making an individual more dedicated towards their working so that
every target get ascertain in an appropriate manner. Although, factor of motivation have to
identify properly under which several employees require financial motivation where as few of
them get satisfied through promotion and transfer to other department for enhancing their skills.
Above mention three theories are helpful for organisation like Waitrose because wide
number of employees are working in an organisation which belong to different groups and
sector. Thus, it is essential for business to determine all elements of motivation for an individual
so that better and appropriate outcomes could be gain. A general description of such context will
carried down properly in context of selected association so that its applicability get done on
suitable organisation. General theories in context of selected association are described as follow: ERG theory of motivation: This theory get incorporated by Alderfer's in 1969 whom
categorise the five needs of Maslow into three categories. Thus, Alderfer stated three
categories as: Existence, Relatedness and Growth which divide each and every needs on
the basis of priorities of each and every individual. This theory is also called as three
factor theory in which writer use employees in an organisation to better understand about
motivational factors (Alderfer's Theory of Motivation, 2016).
◦ Existence: This includes all the starting two level of Maslow theory in which basic
needs have to get fulfil properly. This includes salary, job security, food etc. which
consider as the basic requirement of every individual (Thomas, 2012). These are
general requirements which usually present in an environment and motivates a
person more and more. It is a duty of manager to identify the stimulus needs and
requirement of their each and every employee so that if any of them is suffering from
low salary factor then manager have to determine such thing and increase their
9

package as well. This factor will contribute in motivating a individual more properly
so that each and every target get ascertain in an appropriate manner.
◦ Relatedness: This section is based on third and fourth level of Maslow needs of
motivation under which it is a duty of manager to prepare appropriate relationship
between their employees so that a healthy environment could enhance (Kamoche and
et. al., 2016). This support in manufacturing and providing better outcome as well as
employees will going to stay at an association for long term. Waitrose managers have
to trained their each and every employee and work on all issues which might arise
between them and resolve properly.
◦ Growth: On this level, every individual want to gain growth in their professional
context which leads to fulfil their self needs and demands properly. At such level,
promotions have to provided to every employee so that other staff members become
more motivated towards their working in hope to gain sufficient increment in their
work of position. It is a duty of HR manager of selected association to provide
growth to every employee in staff whom are working from past few years so that
they get motivated towards their working in order to ascertain targets properly. Hertzberg two factor theory: Frederick Herzberg stated his viewpoints in 1950 stated
that there are several number of points are identify which increase job satisfaction while
there are separate set of factors also cause dissatisfaction between them. The two factors
includes extrinsic motivators and intrinsic motivator. Waitrose can apply both of them in
an organisation by identifying their values in an appropriate manner.
◦ Extrinsic motivator: Waitrose managers have to provide proper job security, salary
and fringe benefits to their employees so that they become more motivated towards
their working (Stark, 2015) . If HR department do not provide proper facility to their
individual then they are going to get impacted and low dissatisfaction get determine.
◦ Intrinsic motivator: This includes challenging work, recognition, relationship etc.
which encourage an individual to work in more appropriate manner by providing
them targets which have to get ascertain properly. Waitrose managers have to take
such thing in account and provide task to their employees so that they become more
able to work in dedicated manner.
10

This theory implies that for gaining better and appropriate results, it is essential for an
organisation to maintain such workforce which is highly motivated and supportive. Thus, to
remove feeling of job dissatisfaction, it is essential that they have to treated in an appropriate
manner by providing best possible and pay better to them as well (Tansley, 2011). Thus,
management of a company have to maintain appropriate environment at workplace by creating
better and effective relationship with each other so that best productive results could be derive
properly. Hawthorne Effect theory: Henry A. Landsberger in 1950 proposed a theory in which a
major thing get clearly described which is about performance of an individual in an
organisation. A major thing get underpin about this theory in which employees could
work more harder and proper better when they get observed by superiors. WAITROSE
management have to take proper feedback about their employees so that they get aware
about a consent in which team get know that their working is under focus. This motivate
them in working more effective and appropriate manner so that better results could be
gain in an effective manner.
Motivation strategies for better outcomes:
Every business require suitable strategies so that they are going to produce effective
products as well as profitability get enhance. Business managers have to prepare several number
of strategies through which organisation can motivate their employees in thrust of better and
effective outcomes which enable in making their better and effective future oriented context.
WAITROSE motivation strategies for better outcomes are define as follow (Motivate and
dominate – 5 motivation strategies to increase productivity, 2017): Trust: A major motivator for every association employee is trust and faith on them. It is
essential for an organisation to maintain positive environment at workplace by
communicating each sort of information with their employees by trusting them. This
create a feeling into staff members that management is taking their opinion in decision
making process (Thomson, 2015). WAITROSE have to share their process of working
with their employees so that they get motivated towards working and target
ascertainment. Reward system: Another major motivator for WAITROSE is providing reward to such
personnel whom are providing best results. This factor get determine by business by
11

taking regular feedback of their employee's so that at the end of each month proper
reward get provided whether in monetary form or in non financial terms as well.
 Happiness: WAITROSE managers have to maintain healthy and happy environment at
workplace through which chances of getting better and appropriate outcomes could be
gain (Lazarova, 2014). This strategy have to prepare by an organisation in an appropriate
manner so that each and every factor could work in more convenient manner.
TASK 4
Individual behaviour at work
There are diverse number of people work in an organisation whom are supportive in
nature for ascertaining maximum number of targets in an appropriate manner. Thus, individual
behaviour play an effective role in managing things which are associated in an corporation.
There are variety of factors are determine whom influence the individual behaviour of a person
at workplace which restrict or foster them towards absolute working and management. Mainly,
few factors are take in account by management of WAITROSE which influence the behaviour of
a person at workplace on which managers have to take appropriate and suitable steps to
overcome from that. Personality: Every individual personality is differ from each other which affect
behaviour of each other in a diverse manner. This will get vary on the basis of skills,
temperament etc. so that HR will going to recruit such personalities whom have better
knowledge about working. WAITROSE includes various number of people at workplace
whom have different personality from each other. Thus, if an individual have dominant
personality then other behaviour towards such person get changed might be in positive or
in negative manner. This will also made a vast impact on organisation performance and
their ability of sustaining at market long term. Values: Racial background of a person and treating such people by other shown their
values of life (Parker, 2012). There are various number of legislations framed by
government which have to take in account by every person so that better and effective
work could get done. WAITROSE human resource department have to provide
appropriate values to their members so that chances of such context get reduce and other
behaviour towards working do not get influence as well.
12

 Status: Behaviour towards working and other staff members also get vary in an
association by the position which holds by variety of individual. A manager have good
working behaviour which stated that they are directing work and managing every second
individual at workplace as well (Greatbanks, 2015). WAITROSE have to signified their
management personnel that it is essential for them to maintain appropriate behaviour
towards their staff members which enable them in creating and gaining better effective
results. Perception: Every individual thinking pattern is also different from each other.
Perception of managers towards every individual should be equal in nature otherwise
chances of conflicts and discrimination between each other also get reduce. Hence,
WAITROSE authority have to guide their employees and staff members to maintain
positive behaviour and perception towards each other by resolve all issues and conflicts
of each of them.
Recommendations for influence by individual behaviour:
There are variety of issues are identify which affect operation of each and every
individual at workplace. Hence, suitable recommendations have to take in account by managers
of an association so that they are going to improve their working pattern and reduce chances of
issues of influence by behaviour at workplace.
At WAITROSE sometimes, it get determine that managers are making differentiation
between their employees. This discrimination between them on the basis of experience is not
appropriate and affect the behaviour of working of new personnel (Thomson and Thomson,
2015). Thus, HR manager have to take appropriate step to recover such situation and reduce such
conflicts scenario at workplace which enable them in gaining better and effective outcomes. This
factor is helpful in improving perception of every individual at an association.
CONCLUSION
It get concludes from the above report that every business organisation is adopting
appropriate method of recruitment and selection process through which they are going to select
such candidates whom have better and effective skills of working which enable them in gaining
appropriate outcomes. Along with this, business have to provide appropriate induction and
training to each and every individual which facilitate them an opportunity to work in more
appropriate manner. Training enable business to grow with support of various such individuals
13

whom have skills of working but they are going to gain more and more things in order to
improve their skills. Another major factor which enable business to retain their employees is
motivation. Management have to choose appropriate steps which facilitate in order to encourage
their staff personnel.
14

REFERENCES
Books and Journals
Berdrow, I. and Evers, F.T., 2010. Bases of competence: an instrument for self and institutional
assessment.Assessment & Evaluation in Higher Education. 35(4). pp.419-434.
Blandford, S., 2012. Managing professional development in schools. Routledge.
Blyth, A. and Worthington, J., 2010. Managing the brief for better design. Routledge.
Bush, T. and Middlewood, D., 2013. Leading and managing people in education. Sage.
Coventry, A and Chew-Graham, C., 2011. Talking about depression: a qualitative study of
barriers to managing depression in people with long term conditions in primary
care. BMC family practice. 12(1). p.10.
Davies, B. and Davies, B.J., 2010. Talent management in academies. International Journal of
Educational Management. 24(5). pp.418-426.
Fisher, E., 2011. What practitioners consider to be the skills and behaviours of an effective
people project manager. International Journal of Project Management. 29(8). pp.994-
1002.
Hutchinson, S. and Purcell, J., 2010. Managing ward managers for roles in HRM in the NHS:
overworked and under‐resourced. Human Resource Management Journal. 20(4).
pp.357-374.
Lane, D.A. and Down, M., 2010. The art of managing for the future: leadership of
turbulence. Management Decision. 48(4). pp.512-527.
Liebhart, M. and Garcia-Lorenzo, L., 2010. Between planned and emergent change: decision
maker’s perceptions of managing change in organisations. International journal of
knowledge, culture and change management. 10(5). pp.214-225.
Mackay, A., 2010. Motivation, ability and confidence building in people. Routledge.
Manville, G., Greatbanks, R., and Parker, D.W., 2012. Critical success factors for Lean Six
Sigma programmes: a view from middle management. International Journal of Quality
& Reliability Management. 29(1). pp.7-20.
Mendenhall, M.E. ed., 2012. Global leadership: Research, practice, and development.
Routledge.
Olins, W., 2017. The new guide to identity: How to create and sustain change through managing
identity. Routledge.
Pereira, V., 2015. Managing people in the world's largest commercial employer: an exploratory
study on Indian Railways. International Journal of Indian Culture and Business
Management. 10(2). pp.136-156.
Kamoche, K., Mamman, A. and Newenham-Kahindi, A., 2015. The dynamics of managing
people in the diverse cultural and institutional context of Africa. Personnel
Review. 44(3). pp.330-345.
Stark, J., 2015. Product lifecycle management. In Product Lifecycle Management (Volume
1) (pp. 1-29). Springer International Publishing.
Tansley, C., 2011. What do we mean by the term “talent” in talent management?. Industrial and
commercial training. 43(5). pp.266-274.
Thomas, D.C. and Lazarova, M.B., 2013. Essentials of international human resource
management: Managing people globally. SAGE Publications.
Thomson, R. and Thomson, A., 2012. Managing people. Routledge.
15

Townsend, K. and Wilkinson, A., 2010. Managing under pressure: HRM in hospitals. Human
Resource Management Journal. 20(4). pp.332-338.
Online
Motivate and dominate – 5 motivation strategies to increase productivity. 2017. [Online].
Available through :<https://leadershipmanagement.com.au/motivate-and-dominate-5-
motivation-strategies-to-increase-productivity/>. [Accessed on 22nd November 2017].
Alderfer's Theory of Motivation. 2016. [Online]. Available through
:<https://managementmania.com/en/alderfers-theory-of-motivation>. [Accessed on 22nd
November 2017]
16