Motivation Theories | TESCO | Assignment

Added on -2020-02-17

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UniversityManaging people in organizationByDateNameLecture’s Note
Managing people in organizationTable of ContentsThree Motivation theories relevant to Tesco.........................................................................................3Taylor’s Motivation theory................................................................................................................3The Mayo's Theory of Human Relations...........................................................................................5Maslow and Herzberg’s human need theory......................................................................................6Compare and Contrast between two different managerial and leadership styles....................................7Factors of individual behaviour in Teamwork.....................................................................................13Ability.............................................................................................................................................13Gender.............................................................................................................................................14Race and Culture.............................................................................................................................14Perception........................................................................................................................................15Attribution.......................................................................................................................................16Attitude............................................................................................................................................17Summary.........................................................................................................................................17References...........................................................................................................................................19Page 2 of 21
Managing people in organizationThree Motivation theories relevant to TescoIn order to recognise the requirement of the customers and to support the growth of the organization, the management of Tesco needs motivated employees who additionally should be well-trained and professional. Tesco realised that the employees are needed to be motivated for long-term sustainability. Thus, in Tesco, there are different types of levels and sectors exist such as customer assistants in the store, department manager, warehouse employees, and logistics staffs(Battu, 2013). Apart from that, with the help of the motivation, the workforce can be drawn to achieve the great outcome which also reduces the labour cost. Therefore, three major motivation theories are discussed below for better understandingTaylor’s Motivation theoryOne of the earlier motivational theory was introduced by the engineer Frederick Taylor in theyear 1911. As per indicated by Taylor, the people who are working in the organization requires money for daily expansion. Besides that, many years ago in the car assembly industry, a unique approach was introduced as workers were paid piece rate according to theirjobs. As a result, this approach enhanced a massive profit to the organization(Kiesner, 2010). On the other hand, according to the motivation theory of Taylor which mainly includes the employees who are motivated solely by the payment for the work they do. In addition, he alsodetermined that most of the employees do not enjoy the job rather they are encouraged by thereward of monetary payment by the organization. After getting the reward from the organization, the employees are being motivated and give their best performance. This idea or concept of this motivation theory was adopted by Henry Ford and other entrepreneurs whowere paying to their factory workers according to the number of produced or manufactured items. Due to the strikes of disgruntled employees, this theory was losing favour, and the workers became irritated which lead to halted production process. Apart from that, the rewardPage 3 of 21
Managing people in organizationstrategy of Tesco is very much similar to the theory of Taylor. The only motivating factor is the financial reward packages within Tesco. Besides that, in both personal and professional lives money an essential motivating factor(Santhanam, 2002). Thus, Tesco went far away or beyond the theory of Taylor and provided more than a simple pay increment. By influencing targeted and relevant benefits, Tesco supports an individual lifestyle of their employees. Apart from this, there are many non-financial factors can effectively increase the performance of employees by motivating them. One of the major non-financial motivation factors is the desire to serve people that can significantly increase the level of the customer satisfaction. Although, some employees have the courage to improve personal skills and achieve promotion with the help of effective customer service. In the case of content within the work, the employees are effectively motivated and encouraged for creating a proper working environment. In addition, the employees are being communicated and asked for opinions for making value-added services offered by the organization. The employee motivation is also critically influenced by the effective and adequate training and developed provided by the organization. With the help of adequate training session, the employees can gain skills, knowledge and sense for job satisfaction(Santhanam, 2002). Moreover, Tesco openly invites the employees in order to join in the staff satisfaction survey for analysing opportunity through every possible aspect of their jobs. Along with that, Tesco can successfully evaluate essential elements from the survey to make sure correct things to the employees to keep them motivated. Thus, some major benefits available to the employees include following supports of Tesco:Career Break: this facility allows an employee to take leave between six months to five years with the right of return to the job.Lifestyle break: with the help of this facility, an employee can take four-twelve weeks off work and ensures the work back at the bottom. Page 4 of 21
Managing people in organizationPension scheme: this award winning scheme includes long-term benefits for the employees after retirement from the job.The Mayo's Theory of Human RelationsThe social needs of the employees are investigated by the motivation theory of Elton Mayo. In other words, Mayo explained the significance of social needs and desire of an employee during the professional career in his motivation theory. Enough payment is not only the basic element of productive motivation but also the fulfilment of social needs of the employees alsoequally important and significant(Mustafa, 2008). In other sense, in order get the best outcome, the employees are needed to be motivated by social factors. The management of an organization should consider the social needs of an employee for more effective productivity.Mayo additionally stated that the managers and directors of the organization need to delight their employees through care and affliction that explains a point of interest which motivate the employees to provide their best outcome in the workplace. The motivation of Mayo is based on his assumption with the research with employees at the Hawthorne plant of the Western Electric Company situated in Chicago. He additionally suggested that the motivationis only improved by making and feeling workers important and the management should also provide a degree of freedom to select the preference and identifying their social requirements.The theory of Mayo is implemented at Tesco which is an extreme factor of the employee motivation. Besides that, the line manager of Tesco holds a team meeting in the regular basis in order to carry out value awards(Mustafa, 2008). This award can be distributed by any employee to other staffs of the organization as by saying only ‘thank you; and rejoicing achievement. Moreover, Tesco additionally promotes the motivation by development and training opportunities. Moreover, Tesco offers an effective strategic career planning to the employees in order to achieve success in the professional life. In the year 2009, Tesco successfully appointed near about 3000 managers who clearly indicated Tesco was focusing Page 5 of 21
Managing people in organizationon initial employee development programs. Moreover, Tesco implemented 360-degree feedback which impasses the development of the employees by reviewing each and every aspect of behaviour. With the help of the 360-degree feedback tool, the employees can recognise their strength, behaviour and weakness in the workplace. One of the original aims of this business tool is that ‘take people along with you’ to done task effectively. Furthermore, all employees of Tesco have own Personal Development Plan which is influenced by the 360-degree feedback tool. Due to this tool, the managers are offering meaningful motivation along with opportunities for continuous personal development of the employees. In addition, it also enables people to adopt responsibility for the professional development. Though the assistance of two-way relationship, an employee is committed to the organizational values and works with other as partners for improvement of the business(Maslow and Stephens, 2011). Maslow and Herzberg’s human need theoryAccording to Abraham Maslow and Frederik lrving Herzberg, people are driven by different types of psychological forces which create an impact on the behaviour. In addition, Maslow stated that human are motivated by five essential needs, and he also created a pyramid which includes five levels of needs of human. This pyramid is also called Hierarchy of Needs, and five levels of the pyramid are Basic or physical needs, security need, social need, self-esteem and self-fulfilment (bottom to top). Each and every level of the pyramid includes personal significance. According to the Maslow’s Need theory, Tesco provided services to their employees. The basic need includes a place of work, daily and monthly payments and essential offers such as lockers for keeping personal belongings. On the other hand, Tesco additionally provides the formal contract as a security of employment including sickness and pension scheme. In addition, a sense of belonging including a union is also provided by Tesco in order to ensure health and safety issue in the workplace(Weygandt, 2009). Apart Page 6 of 21

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