Sainsbury Plc: Motivational Strategies & Organisational Goals

This presentation explores the critical role of motivation in achieving organisational goals, focusing on Sainsbury Plc as a case study. It discusses various motivational strategies, including providing immediate feedback, promoting scheduling flexibility, and offering career development opportunities. The presentation also addresses different business situations such as the need for change and poor employee performance, applying transformational leadership and scientific management theories to these scenarios. It concludes that motivation is a key psychological concept that drives employee behavior and ultimately contributes to the attainment of organisational objectives. Desklib provides access to this and many other solved assignments for students.

PRESENTING
MOTIVATIONAL
STRATEGY (PART-2)

TABLE OF CONTENT
• Introduction
• Create a motivational strategies that helps in the organisational goals achievement
• Different business situations
• Conclusion
• References

INTRODUCTION
• Motivation is an important aspect that drives
human towards work in the business.
• It states how and why people initiate, continue
and terminate a certain act at a certain time.
• It acts as a crucial element in establishing and
accomplishing the organisational goals.
• The presentation is made on the Sainsbury Plc.
• It is headquartered in London, England, UK. It is
known as the second top retailer in the country.

CREATE A MOTIVATIONAL STRATEGIES
THAT HELPS IN THE ORGANISATIONAL
GOALS ACHIEVEMENT
• Motivation is meant by a process that initiates,
influences and maintains goal-oriented
behaviour.
• It is one of the prominent functions of
management is to develop willingness amongst
workers to do their best in the work.
• In respect of Sainsbury Plc, there are range of
motivational strategies that can be used to
improve individual and overall performance of
the business

CONTINUE
• Some of them mentioned underneath:
• Provide immediate feedback
• Promote scheduling flexibility
• Encourage Breaks and physical
activity
• Provide career and educational
development opportunities
• Reward accomplishments
• Create incentives

CONTINUE
• Provide immediate feedback: It is found that employees tend to respond positively to active reviews and
feedback on their performance. Employees are naturally attracted to short-term measurements on their
performance which allows them for quick correction and improvement processes than annual or quarterly
evaluation.
• Promote scheduling flexibility: Flexible scheduling and arrangements limits the infrastructure overhead
and increases the individual productivities as well.
• Promote scheduling flexibility: Flexible scheduling and arrangements limits the infrastructure overhead
and increases the individual productivities as well.

DIFFERENT BUSINESS SITUATIONS
• Situation1: Need of change in an organisation
• It is the first situation where an organisation
needs to adapt change in their business
policies, rules and regular procedures.
• It is a need that every business requires at
certain point of time and cope up with the
external environment of business.
• It is an issue in the business as employees
do not easily adapt change or mould their
working patterns in one going.

APPLICATION OF TRANSFORMATIONAL
LEADERSHIP THEORY
• This theory is also named as relationship theories.
• This theory mainly signifies the importance of
relationship between leaders and employees.
• Leaders who adopts this theory may encourage their
team followers to transform their personality and
become better at a project (to cope up with change).
• Transformational leaders significantly motivated
by their skills and abilities to show their
employees the importance of change and higher
good covered in performing it.

• Situation2: Poor performance of employees
• It is one of the big issues in any workplace that
is poor performance of employees at their jobs.
• When employees do not understand and
recognize their jobs, it may lead to low
productivity of business as well.
• It becomes an issue when employees are not
recognised with their skills, abilities and
specialities in the organisation.

APPLICATION OF SCIENTIFIC
MANAGEMENT THEORY
• The theory was introduced by Frederick Taylor
who was the first one to study work performance
in a scientific way.
• His principles suggest that the scientific methods
should be exploited at workplace to perform
activities in the business.
• His study also suggests that forcing or pushing
people to work hard would not result in increased
productivities at workplace.
• Instead, the activities or tasks should be
simplified to boost the productivities.

CONCLUSION
• From the above discussion, it can be concluded that motivation plays a prominent role in any organisation.
• It involves a mental and psychological concept that drives human behaviours and actions at the workplace.
• Motivation is all about influencing others to be ready to do work in the business.
• Leaders and managers take this component very seriously in their workplace as it drives employees towards
work.
• There are various motivational strategies are used in the presentation such as training and development
opportunities, immediate feedback, flexibility in work schedules and more.
• All such tactics enables human to work harder and attain organisational goals and objectives.

REFERNCES
• Brough, A.R. and Martin, K.D., 2020. Critical roles of knowledge and motivation in privacy research. Current
opinion in psychology, 31, pp.11-15.
• Dörnyei, Z., 2020. Innovations and challenges in language learning motivation. Routledge.
• Fan, B., Yang, W. and Shen, X., 2019. A comparison study of ‘motivation–intention–behavior’model on
household solid waste sorting in China and Singapore. Journal of Cleaner Production, 211, pp.442-454.
• Guul, T.S., Pedersen, M.J. and Petersen, N.B.G., 2021. Creaming among Caseworkers: Effects of Client
Competence and Client Motivation on Caseworkers’ Willingness to Help. Public Administration
Review, 81(1), pp.12-22.
• Kim, Y.E., Brady, A.C. and Wolters, C.A., 2020. College students' regulation of cognition, motivation,
behavior, and context: Distinct or overlapping processes?. Learning and Individual Differences, 80, p.101872.