BMA4001: Employee Motivation Strategies for Change at Tesco PLC

This report examines how Tesco PLC can motivate its employees to respond positively to organizational change, particularly the implementation of a self-service app. It uses Herzberg's Two-Factor Theory to analyze motivational and hygiene factors that impact employee job satisfaction and perfor...Read More

Organisational Behaviour
Report

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................2
Ways motivate employees to respond positively to an organisational change......................2
Critical evaluation of Herzberg’s Two Factor Theory of Motivation.............................................4
CONCLUSION................................................................................................................................5
References:.......................................................................................................................................7

INTRODUCTION
Organisational behaviour is the study to understand the behaviour of the employees
within an organisation setting (Cross and Carbery, 2022). For every organisation to manage its
activities and people it is very important to understand the organisational behaviour for
formulating effective management and employee motivation strategies. Management and
leadership of the organisation play a vital role in influencing the organisational behaviour. The
present report will study the organisational behaviour of the British multinational retailer “Tesco
plc”. The company is the third largest retailer of the world in terms of gross revenue. The Tesco
plc is founded in 1919 by Jack Cohen and is currently headquartered at the Welwyn Garden City,
England. The Tesco was build with the single purpose that is to become champions for the
customers. The company keep their customers and employees at their heart. The Tesco plc is the
general merchandise and grocery retailer in starting but with the year’s company has been
operating in diversified area that is retailing of books, clothing, electronics, furniture, toys and
much more. Moreover the operations include the manufacture, stocking and selling of the goods
and services to the customers in the market. In addition to this the Tesco organisational culture
comprises of the creative working environment, high amount of opportunities for the employees
to work with aspiration and inspiration. The Tesco plc provide their employees with highly
exciting and positive working culture and projects that challenge the employees capabilities in
order to keep them motivated to learn and grow faster.
Currently with the situation of Covid-19 the company has adopted some significant
technology based changes in organisation to maintain safety with improved functioning. Among
all the changes one key change is the “Self service app” of Tesco plc- the app allows the
customers at the store to order to through phone at stores by scanning bar code and pay online
thereby receiving their order at the exit gate. This app is designed to reduce the contact of
employees with the customers and to avoid long queues at the payment counter.
For the present study the Motivational theory named Herzberg's two factor theory will be
used in order to critically evaluate the practices performed by the line mangers of the Tesco plc
to motivate the employees for adapting the change in the store (Wood and et. al., 2019). The
theory is the content motivational theory developed by Frederick Herzberg in 1959 and is
divided into two parts hygiene factors and motivator factors.
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MAIN BODY
Ways motivate employees to respond positively to an organisational change
Motivating and encouraging the workforce is essential for organisation to gain
productivity and higher performance. Organisational change is constant part of the organisation
and is also the key requirement in order to achieve growth and organisational objectives and
missions. But in organisations change often cause issues such as employee’s conflicts, employee
turnover, lack of performance, decreased profitability due to which change fails (Albrecht,
Breidahl and Marty, 2018). The reason for failure is the ineffective manageable like insufficient
market research, poor planning, lack of resources, in capabilities and much more. Thus,
therefore, it is highly observed and concluded that for effective organisational change the
adequate amount of resources, budget and motivated and talented workforce is necessary.
In case of Tesco plc the company has come up with the change in the pattern of shopping
at stores (Stoller, 2020). The line management of the Tesco plc has decided to bring new
technology that has build an app for customers to order their items at stores by scanning barcode
rather than physically picking items and pay digitally. This is done to restrict the physical contact
of customers with the store items and to avoid long queues at payment are by keeping in mind all
social distancing measures.
For this the company's line manager has to ensure that company has technically skilled and
knowledgeable employees that have potential in operating such technology as planned to
implement. Thus, for this the company is required to identify the needs of the employees in order
to motivate them to develop willingness and understanding for adapting the change thereby
giving positive response towards the change.
Also, the line manager of the Tesco plc has to make sure that the employees are well aware with
the requirement, purpose and importance of change. Because, it is believed that if the employees
has transparent knowledge regarding the change in organisation and its motive they are more
likely to adapt the changes of technology in organisation positively.
Alongside the line manager of the Tesco plc must ensure that the employees are satisfied with
their working environment and job roles.
Beside all the training and learning programme by the Tesco plc is the key way to make the
employees motivated towards the adaptability for change positively. The company should
provide the employees with technology application regarding training to boost their confidence
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and to improve skills for better working with new technology app. With the implementation of
change the company must also provide the employees with rewards and appreciation for their
performance thereby encouraging and motivating for future adaptability and hard work (Petrou,
Demerouti and Schaufeli, 2018). As this make the employees feel that that their efforts are
recognised and appreciated.
In relation to the above ways to motivate the employees to adapt the change of the Tesco
positively the Tesco can likely to apply Herzberg's two factor theory of motivation to motivate
the employees by identifying and fulfilling their needs. The theory is comprised of two factors
hygiene factors and motivational factors (Corr, 2021). It is critically evaluated the motivational
factors are in relation to the job satisfaction and hygiene factors are in relation to the
dissatisfaction that assist the managers of an organisation in making sure their employees are job
satisfied in the respective workplace. The line management of the Tesco plc as a part of
motivation can provide them respect to each of their employees and their culture which is useful
in enhancing the employee’s performance for the progress of the organisation. With this the
company can also grant the employees with the career growth opportunities by increasing their
responsibilities in their job role in the change management process. This make the employees
feel recognised and valued by their organisation for their efforts. This also helps the Tesco to
recognise the performance of individual employees to develop their personal development plan
in order to provide them with own learning and development at work this builds the trust among
the employees of Tesco.
By applying all search methods in order to motivate the employees during the implementation of
the new technology for the self service app the line manager of Tesco assures to acquire the full
support of their colleagues (Cai and et. al., 2019).
Despite of motivational factors the human resource manager of the Tesco is also required to pay
attention towards minimising the dissatisfaction of the employees by paying attention towards
the hygiene factors. The managers of the Tesco ensure that they maintain effective
communication with their employees in order to maintain the employee relationship. The
effective and open communication within an organisation through the managers and supervisors
help to maintain the loyal relationship with their employees. Also employees of the Tesco gains
entitled salaries and benefits irrespective of any discrepancies. Among the hygiene factors there
is requirement of effective company’s policies and procedures as this provides employees equal
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rights in organisation. In Tesco the employees are provided with the adequate working
environment with fresh air to breathe and healthy food and water which are also the part of
adequate working. Thus all these factors help line manager of the Tesco to minimise the
dissatisfaction among their employees thereby boosting their performance. Thus, through this
theory of motivation the line managers of the Tesco can make sure to motivate their employees
for the organisational change and they would be effective implementation of the self service app
for the wellbeing of the employees as well as customers (Sobaih and Hasanein, 2020).
Critical evaluation of Herzberg’s Two Factor Theory of Motivation
It is critically evaluated that, the Herzberg’s two factor theory is useful in analysing the job
satisfaction level of the employees in the different organisational setting. Based on the different
result it is identified that organisational behaviour is one of the key determinant job that leads to
increase or decrease their job satisfaction. Motivating employees is another crucial determinant
that helps in influencing the organisational behaviour therefore it is argued that to maintain the
effective performance and to gain achievements of the human resource within an organisation it
is very important to maintain an effective organisational behaviour thereby motivating the
employees for the same (Kotni, and Karumuri, 2018).
Herzberg's two factor motivational theory is one of the motivational theory that provides
the expect for motivating and influencing the organisational behaviour using the two factors that
is motivation factors and hygiene factors. The motivational factors comprises of the personal and
career development, progress and advancements, achievements, respect, responsibility and
gratitude. On the contradictory, the hygiene factors includes salary job security healthy work
environment company's policy and much more. Therefore it is regarded as motivation refers to
the mechanism where the individuals are stimulated to acquire realization of different
satisfactory factors. It is critically evaluated that the line managers of the Tesco undertake
different activities to motivate their employees that help them to show effective performance at
their workplace. It is analyse at Tesco needs to reinforce more motivational and hygiene factors
within the organisation to motivate their employees to meet expectations for the organisational
change by implementing the new technology to develop self service app for customers and
employees (Juariyah and Saktian, 2018). It is evaluated that regardless of the viability of the
motivational theory job security is considered as the hygiene factor for the employees the elder
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age group there is for the younger age group employees compensations, pay, appraisals are the
factors of motivation.
Thus it is critically evaluated at the Tesco PLC is providing the effective services to their
customers thereby fostering employees performance through motivation. Also to increase the
employees for taking more responsibility in order to give learning the company encourage their
employees to different benefits and appraisals (Özsoy, 2019). Therefore it is analysed that
effective motivation within the Tesco is leading the company towards higher job satisfaction
which tends to make the employees happy with their respective job roles. More the employees
are satisfied higher the loyal employees are towards the organisation.
CONCLUSION
From the above study, it is concluded that managers of Tesco organisation implement new
technology that is self service app through which customers can order their items as well as make
payment by using their mobile phones. It helps business to reduce queueing of customers at
payment counters. It helps business to maintain social distancing during the situation of Covid-
19. Organisational line manager implements Herzberg's motivational theory for the purpose of
encouraging employees to accept changes in efficient manner and perform task to attain
determined goals and objectives of organisation. It is also concluded from the above study that
two-factor theory has certain limitations that can impact on motivations activities and actions of
Tesco line manager's. It is recommended to organisational line managers to implement Kubler
Ross change model that help business to analyse emotional experience of employees while they
are dealing with changes that are occur in business during the situation of pandemic.
In Kubler Ross Change model five stages are included that are related to experiences that
are feel by the employees of organisation during implementing changes. These stages are Shock,
denial, frustration, depression, experiment, decision and integration. It is important for line
manager of Tesco to consider these stages of employees experience and use coping or defensive
mechanism for the purpose of managing changes and encouraging employees to adopt changes
in efficient manner. First stage of change model is shock, in which employees are getting know
about the changes that are going to implement in organisation so, employees are surprised by
these changes. Next stage is denial, in which employees are in defensive mode in the respond of
announced change. Managers of Tesco should act as a coach or mentor for employees and take
initiatives to communicate employees regarding changes. Direct communication helps manager
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to understand the basic reason of employees resistance or problems that are faced by the
employees due to implementation of changes. Third stage is related to frustration, in which
employees have feeling of difference in their behaviour and activities. Managers of organisation
should provide training regarding changes and opportunities that help them to influence
employees and improve their engagement level through adopting changes.
Forth stage consist depression phrase, in which employees reflects insufficient energy as
well as inadequate mood. Furthermore, in next stage is related to experimentation, in which
managers of Tesco should understand emotions of employees and encourage them through
provide training and learning sessions that are required to align with changes in efficient manner.
Managers should gather the feedbacks of employees during the learning and implementation
stage of changes. Managers should maintain regular communication with employees and resolve
their quarries and problems that enable to adopt changes in efficient manner. It helps employees
to deal with changed situations and in the last stage, employees accept changes and perform in
defined manner to attain business goals and objectives. Hence, managers of organisation plays
important role in transforming behaviour of employees and encourage them to adopt changes and
new technologies that help business to run organisational operations in competitive environment.
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References:
Books and Journals
Albrecht, S., Breidahl, E. and Marty, A., 2018. Organizational resources, organizational
engagement climate, and employee engagement. Career Development International.
Cai, Z and et. al., 2019. How does the social context fuel the proactive fire? A multilevel review
and theoretical synthesis. Journal of Organizational Behavior, 40(2), pp.209-230.
Corr, C.A., 2021. Elisabeth Kübler-Ross and the “five stages” model in a sampling of recent
textbooks published in 10 countries outside the United States. OMEGA-journal of death
and dying, 83(1), pp.33-63.
Cross, C. and Carbery, R., 2022. Organisational Behaviour. Bloomsbury Publishing.
Juariyah, L. and Saktian, I.R., 2018. Does Motivators Determine Employees’ Job Satisfaction?
Testing Herzberg Theory of Motivation in Indonesian Café and Restaurant
Context. KnE Social Sciences, pp.482-490.
Kotni, V.D.P. and Karumuri, V., 2018. Application of Herzberg two-factor theory model for
motivating retail salesforce. IUP Journal of Organizational Behavior, 17(1), pp.24-42.
Özsoy, E., 2019. An empirical test of Herzberg's two-factor motivation theory.
Petrou, P., Demerouti, E. and Schaufeli, W.B., 2018. Crafting the change: The role of employee
job crafting behaviors for successful organizational change. Journal of
Management, 44(5), pp.1766-1792.
Sobaih, A.E.E. and Hasanein, A.M., 2020. Herzberg’s theory of motivation and job satisfaction:
Does it work for hotel industry in developing countries?. Journal of Human Resources
in Hospitality & Tourism, 19(3), pp.319-343.
Stoller, J.K., 2020. Leadership essentials for the chest physician: Change. Chest.
Wood, J and et. al., 2019. Organisational behaviour: Core concepts and applications. John
Wiley & Sons Australia, Ltd..
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