BUS101: Motivation Strategies in Contemporary Business Report

This report provides an overview of employee motivation within the context of business. It begins by highlighting the dynamic and changing nature of businesses and emphasizing the importance of a motivated workforce for achieving competitive advantages, profit margins, and organizational stability. The report delves into various motivation theories, including Herzberg's Two-Factor Theory, which distinguishes between hygiene and motivation factors, and McGregor's Theory X and Theory Y, which explores different assumptions about worker motivation. It emphasizes the practical application of these theories, with examples from companies like Tesco and Virgin, to illustrate how businesses can implement strategies to enhance employee engagement and productivity. The report concludes by summarizing the key findings and reiterating the need for managers to understand and apply motivation factors to improve employee performance and overall organizational success. The report also includes references to academic journals, books, and online resources to support its findings.

CONTEXT OF BUSINESS-1

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Dynamic and changing nature of business.............................................................................1
Importance of a motivated workforce....................................................................................1
CONCLUSION................................................................................................................................3
REFERENCES................................................................................................................................5

INTRODUCTION
Motivation to employees in any organization is an important element that need to be
delivered to them for better performance and increasing their productivity. There are various
factors considered in organizations to motivate its work forces and to attain employees' loyalty
by providing them variant of benefits (Kotni and Karumuri, 2018). This study will undertake
basic theories of motivation that can be applicable to organizational environment satisfying
needs of employees.
MAIN BODY
Dynamic and changing nature of business
Nature of businesses are being changing with time and innovations. The elements of
businesses are becoming more flexible and has started giving importance to its task force as
compared to traditional system of organizations. Businesses are continuously heading towards
the application of dynamic management procedures for strategic, prompt and smart decisions
within business environment (Sanjeev and Surya, 2016). This dynamic management mainly
involve inclusion of technologies, implementing to strategic managerial skills and most
significantly, continuous motivation to workforce. Apart from taking technologies into
consideration, organizations have also laid emphasis on various factors that increase its
employees' motivation towards workplace.
Motivation level can be increased with the help of different factors that are being
specified within organizations and have positive effect on task forces' productivity. There are
number of traditional approaches that are being adopted by organizations like “Tesco” to
motivate its work forces to the fullest.
Businesses are being increasing continuously at global level with an inclusion of a
different aspect of organizational behavior. This changing environment of businesses at global
level has introduced a totally new system to traditional concepts of motivation factors (Miner,
2015). Businesses have started focusing on increasing its cultural relations with other countries
and business partners by establishing talented pool of employees and retain them by help of
motivation factors.
Importance of a motivated workforce
Every organization's success correlates with certain factors related to its employees such
as efficiency of its task forces and their level of creativity and productivity. These factors can be
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directly influenced and increased by level of motivation provided to employees by its
organization. Businesses must focus upon the needs of its employees to make them stay
motivated and interested within activities of organization. Motivated work force in any
organization is important to achieve desired competitive advantages, profit margins and
organizational stability.
These factors can be linked with different approaches and theories of motivation.
According to content theory of motivation. According to certain theories of motivation such as
Herzberg's theory and Maslow's hierarchy of needs. Organizations must follow and adopt
principles of these two models to motivate its team members and to satisfy them with different
non- financial rewards as well.
HERZBERG'S TWO FACTOR THEORY
According to Herzberg's theory of motivation, there are basic components of rewards that
directly influence motivation level of employees. These components are “Hygiene” and
“Motivation” factors that are provided with every business environment. Hygiene factors include
all the financial rewards that are provided by organizations to employees which are least
impactful on employees' productivity (Sanjeev and Surya, 2016). On the other hand, motivation
factors are those elements that relates with intrinsic components of employees and directly boost
their motivation level by including elements such as recognition, respect, responsibility etc.
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Illustration 1: Herzberg's two factors theory of motivation
(Source: Herzberg’s Two-Factor Theory of Motivation, 2017)

Based on such models or approaches of motivation, managers of organizations need to
consider the involvement of high level of motivation factors rather than hygiene or financial
rewards (Holmberg, Caro and Sobis, 2018). Managers of organizations must apply and plan their
business activities to comply Herzberg's framework for motivation. They need to increase those
factors that highly satisfy the employees. Along with it, a balance of hygiene and motivation
factors is extremely important to achieve desired outcomes. Managers of companies like
“Virgin”, “Tesco” are some common examples who are delivering high level of employees' by
variant of strategic actions.
McGregor’s Theory X and Theory Y
This theory was created by Douglas McGregor which is related with theories of human
work motivation and management (Miner, 2015). The theory is based on the work of Maslow
hierarchy of need as both of them are related with motivating employees. In Theory X and Y it is
believed that self-actualization is the highest level of reward for employees as only with help of
motivation they could reach there.
Theory X
This is based on assumptions of typical workers who are having little ambitions and is
always avoiding responsibilities as well. Mangers also believe that this type of employees are
less intelligent and in fact they are lazy to any work and work only on their self-interest.
Theory Y
While this theory is based on assuming that they are internally motivated and enjoying
their work as well without any direct reward into return (Kotni and Karumuri, 2018). Employees
will be additionally tending to take complete responsibility for their work and do not need to
close supervision in creating quality of products.
Managers are Tesco will be themselves identifying which of their employees are falling
into category of X and Y. thus this will be helpful in motivating those who are following into
catergory of X so that they are performing in better way.
CONCLUSION
The report has summarized that managers within any organizations like “Tesco” are
being implementing all factors of motivation for its employees. The report also discussed that
there are need to identify which employee is falling into category of X so that they could be able
to motivated them and help them in gaining incentives. The report has included the fact that
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modern organizational systems have attained strategic development by delivering high level of
motivation to its employees based on motivation models and frameworks.
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REFERENCES
Books and Journals
Damci, A., Arditi, D. and Polat, G., 2018. Motivating architects: The effect of personal
characteristics.
Holmberg, C., Caro, J. and Sobis, I., 2018. Job satisfaction among Swedish mental health
nursing personnel: Revisiting the two‐factor theory. International journal of mental
health nursing. 27(2). pp.581-592.
Kotni, V. D. P. and Karumuri, V., 2018. Application of Herzberg two-factor theory model for
motivating retail sales force. IUP Journal of Organizational Behavior. 17(1). pp.24-42.
Miner, J. B., 2015. Organizational behavior 1: Essential theories of motivation and leadership.
Routledge.
Sanjeev, M. A. and Surya, A. V., 2016. Two factor theory of motivation and satisfaction: an
empirical verification. Annals of Data Science. 3(2). pp.155-173.
Online
Herzberg’s Two-Factor Theory of Motivation. 2017. [Online]. Available through:
<http://www.humanbusiness.eu/herzberg-two-factor-theory-of-motivation/>.
Maslow’s Hierarchy and Employee Engagement. 2017. [Online]. Available through:
<https://www.managementstudyguide.com/maslows-hierarchy-and-employee-
engagement.htm>.
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