Employee Motivation and Engagement: Role of Line Managers Report

This report explores the crucial role of line managers in fostering employee motivation and engagement within organizations. It emphasizes the importance of practices such as acknowledging employee career objectives, establishing open communication, providing informal recognition, developing a positive working culture, offering incentives, and providing empowerment and interesting work. The report also delves into various motivational models, including Maslow's hierarchy of needs, Herzberg's two-factor theory, expectancy theory, and the four drives model, illustrating how these frameworks can be applied to enhance employee motivation. Furthermore, it examines the relationship between line managers and HR representatives in people management, highlighting the collaborative efforts needed to implement HR policies effectively and create a supportive work environment. The report concludes by underscoring the significance of a strong relationship between HR and line managers for effective people management and improved organizational outcomes.

Running head: MANAGING PEOPLE
Managing and Leading People
Name of the Student:
Name of the University:
Author’s Note:

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Executive Summary
This current report focuses on the role of line managers in employee motivation and
employee engagement. It has been received that the line managers should provide respect to the
employees. Hence, the employees can feel valued in an organization. However, the employees
can be motivated by both financial and non-financial reward. On the other hand, y applying
different models such as Maslow's model, Herzberg model, expectancy model, four drives model
will be beneficial for the line managers to support the motivational practices. Apart from this, a
good relationship between the HR and line managers is required to manage the people in an
organization. It has been found that the line managers are involved to implement the HR policies
in an organization to manage the people.

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Table of Contents
Introduction......................................................................................................................................4
Discussion of the key practices to motivate and engage the employees in an organization............4
Discussion of the models related to motivational practices.............................................................9
Identification and evaluation of the relationship between the line manager role and HR
representative in the management of people.................................................................................14
Conclusion.....................................................................................................................................18
References......................................................................................................................................20

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Introduction
People management refers to the management of subordinates in a business organization.
However, workforce management is a crucial duty for line manager by establishing a good
relationship with the staffs (Leroy et al. 2018). In order to meet the organizational goal leading
and management of people is essential for the management. Line managers can manage their
staffs by moving them from one place to another place. A line manager can manage the people
by motivating themselves. Such motivation can be done by establishing a good relationship
between the managers and employees. Informal recognition is a good approach that is used by
the line manager to insist their employees in their work. To enhance the performance of the staffs
in an organization motivation is one of the vital techniques as it leads the employees to feel
valuable in an organization. This study deals with the role of line manager as well as leader to
manage the people by motivating them in an organization.
Discussion of the key practices to motivate and engage the employees in an organization
Employee motivation and employee engagement are mandatory for every organization to
enhance their performance. In order to motivate the employees an organization needs to adopt
several practices. Major practices are as follow:
Acknowledge the personal career objectives of the employees
Employees those know that they are in particular career path is motivated highly. It is
important for an organization to motivate their employees by ensuring them that their career is
secured in this organization. Every employee has an aim to get high growth in their career.
Hence, if a company fulfills this need of the employees then it will be easy for this organization

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to motivate their employees (Venkatesh et al. 2017). For an employee, it is essential to
understand what opportunities are present in their current job role. Many employees prefer the
upward mobility and future promotion rather than the money. Thus, organization needs to give a
clear idea to their employees about the benefits and growth that are associated with their job
profile. As argued by Ngotngamwong (2018), many organizations face high turnover as they fail
to reveal the growth opportunity towards their employees. For every organization, it is crucial to
acknowledge the personal career goal of their employees. Based on the current status of global
economy a secure career path is preferable than the high salary. Line managers of an
organization needs to identify the preferences of the employees in their job.
Maximum individuals who have a great focus on upward mobility are influenced by
leadership opportunities (Ranjan 2017). This is a major career objective of the employees. For a
line manager, it is important to identify the specific career objective by providing leadership
opportunity to the employees. However, the line manager needs to reduce the promotion of
wrong people as it may hamper the overall performance of the organization. An employee should
understand what opportunities are available in an organization. However, if the opportunities are
clear to the employees then they will get confidence and involve more in their work. Lack of
upward movement in an organization leads the employees to lose their sense of the purpose of
motivation.
Establishment of an open communication
Communication is vital for any business to manage their workforce. In order to enhance
the employee engagement in an organization, communication is necessary. Maximum employees
give priority to the open communication process. An open communication helps the employees

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to share their concern regarding their job (Oberink et al. 2017). For the line managers, they need
to establish an interpersonal relationship with the employees. This can be done by using open
communication process. Such open communication allows the line managers as well as the
leaders to find out the interest of the employees. The managers require speaking frequently with
the employees as it enables them to show that they care about their employees besides enhancing
the productivity. As criticized by Hodges et al. (2017), many employees often demotivated due
to poor communication between the leaders and the employees. This leads the employees to feel
that they have no value in their organization. This leaves negative effect on employee
performance. To enhance the motivation process it is vital for the managers to establish a good
relationship with the employees that can be done by using an open communication. Open
communication leads the employees to feel free with the managers. Motivation of the employees
can be done based on a strategy hence; open communication is a useful strategy to motivate the
employees by identifying their issues and needs regarding their work.
Providing informal recognition
Informal recognition is more effective than formal recognition scheme. However, to
enhance the employee engagement it is essential for an organization to give value to their
employees. If the employees get sufficient respect and value in their workplace then they want to
attach with this organization (Gillet et al. 2017). Informal recognition will be helpful to develop
a personal link between the line managers and the employees. As for example, Sodexo Remote
Sites Scotland has introduced a point based recognition scheme for their UK staffs. This
organization has launched this recognition scheme for 1,000 UK staffs. This scheme contains
thank you cards, long service award and award for having an innovative idea
(Employeebenefits.co.uk 2018). By using this practice Sodexo Remote Sites are able to increase

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their staff engagement program and motivating the employees. This allows such organization to
increase the retention power of this organization. Line manager of Sodexo Remote Sites has
taken this initiative to motivate the employees. Research shows that non-financial reward has a
great significance in employee motivation. The aim of a line manager is to retain the employees
by motivating them. This motivation is done in Sodexo Remote Sites by using informal
recognition. This motivational practice is effective to retain the employees as it provides respect
to the employees. However, if the employees do not get respect from the organization then it is
difficult for them to work in an organization. In this situation, informal recognition is helpful to
strengthen the employee engagement in an organization.
Development of a positive working culture
Working culture leaves a great effect on employee motivation and employee engagement.
As criticized by Van Quaquebeke and Felps (2018), if the employees do not get suitable working
culture it becomes difficult for them to engage in their work. Every employee has specific
perception regarding their working environment. Hence, if the employees get sufficient support
from their line managers and supervisors regarding their work culture they can be motivated
easily. Many employees are proud of their work and have a good connection with the
organization, which can be extended beyond daily work. Hence, establishing a positive working
culture is a good practice to retain the employees in an organization. It is important for the
management to understand that high level of employee engagement facilitates employee
retention. A good corporate culture enables the staffs to combine their strength with
organizational value and attitudes. As for example, John Lewis is a popular retail organization of
UK, which has a positive work culture in their organization. They have collaborative culture and
bonus scheme to influence their employees in their work (Johnlewis.com 2018).

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Offer incentive to the employees
Incentive is one of the major aspects of financial reward. Many organizations provide
incentives to their employees based on their performance. Incentives are two types that are the
individual incentive and team incentive (Davidson-Shivers Davidson-Shivers et al. 2018).
Financial incentives include cash price, gift certificates, and gift cards. Employees have a basic
need that is money. Employees do their work against money. Hence, maximum organizations
follow incentive plan to motivate their employees. An incentive is one kind of additional benefit
for the employees. Financial support satisfies the employees more than other motivational
technique. It will be helpful for the line managers to provide financial rewards to the employees
to enhance the staff engagement. However, financial reward or high incentive meets the basic
needs of the employees.
Often employees leave their job due to poor incentive program in an organization. For
example, in British Petroleum due to poor compensation planning, high turnover of the
employees takes place (Bp.com 2018). On the other hand, ASDA has established recognition
plan by providing a financial reward to customer service staffs. As per the statistics 68, 856
employees have received an incentive for providing excellent customer service in ASDA
(Asda.com 2018). This was a good motivational practice in ASDA, which enhances the
employee engagement in this organization.
Provide empowerment and interesting work
Type of work is one of the major motivational factors of the employees. Most of the
employees prefer the work, which is challenging and motivating. If a task is challenging then the
employees are highly motivated to complete this work. Employees prefer those tasks that are

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important to them. These works are as valuable as their salary. As criticized by Ibrahim and
Ismail (2017), many employees believe that more interesting tasks are more complex. This often
hampers the employee engagement. Good line managers need to make the tasks interesting by
changing the work environment. As for example, by altering the job requirements based on the
specific skill and qualification of the candidates is an important practice to motivate the
employees. On the other hand, the managers need to show consistency to their employees by
providing a voice to them. This will allow the employees to take part actively in a decision-
making process. This leads the employees to feel valued and supported by their work. Such
empowerment is an effective motivational technique to enhance the performance of staffs.
Discussion of the models related to motivational practices
Among the various motivational models, Maslow’s hierarchy of needs model is
effective and followed by many business organizations. According to this model, there are five
basic needs based on which individuals can be motivated. The components of this model are
physiological needs, safety needs, belongings, esteem needs and self-actualization (Najjar and
Fares 2017). This model is applied to business organizations to increase employee motivation.
Food, water, and shelter are the basic needs of people. Hence, by providing proper salary and
incentive an organization is able to fulfill the basic needs of the employees. Thus, this model
supports the incentive plan to motivate the employees. Therefore, by providing job security and
organization can gain the trust of the employees, which also retains the employees in an
organization. On the other hand, by providing stable job the managers can influence their
employees. After getting the basic needs and safety employees are able to make a good
relationship with their colleagues. This focuses on belonging or love need of individuals.
Therefore, if the employees are able to fulfill their basic needs and they feel valued, which

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supports the empowerment motivational technique. The last element of this model is self-
actualization, which leads the employees to identify their importance in an organization. As
criticized by Green et al. (2017), to motivate the employees meeting their basic needs and
showing respect are crucial otherwise the employees will get interest in their work. As for
example, ASDA has applied Maslow’s motivational theory in their workplace. This helped them
to identify the specific need of each employee. Therefore, they have introduced reward planning
for their customer executives to engage them in their work. Despite these advantages, Maslow's
theory has some limitations. The self-actualization component is not defined properly in this
theory. Thus, this component is difficult to follow for the organization during their motivation
process.
Figure 1: Maslow’s motivational model

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(Source: Green et al.)
Integrative model of motivation is another vital model, which is used to motivate the
employees in an organization. This model focuses on motivation, performance and works
attitude of employees (Savage and Tokunaga 2017). However, motivation is related to work
attitude and performance of the individuals. If an employee is highly motivated then they will be
able to concentrate on their work by changing their previous work attitude. This increases the
performance of the employees. For the line managers application of this model will be helpful to
enhance their employee engagement program. By providing good working environment,
empowerment, and incentives an organization is able to motivate their employees. Hence, this
model highly supports these motivational practices. In order to change the work attitude of the
employees, any business organization needs to alter their work culture and salary structure of
employees.
Four drives model of employee motivation highlights four components such as acquire
and achieve, Bond and belong, define and defend and comprehend and challenge. By focusing
on acquire and achieve an organization is able to provide a financial reward to employees. While
an organization is following acquire and achieve then other there drivers act as an integral part to
motivate the employees (Glaveanu 2017). Bond and belonging components allow the managers
to establish a good relationship with the employees, which can be done by using an open
communication. As argued by Madni and Sievers (2018), four drives model is not applicable for
all employees as it focuses on those employees who are able to take a challenge. Challenge and
comprehend factor allows the employees to take more challenging tasks to strengthen their
performance. From the previous discussion, it has been found that employees become motivated
if they get a challenging and fulfilling task. It is important for an organization to provide more

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challenging tasks to the employees to enhance the employee engagement. If the employees are
not able to take challenges then they are not able to cope up with a difficult situation.
Challenging work leads the employees to be interested in their work. By following this model
leaders are able to influence the employees to take more challenging tasks. This will help them to
learn and grow during their work.
Expectancy model
Expectancy model is based on expectancy, valance, and instrumentality. As per this
model, individuals are motivated if they will get the desired reward. As argued by Tamir et al.
(2015), people are least motivated if they do not get sufficient reward against their target. Line
managers can apply this model by giving reward to their employees. However, it is important for
the managers to understand that employees can achieve their goal if they get proper reward for
their work. Employees can motivate by getting both financial and non-financial reward. Reward
creates long time motivation for the employees in an organization. Application of this model is
helpful for leaders and managers to motivate their employees by offering them good reward
against their target.
Herzberg model
Herzberg two factor model is one of the important models that enhance the motivation
of employees in workplace. The major two components of this model are motivator and hygiene
factor. Motivator factor focuses on the significance of the job and opportunities related to the
job. Opportunity is associated with promotion, reward, and responsibility of employees
(Holmberg et al. 2017). In order to motivate the employees, it is important for the organization to
reveal the opportunities that are associated with the job. Hence, this motivator factor of Herzberg