Evaluating Motivation, Management Styles & Performance Appraisal

This report delves into employee motivation, examining financial and non-financial incentives and the application of Maslow's and Herzberg's theories. It outlines the company's aims and objectives, focusing on unisex clothing and sales growth. The report discusses the democratic management style, emphasizing employee involvement and direct communication. Training types such as job rotation and external/internal sessions are highlighted, along with monetary rewards like bonuses and share options. Furthermore, it evaluates employee performance through yearly appraisals and outlines the benefits for both employers and employees, including motivation, retention, and productivity. The document concludes with a list of references. Desklib provides this and other solved assignments for students.

Scenario 2
P1

Employee Motivation
 Employee Motivation is considered as a significant aspect where in employers have to deal
with needs and preferences of employees.
 Several types of benefits are required to be provided to the employees so that they can feel
motivated.
 Employee motivation also aids in employee retention and job satisfaction.

Financial and Non financial motivation
Monetary Motivation Non-monetary Motivation
Types of Motivation

Motivation
Financial Motivation Non- Financial Motivation
Motivation can be provided through
financial resources such as rewards,
incentives and other financial benefits.
Non – Financial motivation can be
given in the form of recognition,
appreciation and other encouraging
benefits.

Maslow's theory of Motivation
There are five hierachies in the theory and managers are required to
consider needs of employees at different stages.
The theory is useful in depicting various needs of employees and how
it changes the behavioral aspects and work performance as well.
In order to apply the theory, employers need to out the employees on
all the hierarchies.

Herzberg Theory of Motivation
Herzberg theory is useful as it can aid the employer to identify all those
aspects that promotes work environment.
The theory also includes all those forces that impacts employee
motivation and work culture.
The theory can be applied on the basis of motivators and hygiene
factors.

Aims and Objectives
Aim:
The main aim of the company is to offer quality as well as fashionable
clothes to men and women both.
Objectives:
 To offer unisex clothes to the customers
 To increase the sales within year ending by 5%.
 To maximize the interest of employees in the organization

Different management styles
 Leaders and managers will be using Democratic style in which
staff members will also be included in company's decision making
process.
 Concern will be given to employee motivation and engagement.
 There will be direct communication between employees and
managers.

Types of training
 The company has the availability of provision of job rotation in
which employees could be transferred to different job profiles.
 External as well as internal training sessions are organized at the
store so that sales development skills can be developed among
employees.

Monetary Rewards
The company provides monetary rewards such as bonus, increment in salary, company benefit schemes and share
options.
Bonus
Half yearly bonus according to target
achievement
Above the target of £200
Salary increment
Yearly basis
10-20% on the basis salary
Availability of company benefit schemes
Compensation scheme for extra work
Medical benefits
Employee Provident Fund scheme
Share options
10% dividend to shareholders
Share allotment according to capital
employed

Scenario 4
P6
Employee performance is measured and evaluated on the basis of several
parameters and this assists the people to get appraisal against the work
performed.
Performance appraisal will be conducted on yearly basis and around 10%
appraisal will be given to every employee.
Appraisal criteria are different for employers and employees both.
Decisions of managers and employees will be included in employer and
employee appraisal process.

Contd..
Employers Employees
 Helps the employers to motivate the
employees towards better productivity
 The process is useful for employer to retain
the employees for longer time period
 This is also significant for acquiring long
term sustainability.
 This aids the employees to derive benefits
from rewards, incentives and other financial
schemes
 Financial and non- financial motivation
helps the employees to contribute in
productivity level.

References
Kippenberger, T., 2002. Leadership Styles: Leading 08.04. John Wiley & Sons.
Latham, P. G., 2007. Work Motivation: History, Theory, Research, and Practice. SAGE.
Marques, J., 2007. The Awakened Leader: One Simple Leadership Style That Works Every Time, Everywhere.
Personhood Press.
Fleetwood, S. and Hesketh, A., 2010. Explaining the Performance of Human Resource Management. Cambridge
University Press.
Trim, J. R., 2004. Human resource management development and strategic management enhanced by simulation
exercises. Journal of Management Development. 23(4). pp.399-413
Miner, B. B. J., 2012. Role Motivation Theories. Routledge.