Leading and Managing People: Employee Motivation Report and Analysis

This report delves into the critical aspects of employee motivation, exploring various strategies and theories to enhance workplace productivity and engagement. It begins by defining motivation and its impact on organizational efficiency, emphasizing the role of leadership in fostering a motivated workforce. The report then examines Herzberg's two-factor theory and Maslow's hierarchy of needs, illustrating their practical application within the context of Tesco. Specific examples of how Tesco utilizes these theories to meet employee needs, from basic physiological requirements to self-fulfillment, are provided. The report highlights the benefits of a motivated workforce, including increased job satisfaction, improved productivity, and enhanced discipline. It also discusses the importance of learning and continuous development within a motivational framework. Reflective writing on the application of motivation theories in Tesco is included, providing a comprehensive analysis of how these concepts contribute to organizational success. This document is a valuable resource for students studying leadership, management, and human resources, offering insights into the practical application of motivational theories in a real-world business setting.

Leading and Managing
People

Introduction
Motivation refers to process which helps and give stimuli to actions and to accomplish
the goals. Motivation is a sentiment which effects an individuals and boost morale. The most
essential aspect of any organization is leading and managing their employees which will give the
company a better workforce. There are various strategies which many organization used to
manage and direct their employees to gain the organizational efficiency. To increase their
efficiency the management many also use motivation as their one of the tools and make the
organization more productive. Training their employees is very essential as it provides the
employees better understanding and knowledge which help them to increase their potential while
understanding their task and also give them sense of loyalty for the organization.
1. Motivation of employees
Motivation is making the individual excited to achieve its goals, the employees who have bigger
personal goals will be motivated more to increase its efficiency, the need of motivation arises
from the nature of organizational goals and other factors which help to increase the effectiveness
to reach the organizational goals. The Human resource manager is responsible for motivating
their employees to get them effectively enthusiast and finish their task more efficiently. The
power of influencing employees determines a better Hr manager or a leader who can increase the
organization's productivity.
 Motivation of employees increases dedication of the employees which help them to
achieve their personal goals as well as organizational goals more effectively.
 The organization which uses the motivation techniques will be cost-efficient as there will
be low employee turnover ratio.
 Motivation also help to create a healthy environment which help to create high
performance teams of the organization.
 Due to motivation the employees will become more participant and share there
innovative and creative ideas to the managers to complete their task with new strategies.

HERZBERG'S THEORY TESCO
Herzberg theory is a two-factor theory which aims at motivating the people and employees
towards achieving their goals and success. The theory says that there are two factors by which
the employees can be motivated in the organization. The two factors are- firstly the motivators,
whose work is to encourage the employees to complete their goals and achieve success in the
organization. Second is hygiene factor which directly did not affect the motivation of an
employee but if the organization is not having proper hygiene equipment or the environment in
the organization is unhygienic, then the employees will create absenteeism in the organization.
Hence, this absenteeism will cause loss in the work and output of the company. So, to avoid this
loss the organization should maintain the hygiene.
In the company Tesco, the Heisenberg's theory was applied in the form of “hierarchy of
needs”. In this, a hierarchy was formed describing the needs of the employees of the
organization. At the base level, the basic and physical need was described. This included
place of work, regular monthly pay and other essential facilities such as cafes and
restaurants , lockers and other facilities for their personal belongingness. The second
level from the bottom describes the security needs in which the Tesco provides security
of formal contracts of employment as well as pension and sickness scheme. It helps a lot
in making a sense of belongingness in the employees and ensures the employee's health
and safety in their workplace. The third level from bottom describes the social needs of
employees of Tesco. In this the Tesco promotes team and group working at various
levels. The company “steering wheel” assess individual and group work. This enables
the store staff to work as a team. The working conditions of Tesco and its home from
home ethos encourages long services. The fourth last level, which is also second level
from top, describes the self esteem of the employees of Tesco. The Tesco value
emphasis the self respect and respect for others. The company praises for the hard work,
self assessment, 360 degree feedback and its appraisal system helps to recognize
individual's contribution and importance and celebrate its achievements. The fifth level
from last which is also the first level from top, describes the self fulfillment. In this the
Tesco offers personal development plans, recognition of skills and talents, opportunity
for promotion and career progression programme. Career discussion feed in to tesco's

talent planning meeting. The options fast track management programmed provides a
route for capable staff to reach higher levels. These were the level of theory of Herzberg
in Tesco which were followed by the organization for its employees. Tesco provides
opportunities for its managers and staff to take share and greater interest in their own
employment (Van Vuuren Van der Westhuizen and Van der Walt 2016). Since, every
employee is an individual with different needs and aspirations the process of review and
personal development plan allows recognition of their abilities and achievement as well
as potential developments. This benefits individuals by providing carrier progression.
Motivational Theory- Abraham Maslow believes that there is a desire of need and wants in
people which helps them to motivate people and this theory is explained by Maslow in five needs
which are essential to human. He has formed these needs in stages in a pyramid beginning from
basic needs that is food and shelter which goes on to the top level that is need of status and self-
satisfaction. These needs can be met only through by money(Thomson Arney and Thomson
2015). Then they want safety and security needs, social needs, self-esteem and self-fulfilment
that is area of having interest. His theory states that in order to go onto another level his needs of
one level needs to be satisfied otherwise they won't reach on to another level.
Basic/ Physical Needs- In this stage humans demand a place of work which gives a regular
monthly pay to them. Tesco fulfils this need of every employee who work in their organization.
Company provides them with several facilities so that they feel a sense of belongingness.
Facilities such as lockers or restaurant are provided so that they have sense of accomplishment.
Security Needs- Tesco provides their employees a sense of security in which they formalize the
contracts of that employment, their terms and agreements which states information about
schemes of pension and sickness. For their workforce they provide a option which states that
they can join a union so that they don't feel alone in the organization and have a sense of
belongingness. Tesco has taken mandatory and essential measures to provide health and safety
measures in the premises so that employees of the company feels safe.
Social Needs- This stage emphasizes on having friends, family and relationships in and outside
of the company. People want someone who they trust, who they can talk to and share their
feelings with. Steering wheels of an organization which helps them working together as a team

and assess the individuals and team. By providing conditions such as work from home it helps in
encouraging the employees and their retention for a long time.
Self-Esteem Needs- Tesco values the hard work of employees and gives them respect. The
company praise them for their services. They have assessment facilities such as
feedback of 360 degrees and system of appraisals so that the company can have the
information of those who contributes in achieving the goals of the organization so that
Tesco gives them importance and they can celebrate the achievement together (French
and Rees eds 2016).
Self-Fulfilment Needs- Tesco has set up and build developmental plans for the individuals and
they recognise the skills and talents of them and on the basis of that they promote them and help
them make progress in their career. Tesco conducts planning meetings for these type of career
discussions. They have a route which provides the staff who are capable to reach higher levels in
their careers. This is the highest level of needs one can think of but according to the psychology
the desire of needs, wants and motivation never ends.
Benefits of motivating employees in an organisation
Satisfied Employees
Motivation satisfies individual personal needs, high level of employee motivation are
intrinsically linked to high level of employee engagement in organisation work. Tesco provides a
good working condition and a healthy environment, also Tesco give its employees fair and
regular salary for their basic survival. In Tesco they provide their employees with a private
locker for each employee to keep their personal stuff. If the employees remain motivated then
they will actively engage in organisation work. These all facilities provided by Tesco will help
motivate employees and thus will boost up their morale to work effectively and efficiently. A
satisfied taskforce are better at problem solving as they are more creative and innovative.
Job satisfaction
`If the employees are motivated the will be satisfied with their jobs(Day and Shannon
2015). If Tesco have a motivated workforce which works with greater concentration and
are less likely to make mistakes. The employees will also remain loyal if they are

satisfied with their jobs, this will result in Tesco having less staff turnover and less
absenteeism. The employees of Tesco should be provided with leisure time between
working hours so that they don't get frustrated while working. This will result in
employee to accept challenging task and also involve some creative thinking (Cowne
Frankl and Gerschel 2018). If employees are satisfied with their jobs they are more
goal oriented.
Increased productivity
The motivation level is directly related to the productivity level. If the employees at
Tesco are motivated then their productivity will increase significantly. Clearly, Tesco should
provide its employees with realistic goals and interesting work according to the employees
qualifications, these will automatically increase the employees motivation. The workforce at
Tesco work together in partnership with other staff member to achieve the individual and
organisational goals as these workers are motivated and excited about their jobs, so this in turn
increases the organisation's productivity. Tesco should set incentive related goals so that this will
automatically increase the employee production level.
Disciplined taskforce
Motivation promotes self-discipline, if Tesco workforce is motivated then the discipline
level automatically increases. If Tesco have a motivated taskforce it generally won't
have the fear of punishment as they themselves obey their superior and maintain orderly
behaviour. Motivation and discipline are inversely related, high motivated taskforce
requires less discipline to be imposed and vice versa. A self-disciplined taskforce will
handle uncertainty and risks in this rapidly changing environment as they are adaptable
to changes(Archibald and Archibald 2016).
Learning -Tesco must understand that motivation helps in the learning process. Learning is not
possible without motivation, as a person who don't want to learn something won't learn as there
is no motivational factor which drives him to learn. Therefore, Tesco should select the employee
according to their interest if learning, so that they are motivated to do learn that. Tesco must also
have the policies and practices encouraging the growth of that motivation. If the employees at
Tesco remain motivated, they will be more proactive at learning.

Reflective writing on the motivation
To talk about motivation theories like theory of Herzberg and Maslow need hierarchy
theory and benefits and motivation application which are used as the employees to
motivate them which is been used and applied in Tesco organization which is the most
successful company in the world selling their products in so many country all around the
globe and having 70 thousands employees working for this organization talking about
there motivation application for the employees of Tesco they spent there money on the
motivation of employees as according to the Maslow need hierarchy they follow as they
satisfied there needs so they start with the basic needs of the employees like their
psychological needs where they satisfied there basic needs like food, cloths and shelter
and then they move on to the next stage of Maslow’s hierarchy where there is security
needs and safety needs and then there are more needs which is been satisfied by the
Tesco. To talk about motivational theories of leadership is somewhat tautologous
(Repeating the same thing in different words), in that it would be hard to think of
someone wanting to be a leader without a reason, or motivation. Style, rank,
organization, or other factors in a leadership situation shape a person's motivation for
being a leader, but we still need to consider that motivation is inextricably connected
with psychology; it is psychology that prompts persons to think that leadership can be a
means for classifying leaders according to motivation (Ellis 2018). However,
psychological factors aren't the only aspect that should be considered, the context, the
task itself as well as the other individuals are directly impacting one's profound
motivation. Tesco always have special treatment for their employees because they
believe that Tesco employees are the base of Tesco success and Tesco also believe that
employee’s motivation at every stage every stage even if they already capture the arced
and if the employees of Tesco. Understanding the psychologically of employees
theories are psychological conditions that characterize a person, and for this, we need to
start with peer-reviewed literature. If a person is motivated and happy with the
organization so employees will work with his efficiency and will put his full
efforts in the achievement of the organization. If someone is in thrust into a
leadership position, then motivation would be the need to respond in very a positive way

to the demand of being a leader. Leadership positions vary in levels and here Tesco
belief that we should give every opportunity according to his caliber and do not judge
him on employees few efforts may be the motivation is the thing which of missing in the
employees which can bring the dissatisfaction between company and employees(Ahmad
and Salam 2018). sometimes employees have fear of missing out under the best
performance of the other employees and so here organization use motivation theory
where they use the Herzberg theory to resolve this issue where Herzberg theory is a two-
factor theory which aims at motivating the people and employees towards achieving
their goals and success - firstly the motivators, whose work is to encourage the
employees to complete their goals and achieve success in the organization. Second is
hygiene factor which directly did not affect the motivation of an employee but if the
organization is not having proper hygiene equipment or the environment in the
organization is unhygienic, then the employees will create absenteeism in the
organization where organization is dealing in the groceries, they have to share some
hygiene so this will help. Most of the time employees didn’t like the other employees’
attitude and this will bring a dissatisfaction in employees so that is where Tesco bring
motivation theory to resolve the issues and that is here subordinates and superior share
there issues with each which give them motivation and there trust issues will get down.
Extra motivation bring negativity, harsh competition between employees so there is
discipline so employees will stick to there limit. Motivation has its on benefits which
help organization to build the team with effectiveness and efficiency. Benefits which
helps employees at individual level and at the organization level benefits like satisfying
employees gives motivation where, Tesco give its employees fair and regular salary for
their basic survival. In Tesco they provide their employees with a private locker for each
employee to keep their personal stuff. If the employees remain motivated then they will
actively engage in organization work. Factors like satisfaction which are related to the
basic needs of the employees which gives motivation. Job satisfaction is most important
factors to the employee benefits for the motivation. If the employees are motivated the
will be satisfied with their jobs. If Tesco have a motivated workforce which works with
greater concentration and are less likely to make mistakes. The employees will also
remain loyal towards the organisation. It also helps in the increment o productivity

where Tesco work together in partnership with other staff member to achieve the
individual and organisational goals as these workers are motivated and excited about
their jobs, so this in turn increases the organisation's productivity. Tesco should set
incentive related goals so that this will automatically increase the employee production
level(Adamou 2017). Tesco always beliefs that motivation and discipline both are
necessary at the same time. Motivation promotes self-discipline, if Tesco workforce is
motivated then the discipline level automatically increases. If Tesco have a motivated
taskforce it generally won't have the fear of punishment as they themselves obey their
superior and maintain orderly behaviour. Learning is required at levels Tesco must
understand that motivation helps in the learning process. Learning is not possible
without motivation, as a person who don't want to learn something won't learn as there
is no motivational factor which drives him to learn. Therefore, Tesco should select the
employee according to their interest if learning, so that they are motivated to do learn
that so this study involves and show the importance of the motivation among employees
and also within the organisation so its reflects the positive output fot the employees and
organization as well.

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