HRM Report: Motivation Theories and Performance Management Strategies

This report delves into the realm of Human Resource Management (HRM), specifically focusing on motivation theories and performance management strategies within organizations. The report provides a comparative analysis of two prominent fast-food companies, McDonald's and Burger King, examining their approaches to employee motivation. It highlights the application of Maslow's hierarchy of needs and Taylor's scientific theory by McDonald's, and Mayo's motivational theory by Burger King. Furthermore, the report explores how different job roles, such as teachers, chefs, and salesmen, require distinct methods for measuring and managing performance. The report concludes by summarizing the key findings and emphasizing the importance of tailored HRM strategies for enhancing employee morale, sales, and overall organizational productivity.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 2............................................................................................................................................1
P3 Comparison of two different companies in motivation theories............................................1
TASK 4............................................................................................................................................3
P5 Different job roles require different ways of measuring and managing performance...........3
CONCLUSION................................................................................................................................4
REFERENCE...................................................................................................................................5

INTRODUCTION
Human resource department is considered as one of the integral part of an organisation.
There main role is to increase the performance of their employees so that they can give better
services to customers (Pieper, Mkandawire and Van der Hoeven, 2016). Thus, HRM department
take strategies and polities in order to achieve set targets and objectives in specific period of
time. McDonald is one of the leading companies through out the world and has around 36,900
outlets. In this report, motivation theories has been included in order to compare two different
business. Apart from this, different ways of measuring and managing performance is also
included in this assignment.
TASK 2
P3 Comparison of two different companies in motivation theories
McDonald: It is one of the leading companies all over the world and it is known as fast
food company. Organisation was found in the year around 1940 by Richard and Maurice
McDonald. They provide variety of food products in over 100 countries and have approximately
36,900 stores. Company is giving hamburgers, chicken products, breakfast items and many more
at reasonable rates (Banfield, Kay and Royles, 2018). Motivation theory which is used by this
company is Maslow's needs hierarchy theory and it is giving them benefits as a result the
organisation is sustaining a superior position in market area. This includes certain step which is
is according to the basic needs that are to be fulfilled and they are:
Physiological Needs: It is considered as the first basic need of an individual which is
required for survival. This includes facilities like food, water and shelter that is essential for
living.
Safety and Security Needs: To live a healthy life it is important that all the needs are met
in context with health and safety because this is the biggest concern for an individual. Thus,
McDonald is providing all the facilities that is related to safety and security when employees feel
like not well. This make them physically and emotional strong and workers feel connected with
the organisation.
Social Needs: The feeling of belongingness helps an individual to survive in society for a
longer period of time (Shafritz, Ott and Jang, 2015). McDonald is maintaining a healthy relation
with employees and customers as well. As a result the company is getting good reviews and
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feedbacks from their customers which is enabling them in attaining their set targets and goals in
time frame.
Esteem Needs: This can be gained after achieving the previous level. This helps them in
keeping positive feeling. McDonald is using this method to encourage their team members to
perform in a better way.
Self Actualisation: Under this an individual determine the needs and identify he/her
needs and evaluate whether he/she will be able to achieve it or not. Thus, Maslow has considered
this level for those who want to achieve the target in order to become superior.
Other than this, McDonald is using Taylor's scientific theory so as to select suitable
candidates who can easily carry out the work appropriately. Therefore, company is using these
methods in order to achieve competitive advancement so that they can give tough fight ot their
competitors (Obeidat and Abdallah, 2014).
Burger King: This company also sell the same products like McDonald but what makes
a difference is the ingredients which they use. Burger King was established in the year 1953 as
Insta – Burger King, in Florida. Their main element which they serve to their customers is
hamburger. The organisation is having around 15,738 shops in around 100 countries.
Motivation theory is used by many organisation in order to boost the morale of their
employees so that they can give their best efforts so as to achieve the targets on specific period of
time. Burger King is using Mayo motivational theory so as to boost the morale of their
employees because it provides a better communication amongst individuals. As the sector deals
with large group of members so it is important that team work effectively for a common goal
(Popaitoon and Siengthai, 2014).
Reward and motivation can be linked with each other, both McDonald and Burger King
uses various reward system in order to appreciate the performance of their employees. For
example: McDonald is giving bonus and award based on the performance of an individual and at
the end of the month they select the best worker and give them appropriate rewards so as to keep
them highly motivated. Therefore, this kind of theory is helping them in identifying the best
candidates amongst all the workers.
Maslow is the basic theory that every company follow in order to motivate and encourage
their employees. McDonald is applying this approach and as a result they are getting maximum
benefits. It is helping them in knowing the basic needs and requirements of workers and
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customers. Thus, it is enabling the organisation in making products as per the needs and wants of
consumers. Apart from this, Taylor's scientific theory is giving benefits in terms of increasing
effective workers who can add value to their company and business at the same time (Ployhart
and et. al., 2014).
On the other side Mayo theory which has been implemented by Burger King is encouraging the
morale of employees and because of which they are producing the goods in an appropriate
manner and on time as well.
As both the companies which are mentioned above are selling the same products but
strategies which they are using make them different from one another. Price of commodities
make the huge difference, McDonald and Burger King are implementing various marketing
strategies like they are giving discount coupons on some of their food items at reasonable rates
and because of this they able to attract more and more customers towards their company (Yamao
and Sekiguchi, 2015). Apart from this, ingredients which they are using are making them unique
from each other and it is helping them in increasing their market shares and value.
TASK 4
P5 Different job roles require different ways of measuring and managing performance
Basis Teacher Chef Salesman
Role The main role of
teacher is to provide
information by using
various techniques so
as to facilitate
education.
Main task of chef is to
prepare and check the
quality of food
whether the company
is serving best quality
food items or not.
The basic role of
salesmen is to
communicate with
their clients so that
they can sale their
products in a better
manner.
Performance
Indicator
The performance is
measured by the
success of their
students
The performance of
chef is measured by
the food they cook and
if it is delicious or not.
The performance of
the salesman is
reflected by their sales
ratios.
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Teachers can improve their performance by adopting various tools and techniques in
order to give proper knowledge to their students. They can interact with their students in order to
know their behaviour towards different subjects. Teachers can make the whole process funny so
that students can give their maximum involvement. For example: In order to teach vocabularies
they can use interactive activities or fun games, different technological skills etc., Apart from
this teachers can use various educational applications and online sources so that they can give
ample amount of information to their students (Lin, Y. and Wu, L. Y., 2014). As the life of a
teacher is full of hectic schedule because they have deal with a large number of student who
come to them with their problems so it is essential that they maintain their stress and time in
proper way. Stress waste time can be very act as an effective process in order to release their
tension.
Chefs can improve their performance by become more proactive in nature, so that they
can improve the skills in which they are incapable off. By keeping first thing first they will be
able to prepare best quality foods so it is important that they know the entire procedure of
making perfect food. Effective communication with customers will help them to know about
what exactly clients require in his/her dish (Brymer, Molloy and Gilbert, 2014). Chefs can
manage their task by distributing them equally into their subordinates so that the task is
performed appropriately.
Salesman can enhance their performance by clarify their mission about what kind of stuff
they want to sell. They can break down the entire process in order to make it more simpler this
will help them in achieving the goals in a proper manner. Other than this, they must also ensure
that they are delivering products as per the needs and wants of customers.
CONCLUSION
From the above report, it can be concluded that companies uses different motivational
theories in order to boost the morale of their employees. This is enabling them in enhancing the
sales and productivity of the organisation and as a result they are on top of leading companies
those are selling same products. Other than this, role of teachers, chefs and salesman will assist
them in knowing the performance of them respectively.
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REFERENCE
Books and Journals
Pieper, H., Mkandawire, T. and Van der Hoeven, R., 2016. Africa’s recovery in the 1990s: From
stagnation and adjustment to human development. Springer.
Banfield, P., Kay, R. and Royles, D., 2018. Introduction to human resource management. Oxford
University Press.
Shafritz, J. M., Ott, J. S. and Jang, Y. S., 2015. Classics of organization theory. Cengage
Learning.
Obeidat, B. Y. and Abdallah, A. B., 2014. The relationships among human resource management
practices, organizational commitment, and knowledge management processes: A
structural equation modeling approach. International Journal of Business and
Management. 9(3). p.9.
Popaitoon, S. and Siengthai, S., 2014. The moderating effect of human resource management
practices on the relationship between knowledge absorptive capacity and project
performance in project-oriented companies. International Journal of Project
Management. 32(6). pp.908-920.
Ployhart, R. E. and et. al., 2014. Human capital is dead; long live human capital resources!.
Journal of management. 40(2), pp.371-398.
Yamao, S. and Sekiguchi, T., 2015. Employee commitment to corporate globalization: The role
of English language proficiency and human resource practices. Journal of World
Business. 50(1), pp.168-179.
Lin, Y. and Wu, L. Y., 2014. Exploring the role of dynamic capabilities in firm performance
under the resource-based view framework. Journal of business research. 67(3). pp.407-
413.
Brymer, R. A., Molloy, J. C. and Gilbert, B. A., 2014. Human capital pipelines: Competitive
implications of repeated interorganizational hiring. Journal of Management. 40(2).
pp.483-508.
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