Human Resources Report: Motivation Strategies at Tesco, UK

This report examines human resource practices and employee motivation within Tesco, a major UK retail company. It begins with an introduction to human resources and the significance of employee motivation. The main body delves into the meaning of HR, defines motivation, and explores motivational theories, including Maslow's Hierarchy of Needs and Herzberg's Two-Factor Theory. The report then applies these theories to Tesco, analyzing the company's HR processes and the steps it takes to motivate its employees, such as fostering a friendly environment, promoting effective communication, and implementing recognition and reward programs. The conclusion summarizes the key findings and emphasizes the importance of motivation in achieving organizational goals. The report references academic sources to support its analysis.

Human Resources

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Meaning of HR............................................................................................................................1
Define Motivation .......................................................................................................................1
Motivational theories...................................................................................................................1
About company............................................................................................................................3
Steps to motivate employees in company ...................................................................................3
CONCLUSION................................................................................................................................3
REFERENCES................................................................................................................................4

INTRODUCTION
Human resources is people who work in organisations and perform certain activities and
functions in company (Alfes, Antunes and Shantz, 2017). They are like asset for firm and
important part to play and has many responsibility. In this report Tesco, is company which is
largest retail store in U.K and deals with many product and services. In this it is being discussed
about motivation theories that how it can be used in organisation like Maslow Hierarchy and
Herzbergs theory. Apart from that steps that could be taken to ensure employees remain
motivated.
MAIN BODY
Meaning of HR
Human resources is refers to employees in company who perform various activities and
functions that are responsible for growth of organisation (Bender and et.al., 2019). They were
recruited and hire by Human resource management and properly examined their competency
according to position they applied for in company. It is important to monitor their working
condition and it necessary for firm to satisfy their expectation from organisation and keep
motivate them to do better performance.
Define Motivation
This is factor that play important role to engage them for longer period in organisation
and also helps to boost their confidence during their work (Terziev, 2018). They need motivation
time to time to improve their performance so that they can give their best in assigned task. Many
times it happens when employees does not motivated during their task that will impact their
efficiency, so motivation become essential at that time to enhance their productivity.
Motivational theories
There are two theories that were used widely in every organisation where they can
effectively enhance their efficiency at some level. Two theories of motivation are as follows-
Maslow Hierarchy theory- This theory consist of five model of human needs and
presented in hierarchy levels within pyramid (Sukawati and et.al., 2020). From bottom to
upwards the needs are physiological, safety, love, esteem and self actualization. So it believes in
after first thing that satisfy and then next level is motivates us and things goes on.
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Physiological needs- These consist of basic needs that every human needs to survive in
life such as food,drink, shelter and cloths and many more that must be satisfied. This need is
most important that all others as after this only an individual needs next.
Safety needs- Once physiological needs are satisfied, the needs for security become
necessary for example emotional security and financial security that include employment, social
welfare and security from law and order. These become essential after fulfilling the basic needs.
Love and belongingness needs- After satisfied from safety needs, third stage involve
human needs feeling of belongingness and interpersonal connection (Bluth, Bansal and Bender,
2017). It can be friendship, intimacy and trust and receiving affection and love from society like
family, friends.
Esteem needs- This level has two category first is esteem for oneself and second is desire
for reputation from society. As, after some point of time an individual is needs self esteem or
dignity and reputation and respect from others.
Self-actualization needs- This is highest level of Maslow's hierarchy and indicates the
realization of person, self-fulfilment and seeking for growth and experiences in life. This level is
at top level where an individual can reach and become the most that can be in its life.
Herzbergs 2-way theory is also called dual- factor theory which is developed by
Frederick Herzberg in 1959. There are two factors like Job satisfaction that influences by
hygiene factors and other one is Job sanctification that is influence by Motivation factors.
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 Hygiene factors- In this factors has the power to make people dissatisfied and at the
same time important to sanctification at work (Danvila-del-Valle, Estévez-Mendoza and
Lara, 2019). The presence of this factor will not lead to enough satisfaction at work like
salary, safety, security and working condition.
 Motivating factor- This has a power to make people satisfied but no affect on
satisfaction if hygiene factors are not there. Some of the example are achievement,
recognition, advancement and responsibility.
About company
In this report Tesco is taken which third largest retail store in U.K and deals in
multinational groceries and general merchandise and headquarter in Welwyn Garden city,
England. The human resource process in this organisation is effective and sound and they follow
proper procedure to hire employees and has certain policies and methods that were used to retain
them for longer period (King, 2016). As, there larger number of workforce in firm that also
important to manages them efficiently.
Steps to motivate employees in company
Company uses certain steps to keep employee motivated and engage in work so that can
concentrate in their work. Some of the ways to motivate employees are-
 Friendly environment- To make employees comfortable and engage, company can build
friendly and comfortable environment for them (Hubner and Baum, 2018). It is necessary
to provide them suitable working condition otherwise they feel dissatisfied.
 Proper communication- This include having effective conversation to employees so that
the can share any issue or problem to management. Establishing good relation with them
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is necessary to make them feel important and valuable for company. Tesco is using this
method to motivate their employees.
 Recognition and rewards- This consist of providing awards, recognition and appraise to
motivate them. Tesco is using this to keep them engage and encourage them to do better
performance.
CONCLUSION
In this report it is concluded that Human resource is efficient workforce that work in
organisation and responsible to success of company and play important part in order to achieve
goals. Motivation is useful tool that is used to keep employees engages and focused in their task
and it has two theories which are mostly used that are Maslow Hierarchy and Herzberg 2 factor
theory has been discussed. Apart from that description about company and the way through
which it use steps to motivating their employees to work in better way has been studied.
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REFERENCES
Books and Journal
Alfes, K., Antunes, B. and Shantz, A. D., 2017. The management of volunteers–what can human
resources do? A review and research agenda. The International Journal of Human
Resource Management. 28(1). pp.62-97.
Bender, C. E. and et.al., 2019. 2018 ACR Commission on Human Resources workforce
survey. Journal of the American College of Radiology. 16(4). pp.508-512.
Bluth, E. I., Bansal, S. and Bender, C. E., 2017. The 2017 ACR commission on human resources
workforce survey. Journal of the American College of Radiology. 14(12). pp.1613-1619.
Danvila-del-Valle, I., Estévez-Mendoza, C. and Lara, F. J., 2019. Human resources training: A
bibliometric analysis. Journal of Business Research. 101. pp.627-636.
Hubner, S. V. and Baum, M., 2018. Entrepreneurs' human resources development. Human
Resource Development Quarterly. 29(4). pp.357-381.
King, K. G., 2016. Data analytics in human resources: A case study and critical review. Human
Resource Development Review. 15(4). pp.487-495.
Sukawati, N. N. and et.al., 2020, November. Human Resources Management in Basic Education
Schools. In 2nd Early Childhood and Primary Childhood Education (ECPE 2020)(pp.
292-299). Atlantis Press.
Terziev, V., 2018. Importance of human resources to social development. Proceedings of
ADVED.
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