FY021 Task 3: Motivational Techniques at Jack Stores Case Study

This case study analyzes motivational techniques employed at Jack Stores, a British discount supermarket owned by Tesco, focusing on employee motivation to increase productivity. The study examines two key motivational theories: Vroom's Expectancy Theory and Taylor's motivational theory. It details the advantages and limitations of each theory in the context of Jack Stores, considering how they can be applied to motivate employees, improve job satisfaction, and achieve business objectives. The analysis highlights how incentives, rewards, and management strategies influence employee performance and commitment. The study concludes with a summary of the effectiveness of these theories in the context of Jack Stores and their implications for Tesco's overall business strategy.

CASE STUDY MOTIVATIONAL
TECHNIQUES AT JACKS STORES

INTRODUCTION
Motivation is the word derived from word motive which means desire, drives, needs or
wants within individuals. It is one of the most essential key elements that drive workers towards
growth and success in workplace. The current study is based on Jack store, is British discount
supermarket, owned by TESCO. This study explains two motivational theories in context of firm
and their limitations & advantages to Jack discount stores.
TASK
Two motivational theories and their advantage & limitations to Jack discount outlets
In context of given case study, TESCO declared to open new discount outlets that is Jack
as part of their business strategy used to beat their competitors such as Lidl and Aldi. The
success of this new store is possible when they have skilled and committed employees in
workplace who are able to contribute in gaining competitive advantages. To motivate staff and
make assure them that their need are well understood by management, two motivational theories
will implemented that really work well for Jack stores.
Vroom’s theory of expectancy-
This motivational theory is one of the best theories used for employee motivation which
in return increase productivity level rather than before (Harris and et,al., 2017). Here, vroom’s
theory of expectancy is used for Jack staff as to make assure new people needs are take care by
management in effective manner. According to this theory, individual will be highly motivated
and effective when two conditions are meet first, when applicants trust it is likely that their hard
work will lead to successful outcomes and second one is that when those candidates also believe
that they will be promoted or rewarded for their efforts. In new discount store named Jack,
leaders or managers motivate new employees by assuring them that they get incentives after
completing task. While working in company or supermarkets people seek to get incentive after
working really very hard. It work well for Jack discount outlets and also satisfy TESCO
management that they have motivated and highly committed team in workplace who are able to
serves its best in any situation.

Advantages-
The advantage of their theory is that it is based on self interest people who want to
decrease dissatisfaction and achieve maximum satisfaction. With this benefit Jack stores and
TESCO management build strong work force in supermarket as they boost up workers morale
and motivation by incentives and rewards system (Studer and Knecht, 2016). With appropriate
aims set, this may trigger motivational procedure that improve and increase performance of
applicants. When management apply the principles of this theory they can employ concepts to
assemble more efficient work groups to complete their business aims that is beneficial in term of
increasing profit margin. Another benefit of this concept, when leaders applied it well is that
workers willingly participate in day to day activities because administration has planned
involvement based on employees being inspired by change to perform, work and get rewards that
they see as valuable.
Limitations-
This theory seems to be idealistic because few people perceive high level correlation
between rewards and performance. It impact on productivity and sales of Jack stores as without
perceiving high extend interrelationship between performance and rewards, workers are less
committed in workplace and not ready to work with satisfaction. Expectancy theory of
motivation unable to work in practice without active and effective participation from seniors or
mangers. Furthermore, it can be said that application of Vroom’s theory is limited as incentive is
not directly linked with performance in many firms. It affects motivational level of Jack stores
staff as they work less productive.
Taylor’s motivational theory-
Frederick Taylor develops one of the earliest motivational theories, according to his
research individual worked only for money. According to this theory, workers are inspired and
motivated to be productive by only one thing that is money (Cohen and et.al., 2017). Because of
this, Frederick believed that organizations management will exercise close monitor over staff, to
assure that they were obtaining their salary worth. Science, development of each and every
applicant, cooperation and harmony are the four principles of this theory. By implementing these
principles of Frederick Taylor motivational theory, Jack stores fulfill employee’s need that is

good salary package. It motivate staff rather than before and make them ready to contribute in
achieving set business aims and objectives. When management take care need of new workers in
workplace that relate to money, they can enhance performance and productivity level that work
well for Jack Discount stores and satisfy management of TESCO as they had strong team of
players. New employees do not feel comfortable and enjoy their work in workplace, they need
motivation and support from management that increase productivity of each applicant. Manager
need to controlled and monitored employees closely as it help them to identify their needs and
commitment towards work.
Advantages-
The benefits of this theory apply in context of Jack Discount stores that increase
motivational level of new workers and retain them with business for longer period of time. The
advantage of this concept is enhanced production. It is accountable for enhanced production
procedure as it focuses on steady developments in business operations. Stores manager build
harmonious relationship with their teams and assists in production process that increase their
motivational level as well as productivity. Another advantage of this theory is that managers of
Jack stores can make a good control over production activities. Ability to control is the best part
or benefits of this theory that allow management to control over staff and decrease risk as failure.
Limitations-
Limitation of Frederick Taylor management theory is that it requires huge capital. In
simple words to motivate new employees Jack discount stores and TESCO management need to
invest and consider costly systems that may be impact on financial budget of firm negatively.
The employee motivation technique requires more capital that decrease profit margin of business
rather than before which is not relay well for company.
CONCLUSION
From above analysis it has been concluded that Taylor motivational theory and Vroom’s
theory of expectancy has been used in context of Jack Discount stores to motivate their new
workers and assure than their needs has been understood by manager in ethical manner.

REFERENCES
Book and Journals
Cohen, A and et.al., 2017. Framed, Interactive Theory-Driven Texting. Family & community
health. 40(1). pp.43-51.
Harris, K.J and et,al., 2017. The antecedents and outcomes of food safety motivators for
restaurant workers: An expectancy framework. International Journal of Hospitality
Management 63. pp.53-62.
Studer, B. and Knecht, S., 2016. A benefit–cost framework of motivation for a specific activity.
In Progress in brain research (Vol. 229, pp. 25-47). Elsevier.