Leadership Management: Analyzing Tesco's Employee Motivation Report

This report examines Tesco's approach to employee motivation, focusing on the application of Maslow's hierarchy of needs and Herzberg's two-factor theory within a leadership management context. The introduction highlights the role of human resources in achieving organizational objectives, emph...Read More

Assessment

Table of Contents
INTRODUCTION ..........................................................................................................................3
Motivation...................................................................................................................................3
Maslow's hierarchy theory of motivation. ..................................................................................3
Herzberg's two factor theory.......................................................................................................5
Company background.................................................................................................................5
Steps of motivation.....................................................................................................................5
CONCLUSION ...............................................................................................................................6
REFRENCES...................................................................................................................................7
Books and Journal............................................................................................................................7

INTRODUCTION
Human resource are those Assets of the organisation who perform, assist, work in order
achieve organisational objective. They are employees, stakeholders and managers that make their
contribution to convert physical input into practical output. Human resource management is an
essential activity of management which drives HR manager to conduct various task and
formulate strategies to manage employees, staffs, recruit and hire qualified individual which
could take the organisation to the success. Human resource manager enable functions of
employees welfare, provide training and development and prepare them for building career
within the organisation. Moreover, a human resource manager is entitled to create organisation
culture with some values, ethics and norms that regulate into overall operations so that work
would be done into well manner (Sumah, and Baatiema, 2019). The case study is about Tesco, a
leading firm of London, United kingdom specialised in selling home, grocery and consumer
products. The assessment will show managers contribution in motivating their employees with
some relevant theory.
Motivation
Motivation is an important part of management activity that guide, initiate and maintain
goals initiative so the employees would not lack with dedication towards work. Motivation
could be provide by effective techniques and understanding human behaviour as what they
expect with the organisation. It enhance employees interest and make them keen towards
achieving goals and set targets. In order to motivate employees effectively, there are relevant
theory that drives human wants and employees into systematic manner (Rockett, and.et.al 2017).
Maslow's hierarchy theory of motivation.
Maslow provides an effective framework of stages that an individual desires and upgrade
with the level of their achievement. This theory provides a need to understand human behaviour
in order to make them influenced about work ans its benefits. The theory gives 5 motivational
stages that is described below:
Physiological needs: at this stage of an individual life, it desires to have basic needs for
basic survival such as food, clothing, place. An individual wants a minimum pay to to fulfil these
desires while working within an organisation (Mendy, and Rahman, 2019). company need to
provide a fixed pay so that worker could settle and survive into inflationary market.

Safety needs: After fulfilling basic needs, an individual desires to get safety and security
in terms of employment and medical concerns, once they get minimum pay wage they does not
want to loose their job and retain for longer terms. An organisation must ensure to provide health
and medical benefits, job establishment, benefits for uncertainties.
Love and belongingness: An individual desires to get love and affection within the
organisation that cloud only be ascertain by maintaining inter personal relations. After getting
safety and good pay, employees want informal working environment that make them feel
valuable.
Esteem needs: Once an individual gets all the above concerns, they desires to work as a
part into organisation to feel free and be flexible and independent while working. Employees
want mutual respect and dignity from the their co-workers, Tesco could enable authority and
centralised environment of working where one can know who are their guiders and whom to
provide guidance (HHDNP, 2019).
Self-Actualization needs: This stage of motivation theory said to be complicated as it
shows and endless demand of individual which only could increase after achieving one level of
achievement. It desires for more increment as much as possible by employees capability.

Herzberg's two factor theory
This theory gives two essential factors that is motivators and hygiene factors. These two
are most providable factor that influence on being motivate at workplace. An organisation takes
advantage of these factors in order to get the best potential of your team. Through which
employees and mangers build connection and work with mutual objectives.
Motivators: motivators play an important role into organisation profitability, being motivate
towards work, employees will remain dedicated and influenced. Managers and leaders are the
motivators who provide effective guidance, initiative and compensation to maintain well-being
of employees (Gigauri, 2020).
Hygiene factors: This factor is not available at workplace in practical manner. But it influence
employees for not being aware and active in work participation. Less hygiene factor creates a
cause of demotivation for employees. As it influence them by showing causes and cons of not
being active. Here, motivator not being involved in boosting morale, whereas, they shows its
disadvantage at organisational context.

Company background
Tesco is a multinational firm of London, UK. Manufacturer and retailer of all the
consumer goods and has giant operations into international market. The company was
established in 1919. first it has commenced with a local store into London and by the time
increment into market revenue and customer satisfaction it has established with large stores with
gaining high competitive advantage. Tesco has 4,50,000 workforce and revenue up to £63.911
billion till the year 2019. Due to large operations, they perform essential activities of human
resource management by providing them with employees welfare, compensation and equality
enhanced into the organisation (Ayentimi, Burgess, and Brown, 2018).
Steps of motivation
Tesco evaluate immense method of motivation as they follow maslow theory of
motivation in order to understand and examine employees wants and desires. Motivation come
from within organisational culture and norms that needs to be effectively communicate with
human workforce. The company go through with various steps:
 provide extensive support to employees by providing guidance and way to perform
work .
 Tesco pay a good minimum pay wage to each ans every employees without being
discriminated with anyone.
 Tesco runs democratic structure of management through which employees know about
their authorities and responsibility (Almada, and Borges, 2018).
 The company has professional trainers and motivators that provide career development
programmes to enhance skills and capabilities.
CONCLUSION
For the above case study, it has analyse significantly the requirement of human resource
into an organisation in order to accomplish targets of producing and rendering quality products.
An organisation must perform motivational task to encourage workforce interest into operational
work so that no target would left unfulfilled. The report consist two effective theories of
motivation that drives study of human behaviour they expect from the organisation.

REFRENCES
Books and Journal
Almada, L. and Borges, R., 2018. Sustainable competitive advantage needs green human
resource practices: A framework for environmental management. Revista de
Administração Contemporânea, 22(3), pp.424-442.
Ayentimi, D.T., Burgess, J. and Brown, K., 2018. A conceptual framework for international
human resource management research in developing economies. Asia Pacific Journal of
Human Resources, 56(2), pp.216-237.
Gigauri, I., 2020. Influence of Covid-19 Crisis on Human Resource Management and
Companies’ Response: The Expert Study. International Journal of Management
Science and Business Administration, 6(6), pp.15-24.
HHDNP, O., 2019. A Study of Bachelor's Degrees in Human Resource Management in Three Sri
Lankan Leading State Universities. Universal Journal of Educational Research, 7(11),
pp.2361-2371.
Mendy, J. and Rahman, M., 2019. Application of human resource management's universal
model: An examination of people versus institutions as barriers of internationalization
for SMEs in a small developing country. Thunderbird International Business
Review, 61(2), pp.363-374.
Rockett, and.et.al 2017. A human resource management perspective of workplace
bullying. Journal of aggression, conflict and peace research.
Sumah, A.M. and Baatiema, L., 2019. Decentralisation and management of human resource for
health in the health system of Ghana: a decision space analysis. International journal of
health policy and management, 8(1), p.28.