Evaluating Motivation Theories: A Case Study on Tesco

This report provides an in-depth analysis of motivation, exploring various theories such as Maslow's hierarchy of needs, McClelland's theory, Herzberg's two-factor theory, and Vroom's expectancy theory. It defines intrinsic and extrinsic motivation and discusses their significance in the workplace. The report then applies these theories to the case of Tesco, a major UK supermarket chain, examining how the company can implement motivational strategies to enhance employee engagement and retention. The report also addresses the challenges of modern workplaces, the importance of technological advancements, and the need for employee welfare programs. It concludes that motivation is crucial for achieving goals and that the theories discussed provide a framework for understanding and improving employee performance. The report references several academic sources to support its findings.

Motivation

Table of Contents
Introduction................................................................................................................................3
Motivation..............................................................................................................................3
Conclusion..................................................................................................................................5
References..................................................................................................................................6
Books and journals.................................................................................................................6

Introduction
Motivation is a process which gives different individual Insight about doing something.
Motivation keeps an individual dedicated and brings positivity for doing work in any
situation of life. In modern business workplace, motivation plays a significant role in order to
manage employee’s potential and make them effective and efficient (Nicholls, 2017). This
report is going to present the concept of motivation by evaluating different theories like
Maslow hierarchy theory of motivation, McClelland theory, Hertzberg two factor theory and
vroom expectancy theory. Which shows how motivation affect and individuals journey with
the case of Tesco, one of the reputed Supermarket chains of UK? The company require
workplace motivation in the modern scenario which is going to evaluate in this report.
Motivation
Motivation is a process which makes an individual stick to their goals and provide inner
enthusiasm to work for achieving something in return. For example, a person requires money
to buy a house or to travel, these factors give motivation to work more hard and make money
to fulfil their goals and Desires (Kuhl, Quirin, and Koole, 2020). Motivation could be any
type which is sometimes out of love, affection and friendship and sometimes it refers to
getting something in return which fulfil their utility power. Basically, it defines the behaviour
of individual while working in an organisation to get promotion, appreciation, compensation
and job security and opportunities within the organisation. There are various factors which
are involved in the motivation that very from different human Desire and working attitude.
Motivation encourage individual to work for their goals and achievements. Enhance the
knowledge and skills by improving performance, improve quality of life and promote high
growth and development. Therefore, a motivated individual is well successful then the
demotivated one. Motivation gives positivity and self confidence to achieve personal goals
and objectives into every field of life (Pegg,. and Kujawa, 2020). There are basically two
types of motivation such as intrinsic and extrinsic. Intrinsic motivation is an example of inner
urge to complete something in order to gain knowledge, work done out of love and respect.
This kind of motivation comes from within an individual who does not belong to long term
goal or achievement but it gives sudden feeling of gratitude. For example, mother is cooking
food out of love, any appreciation will make her motivated to cook more delicious food.
Whereas an extensive motivation require something in return which can fulfil the expectation

of their work done. An individual only work where in case they would get money, Awards or
any recognition for future development. This kind of motivation makes an individual
enthusiastic to complete the task at any condition in order to fulfil their needs. These
motivations come from an organisation for the employee in terms of promotions increment in
salary and other affiliation.
There are various theories of motivation that define an individual's behaviour and the stages
of their workplace journey. One of the main theories of motivation is Maslow hierarchy
theory and McClelland theory of motivation. Maslow's hierarchy theory give five stages
which goes downward to upwards in the journey of human behaviour and designers which
makes them motivated while working in organisation (Chaudhuri, 2020). The first stage
involves psychological needs in which an individual work in respect of getting something
which could fulfil basic necessities like food water shelter clothes and air. These are some
basic necessity for which an individual expect to get from organisation. Move on to the next
stage that is safety needs, it includes job security , safety at workplace while using different
equipment and mechanism. The other need describe the need of love and belongingness
which makes an informal environment of working. After getting job security and basic needs,
and employee Crave for friendships and relations which makes them motivated . care and
affection which is all they require. Esteem needs require the respect and power into the
organisation for which the employee work hard to be an inspiration for others. The last but
the most complex need is self actualization in which a person tries to achieve whatever they
can do (Benson, and Dresdow, 2021). These individuals are self-reliant and highly dedicated
toward their goals.
McClelland theory of human motivation describes the elements which are being the most
vital motivators to influence their personality and keep them dedicated towards work. By
analysing this theory, McClelland describes that an individual get affected through their
culture and surroundings which makes them crave for the same. When a person looks for
something belongs to other so that they want to get it for themselves. The theory describes
three motivators which are the need of every employee working into organisation. The need
for affiliation, power and achievement are the main criteria which everyone wants. Different
individuals take advantage of this motivated into their own way which describe their
characteristics and behaviour toward working. For getting achievement, and individual will
set goals create roadmap and try to eliminate hurdles (Rizkallah, and Seitz, 2017). These
individuals require feedback of their work so that they could analyse the performance which

work is the motivation for them. Whereas, power individual which require control and lead in
their hand so that everyone get influence with their Orders and instructions. These individuals
are highly self-reliant and want to achieve status by being ready for competition. The
individuals who get motivated through affiliation are required their effective presence in a
group so that people like and appreciate their work. These individual Crave for compliments
and appreciation for their work done. Basically, giving attention to someone's work is all an
individual wants which is work as a motivation for future performance.
Herzberg two factor theory in memory based on hygiene factors. Mainly this factor analyse
employees mind set and does not feel demotivated. Whereas motivation factor of this theory
focus on providing employee satisfaction and put efforts to make them more productive. Both
of these stories are interrelated as without one the other will not work at all. Vroom
expectancy theory believes that in order to provide employee satisfaction it is essential to
fulfil two conditions (Jamieson, and Elliot, 2018). First one is to get successful results of
working which make them motivated to work harder. The second one requires reward and
affiliation for the work done. Therefore the employees want to value their efforts and time
which they put on working hard by achieving something in return.
In the current modern workplace, organisation and their managers are creating many hurdles
in employee retention in terms of working hour’s commerce salary increments and
promotions. In the competitive world there is highly scarcity of talented workforce as
organisation requires flexible cheap and prominent employees who put goals and objectives
with minimum cost and maximum profit (Topîrceanu, 2017). Modern workplace requires
different use of Technology approaches and strategies to fulfil customer requirement and
being trendy into the market. Therefore, employees are entitled to get effective training high
salary increments and employees welfare so that they would get motivated and make their
reliable contribution into workplace. Modern workplace is business environment isurrounded
with dynamic environment with changing demands of customers. It requires more technical
and superficial knowledge to achieve targets. In this, all the technologies, function s and
activities gets updates very often. In context of Tesco, the company dealing under different
products categories and has expansion at world wide level so that they require highly
qualitative employees and strategies which attract skilful individuals towards organisation.
By applying Maslow's hierarchy theory Tesco would enable employee retention for long time
by fulfilling all the five needs within organisation Strategies and policies (Deshpande, and
Chukhlomin, 2017). The company needs to provide good remuneration which fulfils their

basic necessities and normal working hour as per deliver at in UK. organisation needs to
provide job security for the employees so that they would contribute their efforts effectively
by being a permanent employee for the organisation. Love and belonging needs to be fulfilled
by creating an informal environment in which friendship and relations in which every person
are polite and courageous for each other. In order to fulfil employees self esteem needs the
company needs to regulate the standard of powers and culture in which persons that belongs
to higher authority need to get respected and affiliated (Pelaccia, and Viau, 2017). At last, the
company required to provide number of opportunities and areas of working to the Employees
so that they would achieve self actualization needs where they find themselves on the top of
their achievements.
Conclusion
The Report has concluded that motivation is a key factor in order to guide, established goals
and accomplish them in a specified time period. Maslow hierarchy theory effectively worked
at modern workplace by providing the five stages of an employee journey. Vroom expectancy
theory state about getting something in return and value implies effort will result in higher
motivation whereas Herzberg two factor theory describe motivation and hygiene factor which
are both interrelated and work on employee satisfaction.

References
Books and journals
Chaudhuri, J.D., 2020. Stimulating intrinsic motivation in millennial students: A new
generation, a new approach. Anatomical sciences education, 13(2), pp.250-271.
Deshpande, A. and Chukhlomin, V., 2017. What makes a good MOOC: A field study of
factors impacting student motivation to learn. American Journal of Distance
Education, 31(4), pp.275-293.
Nicholls, J.G., 2017. Conceptions of ability and achievement motivation: A theory and its
implications for education. In Learning and motivation in the classroom (pp. 211-
238). Routledge.
Pegg, S. and Kujawa, A., 2020. The effects of a brief motivation manipulation on reward
responsiveness: A multi-method study with implications for
depression. International Journal of Psychophysiology, 150, pp.100-107.
Rizkallah, E.G. and Seitz, V., 2017. Understanding student motivation: a key to retention in
higher education. Scientific Annals of Economics and Business, 64(1), pp.45-57.
Topîrceanu, A., 2017. Gamified learning: A role-playing approach to increase student in-
class motivation. Procedia computer science, 112, pp.41-50.
Jamieson, J.P. and Elliot, A.J., 2018. To approach or to avoid: Integrating the
biopsychosocial model of challenge and threat with theories from affective
dynamics and motivation science.
Benson, J. and Dresdow, S., 2021. Delight and frustration: using personal messages to
understand motivation. Management Teaching Review, 6(2), pp.112-122.
Pelaccia, T. and Viau, R., 2017. Motivation in medical education. Medical teacher, 39(2),
pp.136-140.
Kuhl, J., Quirin, M. and Koole, S.L., 2020. The functional architecture of human motivation:
Personality systems interactions theory. Advances in motivation science, 7.