Analysing Motivational Forces at Sainsbury Plc: A Leadership View

This essay provides an analysis of motivation within Sainsbury Plc, a leading UK supermarket, examining how various motivational theories are applied in an organizational context. It discusses the significance of motivation in reducing employee turnover and fostering change. The essay explores Abraham Maslow's hierarchy of needs, Herzberg's two-factor theory, and Vroom's expectancy theory, detailing how Sainsbury Plc utilizes these concepts to address employees' physiological, safety, belonging, esteem, and self-actualization needs. The analysis includes specific examples of how Sainsbury Plc provides job satisfaction, secure working environments, recreational activities, growth opportunities, and recognition to motivate its workforce. The essay concludes by emphasizing the importance of identifying and implementing effective motivational strategies to enhance employee performance and productivity.

Individual presentation

Contents
Contents...........................................................................................................................................2
ASSESSMENT 1.............................................................................................................................1
Covered in ppt..............................................................................................................................1
ASSESSMENT 2.............................................................................................................................1
INTRODUCTION...........................................................................................................................1
MAIN BODY..................................................................................................................................1
CONCLUSION................................................................................................................................4
REFERENCES................................................................................................................................5

ASSESSMENT 1
Covered in ppt
ASSESSMENT 2
INTRODUCTION
Motivation can be described as biological, emotional and cognitive forces that drives or
stimulates an individual to act accordingly (De Sousa Sabbagha, Ledimo and Martins 2018).
Motivation in organisational context is beneficial as it helps in brining any change and also in
reduction of employee turnover. For better understanding of identification and application of
motivational forces in business context, Sainsbury Plc is taken into consideration. Sainsbury is
an UK based one of the largest supermarket. This establishment is founded in 1869 and has its
headquarters in England, United Kingdom.
This essay highlights on the personality traits and their application in organisational
context. This essay also discusses about varied challenges that arise in workplace while working
together in a team as well as search for probable solutions for those issues.
MAIN BODY
Motivation is an essential aspect which is widely used in organisations as it help managers
in inspiring their employees for improving their performance as well as increasing firm’s
productivity (Graves and Sarkis, 2018). Motivated workforce helps an organisation in
accomplishing desired objectives and goals. Varied authors have given differential motivational
theories which help organisational managers in planning and determining ways to achieve
business goals and objectives. Use of motivational theories assists managers of Sainsbury in
assessing differential needs of their employees which in turn helps them to improve their
productivity.
Abraham Maslow has propounded the physiological theory for motivating individuals and
persuades them to perform a task.
Basic needs are those which is needed by individuals for their survival and most immediate
satisfaction (Hanaysha and Majid, 2018). In organisational, these needs are closely related with
providing employees a stable pay in timely manner, job satisfaction and comfortable working
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environment. In relevance with Sainsbury, they fulfil basic needs of their employees by
providing them breaks for eating meals, hygiene and comfortable working space.
Safety needs are considered as crucial element which has great influence on employee’s
overall satisfaction. In organisational context, employees wants to feel safe and have a
satisfaction of permanence. In accordance to Sainsbury, organisational managers provides job
satisfaction to their employees as absence of this can lead to lowering down their morale. Apart
from this, employees are provided with secure working environment adhering to safety
protocols.
Love and belonging needs are to be fulfilled in workplace as it lowers down the motivation
of employees and thus lessens their productivity (Kuvaas and Et. Al., 2017). It is needful for
organisations to provide an ample time to their employees so that they can indulge in forming
informal groups. Managers of Sainsbury satisfies these needs of their employees by organising
recreational activities which help them to developing informal cycle and it also assist them in
making them motivated as well as enhance their teamwork skills. This practice also helps them
in maintaining balance with their work and personal life.
Esteem needs are concerned with gaining recognition for the contributions an individual has
made. In organisational context, it is significant that employees understand their worth and have
belief that they are growing and achieving desired objectives. Managers of Sainsbury satisfied
these needs of their employees by providing them timely feedbacks and opportunities to grow as
well as develop themselves.
Self-actualisation needs assist in translating potential of employees which is required to
maximize their output (Maffei, 2019). It is a crucial aspect that individuals should assess that
what they are doing and how they can achieve success in a particular job or career path. In
relevance with Sainsbury, managers assess skills and abilities of their employees which help
them to gain knowledge for advancing their career as well as provide them responsibility that
best suited them.
Herzberg has propounded two factor theory whereby, author has distinguished forces which
help employees in accessing job satisfaction at workplace through personal observation and
conducting varied interviews. This forces are divided into two aspects, namely motivators and
hygiene factors which assists in motivating individuals.
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Motivators are considered as those factors which encourages personnel to work harder.
These are the forces which helps in increasing job satisfaction and includes achievement,
recognition, opportunities for growth and job advancement. Achievement motivate those type of
employees who wants to work alone and take calculated risks. These employees are motivated
by constant positive feedbacks for their accomplishments. Recognition not only makes personnel
appreciated but also reinforces them to perform better and maintain their productivity levels.
Employees felt motivated and inspired to work effectively in an organisation if they ascertain
that they have ample growth opportunities. Job advancements and promotion are likely used by
organisation to instill motivation in their employees for improving their performance as well as
productivity. In relevance with Sainsbury, managers provides ample opportunities to their
employees for growth and job advancement. Employees are praised as well as recognised for
their accomplishments at Sainsbury which motivates them to increase their productivity levels.
Hygiene factors consider those job aspects which are not likely to motivate employees to
work harder but absence of these can demotivate them (Ugaddanand Park, 2017). These factors
essentially involves company policies, working conditions, salary, supervision, security,
relationship with peers and many more. Company policies are described as set protocols which
are to be followed by employees for better working conditions. Salary is considered as a basic
need of employees which they require while indulging in a job. For having a motivated
workforce, it is important to provide adequate autonomy to employees rather than over
supervision. In accordance with Sainsbury, managers tries to satisfy every need of their
workforce in order to motivate them to work with dedication. They provide flexible working
conditions, timely salary, job security and many more incentives to their employees.
Vroom’s expectancy theory of motivation is used by organisational managers to distinguish
between efforts, performance and outcomes. This theory is based on the assumption that
behaviour of an individual is a result of conscious choices from varied alternative courses of
action in order to maximize the value of pleasure and minimizes pain (Wright, Hassan and
Christensen., 2017). It can be described with the help of three basis factors, namely expectancy,
instrumentality and valence.
Expectancy can be described as an idea or thought which depict that increase in efforts
surely improve performance of individuals. This force is majorly affected by available raw
inputs, right skills or knowledge and having proper supervision. Managers of Sainsbury provides
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raw inputs due to its excellent supplier connectivity, assess skills of their employees for giving
them responsibility or job role that best suits them.
Instrumentality can be understood as a belief that explains outcomes are depend on the
performance level of individuals. This aspect is influence by having clear assessment about the
connection between outcome and performance, transparency in the processes and trust on
superiors. In accordance with Sainsbury, managers motivate their employees through having a
transparent process for appraising and recognising them for their achievements. Employees are
given timely promotions on the basis of their skills and capabilities. They are also provided with
proper supervision for achieving desired level of performance.
Valence can be described as a perceived value that individuals wants for their desired
performance. For instance, if an employee gets motived with monetary benefits, then an offer of
time off is not helpful for motivating them. In relation to Sainsbury, managers try to attain
positive valence from employees by providing them excellent rewards as per their wish.
It is significant for managers to identify motivating factors or perceived rewards that an
employee is willing to get. This theory is beneficial as it helps in identifying motivating factors
of employees as well as determining rewards for differential performance level. It can be used by
organisational managers in providing overall motivation to a large number of employees.
CONCLUSION
From the above mentioned information, it has been assessed that motivation is a significant
aspect for inspiring employees to improve their performance and productivity level. Motivational
theories assist organisational managers in framing and developing varied strategies for preparing
a motivated workforce. Maslow hierarchy need theory helps in determining differential needs of
employees at varied levels. It suggests that for moving to another need, it is significant to fulfil
the want related to lower level. Herzberg two factor theory helps in distinguishing motivators
and hygiene forces that motivates employees in a workplace. Vroom expectancy theory helps in
determining monetary and non-monetary awards for different kinds of employees as per their
performance and outcome. It is significant for organisation to identify motivating forces for
motivating their employees in an effective manner.
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REFERENCES
Books and Journals:
De Sousa Sabbagha, M., Ledimo, O. and Martins, N., 2018. Predicting staff retention from
employee motivation and job satisfaction. Journal of Psychology in Africa. 28(2).
pp.136-140.
Graves, L. M. and Sarkis, J., 2018. The role of employees' leadership perceptions, values, and
motivation in employees' provenvironmental behaviors. Journal of cleaner
production. 196. pp.576-587.
Hanaysha, J. R. and Majid, M., 2018. Employee motivation and its role in improving the
productivity and organizational commitment at higher education institutions. Journal of
Entrepreneurship and Business. 6(1). pp.17-28.
Kuvaas, B. and Et. Al., 2017. Do intrinsic and extrinsic motivation relate differently to employee
outcomes?. Journal of Economic Psychology. 61. pp.244-258.
Maffei, M. E., 2019. The relationship between public service motivation and turnover intent:
Influence of leader-member exchange, job demands and resources, and employee
generations (Doctoral dissertation, Alliant International University).
Ugaddan, R. G. and Park, S. M., 2017. Quality of leadership and public service motivation: A
social exchange perspective on employee engagement. International Journal of Public
Sector Management.
Wright, B. E., Hassan, S. and Christensen, R. K., 2017. Job choice and performance: Revisiting
core assumptions about public service motivation. International Public Management
Journal. 20(1). pp.108-131.
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