Motivation Theories and Their Application in Tesco's Workplace

This essay discusses various theories of motivation, including Maslow's hierarchy of needs, Herzberg's motivator-hygiene theory, equity theory, McClelland's need theory, McGregor's X and Y Theories and Vroom's Expectancy Theory and their practical application in a modern workplace context, using Tesco as an example. It emphasizes the importance of employee motivation for achieving organizational goals and highlights how different theories can be implemented to enhance job satisfaction and productivity. The essay concludes that motivation is crucial for organizational success and suggests that companies like Tesco should prioritize employee well-being and recognition to foster a positive and productive work environment. Desklib provides solved assignments and past papers for students.

Discuss theories of
motivation and how to
apply them in modern
workplace

Table of Contents
INTRODUCTION ..........................................................................................................................3
Motivation- ....................................................................................................................................4
CONCLUSION ...............................................................................................................................6
REFERENCES................................................................................................................................8

INTRODUCTION
The enterprise, whether it is owned by the private or the state, motivation plays the
crucial role for the employee's to achieve the organisation goals. There are many theories of the
motivation, and most of them are introduce to influence the outcomes of the employee's job
satisfaction. There are three main categories of the theory; Content theories, process theory and
the contemporary theory. In these heads of the motivational theories various eminent jurist gives
the theories on the motivation such as; Maslow's hierarchy of needs, Herzberg's motivator-
hygiene theory, Equity theory and the McClelland's need theory. In the process theories, how the
motivation work and how it leads to the satisfaction is discuss. The theories of motivation are
categorised according to the definitions and purpose, all the theories are connected with each
other, which is all about to serve the satisfaction in employee's. Both the category of theories put
into practice to motivate the employees effectively in the workplace. It is the duty of the
employer to give all the perks and advantages which help the employee's to give their full effort
for achieving the organisation goals. The idea of motivation is generally provide the sureties of a
job, better working conditions or environment and loyalty. In this essay, the organisation in
London known as TESCO, in respect of this company the different theories of motivation will
discuss, and how the theories helps the organisation is also discuss below in this
essay(Fallatah,and Syed 2018).
Motivation-
The term motivation is defined by the Locke as, “a pleasurable or positive emotional state,
resulting from the appraisal's of one's job experiences”. This definition has two parts, one is
discussing about the emotions of the employee's towards their job, and the other part is
discussing the deliberate review of an employee's work by the employer. To give the review
about the performance of the employee's is like an appraisal to them, and the appraisals at work
has determined standards, and the result may provoke the employee's to show their emotions,
and their emotions will determine that, how satisfied or dissatisfied an employee is. For the
employee's the motivation is to treat them in a well manner at workplace, and also the outside
factors such as rewards, leaves, bonus etc.
The organisation like Tesco, which deals with the groceries in London, got popular in the
country by expand their outlets to fulfil the customers need. It also started to offers alternative

services like insurance, banking and the option of an online shopping(Kotni,and Karumuri2018).
The company becomes the largest British retailer and one of the world's leading retail outlets on
three continents. This achievement is become possible because of the motivated employee's.
Tesco's employee's are supported by the company by applying various theories of motivation,
they recognise that the employee motivation is important for the continued growth of the
company(Kausar2019). The theories, which would apply by the Tesco to motivate their
employee's are discuss below;
Maslow's Theory- this theory is given by the Abraham Maslow, this theory is
explained with the help of the pyramid, in which the Abraham mention the need of an employee
called the “hierarchy of need”. In the bottom of the pyramid Abraham mentioned the basic need
of an employee in which, the basic necessities of every employee will be discuss, and it should
be provided by the organisation like food and shelter. Once these needs got fulfil then, the
security has been give to the employee regarding the job for example; employment contract.
After, the securities, the employee also have a social life, which would be promote by the Tesco.
To encourage the employee's, the company give self esteem to the employee's in the form of
promotion and in the top of the pyramid Abraham mentioned the self- fulfilment, in which the
Tesco uses it to provide the area for creativity, challenge and the interest. These steps, of
Maslow's theory would apply by the Tesco's, due to this the company is at the top in the market.
Maslow's suggestion helped the company, Maslow said, that achieving one level, will motivates
to achieve the next level(Kim and Kim2018).
Herzberg Theory- according to the Fredrick's Herzberg, certain factors will become
the reason of motivation to the employee's in the workplace. Tesco, aimed to provide the hygiene
factors and by enabling the satisfiers. In Tesco, they motivate the employee's through timely
communication, delegated the responsibilities and to make the employee's feel like they are the
members of the staff, Tesco holds the forum which held in every year, in which the staff can be a
part of the discussion on pay rises. This shows the recognition of the company towards the
employee's(Kotni, and Karumuri2018).

The Equity Theory
The equity theory pertains to employees input in their work towards the output they yield
from their work. According to this theory, the employee is rewarded for their work and
simultaneously the more reward is awarded the more they get motivated and satisfied. The
employees who experience the job satisfaction is based on the output of the company. If the
company is doing great and generating profits at the same time the employees are aware and
satisfied with the output and they think that their input results into more output makes them
satisfied. The task of the employees is also crucial for their growth and satisfaction. There should
be clarity of task of each employee, this helps in motivating the employees and they work
happily. This theory identifies the psychological characteristic of employees in a job. Therefore,
it is suggested to maintain the ratio between the input and output at some point which keeps the
employees motivated. For a company like a Tesco it is important that they clear the work
allocation among its employees with the tasks which helps them to grow and they happily
involved in their task(Mahmood,Uddin and Fan 2018).
McGregor's X and Y Theories
This theory is categorise into two perspective,Negative perspective(y) and Positive
Perspective(x). In X theory the assumption is that the people of negative nature have a natural
tendency to avoid work or they do not show any effort in their work and keep avoiding their
work and because of this they are threatened with penalty or punishment to make them work. In
case of Y theory, it is opposite of X theory assumptions, in this the employees who do not work
or avoid their task are made to work in order to expend the work. Especially their mental and
physical inputs. The aim of this theory is to make people responsible to towards their work. The
Tesco needs to enhance the efficiency of its employees not by punishing them but by using their
energy at workplace(McGregor, Restoule,and Johnston2018).
Vroom's Expectancy Theory
This theory attributes to the choices available based on the behaviour of the employees.
The notion is to thrive the most satisfaction and to mitigate the factor of dissatisfaction in the
employees. The factors involved in this is the individuals performance and their personality(Park
Kang and Kim2018.). This theory also elucidate the performance of the employees and their
level of motivation. It expects from the workers to perform their best in respect of their work
which yields the productivity in their performance and skills. In Tesco the employees should be

make work considering their behaviour and priority should be given their employees to drive
maximum satisfaction and assist them in their work by team leaders. The role of team leader is
essential in enhancing the performance(Subramanian Seetharaman and Maddulety 2020).
CONCLUSION
From the above essay it can be concluded that motivation plays a very crucial role in
achieving any goals. The above essay has covered all the major theories and its principles which
needs to be applied in any company to increase the productivity and quality of its product and
services. The above essay in respect of Tesco helps in understanding the core concept of
motivation and its impact on the company as well as on the employees. The employees are the
important force of the company therefore it is necessary for Tesco to apply the idea of
motivation. Motivation influence employees to perform their duties more diligently and the
output they yield is positive. Organisation like a Tesco which aims to achieve more success in its
business needs to be employees oriented, it needs to go all the way to motivate its employees
and appreciate their presence in the workplace as an important part of the company. This efforts
and measures will help the Tesco to meet its desire goal in more effective ways.

REFERENCES
Books and Journals
Fallatah, R.H.M. and Syed, J., 2018. A critical review of Maslow’s hierarchy of needs. employee
motivation in Saudi Arabia, pp.19-59.
Kausar, S., 2019. Impact of senior management support, employees' involvement, and open
corporate culture on the motivation of employees: an empirical study. Sukkur IBA
Journal of Management and Business, 6(2), pp.99-113.
Kim, M.R. and Kim, S., 2018. Explaining the Role of Motivation in Opposition to Nuclear
Power Energy-Focusing on EIV (Expectancy, Instrumentality, and Valence) in
Expectancy Theory. 한한한한한한한한, 14(11), pp.73-89.
Kotni, V.D.P. and Karumuri, V., 2018. Application of Herzberg two-factor theory model for
motivating retail salesforce. IUP Journal of Organizational Behavior, 17(1), pp.24-42.
Mahmood, M., Uddin, M.A. and Fan, L., 2018. The influence of transformational leadership on
employees’ creative process engagement: A multi-level analysis. Management
Decision.
McGregor, D., Restoule, J.P. and Johnston, R. eds., 2018. Indigenous research: Theories,
practices, and relationships. Canadian Scholars’ Press.
Park, S., Kang, H.S.T. and Kim, E.J., 2018. The role of supervisor support on employees’
training and job performance: an empirical study. European Journal of Training and
Development.
Subramanian, A., Seetharaman, A. and Maddulety, K., 2020. CRITICAL REVIEW OF BINGE
WATCHING BEHAVIOUR THROUGH THE PRISM OF VROOM'S EXPECTANCY
THEORY. Academy of Marketing Studies Journal, 24(3), pp.1-11.