Motivational Techniques at Jack Stores: Tesco's Business Report

This report provides an overview of motivational theories, focusing on their application within the context of Tesco's Jack Stores, a discount store initiative. The introduction defines motivation and its importance in achieving organizational goals. The main body delves into two key theories: Maslow's hierarchy of needs and Herzberg's two-factor theory, exploring their advantages and limitations. Maslow's theory is discussed in relation to physiological, safety, social, esteem, and self-actualization needs, while Herzberg's theory examines hygiene factors and motivators. The report concludes by emphasizing the crucial role of motivation in boosting employee productivity, job satisfaction, and loyalty. The references section includes books and journals that support the analysis and findings of the report.

Introduction to
business studies
TASK 3

Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Maslow's theory of Hierarchical needs...............................................................................1
Two factor theory of Herzberg............................................................................................2
CONCLUSION................................................................................................................................3
References:.......................................................................................................................................4

INTRODUCTION
The motivation is refereed as process which guides and maintain goal-oriented behaviour.
It is derived from the term motive which denotes to personal needs, wants and urges. This is
procedure which stimulates people actions for accomplishing the organisation goals. It is internal
process (Campbell, D.E., 2018). The report is based on case study of motivational techniques at
Jack stores which Tesco announced as to open new discount stores as to compete against Aldi
and Lidl. In the report different motivational theories is been discussed for Jack discount stores
and satisfy Tesco management with its advantages & limitations.
MAIN BODY
Motivational theories with advantages and limitations
The motivation theory refers the study of understanding which drives person to work
towards particular outcome. The motivation theory can be content or process theory. Following
are the motivation theories explained below in context to Jack discount stores-
Maslow's theory of Hierarchical needs
This theory was postulates by Abraham Maslow which states a person will be motivated
when all his need is fulfilled as individual work to contribute and use their skills. This theory is
based on human needs which is classified in hierarchical order from lower to higher order. It
comprises of following needs which helps in satisfying management of Tesco and Jack discount
stores.
 Physiological needs- It outlines the fundamental requirements for human survival, such as
the need for water, shelter, and air to breathe. If these needs are not met, the mind and body
do not operate properly, and the person is not motivated to learn new skills for their future
development. The provision of water, tea, and snacks at the workplace will satisfy the
employees' physiological needs. Providing them with a clean and safe working environment
is also essential. Salary paid by the employer as support can also be used to meet needs in
the workplace (Mitchell and et.al., 2020).
 Safety needs- It is also known as the need for security or the need for personal protection.
The choice of insurance plans, employment security, health and wellbeing, and financial
activities are all factors. The manager of Tesco is responsible for making sure there are no
safety dangers at work. A mental sense of security enables successful and efficient work,
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which increases overall happiness. Property, feelings, and resources are safe and protected
at work (Rahimi-Golkhandan and et.al., 2017).
 Social needs- It involves the desire to fit in and be liked by other people. They require love,
companionship, belongingness, and affiliation in order to feel a member of a community or
group. By offering happy hours, workshops, celebrations of occasions, birthdays, etc., the
workplace should provide possibilities for engagement and interaction with others.
 Esteem needs- It is connected to the need for a positive sense of oneself and to have others
value and appreciate one's contributions. Maslow breaks down the esteem needs into two
categories. Strength, competence, self-respect, and confidence are greater needs. Lower
wants include the need for status, notoriety, prestige, and workplace attention. It fosters
employee growth, results should be acknowledged, and giving positive feedback and praise
for appropriate responses will make them successful (Ripoll and et.al., 2019).
 Self-actualization needs- Self-actualization needs are those that relate to the necessity of
growing one's capacities and realizing one's full potential. The mechanism that determines a
person's desire to accomplish something is value-based. The manager should emphasize the
employees' skills and abilities at work and give them the training and resources they need to
perform to their full potential. Employee incentives and fun-filled motivational activities
will keep them around and send a positive motivational message.
Advantages- it provides the benefit is that it is very easy to understand which takes into
account human nature. It is relevant in all fields which help management of Tesco and Jack
stores to satisfy by fulfilling needs of individual.
Disadvantages- This theory is bounded to be cultural differences which is not applied to
different nations pr country and there is no empirically way to test and measure precisely how
satisfied one level of need must be before the next higher need becomes operative.
Two factor theory of Herzberg
Herzberg created this idea, which is often referred to as the motivation-hygiene theory, in
1987. Employee motivation is affected differently by hygienic issues and motivators. Extrinsic
employment requirements exist that, if not explained to employees, lead to their dissatisfaction.
Job security, working circumstances, pay, status, the calibre of technical help, fringe benefits,
etc. are all examples of hygiene or unhappiness. If the set of intrinsic job requirements is present,
it raises job satisfaction, which improves job performance. Achievement, acclaim,
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accountability, and personal development are all relevant elements. This theory is based on
empirical data that does not organise needs in a hierarchical manner.
The management in the workplace in context to Tesco decides what is necessary for
employees to feel good about their jobs. The manager makes sure to give the employee a safe
working environment and praise for doing a good job, which inspires them to work even more in
the future (Woolwine and et.al., 2019). The completion of each level should result in a
promotion for the staff. This will assist the employee learn new skills and advance his personal
and professional development by giving him additional accountability and responsibility. In
order to reduce unhappiness at work, employers should provide competitive pay, job security,
and job status.
CONCLUSION
It can be concluded from the above that motivation has important role in increasing
employee productivity leading to high job satisfaction and loyalty. The motivated employees
show high commitment towards their work. The workers are encouraged to provide the most
high-quality job. The theories are easy to comprehend and have the potential to raise employee
motivation.
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References:
Books and Journals
Campbell, D.E., 2018. Incentives: Motivation and the economics of information. Cambridge
University Press.
Mitchell and et.al., 2020. Gamification and the impact of extrinsic motivation on needs
satisfaction: Making work fun?. Journal of Business Research, 106, pp.323-330.
Rahimi-Golkhandan and et.al., 2017. A fuzzy-trace theory of risk and time preferences in
decision making: Integrating cognition and motivation. Impulsivity, pp.115-144.
Ripoll and et.al., 2019. At their wits’ end? Economic stress, motivation and unethical judgement
of public servants. Public Management Review, 21(10), pp.1516-1537.
Woolwine and et.al., 2019. Game On: Evaluating the Impact of Gamification in Nursing
Orientation on Motivation and Knowledge Retention. Journal for nurses in professional
development, 35(5), pp.255-260.
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