Motivation within Tesco as an organisation – RESUBMISSION
Comparison between motivational theories
Maslow’s Hierarchy of Needs theory assumes that man is basically a wanting animal seeking to satisfying needs both in social and working life. We are motivated toward satisfying these needs. He theorised that within every human being there exists a hierarchy of five needs. These needs are Physiological, Safety, Social, Esteem and self-actualisation. Physiological needs includes all physical needs of the human body required to live like food, water, shelter, clothing, sex etc. Need to be safe include security and protection from physical and emotional harm, a sense of security. Social needs include affection, belongingness, acceptance, and friendship. Esteem includes internal esteem factors such as self-respect, autonomy and achievement; and external esteem factors like status, recognition and attention. Self-actualisation is the drive to become what one is capable of becoming; includes growth, achieving one’s potential and self-fulfilment. Maslow separated the five needs into higher and lower orders. Physiological and need of safety were described as lower order and social, esteem and self-actualisation as higher order needs. This differentiation was made on the premise that higher order needs are satisfied internally whereas lower order needs are satisfied externally. Maslow’s need theory is very popular among practising managers such as Tesco because of its intuitive logic and ease of understanding.
The Essay on SELF ESTEEM & SOCIAL ANXIETY
Self Esteem and Social Anxiety The study searched measures of self- esteem and social anxiety using self-report. Social Anxiety Disorder is someone who has the fear of being social with anyone or anything, said (Rasmussen and Pidgeon, 2011). Low self-esteem is a cause of Social Anxiety Disorder. Research stated that there is evidence that individual’s with social anxiety show low self-esteem ( ...
Frederick Herzberg suggested the Two Factor Theory or Motivation-Hygiene Theory after examining the models and assumptions proposed by Abraham Maslow. He conducted a research study involving two hundred engineers and accountants. Employees were asked to describe times when they felt satisfied or dissatisfied with their jobs. Careful Analysis of the incidents described yielded an intriguing pattern of findings. Incidents involving the work itself, achievement, promotion, recognition and responsibilities were mentioned as a source of satisfaction and incidents involving inter-personal relations, working conditions, supervisors, salary and company policies came out to be causes of job dissatisfaction.
Herzberg believed that an individual’s relation to work is basic and that one’s attitude toward work can very well determine success or failure. He investigated what people want from their jobs. He concluded that Intrinsic factors are related to job satisfaction while extrinsic factors are associated with dissatisfaction. According to Herzberg employers like Tesco who seek to eliminate factors that lead to job dissatisfaction may bring peace but not motivation. They will be placating their workforce rather than motivating them. As a result conditions surrounding job such as pay, company policy, quality of supervision, working conditions etc. were characterised by Herzberg as Hygiene factors, and motivating factors include achievement, responsibility, work itself, recognition and advancement.
In these theories both Maslow and Herzberg are showing that there is a link between individual needs and work rewards. Maslow’s Hierarchy of Needs theory was the basis upon which Herzberg conducted research and derived the Motivation-Hygiene theory or Two Factor theory.
In contrast to Maslow’s view that individuals are born with a well-ordered hierarchy of needs which motivate people, Herzberg argued that an individual’s relation to work is basic and that one’s attitude can determine his success or failure. Maslow focused on the needs of man to be satisfied by their jobs, while Herzberg enquired to find what people want from their jobs. Herzberg found that it is not needs of individuals but his expectations from the job. He said that the opposite of ‘satisfaction’ is not ‘dissatisfaction’ but ‘no satisfaction’ and opposite of ‘dissatisfaction, is ‘no dissatisfaction’ completely against the traditional view. He believed factors that come under as motivators lead to satisfaction and that the hygiene factors decrease the amount of dissatisfaction. This means that good hygiene should be provided but this will yield benefits only up to a certain point, after which focus should be on motivating factors. Herzberg then combined the hygiene and motivation factors results in four possible scenarios; high hygiene with high motivation which is the ideal situation where employees are highly motivated and have few complaints, high hygiene with low motivation is where employees have few complaints but they are not highly motivated, here the job is perceived as a pay check, low hygiene with high motivation where employees are motivated but have a lot of complaints. A situation where the job is exciting and challenging but salary and work conditions are not up to par, low hygiene with low motivation which is the worst situation and the result is unmotivated employees with lots of complaints.
The Essay on Working Conditions Job Theory Work
... of a manager Setting objective so Organising work Motivating employee so Job measurement o Developing people It is ... continuous, ongoing process. The Reward ProcessHerzberg's Two-factor Theory Hygiene Factors MotivatorsSalaryJob Security Working Conditions Level and Quality ... gri do o Herzberg's 2 factor theory McClelland's learned needs theory Determinants of job performance Effective performance ...
JUSTIFICATION, WAYS OF IMPROVING MOTIVATION IN AN ORGANISATIONAL SETTING
Taking into account the present situation it can be seen that the self-esteem of the workforce is low at this particular moment. Because of this reason, there is high turnover rate and also is the cause of absence.
For instance Maslow’s hierarchy and Mayo’s theory of human relation have a significant influence on organisations. If self-actualisation is provided by the company to augment the skills of their workforce then in the future Tesco will benefit from it.
The more the employees get skilled the more will the service quality increase and escalate the customer satisfaction rate. This will enable the employees to be motivated as they can be getting promotions for their good work, and it will prevent employees from having the thought of leaving Tesco.
The Term Paper on Based Reward Employees Job Work
I. The Meaning of Money in the Workplace A. Money and Employee Needs 1. Money is an important factor in satisfying individual needs. 2. Money is a symbol of status, which relates to the innate drive to acquire. 3. Financial gain symbolizes personal accomplishments and relates to growth needs. 4. People value money as a source of feedback and a representation of goal achievement. 5. Compensation is ...
The idea of working in teams will also be a key aspect in the motivation of the employees. If the employee work together in teams it enables them to build a strong relationship with their fellow colleagues. They develop better understanding that lifts up the performance of the whole organisation.
The long and tedious hours of working and low security has also demotivated the employees. For this purpose Herzberg’s two-factor theory is the best solution. A good motivator for the employees at this stage can be giving them interesting work to do. Cut down their long tedious shifts to normal sized shifts and give then different task every day. Provide them with facilities to relax a bit (the concept of breaks by Taylor can be used at this point).
When Tesco ensure that they implement this, it will make the employee feel good about their jobs. Formation of formal and informal groups at this stage will also be beneficial for the organisation. The Hygiene factor at this point can be providing security to the employees especially to those who work at night in highly crime rated area. Consequently Tesco must ensure that they provide as much security as possible to all its employees so that they are not intimidated at any point of the day while working.
As stated there has been a decline in the standards as well. This is also clearly a lack of motivation. There is lot of potential in the organisation but the work force the human element needs to be boosted up. The social aspect of the strategy must be understood and motivational theories at all level from higher, middle and lower level must be implemented in order to regain the good standards that Tesco once had.
If Mayo, Maslow and Herzberg’s theories are implemented in a proper way in Tesco the organisation can be operated and functioned efficiently. New recruitment from countries such as Poland will also work as a catalyst in this scenario. New workforce coming from abroad will make the working environment more competitive and employees if given incentive with proper rewards and recognition will strive to do better than ever.
The Essay on Motivation For Employees Work Policy Company
Can your motivation recommendations for FMC Green River be effective at other companies? Why or why not? Use the text, other materials, and your own experience to support your argument. If you use other sources, cite them using APA guidelines. The motivation could be effective for a lot of other companies as well as Green River. I believe that with hard work and a set plan you can accomplish ...
Motivation can also be enhanced among employees through the usage of job rotation at work, for example different sales assistants can be assigned to observe during customer service situations so that they can have an understanding on what good customer service is. This gives them time to have new experiences and also this can act as an educational tour which can augment their skills.
Employees can be assigned to perform tasks that couriers do, for example delivering food or equipment’s to the stock room. Tesco makes use of this specific type of motivation so that their employees don’t have to carry out the same job role repeatedly due to the fact that it may lead to boredom.
If self-actualisation is provided by the company to enhance the skills of their workforce then Tesco will benefit from it in the long run. The more the employees get skilled the more will the service quality increase and thus increase the customer satisfaction rate.
This will enable the employees to be motivated as they can be getting promotions for their good work. Therefore the employees would not think of leaving Tesco. The sense of working in teams will also be a vital player in the motivation of the employees. If the employee work together in teams they get to know their peers and other employees better. They develop better understanding that lifts up the performance of the whole organisation.
The long and tedious hours of working and low security has also demotivated the employees. For this purpose Herzberg’s two-factor theory is the best solution. A good motivator for the employees at this stage can be giving them interesting work to do. Cut down their long tedious shifts to normal sized shifts and give then different task every day.
Provide them with facilities to relax a bit (the concept of breaks by Taylor can be used at this point).
When Tesco will do all this it will make the employee feel good about their jobs. Formation of formal and informal groups at this stage will also be beneficial for the organisation. The Hygiene factor at this point can be providing security to the employees especially to those who work at night. We know that there is high crime rate in that area. No employee would want to work in such a place living is by far out of question. So Tesco must try to provide as much security as possible to all its employees so that they are not intimidated at any point of the day while working.
The Research paper on Impact of Work Life Balance on Motivation of Employees in It Industry
Project Report on Impact of Work Life Balance on Motivation of Employees in IT Industry Submitted in Partial Fulfilment of MBA 2011-13 Submitted by Varun Krishna 11/PMB/056 CERTIFICATE FROM THE SUPERVISOR This is to certify that the project titled Impact of Work Life Balance on Motivation of Employees in IT Industry has been done under my supervision by Sukriti Singh, Shaily Saini, Varun Krishna ...
Traditional financial rewards such as cash bonuses or money need explanation. Nowadays, this type of compensation system and reward are still the most useful in the company. As a result, employees are commonly expecting financial reward for their compensation. Therefore, when an employee is considering several chances, normally it is start of negotiations.
Firstly, Financial reward the aims is designed to employees for their contribution throughout the bonus year to the company. Therefore, when they can meet the standard of the company’s target, they will be suitable to receive a bonus payment. Financial system is an employee benefits and rewards that Tesco provide for their employees for their implication and work. Positive results are very important to employee behaviour. Financial reward systems pass into critical to employee performance and business success. Also, the financial reward can serve the strategic intention of motivating, retaining employees and attracting.
Secondly, these are some payment systems that a company can use to motivate the employees. Salaries are commonly paid per hour and the employees will receive money at the end of the week. Overtime is paid for extra work hours during the week. But salaries are paid at the end of each month. Financial reward systems are the bonus and stock options to the employees. When they often cover both of these incentives, it may also include other promotions, recognition, reassignment and awards.
Motivation in Tesco can be improved by offering employees some incentives such as free parking space and subsidised travel; for example Tesco charge everyone for their car parking space, this has the tendency of putting employees off due to the fact that they are working for a long period of time so it means that they have to continuously keep paying for their parking ticket to prevent them from getting fined. This will discourage employees from coming to work because they may get the impression that it I unfair that the company does not put their requirements into consideration. So therefore it will be highly beneficial for Tesco to offer this to all staff because it will motivate and encourage employees to work for longer hours because they know that they don’t have to worry about exceeding their time limit in regards to parking in the company’s premises. In regards to subsidised travel, Tesco not offering this to staff is a significant issue and it will have an impact on the productivity of the company due to the fact that staff would start to get the impression that the company does not really think that they are a valuable asset to the company which will cause them to feel unappreciated, they will also think that if the company doesn’t care about how they are going to get to work, why should they even bother coming. Consequently I highly recommend that Tesco should introduce the as free parking space and subsidised travel reward scheme to staff because it will encourage employees to come to work not having to worry about how they are going to pay for transportation due to its expensiveness.
The Term Paper on Rewarding Employees Behavior Rewards Organization
What gets rewarded gets done Psychological and behavioral explanation The nature of human behavior is, humans do things to satisfy their unmet needs in some way or the other. These needs may vary from the very basic such as hunger to reach the greater heights of life. Whatever it may be, when he realizes that some actions he takes lead to satisfy his needs, he tends to do them in a superior way, ...
Conclusion
In conclusion, motivation is an important tool that is often under-utilized by managers in today’s workplace. Managers use motivation in the workplace to inspire people to work, both individually and in groups, to produce the best results for business in the most efficient and effective manner. It was once assumed that motivation had to be generated from the outside, but it is now understood that each individual has his own set of motivating forces. It is the duty of the manager to carefully identify and address these motivating forces.
Bibliography
www.tescopoly.co.uk
www.bbc.co.uk/business
www.telegragh.co.uk
www.dailytimes.co.uk
www.google.co.uk
