Jay Healy
T1: P3,M2 & D1 T2: P4
P3
The most common and effective way that businesses motivate their employees in my
opinion is with incentives; giving them a reason to do well. Incentives are usually bonuses
or gifts that businesses will give out to staff that produce the best work in the hopes that
each team member will be competitive enough to push each other every day to produce
immaculate productivity.
By letting employees know that you trust them and value their presence as well as the
work they do is another way of motivating them. This will give them a major confidence
boost making them work with an extra spring in their step and resulting in better results.
Businesses motivate their employees by radiating positivity throughout the workplace. No
one can work in a dull, quiet place so by having enthusiastic bosses/ managers, good
music, a good laugh with each other will automatically give these employees a boost in
their work ethic and will make them want to work to the best of their ability. Playing hard
equals working hard!
An open door policy is also another way that businesses build motivation. It's amazing how
a simple "please" and "thank you" fares with employees. Only speak to staff the way in
which you would wish to be spoken too otherwise employees begin to feel like they are
looked down on. An open door policy enables staff to voice their opinion whenever they
want and makes them feel like their voice really does matter. In turn feel confident about
their positions in the company and that they have more at stake than just a pay-check.
M2
The very first motivational theory that was published was by a man called Frederick Taylor
whose theory suggest that people were only motivated by money and so work had to be
related by payment. The overall principle of Taylors theory was that the more an
employee works the greater their pay and they less they work the less they got paid, this
is now known as ‘piece rate’ which basically means workers are paid per piece of work
they do. The one major advantage of this theory was that businesses would be able to
produce more, while the downside was even though a lot was getting done; the quality
was questionable as employees would focus more on quantity rather than quality of what
they were doing.
Tesco wouldn’t have to use implement this theory into their business because they’re such
a world recognised brand that they wouldn’t have to persuade workers with money. If a
worker wanted to leave because they weren’t getting paid enough then Tesco would easily
be able to replace them as people would love to work for them.
Taylor’s theory also felt management played a role in employee motivation as they would
decide on how much each person got paid. Another person’s theory that felt management
was a key factor was Elton Mayo. He believed that it wasn’t just money that was a factor
but also that productivity was also due to management involvement, team working and
communication. He believed good management weren’t people who were bossy and
authoritative but those who let the employees decide themselves what happens to them.
He also thought employees deserved bonuses such as social facilities which would make
,Jay Healy
T1: P3,M2 & D1 T2: P4
them want to do better. Another advantage was that it gave the workers a greater
freedom to work. The main advantage here though was that workers would have greater
levels of communication and team work enabling them to get a lot more work done. A
disadvantage of Mayo’s theory was that with the freedom that the employees were given
this meant that management didn’t have a sufficient amount of control over them.
Tesco would implement this into their workplace because their stores are so big, because
there is a lot going on and they have so many customers they would need staff from other
departments to help other departments when things got a bit hectic. By having good team
skills workers would be able to help out other departments no fuss as employees would be
able to instruct one another and get along at the same time. Looking at the downside of
Mayo’s theory I feel this doesn’t apply to Tesco as you can see by the way all the staff
dress, how they speak to customers that Tesco have full control over its staff. Also they
usually have hierarchy walking round the store (usually the floor manager) on routinely
checks making sure staff are doing what they are supposed to do.
The third theory published was by a man named Abraham Maslow who believed that
employee’s work ethic depended on what they were given. He felt that people would not
be motivated by their high-order needs such as self-actualisation, until their lower needs
such as water, food and safety were met first.
He believed that their needs could be ranked into hierarchy like this…
This theory is very different to Taylors and Mayo’s as it doesn’t discuss the factor of both
money and management. The advantage of Maslow’s theory is that it has natural appeal
and can be adapted very easily into any business for it to work. The idea is very straight-
forward which makes it very effective. It also has relevance in the modern day which will
help businesses interpret human behaviours. However the theory lacks sophistication. The
major problem with this theory is that I can’t be verified empirically because there is no
proper method to measure accurately how satisfied one level of need must reach before
,Jay Healy
T1: P3,M2 & D1 T2: P4
the next higher need has to be met. This is because each employee is different their needs
are all going to be different and they all won’t be satisfied at the same time. This makes
it very hard for a business like Tesco for example because they have so many staff to keep
everyone happy with just only individual needs. Some people are going to be happy with
just water and food while other may want water and food as well as extra shelter which if
Tesco began giving individuals more than other individuals then there would be arguments
of inequality which Tesco don’t want the hassle of dealing with. Due to the high numbers
Tesco would take a more strategic approach and just approach their employees all as one
team by giving them everyone all the same essentials.
Frederick Herzberg like Taylor and Mayo also believed that money wasn’t the only factor.
He came up with the theory that there were two aspects which motivated workers. The
first one being hygiene where he believed customers would work better if the workplace
they were in was safe for them to work in. The second one was motivation itself, getting
someone to now actually get on the workers back and make them work harder. His
principle was “For an employee to be motivated the hygiene factors need to be met first
and then the motivators could be used to make them work harder, and if the working
conditions are unsafe an employee will remain demotivated.”
I feel Tesco have used this in their business, not so much for the staff but more the
customers because customers want to shop in clean, safe conditions. But Tesco do give
staff a staff facility with refreshments which will no doubt be cleaned and hygienic for the
employees so in that sense yes Tesco do use Herzberg’s theory. Having staff facilities that
are kept nice for the staff will benefit Tesco, if employees have a clean room to chill in
then they will feel appreciated and feel like they play an important role making them
want to produce more and overall will keep them buzzing throughout the shift.
D1
The most effective way that a business can improve motivation is with financial reward.
Now I know everyone will deny that money isn’t the main factor but deep down they’re
not telling the truth. Realistically money makes the world go round so secretly they will
want this so by giving them a salary increase or bonus will inevitably make them up their
game no doubt. Of course the advantage of this does mean the business will have more
productive staff, meaning more things can get done which results in better customer
service. However Tesco need to be careful about how much of an increase they’re giving
to employees and they must consider whether or not they are prepared to increase the
salary of more employees because down the line there is going to be a spot of jealousy
around the staff if someone is getting more money than someone else. If these employees
begin to question and start and argument about wanting an increase also then Tesco will
have to deal with this situation, this puts them in a dilemma though because do they give
this employee and increase and risk another outcry from another employee or do they just
get rid of them and spend more time and money on recruiting someone else?
Tesco hire people ranging from different ages from students to elderly people. But
flexibility for their staff is a very important motivational technique. Especially for parents
who have children at home. They will want to have flexible hours so they are able to go
, Jay Healy
T1: P3,M2 & D1 T2: P4
home rather early to spend time with their children as well as have certain days off to
spend time with them. If Tesco allow this then the staff will be more than thankful for
letting them have valuable time with their kids and in return they will be much happier
and motivated to help the business which had assisted them so kindly. Even by just
allowing employees to request time off will give them motivation as they know that they
are not robots and do have an important position within the business to voice their needs.
Even if Tesco don’t allow some employees the time off they want, it’s still important that
they take every request into consideration because at least this shows to the employees
asking that they will try and make it work rather than just giving them a blatant no which
consequently may demotivate them.
Tesco also offer all of its employee’s excellent training and knowledge which will motivate
the staff to go that extra mile and do more around the shop because they feel like they
have the skills and the right knowledge to do so. If staff felt like they weren’t able to do a
job because of poor training or felt like they couldn’t go over and help that customer then
they wouldn’t be motivated to go that extra mile. Furthermore they wouldn’t feel like
they belonged there meaning their confidence would be at an all-time low as well as their
productivity levels; and if this person was someone who was quiet and didn’t speak up for
themselves then they would just be walking round the store looking like a headless
chicken. Even though the cost of training staff is very expensive, the advantages and
results that Tesco will get from its staff will be very positive as well developed staff will
feel more confident to go over and help a customer who looks confused or will volunteer
to take over that job role that needs filling and overall just offer a much higher level of
customer service which Tesco highly pride themselves on. In the future, I feel Tesco
should sit all its staff down and ask ‘who feels like they need re-training?’ because Tesco
don’t retrain its employees which like I said if they have someone who doesn’t feel like
they belong there then they are just going to be wasting time on the floor. But by knowing
who need re-training Tesco can then build this persons confidence and skill level up to get
them where they need to be.
The final way in which Tesco can improve motivation within its stores is by recognising
good work from employees and praising them for it. It’s amazing what a little ‘thank you’
or ‘you’re doing a great job’ can do to somebodies confidence. If Tesco just pulled
workers in to one side and just said how good of a job they were doing and how grateful
they are employees would be buzzing for the rest of the shift. They would feel
appreciated within the workplace which would inevitably make them carry on doing what
they were doing in the first place. Consequently, Tesco don’t want to blow smoke too
much to an employee because they then may feel like they are better than the other
workers around them, this could lead to this employee bossing workers around and
constant bragging about how they are the best employee in that department. Tesco does
not want this as this could lead to arguments and potentially other workers feeling like
they aren’t doing a good enough job then which as a result could demotivate them leading
to poor productivity. In the future Tesco need to make sure that they show gratefulness
when they are praising someone but also need to ensure they aren’t going over the top
with what they are saying.
T1: P3,M2 & D1 T2: P4
P3
The most common and effective way that businesses motivate their employees in my
opinion is with incentives; giving them a reason to do well. Incentives are usually bonuses
or gifts that businesses will give out to staff that produce the best work in the hopes that
each team member will be competitive enough to push each other every day to produce
immaculate productivity.
By letting employees know that you trust them and value their presence as well as the
work they do is another way of motivating them. This will give them a major confidence
boost making them work with an extra spring in their step and resulting in better results.
Businesses motivate their employees by radiating positivity throughout the workplace. No
one can work in a dull, quiet place so by having enthusiastic bosses/ managers, good
music, a good laugh with each other will automatically give these employees a boost in
their work ethic and will make them want to work to the best of their ability. Playing hard
equals working hard!
An open door policy is also another way that businesses build motivation. It's amazing how
a simple "please" and "thank you" fares with employees. Only speak to staff the way in
which you would wish to be spoken too otherwise employees begin to feel like they are
looked down on. An open door policy enables staff to voice their opinion whenever they
want and makes them feel like their voice really does matter. In turn feel confident about
their positions in the company and that they have more at stake than just a pay-check.
M2
The very first motivational theory that was published was by a man called Frederick Taylor
whose theory suggest that people were only motivated by money and so work had to be
related by payment. The overall principle of Taylors theory was that the more an
employee works the greater their pay and they less they work the less they got paid, this
is now known as ‘piece rate’ which basically means workers are paid per piece of work
they do. The one major advantage of this theory was that businesses would be able to
produce more, while the downside was even though a lot was getting done; the quality
was questionable as employees would focus more on quantity rather than quality of what
they were doing.
Tesco wouldn’t have to use implement this theory into their business because they’re such
a world recognised brand that they wouldn’t have to persuade workers with money. If a
worker wanted to leave because they weren’t getting paid enough then Tesco would easily
be able to replace them as people would love to work for them.
Taylor’s theory also felt management played a role in employee motivation as they would
decide on how much each person got paid. Another person’s theory that felt management
was a key factor was Elton Mayo. He believed that it wasn’t just money that was a factor
but also that productivity was also due to management involvement, team working and
communication. He believed good management weren’t people who were bossy and
authoritative but those who let the employees decide themselves what happens to them.
He also thought employees deserved bonuses such as social facilities which would make
,Jay Healy
T1: P3,M2 & D1 T2: P4
them want to do better. Another advantage was that it gave the workers a greater
freedom to work. The main advantage here though was that workers would have greater
levels of communication and team work enabling them to get a lot more work done. A
disadvantage of Mayo’s theory was that with the freedom that the employees were given
this meant that management didn’t have a sufficient amount of control over them.
Tesco would implement this into their workplace because their stores are so big, because
there is a lot going on and they have so many customers they would need staff from other
departments to help other departments when things got a bit hectic. By having good team
skills workers would be able to help out other departments no fuss as employees would be
able to instruct one another and get along at the same time. Looking at the downside of
Mayo’s theory I feel this doesn’t apply to Tesco as you can see by the way all the staff
dress, how they speak to customers that Tesco have full control over its staff. Also they
usually have hierarchy walking round the store (usually the floor manager) on routinely
checks making sure staff are doing what they are supposed to do.
The third theory published was by a man named Abraham Maslow who believed that
employee’s work ethic depended on what they were given. He felt that people would not
be motivated by their high-order needs such as self-actualisation, until their lower needs
such as water, food and safety were met first.
He believed that their needs could be ranked into hierarchy like this…
This theory is very different to Taylors and Mayo’s as it doesn’t discuss the factor of both
money and management. The advantage of Maslow’s theory is that it has natural appeal
and can be adapted very easily into any business for it to work. The idea is very straight-
forward which makes it very effective. It also has relevance in the modern day which will
help businesses interpret human behaviours. However the theory lacks sophistication. The
major problem with this theory is that I can’t be verified empirically because there is no
proper method to measure accurately how satisfied one level of need must reach before
,Jay Healy
T1: P3,M2 & D1 T2: P4
the next higher need has to be met. This is because each employee is different their needs
are all going to be different and they all won’t be satisfied at the same time. This makes
it very hard for a business like Tesco for example because they have so many staff to keep
everyone happy with just only individual needs. Some people are going to be happy with
just water and food while other may want water and food as well as extra shelter which if
Tesco began giving individuals more than other individuals then there would be arguments
of inequality which Tesco don’t want the hassle of dealing with. Due to the high numbers
Tesco would take a more strategic approach and just approach their employees all as one
team by giving them everyone all the same essentials.
Frederick Herzberg like Taylor and Mayo also believed that money wasn’t the only factor.
He came up with the theory that there were two aspects which motivated workers. The
first one being hygiene where he believed customers would work better if the workplace
they were in was safe for them to work in. The second one was motivation itself, getting
someone to now actually get on the workers back and make them work harder. His
principle was “For an employee to be motivated the hygiene factors need to be met first
and then the motivators could be used to make them work harder, and if the working
conditions are unsafe an employee will remain demotivated.”
I feel Tesco have used this in their business, not so much for the staff but more the
customers because customers want to shop in clean, safe conditions. But Tesco do give
staff a staff facility with refreshments which will no doubt be cleaned and hygienic for the
employees so in that sense yes Tesco do use Herzberg’s theory. Having staff facilities that
are kept nice for the staff will benefit Tesco, if employees have a clean room to chill in
then they will feel appreciated and feel like they play an important role making them
want to produce more and overall will keep them buzzing throughout the shift.
D1
The most effective way that a business can improve motivation is with financial reward.
Now I know everyone will deny that money isn’t the main factor but deep down they’re
not telling the truth. Realistically money makes the world go round so secretly they will
want this so by giving them a salary increase or bonus will inevitably make them up their
game no doubt. Of course the advantage of this does mean the business will have more
productive staff, meaning more things can get done which results in better customer
service. However Tesco need to be careful about how much of an increase they’re giving
to employees and they must consider whether or not they are prepared to increase the
salary of more employees because down the line there is going to be a spot of jealousy
around the staff if someone is getting more money than someone else. If these employees
begin to question and start and argument about wanting an increase also then Tesco will
have to deal with this situation, this puts them in a dilemma though because do they give
this employee and increase and risk another outcry from another employee or do they just
get rid of them and spend more time and money on recruiting someone else?
Tesco hire people ranging from different ages from students to elderly people. But
flexibility for their staff is a very important motivational technique. Especially for parents
who have children at home. They will want to have flexible hours so they are able to go
, Jay Healy
T1: P3,M2 & D1 T2: P4
home rather early to spend time with their children as well as have certain days off to
spend time with them. If Tesco allow this then the staff will be more than thankful for
letting them have valuable time with their kids and in return they will be much happier
and motivated to help the business which had assisted them so kindly. Even by just
allowing employees to request time off will give them motivation as they know that they
are not robots and do have an important position within the business to voice their needs.
Even if Tesco don’t allow some employees the time off they want, it’s still important that
they take every request into consideration because at least this shows to the employees
asking that they will try and make it work rather than just giving them a blatant no which
consequently may demotivate them.
Tesco also offer all of its employee’s excellent training and knowledge which will motivate
the staff to go that extra mile and do more around the shop because they feel like they
have the skills and the right knowledge to do so. If staff felt like they weren’t able to do a
job because of poor training or felt like they couldn’t go over and help that customer then
they wouldn’t be motivated to go that extra mile. Furthermore they wouldn’t feel like
they belonged there meaning their confidence would be at an all-time low as well as their
productivity levels; and if this person was someone who was quiet and didn’t speak up for
themselves then they would just be walking round the store looking like a headless
chicken. Even though the cost of training staff is very expensive, the advantages and
results that Tesco will get from its staff will be very positive as well developed staff will
feel more confident to go over and help a customer who looks confused or will volunteer
to take over that job role that needs filling and overall just offer a much higher level of
customer service which Tesco highly pride themselves on. In the future, I feel Tesco
should sit all its staff down and ask ‘who feels like they need re-training?’ because Tesco
don’t retrain its employees which like I said if they have someone who doesn’t feel like
they belong there then they are just going to be wasting time on the floor. But by knowing
who need re-training Tesco can then build this persons confidence and skill level up to get
them where they need to be.
The final way in which Tesco can improve motivation within its stores is by recognising
good work from employees and praising them for it. It’s amazing what a little ‘thank you’
or ‘you’re doing a great job’ can do to somebodies confidence. If Tesco just pulled
workers in to one side and just said how good of a job they were doing and how grateful
they are employees would be buzzing for the rest of the shift. They would feel
appreciated within the workplace which would inevitably make them carry on doing what
they were doing in the first place. Consequently, Tesco don’t want to blow smoke too
much to an employee because they then may feel like they are better than the other
workers around them, this could lead to this employee bossing workers around and
constant bragging about how they are the best employee in that department. Tesco does
not want this as this could lead to arguments and potentially other workers feeling like
they aren’t doing a good enough job then which as a result could demotivate them leading
to poor productivity. In the future Tesco need to make sure that they show gratefulness
when they are praising someone but also need to ensure they aren’t going over the top
with what they are saying.
