Eric Ngugi Unit 16 m2 Angelina
Compare the use of motivation theories
In this assignment I am going to compare the use motivation theories to motivate their
employees in Tesco
Tesco’s purpose of motivating their staff is to make sure that their staffs do their jobs to the
best of their abilities in order to increase their productivity. In order to do this they will use
different motivation theories. Some of the theories they use are from Taylor, Herzberg and
Maslow.
Taylor
Taylors’s theory is about rewarding their employees for their hard work, not only do they
support their working lives but also personal. Some of rewards that Tesco offer to their
employees include, employee discount cards, holiday discounts, pension scheme providing
equal contribution from the company. In Taylor’s theory he says employees are motivated by
money and that is why Tesco use this method to motivate them.
In Tesco, Taylor’s theory may work differently for people in different job roles. For example,
the store manager won’t be interested in getting store discounts or gift cards; this would
mostly benefit the shop floor assistants and the cashiers as their pay isn’t as high as the
managers. Other factors that would attract a cashier would be gym memberships and
contracts free phones. This is effective as these incentives suit their needs whereas if they
got incentives for a store manager they wouldn’t need them.
This is theory is effective for sales assistant employees as it means they will have to work
harder for their incentives, therefore making the business increase productivity. Because
they will be motivated to work harder for their financial incentives.
As Tesco is a large organisation it has employees who work in all different kinds of roles for
example, there are the ones who work in warehouses and in production. These types of
employees are not motivated by salary as it would be the same all year round. They are
more like to be motivated by piece rate pay. This is whereby they are paid in accordance
with how much they produce. Therefore they will aim to make as many products as possible
in order to earn more money. This will then make Tesco be profitable as they have more
products to sell.
On the other hand, managers aren’t likely to be motivated by Taylor’s theory of money but
they would be motivated by Mayo’s theory. This is because Mayo believed that they are
motivated by performance and achievement of their employees. This is what drives the
managers at Tesco, if their employees are happy and doing good work then they are more
likely to respond to this and do an even better job. This part of Taylor’s theory is similar to
Herzberg’s theory in the sense that because Herzberg’s theory talks about recognition of
, Eric Ngugi Unit 16 m2 Angelina
effort as one part of its’ 2 factor theory. This links in with it because it’s about recognition
from the managers.
This theory is more effective for the employees who work as sales assistant, cashiers and in
the warehouse because they are driven by money whereas the managers are driven by the
satisfaction of their employees. Without these employees being given these motivation
products, the employees would just do their work for the sake of doing it as they know they
won’t get anything more if they put some effort and interest in their work.
Herzberg
Herzberg’s theory says that there are factors that should be introduced into a business that
would definitely motivate employees but there were others that would not motivate
themselves if they were missing. But if they were by themselves they wouldn’t motivate
employees to work harder at all.
These two are known as the 2 factor theory, the motivators and hygiene factors. The
motivators are more connected to the job itself whereas the hygiene factors are what
includes what surrounds the job.
A sales assistant would be motivated by the motivators because they get opportunities at
work, they are recognised by their managers and they feel responsible for what they do. But
this sort of motivators, I feel wouldn’t suit the managers and the supervisors in Tesco. This is
because these things that are motivating the sales assistant the managers and the
supervisors already have them and they have the power to give them to the cashiers.
Therefore, they wouldn’t be very beneficial
Whereas the hygiene factors would also motivate the sales assistant because they include
safe working conditions, a reasonable pay. These alone wouldn’t motivate a sales person but
if combined with the motivators it would be like the best combination. An example for this is
that a sales assistant wouldn’t show up to work every day happy only because the working
conditions are good but they are more likely to be happy and motivated if the working
conditions are good and they are recognised by their managers.
This theory contrasts to Taylor’s because Herzberg thought pay would be a better hygiene
factor than it would as a piece rate but as it was proven they can be both used in different
ways to motivate employees
This theory is similar to Maslow’s because Maslow’s theory is about the needs of the
employs whereas Herzberg’s theory is partially about the needs. The need of felling
recognised using motivators.
Compare the use of motivation theories
In this assignment I am going to compare the use motivation theories to motivate their
employees in Tesco
Tesco’s purpose of motivating their staff is to make sure that their staffs do their jobs to the
best of their abilities in order to increase their productivity. In order to do this they will use
different motivation theories. Some of the theories they use are from Taylor, Herzberg and
Maslow.
Taylor
Taylors’s theory is about rewarding their employees for their hard work, not only do they
support their working lives but also personal. Some of rewards that Tesco offer to their
employees include, employee discount cards, holiday discounts, pension scheme providing
equal contribution from the company. In Taylor’s theory he says employees are motivated by
money and that is why Tesco use this method to motivate them.
In Tesco, Taylor’s theory may work differently for people in different job roles. For example,
the store manager won’t be interested in getting store discounts or gift cards; this would
mostly benefit the shop floor assistants and the cashiers as their pay isn’t as high as the
managers. Other factors that would attract a cashier would be gym memberships and
contracts free phones. This is effective as these incentives suit their needs whereas if they
got incentives for a store manager they wouldn’t need them.
This is theory is effective for sales assistant employees as it means they will have to work
harder for their incentives, therefore making the business increase productivity. Because
they will be motivated to work harder for their financial incentives.
As Tesco is a large organisation it has employees who work in all different kinds of roles for
example, there are the ones who work in warehouses and in production. These types of
employees are not motivated by salary as it would be the same all year round. They are
more like to be motivated by piece rate pay. This is whereby they are paid in accordance
with how much they produce. Therefore they will aim to make as many products as possible
in order to earn more money. This will then make Tesco be profitable as they have more
products to sell.
On the other hand, managers aren’t likely to be motivated by Taylor’s theory of money but
they would be motivated by Mayo’s theory. This is because Mayo believed that they are
motivated by performance and achievement of their employees. This is what drives the
managers at Tesco, if their employees are happy and doing good work then they are more
likely to respond to this and do an even better job. This part of Taylor’s theory is similar to
Herzberg’s theory in the sense that because Herzberg’s theory talks about recognition of
, Eric Ngugi Unit 16 m2 Angelina
effort as one part of its’ 2 factor theory. This links in with it because it’s about recognition
from the managers.
This theory is more effective for the employees who work as sales assistant, cashiers and in
the warehouse because they are driven by money whereas the managers are driven by the
satisfaction of their employees. Without these employees being given these motivation
products, the employees would just do their work for the sake of doing it as they know they
won’t get anything more if they put some effort and interest in their work.
Herzberg
Herzberg’s theory says that there are factors that should be introduced into a business that
would definitely motivate employees but there were others that would not motivate
themselves if they were missing. But if they were by themselves they wouldn’t motivate
employees to work harder at all.
These two are known as the 2 factor theory, the motivators and hygiene factors. The
motivators are more connected to the job itself whereas the hygiene factors are what
includes what surrounds the job.
A sales assistant would be motivated by the motivators because they get opportunities at
work, they are recognised by their managers and they feel responsible for what they do. But
this sort of motivators, I feel wouldn’t suit the managers and the supervisors in Tesco. This is
because these things that are motivating the sales assistant the managers and the
supervisors already have them and they have the power to give them to the cashiers.
Therefore, they wouldn’t be very beneficial
Whereas the hygiene factors would also motivate the sales assistant because they include
safe working conditions, a reasonable pay. These alone wouldn’t motivate a sales person but
if combined with the motivators it would be like the best combination. An example for this is
that a sales assistant wouldn’t show up to work every day happy only because the working
conditions are good but they are more likely to be happy and motivated if the working
conditions are good and they are recognised by their managers.
This theory contrasts to Taylor’s because Herzberg thought pay would be a better hygiene
factor than it would as a piece rate but as it was proven they can be both used in different
ways to motivate employees
This theory is similar to Maslow’s because Maslow’s theory is about the needs of the
employs whereas Herzberg’s theory is partially about the needs. The need of felling
recognised using motivators.
