Eric Ngugi Unit 16 P3 Angelina
Motivation theories
In this assignment I am going to discuss three descriptions of different motivation theories;
they theories include Maslow’s, Herzberg, McClelland, Mayo, McGregor, Taylor and Vroom
and how Tesco use these methods of motivation.
What is motivation?
Motivation is a way in which business can encourage their employees to do better for better
results. It can also be defined as the driving force behind actions and behaviour.
Taylor
Frederick Taylor’s theory says that people are motivated by money, people don’t usually
want to work, and they must be supervised and trained. They should also be paid by piece
rate meaning that they were paid for every production. This would therefore motivate
employees to make more production as it means that they’ll get a higher reward. The
disadvantage to this is that people would make lots of products but the level of quality
would be low.
In regards to Tesco and how they reward their employees in relation to Taylors theory is that
they go far and beyond his theory. Not only do they reward their employees financially but
also varied lifestyle targeted benefits. This may include a promotion or when the employer
created a good working environment where employees feel valued by being made to feel
their worth.
Herzberg
When Frederick Herzberg concluded his research he came to the conclusion that people
were motivated by a two factor motivation method. These two factors are hygiene and
motivator factors. The hygiene factors include working condition and salary, but these on
their own don’t make them motivated because if the working conditions and pay are poor
they may lead to unsatisfied employees. That is why there is also the motivator factor. They
include recognition, responsibility, achievement, and opportunity for progression. These two
factors combined proved that they are more likely to increase motivation and individual
performance.
Within the hygiene factors there are several factors that Tesco do to please their employees
for maximum efforts in their jobs. For example, the physical working conditions, Tesco
ensures that they are all clean, safe and hygienic. The equipment’s are also usually well
maintained.
The companies’ policies shouldn’t be too strict that the employees aren’t happy about.
Tesco policies isn’t different, they offer flexible hours, breaks, holidays, and dress code.
, Eric Ngugi Unit 16 P3 Angelina
Simple things that all employees can understand. The relationship between manager and
the employees is good as the managers don’t take advantage of their positions. Therefor no
conflicts or humiliation occurs at work.
The motivational factors are also as important as the hygiene factors. Tesco recognises their
employees by praising their accomplishments from the managers. As everyone else is likely
to see it they will be motivated. Growth and promotional opportunities are available in Tesco
for any employee willing to go to a higher level through the development plans in place at
Tesco. Knowing that there is something more that they could do in the business could make
them aim for more
Having and felling responsible for is another big thing at Tesco mangers make the employees
feel and have responsibility of their work, this creates pride of what they do and make them
do what they do better, because no one wants to have responsibility of having something
that isn’t done well. The work that they do at Tesco is also meaningful. Doing something that
isn’t meaningful and you know no one will recognise you for doing that job reduces the work
ethic that goes into that job. Delegated responsibility is another way Tesco make their
employees feel recognised and appreciated at their work place.
Tesco succeed in Herzberg theory because they link the two factor theory well with each
other and therefore maximize results.
http://managementstudyguide.com/herzbergs-theory-motivation.htm
Maslow
Abraham Maslow theory said that employees are motivated by five needs and the best
motivated is when all the needs are achieved. He
formed a pyramid which showed the needs and he
called it the hierarchy of needs.
The most important need in this pyramid is at the
bottom which is the physiological need. This need
includes the food, water, clothing and shelter through
pay. After those conditions have been met the safety
needs are important as all employees want to feel
safe in their place of work. The next in this pyramid are social needs, self-esteem and self-
fulfilment.
Tesco fulfils the social needs by having employees work together in groups and teams in
order to have the employees together. This would generally make the employees happier as
they are not 100 percent watched by the manager and they can have fun while doing their
jobs.
Motivation theories
In this assignment I am going to discuss three descriptions of different motivation theories;
they theories include Maslow’s, Herzberg, McClelland, Mayo, McGregor, Taylor and Vroom
and how Tesco use these methods of motivation.
What is motivation?
Motivation is a way in which business can encourage their employees to do better for better
results. It can also be defined as the driving force behind actions and behaviour.
Taylor
Frederick Taylor’s theory says that people are motivated by money, people don’t usually
want to work, and they must be supervised and trained. They should also be paid by piece
rate meaning that they were paid for every production. This would therefore motivate
employees to make more production as it means that they’ll get a higher reward. The
disadvantage to this is that people would make lots of products but the level of quality
would be low.
In regards to Tesco and how they reward their employees in relation to Taylors theory is that
they go far and beyond his theory. Not only do they reward their employees financially but
also varied lifestyle targeted benefits. This may include a promotion or when the employer
created a good working environment where employees feel valued by being made to feel
their worth.
Herzberg
When Frederick Herzberg concluded his research he came to the conclusion that people
were motivated by a two factor motivation method. These two factors are hygiene and
motivator factors. The hygiene factors include working condition and salary, but these on
their own don’t make them motivated because if the working conditions and pay are poor
they may lead to unsatisfied employees. That is why there is also the motivator factor. They
include recognition, responsibility, achievement, and opportunity for progression. These two
factors combined proved that they are more likely to increase motivation and individual
performance.
Within the hygiene factors there are several factors that Tesco do to please their employees
for maximum efforts in their jobs. For example, the physical working conditions, Tesco
ensures that they are all clean, safe and hygienic. The equipment’s are also usually well
maintained.
The companies’ policies shouldn’t be too strict that the employees aren’t happy about.
Tesco policies isn’t different, they offer flexible hours, breaks, holidays, and dress code.
, Eric Ngugi Unit 16 P3 Angelina
Simple things that all employees can understand. The relationship between manager and
the employees is good as the managers don’t take advantage of their positions. Therefor no
conflicts or humiliation occurs at work.
The motivational factors are also as important as the hygiene factors. Tesco recognises their
employees by praising their accomplishments from the managers. As everyone else is likely
to see it they will be motivated. Growth and promotional opportunities are available in Tesco
for any employee willing to go to a higher level through the development plans in place at
Tesco. Knowing that there is something more that they could do in the business could make
them aim for more
Having and felling responsible for is another big thing at Tesco mangers make the employees
feel and have responsibility of their work, this creates pride of what they do and make them
do what they do better, because no one wants to have responsibility of having something
that isn’t done well. The work that they do at Tesco is also meaningful. Doing something that
isn’t meaningful and you know no one will recognise you for doing that job reduces the work
ethic that goes into that job. Delegated responsibility is another way Tesco make their
employees feel recognised and appreciated at their work place.
Tesco succeed in Herzberg theory because they link the two factor theory well with each
other and therefore maximize results.
http://managementstudyguide.com/herzbergs-theory-motivation.htm
Maslow
Abraham Maslow theory said that employees are motivated by five needs and the best
motivated is when all the needs are achieved. He
formed a pyramid which showed the needs and he
called it the hierarchy of needs.
The most important need in this pyramid is at the
bottom which is the physiological need. This need
includes the food, water, clothing and shelter through
pay. After those conditions have been met the safety
needs are important as all employees want to feel
safe in their place of work. The next in this pyramid are social needs, self-esteem and self-
fulfilment.
Tesco fulfils the social needs by having employees work together in groups and teams in
order to have the employees together. This would generally make the employees happier as
they are not 100 percent watched by the manager and they can have fun while doing their
jobs.
