Bachelor of Engineering in Electronic Engineering
24th February 2012
If You Can’t Beat Them, Join Them
Better Quality supermarkets is open 7 days a week, 364 days a year. They employ a total of 50 people. There working hours are of the following 6 hours durations: 8am to 2pm, 2pm to 8pm and 12pm to 6pm and during these 6 hours shifts, the staff get a 30 minute break. They are entitled to 20 days holidays per year and must give at least 4 weeks’ notice if they plan to take holidays or seek to leave employment. They are paid the minimum wage with time and quarter for Sundays.
The aim of this report is to evaluate how well the employees of Better Quality supermarkets work as individuals and as a team and in what ways these can be improved.
There is no denying that the service provided by Better Quality supermarkets to customers is of a remarkable standard (open 7 days a week, 364 days a year). However the service provided between the management of the supermarket to the employees is certainly not of the same standard. Looking at the current situation, there appears to be low motivation among the employees.
One of the reasons for this is that the employees appear to be unappreciated for the work they do and as we know from Hertzberg’s Two Factor Theory, getting no recognition for your work is one of the biggest de-motivator factors. There also appears to be a lack of chemistry between the management and the employees, which has a negative impact on self-esteem (having good self-esteem is a big factor in Maslow’s Hierarchy of Needs). A lack of a trade union also means that the employees cannot express their views on why they are not enjoying in their job and as we know from Adam’s equity theory employees strive to maintain fairness and justice in their work.
With all of the negativity surrounding the supermarket the employees are not happy with their work and this is possibly why they are not communicating with the customers, this all relates to McGregor’s Theory X which states that employees will be fundamentally lazy, they will not like their work and will try to do as little as possible if they are not happy with their job i.e. they only want the job for security and financial rewards. This appears to the customers as if the company has a poor customer service, which is a very negative image for the brand.
What we should aiming for is McGregor’s Theory Y, in which employees like their work, they are highly motivated by esteem, recognition and respect and will willing try to do as much as possible and even be creative if they need to be.
One of the initial practices that is proposed is for the floor manager to meet and greet the employees for their 6 hour shifts. The floor manager does not have to do anything special here, simply say hello, tell them how they are feeling today and possibly take an interest in their interests and hobbies. If the floor manager does this very simple practice on a daily basis then the employees will feel a lot more motivated, but more importantly they are recognised and as we know being recognised for your work is one of the biggest motivator factors in Hertzberg’s Two Factor Theory.
Moving forward from feeling recognised in the last paragraph, the manager of the supermarket should send a hand-written card to each individual employee at Christmas time wishing them a merry Christmas and thanking them for their work throughout the year. This should make the employees feel highly appreciated for their work for two reasons,...
Please join StudyMode to read the full document