Motivation- Having the will or desire to go ahead and do something or to work that little bit harder. Why we need motivation?
Motivation may come from a person’s own interest such as their safety or other things not so personal like praise or reward. Different theorists have proposed that there are many different ways to motivate people. Pay is considered a main type of motivation in a work environment and outside a work environment. Pay however is not the only way of motivation. There are other ways that people may be motivated and things that will keep them motivated. These types of things are appreciation of work, opportunity to advance, responsibility and empowerment, a sense of achievement and the sense of challenge and enjoyment. A motivated workforce will work harder and together achieve more resulting in the whole workforce having a greater output in much less time, resulting in lower labour costs. It also doesn’t need much supervision. An unmotivated workforce will do the opposite. This work affects the amount of work and its quality. How to motivate is a difficult topic with everyone looking for something in a job sometimes not just pay. So a number of theorists have researched how this should be done. Frederic Taylor motivation in the late 1800s at the Bethlehem steel company in the USA. He believed that employees could be working more efficiently using their shovels. He figured out that 21.5 pounds of weight was the best weight of material for an employee to lift in order to work at their full potential creating the best output. He recommended that they use shovels that could lift that amount. So Rewards that would be part of Taylor’s theory are things such as: * Pay
:-For many employees the reason they go to work is for pay. They need money for bills and other expenses involved in everyday life. Some organisations will use pay as a reward for employees. They may be given additional pay in the form of a one off bonus or by giving employees a pay rise. However pay not be the key motivator to employees and some employees will work for low pay but may have job satisfaction. Tesco uses this form of reward to all employees.
* Performance related pay
:- This is a way for employees to be rewarded dependent on their performance in the last three, six, or twelve months. Lots of types of businesses use this type of reward and so will Tesco to its higher job roles such as management and so on. It is very common for manufacturing and sales jobs where the more products or sales the employees make the more they are paid. Area managers at Tesco will be paid more if their area is performing faster and of a higher standard. * Profit sharing
:- Profit sharing is when a business gives its employees a share of the businesses profits depending on how well the business is doing. Shares are divided between employees depending on how many years the employee has worked at the organisation and their level in the organisation. If the business is doing well the employees will see great benefits but if the business isn’t doing too well the payment will be small. Tesco will once again offer this to much higher staff such as managers and directors. * Employee Share options
:- Share options, like profit sharing are a way to reward employees based on a company’s performance. Share options can be given to employees free shares that they can sell after a set period of time or as an option to buy shares at a lower fixed rate than what the general public would pay. It can be quite difficult for employees to see how their individual commitment will affect the overall running and company performance. * Staff discounts
:-Businesses such as Tesco and other businesses in this type of sector may offer discounts on products to their staff.
In the 1920s and 30’s a theorist by the name of Elton Mayo set out about perfecting the ideas of Taylor and explored them in further depth he realised there was more...
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