How Tesco Motivate Key Workers and Comparative Analysis with Other Industries and Different Economic Situation.

Topics: Motivation, Maslow's hierarchy of needs, Management Pages: 9 (3466 words) Published: December 21, 2010
HOW TESCO MOTIVATE KEY WORKERS AND COMPARATIVE ANALYSIS WITH OTHER INDUSTRIES AND DIFFERENT ECONOMIC SITUATION. A motivated workforce is crucial to ensure employees are happy, engaged, productive and good advocates for the company.(James By water 2009).it does not always take a lot but it is important to ensure that you are motivating the right people in the right way as everybody is different, others prefer encouragement, team working and been appreciated by colleagues. Motivating other people is about getting them to move in the direction you want them to go in other to achieve a result (Michael Armstrong 2006 p: 252). According to Stephen Lockley, (2010) employees are the most valve able assets of an organisation, so ensuring that they are motivated and committed is the key to successful and productive workforce. Often companies are under pressure to increase productivity, profitability, revenue growth and this overshadows the importance of how an unengaged workforce can negatively affect productivity. According to the chairman of judges for the National Business Awards, He said ”It is emerging that issues relating to the performance of people form the major performance barriers for companies” .It would seem not only desirable but also indeed essential that staffs are kept motivated. Levinson (1989) said every manager must motivate and encourage employees somehow reconciliation the individual needs with the goals of the organisations. All employees have aspiration and objectives which they want to achieve through their organisation, responsible managers ought to help to achieve their modest aspiration. Sir Terry Leahy Tesco chief Executive help steer Tesco from UK’s number three retailer to number one, by application of lessons from Sir Roy Griffiths which greatly helped Tesco. He had many advantages over the NHS executives because no ministers telling him what to do and no conflicting professional groups, these advantages he forged ahead with creating a flat hierarchical structure with only six levels between checkout and chief executive. However motivation theories have been in existences before the 21st century and it is highly utilized till date, Tesco motivate their employees using motivational theories like that of F.W Taylor, Eton Mayor, Maslow and Herzberg. According to F.W Taylor (1911) who published the earliest motivational theories, workers received” piece rate” that is employees are paid for every item produced and people work purely for money. Tesco employee Reward programme has some similarity to Taylor’s theory, it financial reward packages are one of the motivating factors which employees are rewarded for hard working through free shares after one year service, save as you earn share available in high interest account, employee discount card, Christmas or payslip voucher, Holiday discounts, contract free phones with o2 etc. According to Sarah O’Carroll,(2010) motivating employees is not about money sometimes a pat in the back yields better result and business that continued to offer their employees new opportunities and invest in their people pipeline would be at a better competitive. Elton Mayo (1880-1949) did a research which resulted in the Hawthorne theory. The Hawthorne studies allegedly discovered the influence of human relation or social factors that affect workers motivation and that boredom and repetitiveness of task led to reduced motivation but acknowledgement and degree of freedom to make choices motivate employees’. Tesco apply the Hawthorne theory by motivating employees through communication, training and development and personal development plans. Training and development which is done through learning process has been challenged to create that culture that allows continual learning throughout the organisation. As knowledge is what matters, organisation and individuals alike must become continuous learners (Hawkins, p 1994). According to Garrick (1998) Training is inextricably link to...

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