Miss
Taylor Wimpey plc. Business Homework 2/3/14
An affective induction and training programme is a desirable luxury to any job searcher and will be seen as a great opportunity by many. This could mean that if Taylor Wimpey were to hire new staff then the induction and training programme may attract higher quality workers, who would be more motivated employees, a clear positive influence of the scheme. Another impact of an effective induction and training programme is that employees would feel more cared about as opposed to many other employees of businesses that offer minimal training and throw their new workers straight into work. As the staff feel more valued and wanted then they respect the business more and feel a greater need to fulfil their own potential by being productive in return for being treated well by their business. Finally as any induction or training programme is designed to do, employees’ skills and capabilities would improve, assuming of course the programme really is effective. If workers are better at their jobs then it’s more likely they will enjoy it too, improving their level of motivation.
F.W. Taylor considered money to be the main factor that motivated workers, so he emphasised the benefits of piecework, where workers are paid according to how much they produce. As the article states Taylor Wimpey use this motivational strategy of piecework in the business on their employees. ‘Salaries and bonus payments are then decided in accordance with the individual’s performance. This system of performance related pay is popular among workers, who prefer the fairness of a system not decided arbitrarily by a manager.’ This piece of text gives evidence of how Taylor Wimpey uses F.W Taylor’s strategy of piecework effectively as it mentions that it is ‘popular among staff’. This is most likely not only due to the reason mentioned that the salary is not fixed by an individual but also because it allows staff to receive recognition and rewards for
An affective induction and training programme is a desirable luxury to any job searcher and will be seen as a great opportunity by many. This could mean that if Taylor Wimpey were to hire new staff then the induction and training programme may attract higher quality workers, who would be more motivated employees, a clear positive influence of the scheme. Another impact of an effective induction and training programme is that employees would feel more cared about as opposed to many other employees of businesses that offer minimal training and throw their new workers straight into work. As the staff feel more valued and wanted then they respect the business more and feel a greater need to fulfil their own potential by being productive in return for being treated well by their business. Finally as any induction or training programme is designed to do, employees’ skills and capabilities would improve, assuming of course the programme really is effective. If workers are better at their jobs then it’s more likely they will enjoy it too, improving their level of motivation.
F.W. Taylor considered money to be the main factor that motivated workers, so he emphasised the benefits of piecework, where workers are paid according to how much they produce. As the article states Taylor Wimpey use this motivational strategy of piecework in the business on their employees. ‘Salaries and bonus payments are then decided in accordance with the individual’s performance. This system of performance related pay is popular among workers, who prefer the fairness of a system not decided arbitrarily by a manager.’ This piece of text gives evidence of how Taylor Wimpey uses F.W Taylor’s strategy of piecework effectively as it mentions that it is ‘popular among staff’. This is most likely not only due to the reason mentioned that the salary is not fixed by an individual but also because it allows staff to receive recognition and rewards for