It now has over 2, stores including hypermarkets and Tesco Express outlets to meet different customer needs. As a conglomerate Tesco also offers alternative goods and services such as insurance, banking and online shopping. Tesco's growth has resulted in a worldwide workforce of over , employees. To support its growth, Tesco needs staff that are motivated, flexible and well-trained and who recognise customer needs. In turn, Tesco's employees are supported by the company in their various roles and at different levels - from customer assistants in stores to department managers; from warehouse employees to office and logistics staff.
Tesco recognises that employee motivation is important for the continued growth of the company. This case study looks at how Tesco motivates its employees by increasing their knowledge, skills and job satisfaction through training and development and providing relevant and timely reward and recognition. The results from the survey help Tesco make sure it is offering the right things to its staff to keep them motivated.
Some of the benefits available to staff include: guarantees the job back at the end away from work with right of return? Pension scheme — this award-winning scheme provides clearly defined long term benefits. Lifestyle break — this offers weeks off work and? Reward: An incentive given in exchange for good behaviour or good work. For example, an internal factor may be the desire to learn a new skill.
This would reward the individual. External factors include, for example, sales targets and incentives. A more negative motivator might be no pay rise if targets are not achieved.
In the early s the theorist Elton Mayo suggested that motivation at work was promoted by such factors as:? Mayo based his assumptions on research undertaken with workers at the Hawthorne plant of the Western Electric Company in Chicago.
His work resulted in the Hawthorne theory. He suggested that boredom and repetitiveness of tasks led to reduced motivation. He believed that motivation was improved through making employees feel important, giving them a degree of freedom to make choices and acknowledging their social needs. At Tesco the Mayo theory is seen to be operating throughout the company.
Communication is an extremely important factor in motivating employees. This may be through 1-to-1 discussions with managers, through the company intranet or newsletters or through more formal structures such as appraisals. Line managers hold a daily Team Meeting to update staff on what is happening for the day and to give out Value Awards.
Manager Line or project manager Direct reports People working for you or on your behalf Self you Team peers People within your team or function Others Internal contacts outside of your function or external suppliers All Tesco employees have a Personal Development Plan which they build through their degree feedback and other tools.
This enables Tesco managers to offer meaningful feedback to employees to help provide opportunities for continuous personal development. This personal approach helps employees to reach their full potential by encouraging self-assessment and providing advancement through ongoing training. It also enables individuals to take responsibility for their development. This two-way relationship ensures that the employee is committed to the values of the company, that he or she works in partnership with others and helps improve the business for customers.
Once these needs are met through pay, individuals want safety and security through, for example, good job conditions. Social needs refer to the need to belong, to be part of a group. Self-esteem may arise from a promotion. Right at the top is Selffulfilment - the area for creativity, challenge and interest. Maslow suggested that achieving one level motivates us to achieve the next. Tesco also promotes motivation through its many training and development opportunities.
Everyone has access not just to the training they need to do their job well but also to leadership training to grow within the company. As well as an annual career discussion with every employee, the company also emphasises the development of the whole person and has implemented a system of degree feedback. This is a personal development tool which provides feedback from a selection of people with whom the employee works.
This helps employees to understand their [ Assumptions: Accepting without proof that something will happen. Appraisals: An assessment of an individual's progress. A manager meets with a subordinate to review their work and agree future objectives.
Strategic: Of long-term importance and fundamental to a company meeting its goals. Self-assessment: The opportunity for individuals to assess their own progress within the workplace.
Values: What a company stands for. Hierarchy of needs: A set of layers, where each one is more important than the one beneath it. Maslow said that human needs were arranged like this. Working conditions and a home-from-home ethos encourages long service. Tesco provides the security of formal contracts of employment as well as pension and sickness schemes and the option to join a union to give people a sense of belonging.
It ensures health and safety in the workplace. This would include a place of work, regular monthly pay and essential facilities such as a restaurant or lockers for personal belongings. His research showed that certain factors were the true motivators or satisfiers.
Hygiene factors, in contrast, created dissatisfaction if they were absent or inadequate. Dissatisfaction could be prevented by improvements in hygiene factors but these improvements would not alone provide motivation. Herzberg showed that to truly motivate an employee a business needs to create conditions that make him or her feel fulfilled in the workplace. Conclusion Employee motivation is an important task for managers.
Early motivational theory such as that of Taylor suggested that pay motivated workers to improve production. However businesses now need employees to have greater motivation and have a stake in the company for which they work, as shown by Mayo. Maslow and Herzberg demonstrated that employees are motivated by many different factors. Tesco provides opportunities 1. Hygiene factors Pay and Benefits Company Policy and Administration Relationship with co-workers Supervision Status Job Security Working Conditions Personal Life for its managers and staff to take a share and a greater interest in their own employment.
Since every employee is an individual, with different needs and aspirations, the process of reviews and personal development plans allows recognition of their abilities and achievement, as well as potential development.
This benefits the individual by providing career progression. It also benefits Tesco by ensuring the business can deliver high levels of customer service through its skilled employees. Describe what is meant by motivation. What types of Tesco aims to motivate its employees both by paying attention to hygiene factors and by enabling satisfiers.
For example, it motivates and empowers its employees by appropriate and timely communication, by delegating responsibility and involving staff in decision making. It holds forums every year in which staff can be part of the discussions on pay rises. This shows recognition of the work Tesco people do and rewards them.Each of the businesses performs on a different employee or writing area. This may be through 1-to-1 studies with managers, through the student intranet or newsletters or through more formal speeches such as appraisals. Motivation and fitness have direct relationship. Tesco through: storks far beyond Taylor and finds more than just motivation pay flexible case hours.
Tesco's growth has resulted in a worldwide workforce of over , employees. He believed that motivation was improved through making employees feel important, giving them a degree of freedom to make choices and acknowledging their social needs. As a conglomerate Tesco also offers alternative goods and services such as insurance, banking and online shopping. Contract-free phones with O 2 Employees are more motivated if they feel content in their work.
Pension scheme — this award-winning scheme provides clearly defined long term benefits.
Motivation may stem from personal interest such as keeping safe or from external factors such as praise and reward.
Maslow and Herzberg Introduction Tesco began in with one man, Jack Cohen, a market stallholder selling groceries in London. Stockwell from whom he purchased tea for sale on the stall. Its financial reward packages are one motivating factor. Undertaking a survey of the whole population will entail significant cost and consumer a lot of time as well. This case study looks at how Tesco motivates its employees by increasing their knowledge, skills and job satisfaction through training and development and providing relevant and timely rewar and recognition. As well as an annual career discussion with every employee, the company also emphasises the development of the whole person and has implemented a system of degree feedback.
Tesco Motivational theory in practice at Tesco Tesco considers that the business depends on two groups of Tescos Employee Reward Programme has some similarity to people customers and staff. Its financial reward packages are one motivating factor.