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Tesco Case Essay

1020 words - 5 pages

1. Describe what is meant by motivation. What types of non-financial reward might a company use to motivate employees?
Answer:
Motivation is the process that accounts for an individual’s intensity, direction, and persistence of effort toward attaining a goal. In this case, Motivation may stem from personal interest such as keeping safe or form external factors such as praise and reward. Motivating factors are appreciation of hard work, a sense of achievement, responsibility and empowerment, opportunity for advancement and a sense of challenge and enjoyment in workforce of the employees.
Company needs to motivate employees who are flexible, well-trained and can recognize customers need. A ...view middle of the document...

Tesco considers that the business depends on two groups of people- customers and staff. To motivate the employees Tesco supports them with a work/life balance and offers reward. Tesco has discovered that it is important to create trust and respect so they found that by valuing employees, providing realistic goals and an interesting environment for them to work in it and increases employees’ motivation. At Tesco motivated member of staff works in partnership with others to achieve individual and team objectives. This suggests that Tesco focuses on customers, treats them fairly and is determined and devoted to receive feedback from others.

3. Why is Taylor’s theory not relevant to companies and employees in the 21st century?
Answer:
Taylor’s motivational theory was introduced by Frederick Taylor in 1911. According to this theory in that time companies motivation was money. Workers were paid ‘piece rate’ that was paid for every item they produced. This approach of paying workers by results was good for the business. At that time the outcome was greater production but the opportunity was so little and encouragement or time for employees to think themselves or be creative in what they did. The employees were not valued. So that time the people’s development was limited and their use within the company. But in the 21st century company’s changed their motivation support for the employees. They started to valuing employees, providing realistic goals and an interesting environment for employees. Companies are trying to work in partnership with them and to achieve individual and team objectives. Now the companies are not focusing on financial reward motivation. They are providing non-financial rewards like- improving personal skills and achieving promotion, pension scheme. That motivates people in their personal and also in their working lives. It supports the varied lifestyles of individual employees through relevant and targeted benefits. Those rewards can motivate employees to improve their output. If employees feel content in their work they will be motivated. So, Taylor’s theory is not relevant to companies and employees in the 21st century.

4. Evaluate the four motivational theories in the study, demonstrating how each relates to Tesco?

Answer:
The...

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