Motivational theories applied in the workplace Essay

Within this concession I volition be looking at the various motivational theories that organisations whitethorn use in order to more their workforce more efficient. The organisation I will look at is Tesco as they now employ over 468,000 employees worldwide and have viewed various methods in order to experience their employees increased knowledge, skills and job bliss by victimisation training and relevant rewards and fruition schemes. motivating is genuinely important inwardly an organisation that relies heavily on their employees as this will determine how efficiently they work. Motivation jakes be given in many ways such as personal delight in the job they ar doing or other factors such as rewards, other factors implicate recognition of hard work, a smell of winment, right at bottom the workplace, opportunity of promotion and also a sense of challenge and enjoyment.By motivating employees in this way they will be able to work harder and achieve a high quality of work in slight time. If this is applied within Tesco, the alike(p) confinement will take a shorter period of time meaning a reduced labour address for the business.The first motivational hypothesis I am going to look at is Taylors theory which suggests that employees main incentive to work is for money purposes only. Although Taylors theory is based upon a return line where workers ar paid for each item that is produced which holds an incentive to work faster. Although this meant that work would be correct quicker, it may also lead to lower quality work. Some positive aspects of this theory include that pack are able to work for longer periods, and workers feel rewarded for putting in more endeavour although disallow features may include not being suitable to everyone as community may feel less secure in their job.This motivational theory has been adopted within Tesco in order to motivate their module by pass incentives, these incentives are varied according to lifest yle and includes free shares, pension scheme, private health care and contract mobile phones. Tesco offer varied incentives so that every employee has something to work towards as at that place are different rewards for different people. Although one disadvantage of adopting this method within Tesco is that only the floor faculty will benefit as it will relate to the amount of work they complete, whereas mangers do not have the same type of work and will miss out on the same rewards, this means Tesco must adopt multiple theories to suit all employees.The next motivational theory I will look at is the Hawthorne study which suggests that there were various factors which created motivation at work and this included greater communication, good teamwork, demonstrate an interest in others and ensuring work was non-repetitive. This is due to Elton Mayo suggesting that receptiveness will make employees bored and mystify less motivated. Which means employees should be given freedom to ma ke choices within their workplace. Although a disadvantage of using this theory is that employees will not get any financial benefits such as bonuses.This is apparent within Tesco as communication within this company is an important factor in order to motivate staff, examples of this include 1-to-1 discussions between floor staff and directors and also with the use of the companys intranet which is used to offer jobs to watercourse employees before they go out to the public.Another motivational theory I will focus on is Maslow, which includes a pyramid style of motivation where basic or physical necessarily must be met before the other stages ass be dealt with. The other stages include security within the business, social extremitys which include teambuilding and a sense of belonging between employees, self-esteem which may include promotions and also self-fulfilment that may consist of a constant challenge they face within the workplace.This motivational theory is used within Tesco to motivate all employees within the organisation, such as ensuring each worker has a regular monthly pay and the use of facilities such as a restaurant. The next stage Tesco focus on is the need for security at work, this is in the form of formal contracts of employment to ensure employees feel secure in the job they have taken, security within Tesco also includes pension schemes, union options and also health and resort within the workplace.In addition to this, the Herzberg theory is also used within workplaces such as Tesco, and this includes some(prenominal) motivators and hygiene factors.Some motivational factors that are used within Tesco include1. Achievement2. Responsibility3. onward motion4. GrowthAlso including hygiene factors such as1. Pay and benefits2. Company policy3. Supervision4. cable security5. Working conditionsTesco uses each of these factors in order to motivate its staff by delegating responsibility and decision making which will help to improve the c ommunication within the business and ensure staff are working to the best of their ability. Although by following these factors no social needs are looked into which can be important within a large business such as Tesco.The McGregor theory implies that workers are one of two types which are labelled theory X which include1. Individuals who dislike work and revoke it where possible2. Individuals who lack ambition, dislike responsibility and prefer to be led3. Individuals who desire securityFor possible action X workers in order to achieve organisational objectives, a business would need to include a steering system, control and correct penalties where needed.And Theory Y workers can be described as1. Consider effort at work as just like rest or play2. Ordinary people who do not dislike work. Depending on the working conditions, work could be considered a source of satisfaction or punishment3. Individuals who considerk responsibilityThe implications for Theory Y workers are that to achieve organisational objectives, various rewards can be used to motivate workers. Although in order for the workers to show development the workplace must create a working environment.The McGregor theory is used within Tesco by providing a management system for workers on the shop floor by offering one to one talks with their own sector manager which will help to establish objectives for their work and also gives the employees a chance to express any enquiries they may have about their job.The next theory I will look at is the McClelland theory which suggests that there are three main types of motivational needs1. The need for achievement2. The need for authority and world power3. The need for affiliation.Tesco makes use of this theory as each employee and manager has differencing levels of needs, and this influences them within their working environment. Tesco do this by ensuring all employees feel a part of a group and a part of the company, this can be achieved by giving emp loyees responsibility to complete tasks and also have a chance at promotion.The lowest theory I will explore is the Vroom theory which proposes that employees will work harder if they can see that the overall outcome of their work will benefit them more. This is shown using a formula that can be used to show how motivated someone is likely to be.Tesco are able to use this by offering greater rewards for the work that their employees complete, which may include additional discounts on all areas of the company such as food and electronics and also offering their employees private health memberships.