Tesco motivational theory

Tesco motivational theory

1. Motivation, according to (Saylordotorg.github.io, 2018) is defined as the desire of an individual to achieve a goal or a certain performance level.

2. Abraham Maslow's hierarchy of needs proposes that human beings are motivated to do things in a specific order required for survival. According to this theory, human beings cannot fulfill their needs in a higher category if they are not fulfilled in the lower categories first. The needs include, basic needs, security needs, social needs, self-esteem, and self fulfilment.

   • To fulfil these needs, Tesco makes sure that its employees are free from the threat of danger to ensure health and safety in the workplace, offering pensions and sickness schemes, regular monthly pay, essential facilities, recognition of skills and talents, opportunity for promotion and career progression programme, 360 degrees appraisal system, and Steering Wheel which means that it promotes team work and independent tasks.

3. Frederick Herzberg's developed the two-factor theory in 1959, which states that two consistent factors play into motivation, specifically in the workplace which are hygiene and motivators. Hygiene factors are those which, if absent from a workplace, cause dissatisfaction.

   • Tesco makes use of the Herzberg's theory by motivating its employees through paying attention to hygiene factors and enabling motivators. An example is that Tesco involves employees in forums every year to discuss pay rises. It also involves employees in decision making to make them feel essential in the workplace

4. Mayo believed that workers are not just concerned with money but could be better motivated by having their social needs met such as greater communication, good teamwork, showing interest in others, ensuring the wellbeing of others, involving others in decision making, and ensuring work is interesting and non-repetitive whilst at work (something that Taylor ignored).

   • Tesco implements the Mayo theory in the workplace by motivating employees through training and development opportunities. Employees are given not just specific training they need for their job role but also opportunities such as leadership training to help employees grow within the company to save them the stress of looking for opportunities elsewhere. The Mayo theory functions very well in the company which is why in 2009 Tesco appointed 3,000 managers which is 80% internally. Line managers also hold a daily team meeting to update staff on what is happening for the day and to give out value rewards.

5. Frederick Winslow Taylor (1856 – 1917) put forward the idea that workers are motivated mainly by pay. Workers should then be given appropriate training and tools so they can work as efficiently as possible on one set task. As a result workers are encouraged to work hard and maximise their productivity. Taylor's approach has close links with the concept of an autocratic management style.

   • The employee reward programme of Tesco has some similarities to that of Taylor's theory. Tesco goes beyond the increase in pay rises by supporting the lifestyles of individual employees through relevant and targeted benefits. Tesco invites its employees every year to take part in a staff satisfaction survey called Viewpoint in order to grace them the opportunity to express their views on almost every aspect of their job.

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