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Motivational theory in practice at TESCO
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About Tesco Began in 1919 with one man named Jack Cohen
First store opened in 1929
Now has more than 2200 stores world wide
Including Hyper markets & Tesco Express Outlets
Their net profits are 3.4 billion pounds
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Continued Tesco is one of the largest retailers & has a workforce
of 468000 employees
To meet the growing requirements Tesco needs
A motivated and a flexible staff who are well trainedto recognize the needs of the customers
Tesco provides support to all the employees of differentroles across different levels
From a customer assistant at the store to departmentmanagers
Also from warehouse employees to logistics staff
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What is motivation ? Motivation may stem from personal interest or from
external factors such as praise or a reward
Other motivating factors includeAppreciation of hard work
A sense of achievement
Responsibility & Empowerment
Opportunity of advancement
A sense of challenge and enjoyment
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Benefits of a motivated workforce Will work harder and achieve grater output in less time
Will result in reeducation of labor costs
Requires less supervision
Demonstrates pride in work
All this results in a great customer impact
They tend to make lesser mistakes cause accidents and getinvolved in a conflict
They are also likely to show grater loyalty & lessabsenteeism
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What if the workforce is
unmotivated ? They can negatively affect the quality of work & how
efficiently the employees carry the jobs
Which will result in the opposite effect if theworkforce is motivated
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Tesco appreciates the uniqueness of the staff
It also supports them by
Flexible working with a work /life balance Free or reduced rate health benefits
Discount gym memberships
comparative salaries
Staff discount
Company share options
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Tesco believes in trust and respect
It also values its employees by providing realistic
goals and interesting environment which results inmotivated employees
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Taylors motivational theoryAccording to Taylor people purely worked for money
He explains that with the car industry example
WORKERS were paid piece rate in which they werepaid for every item produced.
DIFFERENT KIND OF REWARDSMONETARY OR
NON MONETARY TERMS
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LIFESTYLE
BREAK-THISOFFERS 4-12WEEKS OFF WORKAND GUARANTEESTHEJOB BACK AT THE
END
CAREER BREAK-THIS ALLOWS STAFF
BETWEEN 6MONTHS AND 5YEARS AWAYFROM WORK WITHRIGHT OF RETURN.
PENSION SCHEME-THIS AWARDWINNING SCHEMEPROVIDES CLEARLYDEFINEDLONG TERM BENEFITS
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CONTINUED Internal factor:
it may desire to learn a new skill.
It would reward the indiviuals. External factor:
Sales target and incentives
COMMUNICATION:
is a very important factor for motivation
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CONTINUED Strategic career planning:
it would help staff EXTRA ORDINARY. It would help
to provide or come up with different talented skills. 360 degree feedback:
Feedback is gathered frompeers customers & managers as well
As stake holders
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MASLOW THEORYSELF-FULFILLMENT
SELF-ESTEEM
SOCIAL NEEDS
SECURITY NEEDS
BASIC/PHYSICAL NEEDS
Personal development plan,talent planning
Appraisal system,360 degreefeedback
Team work and groupworking
Security foremployee as wellas pension
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HERZBERG theory of motivation SATISFIERS: MOTIVATING employees enrich person job
&may contribute to perfomance.
ACHIEVEMENT
RECOGNITION
WORK ITSELF
RESPONSIBILITY
PROMOTION
GROWTH
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CONTINUED.
Hygiene factors:
The absence of this might cause
demotivation.eg. Delegation. For authority of task.
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CONLUSION MOTIVATION PLAYS AN IIMPORTANT ROLE IN AN
ORGANISATION.
MOTIVATION HELPS THE EMPLOYEE T PERFORM WELLAND BOOST HIS
CONFIDENCE.
MOTIVATION HELPS TO ACHIEVE THE GOALS AS WELL ASCAREER
PROGRESSION.
EMPOYEE MOTIVATION IS AN IMPORTANT TASK FORMANAGERS.
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THANK
YOU
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