Employee Motivation In The Debenham Department

Superior Essays
second type of factor, motivator includes rewards and recognition, work progress, chances of growth, technical advancement, achievements of goals and accountability motivates the employees (Thompson, 2013). In the Debenham Department store reward and recognition after achieving set goals per month is needed. For example, Instead of monetary benefits, employee of the month along with 3 performance achievers can have any product in the Debenham Department store having the price up to a particular amount of money, quarterly. In addition to this, a photograph of the employee of the month would be on the wall of the shop floor for the whole month as a part of recognition. In addition to this, employees would get an automatic increment in their salary …show more content…
If these suggestions implemented, the employee retention would be easier in the Debenham Department store.

(Pls. refer to syllabus and include theories and practices of motivation e.g. Maslow, McGregor, Herzberg.
Also, reduce the examples and write about various channels that you could use for motivation like rewards, recognition, etc.)
Task 3: Effective teamwork to improve productivity
3.1: Teamwork and conflict resolution
Team is a group of people working together to achieve the same organisational goals. Teamwork is of utmost importance to achieve the organisational goal. This is because, the organisation is like a machine where employees are the parts of that machine. If this machine is needed to work smoothly all the parts must accomplish their roles smoothly. The conflict arises when the team members are not clear about their roles in a team or they are using different methods to achieve the goals. Here, one needs to consider Belbin’s theory of roles of individuals in a team. Belbin defined the roles of individuals in a team based on their behavioural patterns and
…show more content…
Leaders not only have to motivate and guide employees in the team but they have to work for achieving organisational goals too. Recruitment manager had to face the similar situation in the Debenham Department store. A leader needs to work smartly, motivate and guide employees, do critical self-analysis, set goals, use effective communication, take responsibility and stay positive (Rollin, 2012). There was a problem of employee retention in the Debenham Department store when recruitment manager joined the organisation. Recruitment manager had set the goals and did the critical self-analysis at every step of work in order to get better end result. He/she has taken complete responsibility of the shortcomings in the performance of a team. This helped him to build confidence about him/her in the employees. He/she has developed open door policy for his/her colleagues and subordinates. Therefore, they do not hesitate to come to the recruitment manager with a difficulty or a suggestion. The recruitment manager had arranged for training to the employees who had a difficulty or made mistakes whilst working to improve their performance and developed various reward and recognition systems to motivate the employees. He also used the team building trainings and employed new floor manager to coordinate with and guide employees more effectively. In addition to this recruitment manager has developed some initiatives for employee

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