All businesses want their employees do their best and do extra work to help achieving the goals of companies. High motivation is one of the most essential factors to keep staffs enthusiastic on work so that can lead to high performance and efficiency. (Boddy, 2014: Hotchikiss et al,2015) Motivation, as defined by the David Boddy (2014, pp464), can be “the forces within or beyond a person that arouse and sustain their commitment to a course of action”. Money as a main motivator is effective for many workers, especially for those low income earners. (Boddy, 2014) However, others argue that financial rewards produce only short-term effect and might reduce interest at work in long term. (Meudell&Rodham, 1998) Therefore, other significant elements
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Tesco is the retailer leader in the United Kingdom and top three around the world which means the workforce base is greatly large and difference. In order to stay the top position, Tesco adopted and used a number of theories to train and motivate their staff. First, Tesco builds up an employee reward programme beside competitive salaries which is match to financial incentives of Taylor’s theory. (Business case studies, ND) The CEO of Tesco, Dave Lewis promised that would reward staff turnaround bonus (5% of salary) if the sales and profit rise in 2016. (Butler, 2015) Other benefits are offered except competitive salaries as well, for instance, 20 days paid holiday which will be increased by services; 10% staff discount card of Tesco after 6 months’ services; offering share schemes; gym membership; private healthcare. At the same time, Tesco prepares development opportunities and support system to their staff to ensure the staff is qualified when they are serving to customers. (Tesco, ND) It is sensible that Tesco uses financial rewards systems since there are numbers of blue-and-white collar workers working in Tesco, such as cahiers, delivery car drivers, clerk, who doing scissors and paste job. However, management would like to create a more interesting environment and better conditions to work for their staff. Although the salary is not truly high, the benefits may attract them. The
Tesco is the retailer leader in the United Kingdom and top three around the world which means the workforce base is greatly large and difference. In order to stay the top position, Tesco adopted and used a number of theories to train and motivate their staff. First, Tesco builds up an employee reward programme beside competitive salaries which is match to financial incentives of Taylor’s theory. (Business case studies, ND) The CEO of Tesco, Dave Lewis promised that would reward staff turnaround bonus (5% of salary) if the sales and profit rise in 2016. (Butler, 2015) Other benefits are offered except competitive salaries as well, for instance, 20 days paid holiday which will be increased by services; 10% staff discount card of Tesco after 6 months’ services; offering share schemes; gym membership; private healthcare. At the same time, Tesco prepares development opportunities and support system to their staff to ensure the staff is qualified when they are serving to customers. (Tesco, ND) It is sensible that Tesco uses financial rewards systems since there are numbers of blue-and-white collar workers working in Tesco, such as cahiers, delivery car drivers, clerk, who doing scissors and paste job. However, management would like to create a more interesting environment and better conditions to work for their staff. Although the salary is not truly high, the benefits may attract them. The