Introduction
Employee motivation means “the willingness to exert high levels of effort toward organizational goals, conditioned by the effort’s ability to satisfy some individual need.” (Johnson, R. C., 2005). Employee motivation is to fill the employee’s needs and expectations of work and the workplace factors. Treating employee with respect, providing regular employees recognition, rewards, and flexibility; work life, job security, career advancement, and working conditions. Those are the examples or factors that encourage motivation. These employee motivations are key to increased organizational performance and success.
Employee motivation develops in to two categories which is intrinsic motivation and extrinsic motivation.
1) Intrinsic …show more content…
At the bottom of the pyramid are basic needs, those that motivate people to cultivate food and shelter. Once these demands are met through pay, individuals want safety, security and good job conditions. Tesco promotes team and group working at various levels; the Tesco Company ‘Steering Wheels’ assesses individual and group work. For security needs of employee, Tesco Company provides the security of formal contracts of employment as well as pension and sickness schemes and the option to join a union to give people a sense of belonging. It ensures health and safety in the workplace. Tesco fulfilled the physical needs of employee by providing place of work, regular monthly pay and essential facilities such as restaurant or lockers for personal belongings. Tesco brings self-esteem in each employee by emphasising self-respect and respect for others and praise for hard work. The appraisal system helps to recognize employee contributions and the importance and celebrates accomplishments. Right at the top is self fulfilment, in which the Tesco Company offers personal growth plans, recognition of skills and talents, opportunity for advancement and career progression program. “Career discussions feed into Tesco talent planning meetings. Fast track management provides a route for capable employees to reach higher levels.” (Tesco Case Study, …show more content…
Only by this they can cover the increase in cost of production due to inflation, cost of labour, and materials. In the increasingly competitive business environment of recent years, finding ways to motivate employees has become a pressing worry for many employers. Those theories that explained earlier and techniques of employee motivation can come forth to increase involvements and empowerment. Employee motivation can sometimes be especially problematic for small commercial enterprises, where the owner often has spent so many years making a company that he finds it hard to delegate meaningful responsibilities to others. But entrepreneurs should be mindful of such pitfalls, for the effects of low employee motivation on small businesses can be withering. Some of the troubles associated with unmotivated workers include complacency, declining morale, and widespread discouragement. If allowed to continue, these problems can reduce productivity, profits, and competes in a small business. Other than that employers nowadays face several pressing issues that complicate the challenges of motivating their employees. The makeup of the workforce becoming less homogeneous. This diversity complicates the job of motivating employees because the employer needs to take so many more motivational variables. Sometimes the number of qualified candidates for most entry-level positions is
Employee motivation means “the willingness to exert high levels of effort toward organizational goals, conditioned by the effort’s ability to satisfy some individual need.” (Johnson, R. C., 2005). Employee motivation is to fill the employee’s needs and expectations of work and the workplace factors. Treating employee with respect, providing regular employees recognition, rewards, and flexibility; work life, job security, career advancement, and working conditions. Those are the examples or factors that encourage motivation. These employee motivations are key to increased organizational performance and success.
Employee motivation develops in to two categories which is intrinsic motivation and extrinsic motivation.
1) Intrinsic …show more content…
At the bottom of the pyramid are basic needs, those that motivate people to cultivate food and shelter. Once these demands are met through pay, individuals want safety, security and good job conditions. Tesco promotes team and group working at various levels; the Tesco Company ‘Steering Wheels’ assesses individual and group work. For security needs of employee, Tesco Company provides the security of formal contracts of employment as well as pension and sickness schemes and the option to join a union to give people a sense of belonging. It ensures health and safety in the workplace. Tesco fulfilled the physical needs of employee by providing place of work, regular monthly pay and essential facilities such as restaurant or lockers for personal belongings. Tesco brings self-esteem in each employee by emphasising self-respect and respect for others and praise for hard work. The appraisal system helps to recognize employee contributions and the importance and celebrates accomplishments. Right at the top is self fulfilment, in which the Tesco Company offers personal growth plans, recognition of skills and talents, opportunity for advancement and career progression program. “Career discussions feed into Tesco talent planning meetings. Fast track management provides a route for capable employees to reach higher levels.” (Tesco Case Study, …show more content…
Only by this they can cover the increase in cost of production due to inflation, cost of labour, and materials. In the increasingly competitive business environment of recent years, finding ways to motivate employees has become a pressing worry for many employers. Those theories that explained earlier and techniques of employee motivation can come forth to increase involvements and empowerment. Employee motivation can sometimes be especially problematic for small commercial enterprises, where the owner often has spent so many years making a company that he finds it hard to delegate meaningful responsibilities to others. But entrepreneurs should be mindful of such pitfalls, for the effects of low employee motivation on small businesses can be withering. Some of the troubles associated with unmotivated workers include complacency, declining morale, and widespread discouragement. If allowed to continue, these problems can reduce productivity, profits, and competes in a small business. Other than that employers nowadays face several pressing issues that complicate the challenges of motivating their employees. The makeup of the workforce becoming less homogeneous. This diversity complicates the job of motivating employees because the employer needs to take so many more motivational variables. Sometimes the number of qualified candidates for most entry-level positions is