www.thetimes100.co.uk Motivational theory in practice at Tesco Curriculum Topics • Motivation • Taylor’s theory • Mayo effect • Maslow and Herzberg Introduction Tesco began in 1919 with one man‚ Jack Cohen‚ a market stallholder selling groceries in London. TESCO was formed out of a merger with T.E. Stockwell from whom he purchased tea for sale on the stall. The first store opened in 1929. Since then‚ Tesco has expanded across the world. It now has over 2‚200 stores including hypermarkets
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Now TESCO has 2‚200 with 468‚000 employees. Being a world largest organization TESCO has to follow different types of motivational theory to motivate its employees. Mostly TESCO use Frederick Herzberg two factors model of motivational theory. Herzberg demonstrated that to motivate an employee a business needs to make conditions that make him or her vibe satisfied in the work environment. Tesco expects to motivate its employees both by paying attention to hygiene factors
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work. 1.2 Analysis of my experience using my chosen concepts To understand Tom’s motivation level’s I have analysed his situation using Maslow’s Hierarchy of needs (1954) from session 1 (The Open University‚ B120 Book 2). According to Maslow‚ “a satisfied need is not a motivator”. Matching which needs are met on the pyramid of five categories will give an
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3.What is motivation..? Internal and external factors that stimulate desire and energy in people to be continually interested and committed to a job‚ role or subject‚ or to make an effort to attain a goal. Motivation results from the interaction of both conscious and unconscious factors such as the intensity of desire or need‚ incentive or reward value of the goal‚ and expectations of the individual and of his or her peers. These factors are the reasons one has for behaving a certain
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1949) • Abraham Maslow (1908 – 1970 • Frederick Herzberg (1923) McDonalds motivation • Flexible working hours • Wage rate • Employer-employee relationship • Career opportunities • Bonuses • Fringe benefits • Training and development • Rewards when over achieving set goals • Promotion Benefits from motivated employees: • • • • Job satisfaction Higher productivity Reduced conflict Commitment to the company • Reduce complains • Loyal employees • Lower leaving rate Mayo and Maslow because they both
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http://www.scitopics.com/How_Managers_can_Motivate_their_Employees.html How Managers can Motivate their Employees Print this page Mr Olufemi Oyedele Glasgow Caledonian University Archived topic page last updated on 18 May 2011 Abstract Employees’ performance has been established to be directly related to employees’ motivation. This assertion was corroborated by different management theories since the works of Frederick Taylor on ’The Principle of Scientific Management’ in 1911 and Henry Gantt
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Maslow’s theory of motivation includes five increasingly higher-level needs. Maslow calls these needs physiological‚ (hunger‚ thirst‚ shelter‚ sex‚ etc)‚ security‚ (safety‚ protection from physical and emotional harm) social‚ (affection‚ belonging‚ acceptance‚ friendship) self-esteem‚ (self respect‚ autonomy‚ achievement‚ status‚ recognition‚ attention) and self-actualization‚ (doing things) 1. Maslow points out that hierarchy is dynamic‚ the dominant need is always shifting. The hierarchy does not
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Task 1a. “The cost of scientific management is the organized study of work‚ the analysis of work into simplest element and systematic management of worker’s performance of each element.”--- Peter Drucker. Scientific Management is a theory of management that analyzes and synthesizes workflows and its main objective is to improve economic efficiency‚ especially labor productivity (Mitcham‚ Carl and Adam‚ Briggle Management in Mitcham (2005). The two underlying assumptions under this theory are:
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............................................................................................... 4 2.3.1.1. Hierarchy of needs (Maslow) .............................................................................. 5 2.3.1.2. ERG theory (Alderfer)......................................................................................... 5 2.3.2. Two-factor theory (Herzberg) ...................................................................................... 6 2.3.3. Process theories..............
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ISM UNIVERSITY OF MANAGEMENT AND ECONOMICS INTERNATIONAL BUSINESS AND COMMUNICATION PROGRAMME UNDERGRADUATE STUDIES ORGANIZATIONAL BEHAVIOUR COURSE “EMPLOYEE SELF – ACTUALIZATION PROBLEM AT REDGROVE AXIAL WORKSHOP” CASE OF “THE REDGROVE AXIAL WORKSHOP” Kaunas‚ 2013 Table of Contents Introduction 3 Relevance of the topic from OB aspect 3 Analysis aim and tasks 3 Situation analysis 4 Problem identification 5 Theoretical survey 6 A Review of Employee
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