Find out how 2 companies; Brean Leisure Park and Wilsher and Quick

Find out how 2 companies; Brean Leisure Park and Wilsher and Quick

motivate their employees.

Productivity

Aim

The aim of this coursework is to find out how 2 companies; Brean

Leisure Park and Wilsher and Quick motivate their employees. To do

this, I will ask the administration manager of Brean Leisure Park,

Alex Ferguson, several questions relating to productivity. I will then

ask the same questions to Michael Watts, Major Projects Manager of the

UK’s HQ of Cooper B Line.

Method

The first company I needed to find out about was Brean Leisure Park. I

met the Administration Manager, Alex Ferguson, the questions I had

about Productivity. These questions related to certain ways of making

an employee productive, for example Recruitment.

After I had the results from this, I went to Cooper B Line and asked

Michael Watts; the Major Projects Manager, the same questions.

Productivity

Productivity is the level of output per employee. If an employee has

a higher level of output, than another, he is more productive.

Making employees more productive is usually a combination of things.

Fringe benefits and a higher wage, for example, will motivate the

worker, but only for a short time. The employee will get accustomed to

it and then want more fringe benefits or an even higher wage.

Involving staff in company decisions is an example of longer lasting

productivity. If the employee thinks his/her efforts are noticed (and

possibly praised), he will be less inclined to leave the company.

Making Staff More Productive

Recruitment Process

The first step to getting a productive worker is to make sure they are

right for the job.

1. First, a job description is created. This outlines what the job

involves. It includes a person specification, which details what

skills and experience the employee will need. It also includes the

payment details. This could be advertised in local papers and

specific job newspapers/magazines, and possibly job agencies.

2. The people who apply for the job are sent applications. The

returned applications and Curriculum Vitae’s (CVs) sent in by the

applicants are then looked through, and the amount of people are

short listed. This means that they shorten the amount of people

they are going to pick for an interview.

3. These people are then interviewed and the person chosen for the

job is...

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...de labour,

whereas a company like Cooper B Line that has a lot of specialised

staff cannot to this (except in the factory, where Division Of Labour

is possible).

I think that if I did this with other kinds of business I would have

found that the technology used and recruitment etc. would have been

quite different. If I had done a company like McDonalds, for example,

I may have found that division of labour was very common among the

staff, and that very few people are specialised in what they do,

unlike Cooper B line.

While working on this coursework, I encountered no major problems. I

was able to justify each answer with a reason, meaning I managed to

understand how the companies worked well.

If I was to re-o this coursework, I would possibly chose an additional

company. This could help improve the accuracy of what I concluded and

make it easier to justify my conclusion.

If I look at both my results, I think my conclusion is valid. However,

it may be possible that if I looked at a greater range of companies, I

would have found that the results will differ more than my conclusion

suggests. This is why I would do this if I was going to re-do my

coursework.