Motivation Theories Tesco

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Real world example-TESCO Tesco is a big company which began in 1919 with only one man and its first store opened in1929. Now Tesco has more than 468,000 employees and it have great net profits every year. With the rapidly development, Tesco asks their employees are motivated and well-trained to find customer needs as soon as possible. Also, Tesco uses many different kinds of theory or research to motivate their staff, while in this report we will focus on how does Tesco apply two factor theory to motivate their employees, then to get a larger profit. Tesco likes to map out motivate its staff both by paying attention to hygiene factors and by enabling motivators. In their daily life, leaders motivate and accredit employees by using a timely and proper communication method, by having a clear responsibility and making decisions include employees. Meanwhile, Tesco holds forums several times every year. In these meetings, employees can be invited to join and they can have discussions on raising their salaries with leaders. The employees in Tesco can even influence menus in its restaurants. From this action in Tesco, we can recognize that Tesco really pay attention to employees satisfactions. (Motivational Theory in practise at TESCO, 2014) From Tesco’s website, we can see lots of impressive rules about rewards and benefits, training and support, such as pension, protecting your health and management induction (Training and Support at TESCO, 2014).The majority of the benefit part are “hygiene factors”, they show concerns of the Tesco company including health, life payment etc. which are positively taken by different kinds of discount from exclusive colleague discounts to childcare vouchers (Training and Support at TESCO, 2014). At the... ... middle of paper ... ...ht be financially motivated, but the fact of the matter is that the companies are themselves hesitant to reevaluate their policies and come up with a model that portrays maximum satisfaction. The policies of the companies should be revised according to the preferences of their employees, and the things that demotivate the employees should be eliminated. Overall Tesco as an organization has been very successful in implementing the Herzberg’s Two-Factor theory. This is because their sole focus has been on job satisfaction and motivation. They like to motivate their employees by providing them with excellent job environment and rewarding them with both monetary and fringe benefits. Tesco is also a very innovative company and revise their policies in a timely manner. Therefore it is true to say that the two factor theory is still being implemented in the right manner.
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