It may seem obvious that staff should be motivated; however, from the
point of human resources management this is only true if motivation
leads to improvements in the work. Over the years a number of
management theories have been put forward in an attempt to explain the
nature of motivation and suggest ways in which it may be improved.
Frederick Taylor's principles of scientific management
Taylor's belief was that complex tasks should be broken into separate
operations so that little could go wrong. Each operation would be
performed by a separate employee. The whole job could then be
completed in a series of stages by a number of employees working
This theory can be seen if one aspect of Tesco is looked in to detail.
For example, when a delivery comes one employee doesn't unload the
truck, check them off, and put them on the shelves. This process of
getting goods from the truck on to the shop floor is done by a number
of employees working in team so that once one stage is completed the
second can be tackled by another set of employees. This way each set
of employees knows exactly what they are required to do and chance of
something going wrong is decreased.
Fredrick Herzberg's two factor theory
Herzberg's theories, produced in the 1950s, concern job design and
satisfaction. From numerous interviews with accountants and engineers
he concluded that two sets of factors are important.
* Hygiene factors, which include reasonable pay, satisfactory
conditions of work and benefits such as sick pay.
* Motivators, which include responsibility, challenge and
... middle of paper ...
...hey all base their theories on
the same principle of desire. All their theories show that if a person
desires for something and the condition is right then they will work
towards it with all their effort. For example, if their s a managerial
position and they have the ability to grasp that position then they
will, but only if they have the desire to take such responsibility. If
however, the conditions are right but the desire is absent then they
may not try for such a position or may be promoted with no desire
which could lead to chaos. On the other hand, if there is an employee
with the desire and no opening is in sight then he/she may decide that
the best option for them is to move to another company. Therefore,
Tesco endeavours to provide eager, hardworking employees the benefits
and promotions they rightly deserve.
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