Tesco is a company which was founded in 1919 by a guy called Jack port Cohen, a grocery retailer from a stall in London. The Tesco brand actually first appeared after he previously brought a delivery of tea from T. E Stockwell and the first Tesco store was opened up in 1929.
It started off as selling the usual food and drink products but since then extended into areas offering substitute goods such as, clothing, gadgets, fund services, mobile network, car, oral, home and health insurance, CD's, DVD's and Video games.
Tesco UK stores operate under four banners that are Extra, Superstore, Metro and Exhibit to meet different customer needs. Tesco may also be on the London STOCK MARKET. Tesco has Ј62. 54 billion in revenue as well as Ј3. 41 billion income from February 2010 and has 4, 811 locations around the country; nevertheless Tesco is just about the biggest British retailer and is also one of the world's most significant retailing shop. Mainly its expansion is because of the fact that at work, it has a workforce of 552, 004 employees.
To maintain its growth, Tesco has to be sure that they have the personnel who are motivated, flexible and well-trained and who is able to be familiar with the customer needs. Tesco sustain their workers in a variety of roles with different levels in the workplace from customer assistant to department director and warehouse to logistics personnel. Tesco recognise this as they need employee motivation to keep their progress.
Motivation is the travelling force which attempt to achieve a person's goal. There are different theories which may have been suggested for motivating employees. The primary factor for motivating employees is Pay, which is known as, the burkha motivator. Other motivating factors include:
Appreciation of effort e. g. incentives
A sense of achievement
Responsibility and empowerment
Opportunity for development
A sense of obstacle and enjoyment
If Tesco have a enthusiastic workforce then they will have a variety of employees who will work hard and achieve their potential in less time, that may endeavour Tesco to reduce cost in labour and less guidance of their workers. On the other hand this will show their pride to work for Tesco, therefore create an improved impact on consumers. Inspired employees are more likely to focus better and are less likely to make flaws, cause conflicts and accidents at work. In general this shows they have got greater commitment for the consumer and also have fewer absentees.
The opposite of your motivated workforce is an unmotivated workforce, which can be employees in Tesco being dissatisfied in the role they play for the company. This can adversely affect the quality of the work they produce and how professionally they carry out their work and how this will impact Tesco as an enterprise but also the products they display on the shop floor.
Tesco concentrate on two groups, their staff and customers to achieve motivation by offering them rewards to support stability in the personal and work life. Such rewards are staff discount, versatile working and gym membership.
The theory to motivate implies that Taylor said "one that is encouraged works purely for money". Tesco has an identical connect to Taylor's theory as they have got an employee compensation programme which offers financial reward presentation to encourage the workers. On the other hand there are other factors which take into host to motivating a person; they are simply personal and working lives. Tesco exceed Taylor's theory as they actually more than pay increasing, they support the various lifestyles of every man or woman who works on their behalf by using important benefits. For example in Tesco, personnel may desire to serve people or enhance their basic understanding and skills.
To make job satisfaction achievable for his or her staff, Tesco develop a good working environment where they would like to have their employees feeling valued and for that reason it does increase communication and employees are asked for his or her ideas of how they may be experience this. As Tesco are a big organisation they invest into training and development because of its staff which allows them to build up their understanding, skill and sense of their job satisfaction. For example in my workplace at Sports Direct they generate a good working environment when i was trained on the till and got people supporting me which developed my understanding of the business. By using research, Tesco ask their employees to attend a staff satisfaction survey which is performed by viewpoint and provides the personnel to get across their views face to face they do. From study it shows Tesco what they have to do in order to keep their employees determined and to ensure that they are attaining job satisfaction.
The benefits offered to employees the following Lifestyle breaks which offer you 4-12 week faraway from work but then you are permitted to give back after as it ensures you don't lose your task, career breaks which allows staff employed in Tesco between the 6 months and 5 years from work but also they may have the right to come back and pension scheme which defies the permanent benefits staff can have when they reach a certain age.
Other ways that job satisfaction is achieved for the personnel working in Tesco is the way they look after their worker. This makes their employees feel that the job is secure and the company is caring for them and for that reason it makes them produce work of a high quality. Using Herzberg two-factor theory which describes the main two factors hygiene and the satisfiers also know as motivators.
Hygiene factors are placed in place in a company such as Tesco to avoid what's called unpleasantness at work. If these factors are usually inadequate by the employees then this might mean that they are dissatisfied by working there. Motivator factors are for specific people for their personal development, the motivator part dynamically creates the job satisfaction. If they're effective, then they can motivate the given individual to reach an above-average performance as well as effort. "Herzberg revealed that to seriously motivate a worker a business must create conditions that make him or her feel fulfilled in the workplace
For example Cleanliness factors like pay can lead to an employee at Tesco being dissatisfied as this will show the employee is being paid a rate which has not increased from the time he has spent at Tesco.
However the motivators like campaign opportunities in Tesco will meet the employee as they are moving up a level in the office and not residing in one office from where they began from. This may acknowledge how well they will work for the company.
Hygiene factors:
Pay and benefits
Company plan and Administration
Relationship with co-workers
Supervision
Status
Job security
Working conditions
Personal life
Motivators:
Achievement
Recognition
Work itself
Responsibility
Promotion
Growth
Tesco will try to encourage its employees utilizing the two factor theory. For instance, it can encourage and enable its employees by using appropriate and well-timed communication to performance, by appointing responsibility and including employees in their own decision making in key regions of their working life. Tesco using forums every year where staff can be part of the discussions on pay increases if they wish they have to.
This will show acknowledgment of the task Tesco people do and prize them. For instance Tesco staff can even affect what food will go onto its restaurant menus. As a result of carrying this out the employees therefore become enthusiastic to make options that increase their use of the restaurants that Tesco have within the company. Like that job satisfaction possible as it is used to a very advanced in Tesco as they value every single one of their employee so they achieve their potential and the business grows up and has a high-quality reputation.
I believe that it is important for series managers with an understanding of these ideas in notion as they need to learn how to motivate their workers working below them to find the best out of these, productivity smart. However if managers on leading line don't have an impact then this will limit the way they motivate or else not trusting them will certainly reduce their motivational efficiency.
Managers this way can understand what the employee is working toward including the goals and objectives that they place and how well they are simply managing their time to get the task done for a company like Tesco for example.
It provides manager an opportunity to be win over by the worker and the quality of the task therefore shows which member is focused on doing well and making sure the company goes in the right way, On the other hand managers would like to know the professionals and cons which is the simplest way of the motivating strategy through various ideas in order to stand out from anyone else and the product quality in production and reputation it achieves at the end using this method.
It gives the manager an opportunity to talk and understand the staff effectively, to activate the main element skills he may have to offer to him, work wise and how enthusiastic he's in-order to begin what he's asked to do. The best way to understand this is to connect to your employees to gain knowledge otherwise the main element efficiency to work at a higher level and to produce the product quality you would want to will not happen, if you don't communicate with the supervisor and he communicates along with you.
To conclude by looking at different ideas of drive, how job satisfaction is achieved and how important line managers are, you will get out other ways where Tesco can inspire their employees to get the best out of them by using bonuses for hard workers and rewards as well as campaign. On the other hand you can also see the negative effects this may have if you have unmotivated employees at work which reduces the morale and see your face quality to create at the best level suggested from them. I recommend that by reaching an employee's job satisfaction and desire but also taking into action the way the line manager should have a good understanding of these theories. Tesco get employees who work very well in a good environment but also one where they are simply respected for the hard work they produce to meet up with the aims and aims of the organisation, but also the goals they established for themselves to increase the desire for working in a warm atmosphere but also the drive that managers have in Tesco because of their employee's to achieve their potential.
References
http://www. thetimes100. co. uk/case-study--motivational-theory-in-practice-at-tesco--132-396-3. php
http://tutor2u. net/business/people/drive_theory_herzberg. asp
