TESCO jatin kapadiya

8/2/2019 TESCO jatin kapadiya

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Motivational theory in practice at TESCO


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About Tesco Began in 1919 with one man named Jack Cohen

First store opened in 1929

Now has more than 2200 stores world wide

Including Hyper markets & Tesco Express Outlets

Their net profits are 3.4 billion pounds


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Continued Tesco is one of the largest retailers & has a workforce

of 468000 employees

To meet the growing requirements Tesco needs

A motivated and a flexible staff who are well trainedto recognize the needs of the customers

Tesco provides support to all the employees of differentroles across different levels

From a customer assistant at the store to departmentmanagers

Also from warehouse employees to logistics staff


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What is motivation ? Motivation may stem from personal interest or from

external factors such as praise or a reward

Other motivating factors includeAppreciation of hard work

A sense of achievement

Responsibility & Empowerment

Opportunity of advancement

A sense of challenge and enjoyment


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Benefits of a motivated workforce Will work harder and achieve grater output in less time

Will result in reeducation of labor costs

Requires less supervision

Demonstrates pride in work

All this results in a great customer impact

They tend to make lesser mistakes cause accidents and getinvolved in a conflict

They are also likely to show grater loyalty & lessabsenteeism


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What if the workforce is

unmotivated ? They can negatively affect the quality of work & how

efficiently the employees carry the jobs

Which will result in the opposite effect if theworkforce is motivated


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Tesco appreciates the uniqueness of the staff

It also supports them by

Flexible working with a work /life balance Free or reduced rate health benefits

Discount gym memberships

comparative salaries

Staff discount

Company share options


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Tesco believes in trust and respect

It also values its employees by providing realistic

goals and interesting environment which results inmotivated employees


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Taylors motivational theoryAccording to Taylor people purely worked for money

He explains that with the car industry example

WORKERS were paid piece rate in which they werepaid for every item produced.

DIFFERENT KIND OF REWARDSMONETARY OR

NON MONETARY TERMS


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LIFESTYLE

BREAK-THISOFFERS 4-12WEEKS OFF WORKAND GUARANTEESTHEJOB BACK AT THE

END

CAREER BREAK-THIS ALLOWS STAFF

BETWEEN 6MONTHS AND 5YEARS AWAYFROM WORK WITHRIGHT OF RETURN.

PENSION SCHEME-THIS AWARDWINNING SCHEMEPROVIDES CLEARLYDEFINEDLONG TERM BENEFITS


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CONTINUED Internal factor:

it may desire to learn a new skill.

It would reward the indiviuals. External factor:

Sales target and incentives

COMMUNICATION:

is a very important factor for motivation


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CONTINUED Strategic career planning:

it would help staff EXTRA ORDINARY. It would help

to provide or come up with different talented skills. 360 degree feedback:

Feedback is gathered frompeers customers & managers as well

As stake holders


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MASLOW THEORYSELF-FULFILLMENT

SELF-ESTEEM

SOCIAL NEEDS

SECURITY NEEDS

BASIC/PHYSICAL NEEDS

Personal development plan,talent planning

Appraisal system,360 degreefeedback

Team work and groupworking

Security foremployee as wellas pension


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HERZBERG theory of motivation SATISFIERS: MOTIVATING employees enrich person job

&may contribute to perfomance.

ACHIEVEMENT

RECOGNITION

WORK ITSELF

RESPONSIBILITY

PROMOTION

GROWTH


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CONTINUED.

Hygiene factors:

The absence of this might cause

demotivation.eg. Delegation. For authority of task.


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CONLUSION MOTIVATION PLAYS AN IIMPORTANT ROLE IN AN

ORGANISATION.

MOTIVATION HELPS THE EMPLOYEE T PERFORM WELLAND BOOST HIS

CONFIDENCE.

MOTIVATION HELPS TO ACHIEVE THE GOALS AS WELL ASCAREER

PROGRESSION.

EMPOYEE MOTIVATION IS AN IMPORTANT TASK FORMANAGERS.


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THANK

YOU

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TESCO jatin kapadiya