Human capital are undoubtedly the most powerful and highly productive assets in any organisation, because, all other resources such as materials, technology, time etc can be effectively utilized only if human capital are managed successfully
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Out of various strategies, and techniques that are used to enhance greater productivity of human capital, motivation is a valuable psychological tool that promote people to be high performers. The first part of the assignment talks about the motivational theory in practice at Tesco, and explains concepts of change and leadership styles in relation to the motivational theory. Tesco is UK’s leading grocery and general merchandising retailer operating through more than 2000 stores in UK alone (Tescoplc.com, 2012).
Motivation and Non-financial motives
Schermerhorn, Hunt and Osborn (2005) defined motivation as “forces within an individual that account for the level, direction and persistence of efforts expended at work” (p. 120). An individual can be motivated by a number of different factors such as pay, reward, appreciation, promotion in the work, better working condition and so on. When an individual is motivated by any such method, he is mostly found to work harder and show sincere gratitude towards his job task and thus to be highly productive and be high performer. A company may use various types of non-financial motives such as 1) promotion, 2) safety at work, 3) reward and recognition, 4) better working condition, 5) health support, 6) education for children, 7) friendly atmosphere within the workplace, 8) organizational learning, 9) cooperation and 10) multicultural workplace.
Effects of unmotivated workforce
A company may use various types of non-financial motives such as 1) promotion, 2) safety at work, 3) reward and recognition, 4) better working condition, 5) health support, 6) education for children, 7) friendly atmosphere within the workplace, 8) organizational learning, 9) cooperation and 10) multicultural workplace. Effects of unmotivated workforce Unmotivated workforce will not work harder and therefore they will not be high performers or high productive in the workplace as compared to those who are motivated. Unmotivated workforce will not help the company create a brand loyalty among the customers as they are very likely to make mistakes and this will adversely impact the business. Unmotivated employees are found to show increased absenteeism and high turnover which in turn affecting the quality of business operation. Tesco benefiting from motivated workforce At Tesco, the management is highly concerned about customers as well as staff. The company supports its staff with its specially adjusted work and life balance through rewards and recognition. Flexible working, reduced health expenses, membership in gym, competitive salary, staff discount and company’s share options are some of Tesco’s attractive motivation incentives it offered to its people. From these incentives, Tesco has been benefiting to create trust and respect among its people. At Tesco, the motivated staffs are found to be in a partnership relation with managerial staff and thus they effectively accomplish their expected goals (The Times 100, 2012). Taylor’s motivation theory as not relevant to 21st century According to Taylor’s motivation theory, people are motivated by financial incentives as he argued that people worked purely for money. In early years, Taylor
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(“ORGANISATION AND BEHAVIOUR Essay Example | Topics and Well Written Essays - 3250 words”, n.d.)
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(ORGANISATION AND BEHAVIOUR Essay Example | Topics and Well Written Essays - 3250 Words)
“ORGANISATION AND BEHAVIOUR Essay Example | Topics and Well Written Essays - 3250 Words”, n.d. https://studentshare.org/business/1394776-organisation-and-behaviour.
This paper analyzes factors that affect the structure and culture and individual behaviour at workplace environments, explains leadership styles and describes organizational theory and management approaches. This paper suggests that transformational leadership is most effective style of the leadership because it encompasses charismatic power and it can bring changes to the organization.
Particular emphasis has been given on the increase of employee performance, as a prerequisite for the development of organizational productivity. However, in practice, the above initiative has been proved to be quite challenging mostly because of the existence of several factors, which tend to affect employee performance independently from the organizational structure and operational characteristics.
Organizational theory provides ways in which the working of an organization to create understanding and appreciation of various organizations get explained. Management is the science of achieving organizational objectives through people. Management is all about solving the daily problems that occur when running an organization (Harold 2003, p.23).
Among the most challenging tasks that business leaders encounter, change management stands out across the globe as a critical task which leaders need to be critical of, thus the reason for Morgan (2006) giving simple metaphors to guide on the same: organisations as an organism, machine, brain, psychic prison, political system, culture, instruments of domination and flux and transformation.
Moreover, wrong selection of employees, faulty placements& improper training facilities might also cause the employees to opt for frequent absenteeism. The other possible causes that exist within the management include inadequate communication between superior & subordinate, breakdown of machineries, repetitive works, lack of growth opportunities, frequent overtimes, lack of teamwork, lack of employee motivation programs and poor working conditions.
It is essential for management to anticipate the requirements of employees to keep them motivated. Organizations operate in a different environment, therefore the management use different motivational theories according to type of work and environment. Motivation is the method to energize, maintain and control the behavior of employees.
In such backdrop, Zacharatos, Barling and Iverson (2005) argued that there cannot be one leadership style that can fit the purpose of different organization hence effectiveness of different leadership style in different organization varies significantly. To prove the argument, Zacharatos, Barling and Iverson (2005) contrasted leadership style effectiveness in high-performance work systems as against organizations where performance measurement is comparatively flexible.
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This is critical for leaders to understand if they are to manage people effectively. Psychologists have embarked on a rigorous process of categorizing different people. This categorization has been done based on certain personality traits that people in each category
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