ORGANISATION DESIGN AND MANAGEMENT
TESCO PLC
INTRODUCTION
Employee engagement is the process of making employees emotionally valued in the organisation that brings out the behaviour of employees in making productive business operations (Motyka, 2018). In this essay, employee engagement will be stressed with the importance and need in a business organisation. Also, the employee engagement practices in Tesco will be implemented to boost organisational development and employee productivity at the same time. This will follow by the implication of the employee’s engagement strategies and stakeholder sin making better business decisions. And at certain motivation theories will be presented to increase the understanding related to the role of motivation in employee engagement.
MAIN BODY
As stated by Dwianto et al (2019), employee engagement is the process of making culture in the workplace in which the employees can feel valued and their contribution can cater to the organisational goals and developments. It is concerned about the building of an effective employee and managerial relationship so that mutual benefit can be obtained. When an employee is engaged in the organisation's decision making the motivation can be seen over the achievement of organisational objectives and a deeper yet simplistic relationship can be analysed in the work behaviour as they feel connected to the organisation. This will result in increased business productivity as the employees who feels more productive and engaged in the business operations effectively are always motivated to put their best in the company. thus, an engaged employee is in the organisation for more than just pay-check, they are motivated internally to be the most effective in their space. Employee engagement is very critical to the performance of the company as the business organisation can work effectively only when the employee is motivated and works in the same direction with the goals of the company. this will also increase employee retention in the business organisation and thus enhance business growth (Sun and Bunchapattanasakda, 2019).
As stated by Motyka (2018), employee engagement is integrated with employee management to serve many purposes in any business organisation as the efforts of employees must be engaged with the goals and objectives of the business organisation. This will guarantee that the business is on the right path towards growth. Defining primary goals and objectives for the employees will help in making them informed about the expectations of the company. Another main purpose of employee engagement in the organisation is to increase the productivity of the employees. This will help in making them motivated for the growth of the company and thus increase the profitability of the business organisation. Employees are connected to the company; this makes it important that they should be taken care of on the ground of emotionality and physical wellbeing, therefore employee wellbeing will support the employees in making better growth emotionally.
In the words of Sun and Bunchapattanasakda (2019), organisations started understanding that the real advantage comes from the collective working and intellectual capital-driven from the knowledge of duties and roles assigned to them. Therefore, employee engagement is important as the performance of employees are improved taking consent from different stakeholders towards improving customer satisfaction from the business operations. Employee engagement is very important as this led them to make emotional and informal relationships in the organisation. This improves work satisfaction and also motivates the employee to be a part of the culture that will be focused on working towards the goals of the business organisation (Motyka, 2018). It leads to an increase in productivity and business efficiency as the productive employee works effectively and waste less time. This saves the resources in the company and employees will be able to make difference in organisational performance. It creates more collaborative work as the employees will be motivated to bring innovative ideas to the table that could improve efficiency in the business operations. This also aids in the communication in the company. effective talent management is complimentary to employee engagement thus, it helps in the process of recruiting top talent and makes them retained to the company. this depicts the importance of employee engagement for the profitability and growth of the business (Dwianto et al., 2019).
Tesco is one of the biggest companies in the UK to operate in the retail sector therefore the company needs to look for opportunities that can be presented in front of employees so that they can feel valued and contributes 100% to the growth and development of the company. employee engagement is a key tool that improves the overall performance and efficiency of the employees towards collaboration and growth. Thus, understanding this Tesco uses many employees’ engagement practices that engaged the interests of the employees and enhance their understanding related to the expectation derived for them. This boosts the morale and confidence in the employees as they are informed of their duties and expectations and thus improves organisational culture (Fadeyi, 2020).
Colleagues briefing session: to ensure that flow of communication remains effective it is important that employees must be communicated periodically to increase their understanding related to the objectives and needs of business organisation. In this session, the employees are presented with the opportunity to ask questions and make their queries resolved. Leaders in the organisation spend two hours with their colleagues on the floor to get a practical view of the challenge that they might be facing in the regular operations. This encourages the employees to freely communicate with the management (Awadari and Kanwal, 2019). Carer development plan: the employees are regularly reviewed based on their performance. This helps in setting the personal and professional objectives at the same time to develop a better retirement and retention plan so that productive employees can be sustained in the company the regular interaction of their career assessment helps them in understanding their positives and negatives and the opportunities can be converted into a strength by working on weaknesses towards increasing effectiveness in their performance. One of the most important aspects of employee engagement is periodically performance management, the employees are reviewed based on their performance and thus it contributes to making them more effective and innovative. This enhances the career growth of the employees as the mistakes will be improved as they move in the career. This includes the training and development of the employees’ facing problems in their duties. Regular career sessions are often conducted to give employees insight into various techniques and knowledge about new technologies so that performance can be increased (Awadari and Kanwal, 2019). Two-way communication: the employees are tagged with many responsibilities in the organisation thus continuous motivation is very important to make them perform better. This is highly valued in Tesco as the managers often interacted with the employees on facetime and also in person to make sure that there are no doubts among the colleagues. This is often complemented with the use of employee engagement surveys; feedback forms to improve the clarity in working of the company resultant of better employee performance (Fadeyi, 2020).
Stakeholders are the parties that are affected by the performance of employees and the policies that are implemented to make better employee engagement. Tesco must consider the stakeholders so that better engagement can be defined based on the policies identified. There are certain stakeholders in the company that will be affected either positive or negative by the engagement policies (Dwianto et al., 2019). One of the main stakeholders in the employee engagement team is responsible for making better engagement policies and thus it is the responsibility to make sure that the policies are working effectively. These teams will need to be present on the board when the policies are implemented in the real-time scenario so that response can be taken from the employees and policies can be improved. In this, the senior management staff are also included so that they can understand how the policies works and the actions that can be expected out of the employees in return for the policies. Line managers are important pillars for the effective performance of the teams. Once the feedback related to the performance of employees is taken it is the responsibility of the line manager to work closely with the employees and makes them more efficient. Therefore, taking their consent is very important in employee engagement (Farrukh et al., 2020). Employees are the people that will be interacted with the engagement policies; thus, honest reviews from them must be taken this will result in improving the policies on the consent of the customer to make them more comfortable in doing their job. There are plenty of tasks that are needed to be done by making their responses anonymous so that they can provide effective feedback without any fear and contribute to organisational success (Akhmetshin et al., 2019). Customers serve as very important stakeholders as the business organisation's ultimate goal is to improve the contribution towards better customer satisfaction. Therefore, the customers are the results that will consume the products of the business organisation and thus it will enhance the profitability and orientation of the organisation. Therefore, directing the performance of employees towards the customer needs and satisfaction will input the need and wants into the employee engagement practices towards making enhanced business decisions (Farrukh et al., 2020).
In designing the employee engagement theories motivation drives the employees towards the successful contribution of the employees in business performances. Engagement is the sense of purpose, belonging and the committee of the employees towards the company and the motivation is the will that enhances the contribution towards their performances. Therefore, motivation is the locus point of the energies that employees derive to work efficiently. Certain motivation theories help to understand the employee motivation and the factors behind it so that a culture can be created that will result in better employee motivation. These theories and empirical studies help in understanding the factors that are behind employee motivation and how they can cultivate motivated employees (Motyka, 2018).
Maslow’s need hierarchy theory: As stated by Mahipalan (2018), it postulates that a person is motivated based on five levels of needs that can be used to determine the motivation level of an employee. The five-level of needs are Psychological needs these are the basic needs that are important for survival such as air, water, clothing and shelter. The second need is safety needs to feel protected from threats and other dangers, the third need is the sociological need describing the needs related to the affiliation, friendship and association needs of an employee to make him feel socially connected. Followed by the self-esteem needs that represents the recognition and respect of a person and the fifth and the uppermost level of need is the Self-actualization need that represents the need for personal and intellectual development apart from money (Akhmetshin et al., 2019). This is very important for the team leaders to understand the current level of needs for the employees and thus makes the employee engagement plans effectively. This will lead to the better intellectual development of employees. Team leaders at Tesco implement the assessment of the level of needs then set the targets periodically to make sure that employees are highly motivated (Mahipalan, 2018).
Herzberg two factor theory is based on two broad categories namely hygiene factors and motivation factors. Poor hygiene may decrease the motivation of the employees. But only improving them will not improve the employee motivation with that the motivating factors needs to be improved to motivate the employees. There are certain things like working conditions, co-worker relations, respect and recognition, policies and rules that need to be improved so that the motivation of employees can be improved related to the achievement of the goals (Kotni and Karumuri, 2018). In Tesco with the above-stated hygiene factors, motivation factors like achievements, recognition, responsibilities and personal growth are linked with the employee engagement practices so that the employees can be rewarded by awards and gifts when they perform effectively. This increases the employee motivation and they will work hard to achieve the goals in a chance to win the reward. Therefore, Tesco presents enormous growth opportunities for its employees in terms of motivation factors so that can be motivated to work towards the goal achievement of the business organisation along with providing them with the best working condition (Kotni and Karumuri, 2018).
Time and motion study is a scientific management technique that analyses the importance of breaking chunks of tasks into smaller performance-based goals to make effective use of time towards better performance. This is focused on workers' welfare and motivation so that employees can be better interacted with the employee engagement techniques. It is based on two approaches that are utilizing the time in analysing worker activities and breaking tasks into a more leadership-based task so that better insights can be developed. Tesco makes use of this technique to divide a large task into small and manageable tasks so that complexities can be eliminated and employee engagement can be increased. This also resulted in better-performing employees as the small number of tasks increases the understanding of employees and makes them more efficient. The use of time and motion study in Tesco has resulted in making significant improvement in the performance of employees towards productive performance (Coplan et al., 2018).
Social exchange theory suggests that relations are formed as per exchange between the people and thus this exchange is focused on minimisation of cost and maximisation of profits. As per the theory if the weight of risk is more than rewards then the people will abandon the relationship and stay in vice-versa. In the case of employee engagement, the employees and the companies are in social engagement that leads to the mutual; benefits of both the parties (Yin, 2018). These must be accessed effectively so that the risk and rewards can be weighed and thus the relationship enhances. Employees can be motivated and engaged to the company only when they see that reward is greater than risk and thus, they have a chance to grow with the company. Tesco’s employee engagement strategy is shaped in a way that it defines the benefit of both parties and gives employees an equal chance to grow and develop themselves. This is fuelled by the rigorous assessment of employee engagement strategy towards making employees feel connected to the organisation to help them in being productive at the workplace (Yin, 2018; Akhmetshin et al., 2019).
CONCLUSION
Through this essay the employee engagement practices at Tesco have been analysed and how this activity affects the stakeholders and their views in making better employee engagement strategies. Also, the role of motivation has been explained by using the motivational theories in making employees feel values and their growth. Social exchange theory and time and motion study are also applied in the essay to increase the area of understanding. Thus, this essay explains the purpose and importance of employee engagement practices in the business organisation towards making progressive operations.
REFERENCES
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