U10472 - Contemporary issue in Business, management and marketing
Student ID:
Student Name:
Assessment title: Explain what is meant by motivation in relation to managing people
Introduction
This essay will deconstruct motivation and investigate its relationship to the management of various personnel in the firm. It will address the concept's bad and positive aspects, as well as how it may affect staff performance.
Main Body
Motivation is a psychological condition that energises, leads, and sustains employee behaviour (Ify, 2024). It can be intrinsic or extrinsic, and it can be extremely useful to both organisations and employees. Intrinsic motivation comes from internal benefits like personal satisfaction or delight, and extrinsic motivation comes from external causes like rewards or punishment. Motivation is a key component for individuals' professional and personal success. People can improve their creativity, productivity, and overall well-being by understanding and leveraging motivational factors. Highly motivated staff can perform better than the ones with low levels of motivation which increases the value of the concept largely.
People management is a significant factor in organisations, as companies have to effectively manage their human resources to acquire success (Mahapatro, 2021). Lower people management efficiency can create deteriorating circumstances for the companies, as they will not be able to perform at their best. Better people management helps organisations to stay ahead of the market competition by pushing their staff beyond their limits which can allow the company to acquire greater results than its competitors. Motivation is directly proportional to people management due to the impacts it has on managing staff of a particular organisation, Motivated individuals are more likely to be engaged at work, which implies they are emotionally connected and devoted to their roles. Employees who are engaged at work are more contented, creative, and productive in their roles. Highly motivated staff will exert more effort as they will have a straight goal in their vision to achieve. The vision will keep on pushing the individual to work towards that specific goal which will also benefit the company to acquire more profitability. Higher-quality work can be achieved by the company if they have motivated staffs which also help them to acquire self-growth.
Motivated employees tend to experience greater job satisfaction which can lead to lower turnover rates and reduced absenteeism. A motivated workforce can contribute significantly to overall organisational performance which helps to provide better results to the company (Ali and Anwar, 2021).Motivated staff are more likely to go beyond their job duties, innovate, and participate in the success of the company.
Maslow's hierarchy of needs is a psychological theory that suggests humans have a set of requirements that must be met in order to achieve self-actualization (Rasli, Memon, and Abu-Hussin, 2022). It proposes that the requirements are arranged in a pyramid structure where lower levels have the most priority and should be fulfilled before addressing the higher levels. Psychological, safety, social, esteem, and self-actualisation needs are the factors present in the theory of Maslow. Managers can ensure that employees are paid fairly and competitively which will fulfil their psychological needs.
Offering job security can meet the safety needs of the hierarchy pyramid which is essential to make them feel satisfied. Implementing safety measures and procedures will help to prevent accidents and injuries of the employees that will also ensure the safety requirements of the theory. Social needs of the staff can also be fulfilled by the companies if they organise team-building events and activities that is directed towards fostering belonging and camaraderie. Rewarding and acknowledging the contributions of the staff will also help to foster a sense of belonging and value in them. Providing employees with challenging and meaningful work will allow them to acquire a feeling of accomplishment. Self-actualisation needs could offer new opportunities to the staff for career development, education, and training.
However, this theory posits a universal hierarchy of requirements, although individual needs may differ depending on cultural, social, and personal circumstances (Yurdakul and Arar, 2023). As a result, it is critical to understand that each individual has unique motivational demands and preferences. For example, in some cultures, social demands may take precedence over physiological needs, resulting in novel scenarios. The idea simplifies the complexities of human motivation and may not fully address all aspects of employee demands. It presupposes a linear movement across the hierarchy, but in fact, people may prioritise different requirements at different periods.
Tesco is one of the world's largest grocery chains, and it has employed a variety of motivational tactics to boost employee productivity. Out of five, the company has received a rating of 3.7 based on 29978 reviews of its employees which shows the effectiveness of the company to motivate its staff (Glassdoor, 2024).The retail giant has implemented a variety of strategies inspired by various motivational theories which helps to foster a highly productive and engaged workforce. Tesco has consistently focused on addressing the lower-level needs of its employees which ensures they feel secure, comfortable, and satisfied. This includes competitive benefits and compensation as Tesco offers generous compensation packages which could include competitive salaries, bonuses, and stock options. They also providing comprehensive benefits, such as health insurance, retirement planning, and flexible working arrangements. The company’s offices are renowned for their innovative and comfortable designs that helping to fostering a positive and creative atmosphere. It has a strong tracking recording of job security which providing employees with a sensing of stability and confidence. Tesco has also been focusing on providing intrinsic motivators, such as recognition, achievement, and growing opportunities. The company is recognising and rewarding employees for their achievements through various programming and is including performing bonuses, promotions, and public recognition. Tesco is providing employees with challenging and meaningful work that allowing them to growing and developing their skills. A sensing of ownership is providing by the organisation as it empowering employees by giving them autonomy and responsibility.
Tesco has implementing strategies to ensuring that employees perceiving a strong linking between their efforts, performance, and rewarding. The company clearly communicates performing expectations and providing regular feedback to employees. Tesco has a transparent and fair rewarding system that linking performing to rewarding which is helping to ensuring employees feeling motivating to performing at their best.
Managers in organisations such as Sainsbury's must be acutely aware of their employees' distinct differences. These variances, which stem from a variety of characteristics such as personality, cultural background, and personal experiencing, have a substantial impacting on employee behaviour, motivation, and performance (Mullins, 2016). Understanding and accommodating these differences is critical to fostering a productive and peaceful working environment. Individualism and Employee Motivation: One of the most important concepts to exploring is individualism. Individualistic cultures, such as those are seen in many Western countries, value personal accomplishment, autonomy, and self-reliance. Employees from such cultures may prioritising intrinsic motivation, which including personal fulfilment and a sensing of succession. They may be more likely to responding to rewarding that aligning with their individual goals and aspirations.
In contrast, collectivist cultures, often prevalent in Eastern countries, prioritising group harmony, loyalty, and social relationships. Employees from these cultures may be more motivating by extrinsic factors, like social recognition, team achievements, and relationships with colleagues. They may be responding better to rewarding that benefitting the group as whole rather than individual gaining. Sainsbury's Approach to Individual Differences showing that as a leading supermarket chain in the UK has likely implementing strategies to addressing individual differences among its employees (Masterson and Pickton, 2014). From the employee review, it can be said that Sainsbury is capable of keeping the employees motivating in the workspace. However, the organisation should be improving its management and the behaviour of the managers (Glassdoor, 2024).
Flexible work arrangements are one of the probable approaches chosen by the firm. They offer flexible working and choosing, such as remote working or flexible hours, to meeting the different needing and preferences of its employees. This can be increasing workplace satisfaction and motivation, particularly among individuals who value autonomy and working-life balance. staffing are also supplying with personalised recognition programs, which ensuring that staffing are recognising and rewarding basing on their particular contributions and succession, which can enhancing morale and motivation. This might be accomplishing through individual prizes, public acknowledgement, or customising incentives. Diverse teams, which including people from various experiencing and perspectives can be stimulating creativity, problem-solving, and innovation. This can also be making employees feel valuing and respected, resulting in higher engagement and driving.
Cultural Sensitivity Training is important as by providing cultural sensitivity training to managing and employees can be helping them understanding and appreciating different cultural values and norms. This can be reducing misunderstandings, improving communication, and creating a more inclusive working environment. Employee Assistance Programs (EAPs) is another motivational method by which the brand is offering EAPs can providing employees with supporting for personal and working-relating issues (Carleton et al., 2020). This can be helping employees coping with stress, improving their well-being, and ultimately enhancing their productivity and motivation. By considering individual differences, Sainsbury's can create a more inclusive, engaging, and productive workplace. By knowing and allowing, the various requirements of the company can be fostering a culture of motivation, loyalty, and high performing (Leatherbarrow, 2018).
Motivating an unmotivated employee can be a risky task for managers. It often requires a combination of understanding, empathy, and strategic interventions. Here are some effective strategies, along with the potential consequences of an unmotivated employee on an organisation and its other team members. Strategies to Motivate an Unmotivated Employee include Open Communication as this helps them to engage in open and honest conversations with the employee to understand the underlying reasons for their lack of motivation (Bylieva et al., 2020). This could be the result of a heavy workload, job unhappiness, or personal concerns. Brands should establish clear goals and expectations to ensure that employees understand what they are working towards. This will assist them appreciate how important their work is and how it contributes to the overall success of the business.
Provide Feedback and Recognition to the employees and by offering regular feedback, both positive and constructive, to help the employee improve their performance. Recognising their achievements, no matter how little and more can be boosting their morale. The brand should also offer Additional Training or Development and if the employee feels that they lack the skills or knowledge needed to succeed, consider providing additional training or development opportunities (Wetherly and Otter, 2014). They should address Work-Life Balance Issues and help the employee find a balance between their work and personal life. This could involve flexible working arrangements or providing support for personal issues. They should also create a Supportive Work Environment and foster a positive and supportive work environment where employees feel valued and respected. This can help to improve morale and motivation.
Consequences of an Unmotivated Employee are showing that unmotivated workers can have a highly affecting on an organisation and its other employees. Some potential consequences include Reduced Productivity, as an unmotivated employee is less likely to be productive, which can negatively affect the team's overall output. Negative Work Environment is also a result of an unmotivated employee can create a negative work environment, affecting the morale and motivation of other team members. Increased Turnover shows that if an employee feels unmotivated and dissatisfied, they may be more likely to leave the organisation. This can lead to increased turnover costs and disruption to the team. Damaged Customer Relationships is also a result of the unmotivated workforce. This is because an unmotivated employee may provide poor customer service, leading to damaged customer relationships and negative word-of-mouth.
In case of Sainsbury, the organisation should ensure that they can satisfy all the requirements of the employees. This in return will be allowing them to make sure that they can provide boosted performances to the company. The employees can collaborate and help the company to achieve its goals and objectives. It signifies that motivation is an important factor in the workplace and due to this reason, the organisations should make sure to implement proper methods to motivate the employees.
Conclusion
In conclusion, understanding and addressing individual differences is crucial for effective management. By considering factors such as individualism, motivation styles, and work-life balance, managers can be making much engaging, productive, and inclusive work environment. This not only helping individual employees but also contributes to the overall success of the organisation. As demonstrated by Sainsbury's example, implementing strategies like open communication, personalised recognition, and flexible work arrangements can help to motivate employees, improve job satisfaction, and reduce turnover. By investing in employee well-being and fostering a supportive culture, organisations can create a sustainable and thriving workplace.
References
Ali, B.J. and Anwar, G. (2021)‘An empirical study of employees’ motivation and its influence job satisfaction.’ International Journal of Engineering, Business and Management, 5(2), pp.21-30.
Bylieva, D., Bekirogullari, Z., Kuznetsov, D., Almazova, N., Lobatyuk, V. and Rubtsova, A. (2020) ‘Online group student peer-communication as an element of open education’. Future Internet, 12(9), p.143.
Carleton, R.N., Afifi, T.O., Turner, S., Taillieu, T., Vaughan, A.D., Anderson, G.S., Ricciardelli, R., MacPhee, R.S., Cramm, H.A., Czarnuch, S. and Hozempa, K. (2020) ‘Mental health training, attitudes toward support, and screening positive for mental disorders’. Cognitive Behaviour Therapy, 49(1), pp.55-73.
Glassdoor (2024) Sainsbury’s Reviews. Available at: https://www.glassdoor.co.uk/Reviews/Sainsbury%E2%80%99s-Reviews-E2978.htm (Accessed: 11 September 2024)
Glassdoor (2024) Tesco Reviews. Available at: https://www.glassdoor.co.uk/Reviews/Tesco-Reviews-E10250.htm (Accessed: 11 September 2024).
Ify, I.P. (2024)‘Motivation and Job Performance.’ International Research Journal of Economics and Management Studies IRJEMS, 3(3).
Kalogiannidis, S. (2021) ‘Impact of employee motivation on organizational performance. A scoping review paper for public sector’. The Strategic Journal of Business & Change Management, 8 (3), 984, 996(3).
Leatherbarrow, C., Fletcher, 1 and Currie, D. (2018) Introduction to Human Resource Management (4 ed.).
Mahapatro, B. (2021) Human resource management. New Age International (P) ltd..
Masterson, R. and Pickton, D. (2014) Marketing: An Introduction. 3 ed., McGraw-Hill.
Mullins, L.J. (2016) Management and Organisational Behaviour. 11th ed., FT Prentice Hall.
Owan, V.J., Akah, L.U., Ogbeche, M.M. and Obla, M. (2021)‘Professional variables and staff readiness to utilise internet-based channels for research communication in an Era of Covid-19.’Library Philosophy and Practice (e-Journal), Article, 5863.
Rasli, A., Memon, S. and Abu-Hussin, M.F. (2022)‘Congruency Between Maslow's Hierarchy of Needs Theory and the Principles of MaqasidShar? ‘ah.’ Journal of Islamic Thought and Civilization, 12(2), pp.136-150.
Wetherly, P. and Otter, D. (2014) The Business Environment. 3 ed., Oxford: OUP.
Yurdakul, G. and Arar, T. (2023)‘Revisiting Maslow’s hierarchy of needs: Is it still universal content?.’ Journal of human behavior in the social environment, 33(8), pp.1103-1130.
Appendix
Figure 1: Maslow's hierarchy of needs theory
(Source: Owanet al., 2021)
