A well written, detailed assignment which meets the criteria for M2 - Unit 16, Human Resource Management in Business. BTEC Level 3 Extended Diploma in Business.
M2 - Compare the use of motivation theories in an organisation
Task 2 Rewards and Motivational Theory
A. You have been asked by Miss Leeming to produce an investigatory report outlining
how an organisation motivates its employees and the reward systems used. Your
investigation should be based on an organisation of your choice. (P3)
Your reports should contain the following main sections:
Theories of motivation
Reward Systems
B. You are now asked to provide further information comparing how different theories of
motivation contribute to the techniques used for employee motivation in an organisation of
your choice. Produce a research paper for the HR Manager Miss Leeming on your findings.
(M2)
A comparison of motivational theories used and how they contribute to the
techniques used for employee motivation in the organisation
How this theory has led to the reward systems chosen within the business
State how effective you think these reward systems are
This provides evidence for P3 and M2
Theories of motivation in Tesco
Motivation is extremely important in business. Theories are useful because they can be used
to identify main factors that help motivate an individual. Subsequently, because of
motivated staff, the business is more likely to perform better. Tesco motivate their
employees in a number of ways as they help their employees fulfil particular needs such as
their basic needs and growth needs. Tesco offer their staff so much and this keeps them
working hard and dedicated to their work, meaning that the business operates more
successfully. To support its growth, Tesco needs staff that are motivated, flexible and well-
trained and who recognise customer needs. In turn, Tesco's employees are supported by the
company in their various roles and at different levels. Tesco recognises that employee
motivation is important for the continued growth of the company.
Below will look at different theories used to motivate employees within Tesco. There are
different theories which all have different ways in which employees are motivated.
1
, Conor Cunningham P3 M2
Maslow's hierarchy of needs
Maslow’s theory of motivation is a hierarchy which possesses a set of motivation systems.
Maslow stated that people are motivated to achieve certain needs. When one need is
fulfilled, a person seeks to fulfil the next one and will
climb their way up the pyramid.
The hierarchy included five motivational needs which
can be seen in the pyramid below. The five stage
model is divided into basic needs (the lower four)
and growth needs (the top of the pyramid). One
must satisfy lower level basic needs before
progressing on to meet higher level growth needs.
Once these needs have been satisfied, a person may
be able to reach the highest level called self-
actualisation.
Tesco use this model for their employees and motivate their employees in the following
ways;
Physiological needs; this includes the place of work for Tesco’s employees. Tesco
offer pleasant working conditions, a good and steady rate of pay, flexible working
and staff facilities. This is the very basic requirements which Tesco will provide for its
employees. Once this need has been fulfilled, employees can progress further up the
hierarchy.
Safety needs; by offering contracts, Tesco employees are offered a sense of job
security. Pension schemes and sickness schemes are also offered as well as the
option to join a union which provides safety and security for the staff of Tesco. Once
staff feel their physiological needs and safety needs are met, they can then work
toward fulfilling their social needs.
Social needs; Tesco offer equal opportunities, a friendly environment, perks cards,
holidays and memberships for leisure actives such as gyms and fitness centres. Once
employees have fulfilled all needs up to and including social needs, they can look at
whether or not their esteem needs are being met.
Esteem needs; Tesco praise employees who work hard. The company has an
appraisal system in place which helps to recognise individual’s contribution and
importance and celebrate achievement. This is the last basic need to be met in the
hierarchy. Once is has been met, as well as the three basic needs before it,
employees can look to see if their growth needs are being met, which is the highest
part in the hierarchy.
Self actualisation needs; Tesco offer personal development plans to their staff. This
recognises employee’s skills and talents and puts them in the position to aim for
promotion or to improve their opportunities for growth. This pushes employees to
aim higher as they wish to progress further within the company. After all needs are
met and the employee progresses within the business, self actualisation needs are
now being fulfilled.
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