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BTEC Unit 16 Human Resource Management P3 (Pass)
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BTEC Unit 16 Human Resource Management P3 (Pass)
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P3: The BijenkorfOutline how an organisation motivate its employees.
In this assignment I am going to outline how an organisation motivate its
employees. The company which I have chosen for this assignment is The
Bijenkorf.
What is motivation?
Motivation is the way in which business can encourage their employees to do
their best for better results.
Taylor
Frederick Taylors theory states that the main reason for people to work is
money. People don’t usually want to work, and they must also be trained for
their job and supervised. Taylor suggested that employees must be paid by
piece rate. This means that they should be paid per piece they produce. This
would therefore motivate them to make more production because they will get
paid more. The disadvantage of this method would be that it would be very
rushed which would mean the quality of the product would decrease.
In regard to The Bijenkorf and how they reward their employees for their work
in relation to Taylors theory is that they not only do reward them financially but
they also offer lifestyle needs. Things The Bijenkorf offers besides a comfort
salary are; 20% personnel discount on their products, vitality budgeting for the
sports school or healthcare cursus, travel allowance and a dress card 2 times a
year.
Herzberg
Frederick Herzberg`s research concluded that employees get motivated by two
factor motivation. The two factors are; Hygiene and motivator. The hygiene
factor includes working conditions and wage, however these factors don’t keep
the employee motivates, because a poor working condition and a wage cut
would cause the employee unsatisfied. Which would mean they would leave
the job. To support this Herzberg included the motivator factor. This includes;
responsibility, progression, achievement and recognition. These two factors
combined will most likely increase motivation which will increase individual
performances.
, Within the hygiene factor there are several factors in which The Bijenkorf
pleases their employees for putting maximum effort in their jobs. For example,
the stores are cleaned every day to ensure hygiene and let it feel comfortable
for the employees and customers. Also the policies of The Bijenkorf aren’t too
strict, so that the employees are always happy. Some of the policies of the
company are; flexible hours, breaks, holidays and dress codes which are simple
things for employees to comply with.
Maslow
Abraham Maslow`s theory stated that employees are motivated by five needs
and that if all needs are achieved you will get the best motivation. He formed a
pyramid which showed the needs. It is called the hierarchy of needs. The most
important hierarchy is the physiological needs at the bottom of the pyramid.
Physical needs include; food, water, clothing and shelter through pay. After
those conditions have been met by companies the safety conditions come next,
because employees want to feel safe when working at their jobs. The next
hierarchy`s in the pyramid are social needs, self-esteem and self-fulfillment.
The Bijenkorf fulfills the social needs of their staff by letting them work
together in groups or team on a certain department. This would generally make
the employees happier because they are not continually working alone. Besides
that they also offer business trips for the employees to spend some time
together besides work. The company also offers once a week a lunch for all
staff members and they can get discount at their restaurants which are often in
store. Furthermore The Bijenkorf has a dress code which all employees must
comply with, the clothes are offered by The Bijenkorf so you don’t need to
spend money on that.
Mayo
Elton Mayo`s theory states that rises in productivity are not only of financial
cause but also due to management involvement, team working and
communication. Mayo recognized the ideas of Taylor and explored the
possibilities; he knew that pay was not always the main motivation for
employees. After conducting several experiments he found out that testing
incentive schemes, rest periods, hours of work and changes in lighting and
heating would continually rise output.
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