Human Resource Management. Motivation. Maslow.

Motivation- Having the entrust or desire to go ahead and do something or to progress to that little bit harder. Why we need penury? Motivation whitethorn come from a persons own interest much(prenominal)(prenominal) as their safety or peeer(a) things not so personalised c ar praise or reward. Different theorists dupe proposed that there ar m whatsoever antithetical tracks to motivate people. earnings is considered a principal(prenominal) type of motivation in a engagement environment and extracurricular a melt down environment. Pay only is not the only means of motivation.There are other ways that people whitethorn be actuate and things that entrusting keep them motivated. These types of things are appreciation of pass away, opportunity to advance, responsibility and empowerment, a sense of achievement and the sense of chall(a)enge and enjoyment. A motivated work force will work harder and together achieve much resulting in the livelong workforce having a greater output in untold slight time, resulting in lower labour costs. It in any case doesnt need much supervision. An unmotivated workforce will do the opposite.This work affects the measuring rod of work and its quality. How to motivate is a difficult topic with ein truth whiz looking for something in a job sometimes not just wear. So a fleck of theorists have researched how this should be done. Frederic Taylor motivation in the late 1800s at the Bethlehem sword fellowship in the USA. He believed that employees could be working to a greater extent(prenominal) than expeditiously using their shovels. He figured out that 21. 5 pounds of weight was the stovepipe weight of material for an employee to lift in order to work at their wide-eyed potential creating the best output.He recommended that they use shovels that could lift that amount. So Rewards that would be disassociate of Taylors theory are things such as * Pay -For many employees the reason they go to work is fo r repair. They need money for bills and other expenses involved in all(prenominal)day animation. Some constitutions will use pay as a reward for employees. They whitethorn be tending(p) spare pay in the sour of a one off fillip or by giving employees a pay rise. However pay not be the key motivator to employees and some employees will work for low pay moreover may have job satisfaction.Tesco uses this form of reward to all employees. * Performance related pay - This is a way for employees to be rewarded dependent on their performance in the last three, six, or twelve months. Lots of types of aires use this type of reward and so will Tesco to its higher job roles such as management and so on. It is very gross for manufacturing and sales jobs where the more products or sales the employees make the more they are stipendiary. Area managers at Tesco will be paid more if their area is performing faster and of a higher standard. Profit communion - Profit sharing is when a bus iness gives its employees a share of the businesses dough depending on how well the business is doing. Shares are divided between employees depending on how many years the employee has worked at the judicature and their level in the organisation. If the business is doing well the employees will recognize great benefits but if the business isnt doing too well the payment will be small. Tesco will once again offer this to much higher staff such as managers and directors. * Employee Share options Share options, like profit sharing are a way to reward employees based on a companys performance. Share options open fire be given to employees free shares that they fundament administer after a set period of time or as an option to buy shares at a lower fixed enjoin than what the general public would pay. It provide be quite difficult for employees to see how their individual commitment will affect the overall running and company performance. * Staff discounts -Businesses such as Te sco and other businesses in this type of empyrean may offer discounts on products to their staff. Elton Mayo.In the 1920s and 30s a theorist by the name of Elton Mayo set out roughly perfecting the ideas of Taylor and explored them in further depth he realised there was more to employee motivation than just pay. He created a reading known as the Hawthorne Study, he carried out some experiments in the USA, Chicago to investigate motivation further. His study dis reared a add up of work outs by testing inducing contrivances, rest periods, hours of work, and changes in lighting and heating. Mayos whole study un see to ited that rises in productivity were not only due to pecuniary rewards, but likewise due to management involvement, team working and communication.So Rewards that would be part of Mayos theory are things such as * Company Vehicles - Company vehicles may be given to employees as a reward. They jackpot use these vehicles in both their working and their personal li ves and do not need their own vehicles for evenings and weekends. This kind of benefit like bonuses is valueed. higher(prenominal) employees in Tesco may receive a company car this is comfortably for both employee and employer, because the employee leanls a sense of belonging and the employer will usual have free advertisement because the company car will have the logo of the organisation just like Tescos does. Child dish out - childcare is some other reward that employers may offer to their staff. The childcare may be indoors the building with something like a nursery or creche, whilst other employees may pay toward the fees of a private or council nursery. For older children after crop activities or holiday clubs may be paid for or subsided Tesco offers childcare ends to most Tesco staff. * Corporate clothing - Corporate clothing may be a uniform that an employee wears during their working hours as part of their job. Employers might in any case offer their staff a discoun t on clothing they can buy from the business.Some organisations use staff as Part of their identity, for example you can recognise staff from Tesco by their work apparel. * Flexible working - Organisations like Tesco can offer employees special working hours which can be more motivating for staff helping them balance their working lives and their personal life. train Life balance can be very important to employees, oddly if they have people to take care of or other violence commitments. Flexible working hours usually makes employees feel more valued and slight stressed. * Leave offering yearly paid leave to employees is another form of a reward that is offered by Tesco. As of the 1st of April 2009 every full time employee is entitled to 5. 6 weeks paid leave per year as part of the working time regulation. * Cafeteria incentive schemes - The name is a root to the way you can pick what you want from a selection of different rewards and benefits and chose the ones they want. Mak ing these rewards more personnel and motivating. The employer therefore, avoids spending money on rewards that are not wanted or needed. A sample of the type of benefits offered is things such as Holidays * Company car * Bicycle loan * Insurance, e. g. medical cover * Loans * Childcare * Health screening * Season tickets for sporting events * Computers * Discounts * awards. Abraham Maslow suggested needs of individuals can be ranked into a hierarchy. The lowest ranking needs are basic needs and they must be fulfilled before any other needs can be fulfilled So Rewards that would be part of Maslows theory are things such as * Pension schemes - Some organisations like Tesco offer pension schemes such as rewards to employees these are usually one of two types.Contributory and non contributory. A contributory pension scheme is one that both the employee and employer put into, whilst a non-contributory pension scheme is one where only the employer puts money in to. Tesco employees all ha ve the option of arising a contributory pension scheme they can open but also have the choice not to have one. * Health care - many employers offer free or subsided health care to their employees and a lot their families as well. This means that if they are ill they can claim from organisations such as BUPA to have treatment privately.Health care may be given in the form of discount vouchers for treatments such as massages or knockout therapy. * Extended parental leave - Extended parental leave is the amount of leave that can be taken by employees to look after their children in addition to what they are entitled to by law so tesco must offer leave however they also offer all-embracing parental leave to higher management or skilled staff. the work and families act 2006 ensures that all parents can take a certain number of weeks off work however it is not paid and neither is broaden parental leave.But some employees may choose to pay full net profit or half wage to employees w ho are taken leave and the organisation must keep their job position open for them until they return. * Career Breaks -Employees are not entitled to a career rape and they are also unpaid. They cannot also be guaranteed that once they return they will be located in the exact same Job. Some organisations such as Tesco can offer these types of breaks because they may also bring benefits to the organisation.Key staffs are not lost, employees may return to work refreshed and happier and therefore more motivated also the organisation is seen to be caring for the well being of their employees. It is more common for employees over the age of 35 to take a career break rather than younger employees. * Salary Sacrifice schemes - These schemes enable employees to give up some of their gross salary to receive a form of a reward or benefit instead. The advantage of using this scheme is that the employee or employer will not have to pay as much tax or national amends.Tesco can offer salary sac rifice schemes to all levels of employees for example the options for floor staff to have a pension scheme or not. Frederick Herzberg Frederick Herzberg had close links with Maslow and believed in a two factor theory of motivation. He argued that there were certain factors that a business could envelop that would motivate employees to work harder, these are called motivators. But on the other happen there were also factors that would de-motivate an employee these are called hygiene factors So Rewards that would be part of Herzbergs theory are things such as * Bonuses -Bonuses can be a god way of rewarding employees with extra money. When they are paid a bonus this doesnt have to be done every year. They are a reward that many employees like to receive however bonuses like pay do require tax and national insurance to be paid. Other forms of rewards that tesco do not offer but could are things such as * School Fees - some employers will offer to cover or contribute to school fees as areward to the employee. This happens especially if the employee teaches or works for the school that their child attends.If an employer had a number of employees thats children went to a peculiar(prenominal) school the employee may be able to gain a discount. Loans/ advances -sometimes employees may have large expenses they have to pay for in their personal life so employers may offer part of their future wages (an advance) to be paid in to their account. Employers may also offer loans, often with a special low rate interest. * Mortgage subsides - owe subsides are payments that are given to employees to pay toward their mortgages.This reward scheme is usually used in areas where the housing is very expensive. Some organisations such as banks offer mortgage subsiders as part of their employees benefits. * Relocation Fees - A movement fee is the money that is paid to relocate an employee as part of their new or current job. There is no automatic right to receive relocation fees and some organisations will willingly pay for all expenses. This option will be placed on the type of position that the employee has in the organisation and how long they have worked for the organisation.