Introduction: chances for growth or aim for

I am going be talking about how Tesco motivate its employees through different
ways, comparing the use of motivations theories in Tesco and lastly ways of
improving the motivation in Tesco.

Staff or Employee motivation is a
very vital feature at the workplace which can guide and lead department to
their highest performance and even the organisations. Motivating staff will
always needs to be a fixed routine.

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There are numerous of methods which
are been used by Tesco motivating their staff for instance,

Maslow’s theory
of motivation is a ladder or hierarchy which possesses a set of motivation
system Maslow stated that people are motivated to achieve certain needs. When
one is fulfilled, a person seek fulfil the next and will climb their way up the
pyramid. The hierarchy included five motivational and Tesco are using and
motivate their employees in the following ways

Physiological needs:
this include Tesco’s working work place. Tesco offer enjoyable working
condition, a good and stable amount of pay, flexible working and employee’s
facilities and basic needs. This is the plain needs which are delivered by them
to their employees and once the requests are fulfilled then the staff can aim progressing
up the hierarchy.

Safety needs:
Tesco offering contracts, Tesco workers are offered a sense of work safety and security.
For example, pension’s schemes and sickness scheme and are also offer to join
the trade union which provide security and safety for Tesco’s employees. Once
staff feel their physiological are been fulfilled then they can work towards
fulfilling their social needs.

Social needs:
Tesco are always offering equal chances and opportunities, a friendly and good
working conditions, holiday and some other activities such as gym and fitness

Tesco are always praising their employees who works extremely hard. The company
has a unique system call “appraisal” which helps them find individual
contributions and their importance to the company and they do celebrate

Self-actualisation needs:
Tesco offer personal development plans and opportunities to their staff. This
will identify staff skills and the obviously the talent and they put the all in
a position to aim improve their chances for growth or aim for promotion. This
will make and push employees work extremely hard as they wish to go up the
hierarchy within the company.


and employee at Tesco it’s always not about getting food pay but there are some
great opportunities offered for example packages of other methods to help and
employee make more money on daily basis, and employee can secure its future and
healthy and loyalty cards. This can help the staff in increasing the level of
their moral and motivation in Tesco.



Elton Mayo’s theory: he looked at the
result of early motivation theories and started that psychological and social factors are playing a huge role in productivity. In 1930s he
stated that motivation at workplaces is promoted by the following factors:

Great communication: Tesco have excellent communications with their employees because
they know that greater communications increasing motivation within Tesco and
the staff will frequently know what they doing. 

Good teamwork: Tesco is a company who are always happy to have excellent team
work and get involve and are carrying out different tasks at a short amount of
time. Working as a team/together increasing motivations within Tesco and it
encourage employees to do specific job successfully.

Showing interest in others: Tesco listen to what different employees have to say and the
views of others. This increases staff motivations as they are seen as important
within the company.

Involving others in
decisions making: Tesco mangers make some
decisions based on the opinions of their staff within the company. This
increase the level of motivations of staff as they will feel they’re been
listened to and are involved in the organisation.

Ensuring the wellbeing of
others: Tesco offer sick-paid leave for
employees. Support is also offered to employees who are mentally unstable and
this ensures that employees are well looked after and this shows that the
wellbeing of employees is something Tesco feel is very important.

Ensuring work is
interesting and non-repetitive:
Tesco offer their employee’s different sort of tasks on daily basis to make
sure their employees aren’t bored. This helps employees increase motivation
with Tesco as employees are normally interested in doing different takes rather
than sticking to the same place.


















Taylor’s Theory: In 1911 Frederick Taylor circulated one of the initial
motivational theories. Looking at Taylor´s investigation, people worked morally
for money. During the early years of the car assembly industry, work on a
production was based on producing the amount work and was kind of boring. They
were paying the Employees for every item they were producing.

This method of paying employees by the outcomes was pretty
good for the business. The result were better production but there weren’t big
chances, Inspiration or time for employees to think for themselves or be
creative in what they did. This limited people’s development and their use
within the company.

Tesco’s Employee Reward Programme has some similarity
to Taylor’s theory. Its financial reward packages are one motivating factor.
However, there are factors other than money which motivate people in both their
personal and working lives.  Tesco goes far beyond Taylor and gives more
than just simple pay increases. It supports the varied lifestyles of individual
employees through relevant and targeted benefits.

Many non-financial factors can and do motivate
employees to improve their output. One such factor may be the desire to serve
people; others may be to improve personal skills or achieve promotion. A person
may be motivated to be a professional footballer not because of the salary but
because they love football.


Employees are
more motivated if they feel content in their work. This often happens when their
employer creates a good working environment where employees feel valued,
generally through increased communication and being asked for their opinions.
Employee motivation is also likely to be higher if the organisation invests in
its staff through training and development. In turn this enhances their 

Every year Tesco
invites its staff to take part in a staff satisfaction survey called Viewpoint
which gives them the opportunity to express their views on almost every aspect
of their job. The results from the survey help Tesco make sure it is offering
the right things to its staff to keep them motivated.