Xyz started in 1919 with only one man, Jack Cohen, who was a market stallholder selling groceries in London. Xyz was formed by a merger with ABC from whom they used to tea for the sale on the stall. The first store was opened in 1929. After that, Xyz has almost expanded across the world. It has now more than 2,200 stores which also includes hypermarkets and also Express outlets which helps in meeting different needs of the customer.
It also offers alternative goods and services such as insurance, banking and online shopping. It has a net profit of around £3.4 billion and has also become the largest of all the British retailer. It is also one of the world's leading retail outlets amongst three continents. Xyz's total workforce worldwide has over 468,000 employees.
To support the growth, Xyz needs staff that are highly motivated, flexible, well-trained and also who recognises the needs of the customer. Xyz recognises that employee motivation is highly essential for the growth of the company.
In the case study, it is given that Xyz motivates its employees by enhancing their knowledge, skills and it also provides job satisfaction through training and development. This was provided with the help of timely rewards and recognition.
Benefits of motivated staff
Motivated employees are hard workers and they achieve greater
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Also, it ensures that the employee is working in a partnership with others which would help and improve the business for customers. The aim of Xyz is to motivate its employees both by enabling the satisfiers and also by paying attention to hygiene factors. Like it motivates its employees by timely communication and also by delegating responsibility and involving them in decision making. Every year forums are being organised for the employees. These all shows the work that Xyz do for its
“Motivating Employees” is a book about how employee motivation is driven by companies that invest and grow their employees. One of the most important traits of highly effective and successful companies is that employees are happy and have fun at work. Leadership is not assaulting your employees, but to lead your employees you need to motivate by using caring,
The term motivation and empowerment is a universal concept that is hoped to work towards the good of any organization. Motivation and empowerment does not come from rewards to employees but instead, recognition, responsibility and advancement. Leaders who are effective in motivating and empowering their staff have acquired a great achievement, which can increase efficiency, and self development of skills and abilities. When employers are concerned about the welfare and needs of their staff, this provides trust among staff. The purpose of this paper is to compare motivation and
Employees should always be motivated; this attracts talent, opens up new channels for innovation and creativity and brings in a sense of satisfaction among them which helps the growth and development of the organization.
Clearly defined goals as they relate to the organization can motivate employees through goal setting. Goals challenge to employees to make them want to explore new technology, ideas, and gain insight from a diverse workplace. Additionally, giving employees more responsibility will make them believe they have contributed with a sense of higher importance. Without motivation in the workplace, a business will suffer from the lack of efficiency from employees. Perhaps the most significant of increased employee motivation is that of increased productivity (staff@incentives.com, 2010). Therefore, it is important that employers give their employees an opportunity to work hard for their reward to obtain a high level of performance, which is an essential to the success of any business.
Every organization no matter how large or small has goals they wish to meet. Each organization will have changes in its future and has to have certain set goals and objectives in place to help map out their course of action that will lead to their desired end result (Martin, 2009). In order for a company to successfully meet their final goal it is important for them to continually motivate their employees. According to Organizational Behavior by David Baack, motivation is what starts, maintains and stops behavior (Baack, 2012). Organizations each have their own way to set goals and motivate their
The success of any business depends on the productivity and satisfaction of its employees. Employees need to be motivated to work. Motivation can be defined as the inner force that drives individuals to accomplish personal and organizational goals. Motivation can be either intrinsic or extrinsic. For an individual to be motivated in a work situation there must be a need, which the individual would have to perceive a possibility of satisfying through some reward. Intrinsic motivation stems from motivations that are inherent and arise from performing the task of the job itself, which the individual gets a feeling of either positive or negative motivation as a result of
Reward and recognition programs must connect the needs and expectations of the workforce with the company’s overall goals and strategies. A program that reinforces important company values and goals will encourage employees to act in line with such goals and emphasize the importance of achieving these goals. Alternatively, rewards which do not connect with organizational goals may convey a misleading message and encourage employees to act in a manner that does not facilitate the
This essay identified motivation theories and showed that there are more than financial ways to motivate employees and that effective leadership is also a great motivation for the workers. Unfortunately, the
Keeping employees motivated in addition to creating incentives and/or additional ways for employees to receive more compensation will create better performance overall within an organization. Contrary if company B gives their employees incentives to perform, without any motivational tactics they probably will not have as many top performances as company A, in addition the company may only seek short term rewards verses have long term success. Lack of motivation for employees within an organization, can cause long term damage for the company’s success. Different things motivate everyone; therefore there should be a system in place to keep employees motivated for the long term success of the company. In the MBM textbook under the concept of incentives, compensation, and motivation, there are a couple of different views of how it should be applied within an organization. We will discuss The Social Role of Profit, Personal Profit and Losses, and the way Market-Based Management view how incentives, compensation, and motivation should be applied and the things that effectively drive employees’ actions while at work.
The key to an organization's success is motivation. Motivation of employees is one of the most important issues facing education today. The need to instill our employees with motivation is becoming more important especially with the shift towards a more socially and culturally responsive workforce. Knowing what motivates employees, how to provide a motivational plan that includes incentives both traditional (money) and nontraditional elements, keeping our focused on the plan and giving them the tools they need to make the plan successful, and what effect will the motivational plan have on the working atmosphere of our organization are all vital topics to tae into
It’s important to have motivated workforce, so it can enhance productivity of company. IKEA makes sure to understand its staffs and wat motivates them. Besides satisfying their basic salary needs, IKEA ensures that job security is assured for each worker by valuing all workers and creating this sense of belonging n the company. Each worker has equal opportunities for promotion and career advancement. Motivation is also important between staffs themselves and with IKEAs friendly working environment has helped improve working relationships in every individual staff. Each human has different needs in their lives, so knowing what they desire is important to management. It can be associated with Maslow’s Hierarchy Motivation Theory (Griffin, R. (2014) Fundamentals of Management (7th Edition, pg.15) stating “people are motivated by a hierarchy of needs, including monetary incentives and social acceptance”. There are no best motivations method, however, motivation is based on individuals or the
Being rewarded and recognised for their work or contribution is what keeps an employee motivated to work towards achieving the organisational as well as personal goals. When the employees is motivated by rewards, they will have job satisfaction consequently increasing the productivity of the organisation. It necessitates the need of managers to pay more attention in understanding their employees and come up with suitable types of reward systems for the organisation so that the employees are intrinsically and extrinsically motivated all the time. The hypotheses that I put forward here is to support this statement that effective reward management is critical to
Employees’ motivation is an important theory, to maintain the interest in employees i.e. if employees are motivated with Company’s culture, compensation, training programs and rewards and transparency in work; they would like to share more ideas to Company which could assist to influence the Company’s financial aspects.
There are as many different methods of motivating employees today as there are companies operating in the global business environment. Still, some strategies are prevalent across all organizations striving to improve employee motivation. The best employee motivation efforts will focus on what the employees deem to be important. It may be that employees within the same department of the same organization will have different motivators. Many organizations today find that flexibility in job design and reward systems has resulted in employees ' increased longevity with the company, improved productivity, and better morale.
The main purpose of this research is to identify the relationship between the employees’ motivation and the job satisfaction. The motivation can be rewards, intensives, greetings, appraisal, and good working condition. Without the incentive organizations can 't receive the higher level of employee job satisfaction. Inappropriate motivation and lower level of job satisfaction would cause the higher level of absenteeism and employees turnover. In this research case study organization