Primark's Organizational Structure

Motivation is having a reason or reasons to act/behave in a particular way. It creates “drive” in people whether it is in pursuit of a goal, or the need to complete an activity. It produces enthusiasm and a willingness to achieve in both a work environment and in your personal life. Motivation can be increased and decreased in line with the incentives on offer.

The Equity Theory touches on the effects these situations have on the employee’s motivational level. In society today employees are constantly comparing how they are

Motivation is the force that makes us do things: this is a result of our individual needs being satisfied (or met) so that we have inspiration to complete the task.

Inkson and Kolb discuss the issue of expectancy theory, which is how an employee values the outcome of putting in a lot of effort in order to achieve a goal. ?Motivation declines when there is uncertainty of the lineages between performance and effort? (Inkson and Kolb, 1999, p.327) Outcomes can include bonuses and or praise (extrinsic rewards) and feelings of accomplishment (intrinsic rewards).

Motivation is a very broad term that is discussed in a variety of settings. There is the motivation to perform in a business setting, the motivation to perform on the field of competition, the motivation to provide for friends and family, and the motivation to accomplish goals that have been set. These are all various motivations that any one person can be involved with at any time. According to Maslow, motivation always exists within a person and in various forms, “...motivation is constant, never ending, fluctuating, and complex, and that it is an almost universal characteristic of practically every organismic state of affairs” (Maslow, 1954). As complex as motivation seems, it is everyone’s intention to identify their personal

Primark has functional structure in order to ensure that every organizational aspect is being grouped according to its principle. With such type of business, it consists of various marketing division, like a production division and sales division. Primark is operating with tall structure.

Motivation is defined as having a strong reason to act or accomplish something. This reason to act could be a variety of things. The motivation one receives can also come in many forms. For some, the act for themselves; others act for someone else. Still others receive their motivation from another who has complete faith in them to accomplish their task. In the epic poem The Odyssey, by the Greek poet Homer, the main character, Odysseus, is motivated to return home by the courage he receives from the goddess, Athena.

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

Identify what type of organization is Primark and discuss its purpose. In addition identify and discuss the purpose of one organization within the following categories

Motivation according to Kelley (2014) is the ‘process through which managers build the desire to be productive and effective in their employees’. If an employee is motivated, they are more likely to be productive and generally staff turnover is low. The problem of worker motivation is that workers are not seen as humans, they have a lack of freedom at the workplace and lack of job fulfilment. Taylor and McGregor Theory X argue that there is not a problem with worker motivation, workers will be obedient because of fear of losing their job motivates them to do well. Whereas Maslow and McGregor’s Theory Y argues that there is a problem with worker motivation because of class conflict between the worker and the manager. The

Motivation is the reason or purpose behind action, or what causes one to act in

The equity theory conceived by J. Stacy Adams is based premise that "people gauge the fairness of their work outcomes relative to others, any perceived inequity is a motivating state of mind" (Schermerhorn, Hunt, and Osborn, 2005, p.10, chpt.6). This theory when applied to a sales force would not be the best method to motivate this employee group as to what is deemed fair by a team leader could be perceived as unfair by the

The literature review, explain the theories which are related to the case study’s problems in order to the motivation and satisfy employees’ needs. There are three important theories include; organizational motivation justice, Maslow’s hierarchy needs theory, and expectancy theory.

‘Motivation’ is derived from the Latin term ‘movere’ that means ‘to move’. Thus, motivation is a process that starts with a physiological or psychological deficiency or need that activates a behaviour or a drive that is aimed at a goal or incentive (Luthans). Broadly speaking, motivation is willingness to exert high levels of efforts towards organizational goals, conditioned by the efforts’ ability to satisfy some individual needs (Robbins). Need means some internal state that make certain outcomes appear attractive. An unsatisfied need creates tension that stimulates drives within the individual. These drives generate a search behaviour to find particular goals, that if attained,

Behavior based motivation such as Equity Theory, Expectancy Theory and Reinforcement Theories are built on the premise that employee behavior is directly linked to the consequences of their actions.