Practices of

Employee
Motivation in the
Organisation
Student’s Name:

Date:
 TABLE OF CONTENTS

Introduction....................................................................................................................................................................... 2

Benefits of Motivated Employees.............................................................................................................................. 2

Employee motivation based on “Maslow’s Hierarchy of Needs”..................................................................3

Employee motivation based on “Fredrick Herzberg’s theory........................................................................4

Further Discussion.......................................................................................................................................................... 5

Conclusion and recommendation............................................................................................................................. 6

References.......................................................................................................................................................................... 7

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 Practices of Employee Motivation in the Organisation

INTRODUCTION

Employees are considered to be the most important asset of any organisation. In order
to sustain in a competitive market, an organisation must have a motivated and expert
workforce. For several reasons, employee motivation is important but mainly because it
allows the organisation to meet its goal. An organisation without motivated workers will
bring it to a risky position. Motivated employees will increase productivity and help the
organisation to achieve a greater level of output (Adair and Allen, 2020). If the employees are
not motivated they would probably do unproductive work for personal pleasure or even look
for a new job. This will be a total waste of resources and time.

Now it comes to HR to evaluate the level of motivation within the employees and
improvise on effective methods. This report will focus on effective ways that can be adapted
by the manager of Sainsbury’s to improve motivation for employees in the context of several
motivational theories.

BENEFITS OF MOTIVATED EMPLOYEES

Factors influencing Benefits derived

Increase in employee commitment
Improvement in employee satisfaction
Enduring employee development
Improvement in the efficiency of employee
A motivated employee will usually give their
best effort in the job they are assigned to
Employee satisfaction will lead to higher
prosperity for any organisation
Once the employee reaches their primary
goal they will recognise the link within their
effort and outcome which will result in
further motivation for them to reach an even
higher extent
In order to get the best result out of the
employee, the employee needs to have a
balance between the ability to work and a
willingness to perform the work. This
balance will help to achieve greater
productivity and improved efficiency.
(Chopra, 2020)

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EMPLOYEE MOTIVATION BASED ON “MASLOW’S HIERARCHY OF
NEEDS”

Conferring to “Maslow’s Hierarchy of Needs”, a person’s basic needs must be

fulfilled for them to become motivated to attain a higher level of productivity. Based on this
theory, the manager of Sainsbury’s can be suggested to satisfy the basic necessities of the
employees to escalate their motivation. These needs are characterised at a hierarchical level
and should be fulfilled in ascending order (Barrow et al., 2019). The level of needs in
Maslow’s theory includes Philological needs (food, clothing, and shelter), Safety needs
(pension, insurance plan, and security of job by removing the fear of dismissal), Social needs
(love and affection, acceptance by others, to belong and credit), Esteem needs (respect,
promotion, confidence, and competence), Self-realisation need (realising self-credibility)
(Collinson et al., 2020).

Fig: Maslow’s Hierarchy of Needs

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EMPLOYEE MOTIVATION BASED ON “FREDRICK HERZBERG’S
THEORY

Fredrick Herzberg’s “Two Factor Theory of Motivation” is based on two key factors.
They are “motivating factors” and “maintenance or hygiene factor” (David and David, 2019).
According to Herzberg’s survey on 200 engineers and 150 accountants employed in a firm in
Pittsburgh, the factors constantly relating to job satisfaction are motivating factors and the
factors that bring unsatisfactory results are the maintenance factor or the hygiene factors. The
nonappearance of hygiene factors causes disappointment but their existence does not provide
a lot of motivation. Maintenance factors and motivating factors are listed in the table below:

Maintenance or hygiene factors Motivating factors

Company policy and administration Achievement
Technical supervision Recognition
Interpersonal relationship with peers Work itself
Interrelationship with subordinates Advancement
Working conditions Growth
Salary (These are the essential or motivating factors
Personal life
Status leading to higher satisfaction)
Security (Lynch, 2018)
(These are the external or hygiene factors if
passable can prevent dissatisfaction)

Considering the factors in these theories the manager of Sainsbury’s should guarantee the
needs of the employee for improving the motivation of the employee. On that basis,
incrimination, attractive bonus schemes should be introduced to the employees on reaching
the target they were given to achieve. Such programs will have a positive impact on
motivating the employees further to attain the organisational goal and cumulate performance
and output.

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FURTHER DISCUSSION

Provision of Incentives can play an important role in employee motivation. This can
be introduced as “learning incentive” to employees which will help them educate and train
themselves and gain confidence (Brown, 2019). Sainsbury might use “learning incentives”
such as education loans, work flexibility for attending classes, online and offline courses, etc.
Improvement of educational skills and knowledge will subsidise a huge improvement in the
profitability and generate sophisticated workforce, eventually beneficial for the company’s
future growth (Chopra, 2020). All of these will fulfil the need for education among the
employee which will gain them higher self-esteem, satisfaction and motivate them to perform
better at their workplace. The terms satisfaction and motivation are closely related. A
satisfied employee will most likely be highly motivated to deliver the task they were
appointed to.

Moreover, training and development will also create substantial motivation for the
employees. This will as well increase their self-worth and gain confidence in their capabilities
due to the skills and knowledge they will be acquired during the training (Lewis, 2019).
Enhanced skills and abilities will not only create motivation among the employee but also
help Sainsbury’s to maintain employee preservation rate.

Affirmation and feedback are considered to be one of the core elements of motivation.
Sainsbury’s can develop a productive feedback system to help employees to detect their flaws
and deficiency and positively focus on them to rectify or improve. This will develop strong
determination within them. This will also bring the employees recognition based on their
capability and effort (Freddi, 2019). Superiors must encourage employees to improve the areas
of their weaknesses and help them with the necessary training and resources.

Using these methods and ideas of motivation Sainsbury’s will be able to distinguish
the skills and abilities of the employees and make the best out of them. The manager of
Sainsbury’s should have a transparent relationship with the employees through cognitive-
communication since communication and transparency is an important factor for motivation
(Pidd, 2019). This will make the employees think of them as a part of the operation and the
organisation.

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CONCLUSION AND RECOMMENDATION

Nothing is more harmful to an organisation than a demotivated employee as it has a

severe drawback of unproductiveness as well as diminishing valuable time and resources. So,
employee motivation is highly recommended for any organisation through recognition,
appreciation, incentives, training and development also by satisfying their basic needs. An
organisation can never aim for higher productivity without the aid of skilled and motivated
employees.

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 REFERENCES

Adair, J. and Allen, M., 2020. The Concise Time Management And Personal Development.
12th ed. London: Thorogood.

Barrow, C., Barrow, P. and Brown, R., 2019. The Business Plan Workbook. 9th ed. London:
Springer.

Collinson, S., Narula, R., Qamar, A. and Rugman, A., 2020. International Business. 11th ed.
Manchester: Wiley.

David, F. and David, F., 2019. Strategic Management. 9th ed. London: Pearson Education
UK.

Lynch, R., 2018. Strategic Management. Harlow, United Kingdom: Pearson Education
Limited.

Brown, A., 2019. Organisational Culture. London: Financial Times.

Lewis, M., 2019. Operations Strategy. 12th ed. London: Pearson Education UK.

Freddi, D., 2019. Digitalisation and employment in manufacturing.

Pidd, M., 2019. Management Science/operational research: Cases and readings. European
Journal of Operational Research, 13(3), p.327.

Chopra, S., 2020. Supply Chain Management. New York: Pearson Education Limited.

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