motivation: Improving Staff Performance

The difference between the process and content theories is that, the content theory assume that people have a set of needs that they pursue and it is what motivates employees and process theories assume that an individual is able to select their own goals and choose how to achieve them through a process of calculation and it deals with how does something motivate employees. An example of a process theory is Victor Vrooms theory of expectancy. The expectancy theory is made up of three steps these are effort, performance and reward. An organisation would use this theory as it shows that if employees put in effort at their performance will show this and they would be rewarded with incentives and their wages.

  

Tesco motivate their employees by many different ways these include :

•         Tesco give their employees the chance to all of their employees that have worked for Tesco for more than a year the chance to save up to £50 every 4 weeks for either 3 or 5 years and receive a tax-free bonus at the end. Employees can use your savings and bonus to buy Tesco shares at up to 20% less than the market price, or take their earnings.(Tesco- Careers share our success,2011)
•         Tesco employees are also given a staff privilege card, this allows them to be able to receive 10% discount in store and extra club card points. (Tesco - Careers staff privilege card ,2011)
•         Tesco give their employees give their employees incentives in order to keep them working hard and motivated, the employees are given discounts on theme parks, holidays and gym memberships which are available all year round.  As Tesco likes to reward hard work from employees they also have special offers throughout the year in order to make sure all employees receive their reward. (Tesco- Careers childcare vouchers,2011)

The expectancy theory relates to tesco in the way that due to employees putting in effort at work it relates to their performance and helps to portray a good image of tesco to their customers. As Tesco employees work hard they are given different types of rewards such as discounts and this motivates the employees to work harder due to this way of motivating the employees performance is even greater and employees gain more rewards.

In conclusion what can be seen form the data shown is that tesco is able to improve their staff performance very effectively by offering their employees lots of incentives and rewards they are able to motivate their employees to work harder in order to gain their rewards. This leads to an improvement in staff performance as they would all want to receive rewards, this leads to the working environment being more comfortable and Vroom’s expectancy theory shows that employees want different rewards and that by companies motivating their staff members the employees will be able to reach to reach their goals and work harder in the process.