Explain One Theory Of Motivation Commerce Essay Example

most relevant to the current situation is Abraham Maslow's Hierarchy Theory. Maslow's hierarchy of needs posits that individuals are motivated to fulfill five levels of needs, which are explained in detail below.

As an employee of Marks & Spencer, I would like to explain how the company addresses my needs and keeps me motivated. First and foremost, the company fulfills my physiological needs. They provide basic necessities such as a free canteen and subsidized food vouchers. Furthermore, considering that many employees are students, the company also arranges subsidized accommodation near their stores for convenient living.

In addition to fulfilling physiological needs, Marks & Spencer prioritizes the safety and security of its employees. They ensure job security and maintain a healthy and hazard-free work environment. The company also provides medical insurance and emergency medical facilities, which contribute to an employee's sense of safety.

Marks & Spencer aims to provide a sense of job security to its employees by promoting transparent communication regarding future decisions. This includes announcing internal job positions, assuring employees that they will be given priority whenever a job vacancy arises. Additionally, employee counseling serves to enhance job security. The company also demonstrates concern for employees' well-being and interests, thereby fostering a sense of belongingness among them. To make the workplace more enjoyable, Marks ; Spencer may organize special days or small events without disrupting work.

There are two types of esteem: internal and external. Self-esteem, also known as internal esteem, includes self-respect and pride. On the other hand, external esteem relates to societal position and recognition. Marks ; Spencer deals with this sensitive matter by treating me fairly. They have established policies that prohibit disrespectful behavior towards

colleagues and discourage comments with sexual undertones. Additionally, their recognition policy ensures that my manager acknowledges my performance when I achieve the predetermined goals. According to Maslow's hierarchy, self-actualization represents the highest level one can reach.

As individuals progress in their development, they prioritize abstract needs such as ethics, creativity, spontaneity in the workplace, active involvement in critical tasks like problem-solving, and a sense of justice. However, these higher-level needs can only be fulfilled after satisfying the lower-level needs in the hierarchy. The hierarchical agreement suggests that the five levels of needs are organized based on increasing significance, beginning with physiological needs. According to this theory, once needs at one level are adequately met, they cease to serve as motivators and individuals proceed to fulfill needs at the next level.

While prioritizing profits is important for all businesses, it is equally crucial to value the people within the organization. To achieve this, management should recognize the various factors that drive employee motivation. By doing so, they can make decisions that benefit both the business and its employees. At Marks and Spencer, it is recommended that managers embrace Maslow's theory which suggests that once individuals' basic physiological needs are fulfilled, their needs progress towards safety and beyond until reaching self-actualization. This theory can serve as a powerful motivator for employees to enhance their performance. Nevertheless, it is worth noting that not all workplaces adhere to this hierarchical approach towards motivation, despite its widespread use and historical significance.

Safety demands can sometimes be more important than physiological demands, and the order of demands can vary. Despite some limitations to this theory, I believe that by following Maslow's theory, managers can

increase employee motivation levels, leading to improved performance and ultimately benefiting Marks & Spencer by keeping customers satisfied and maximizing profits. Most importantly, this approach will ensure that the company's workforce remains happy.

TASK 1 ANSWER B

STEREOTYPING (Generalizing)

Stereotyping is when fixed judgments are made about a specific group of people based on factors like race, color, and religion without considering additional knowledge about individuals or the community as a whole.

Generalizations about individuals with limited or no self-awareness can be misleading and unjust. Making assumptions about people based on their race, color, or religion is risky. These assumptions can be positive or negative, but it is unfair to judge individuals without knowing anything about them. The human mind is always intricate, often leading us to create stereotypes. For example, when we see two old men in coats and with walking sticks while walking alone at night, we may assume that we will be safe because of a stereotypical image that they won't cause any trouble. Some common stereotypes include the belief that women are talkative and all politicians are corrupt.

Despite the potential for exceptions, stereotypes can cause significant damage to different aspects of society, such as race, religion, and humanity as a whole.

An Example of Stereotyping Based on Personal Experience

While I was traveling in the United States, a country that is both stunning and vast, I came across several people who immediately made assumptions about my background. They assumed that I originated from a developing nation. One encounter stands out vividly in my memory when someone I met expressed derogatory views about India.

When he learned that I am Indian, he focused on me, noting that I come

from a third world country with significant poverty and corruption. He had preconceived notions about Indians. However, when I politely mentioned India's achievements such as reaching the Moon, having the third largest army in the world, a thriving economy, and a large number of doctors and engineers, he was astonished. He acknowledged that his perception of India was stereotypical and far from reality.

HALO EFFECT

The Halo Effect is when an individual or product is perceived positively without considering any negatives. Apple's launch of the IPod provides an example of the Halo Effect - it was assumed that their Mac books would also have increased sales, but this turned out not to be true. Generally, if we believe one product from a company is good, we often assume their other products will also be good without further investigation. In 2002, Pepsi introduced Pepsi Blue in India, capitalizing on the success of their Pepsi Cola, Mirinda, and other beverages. Like many others, I too believed that since their other products were enjoyable, this new drink would also be pleasurable.

Pepsi had to discontinue Pepsi Blue in 2004 because customers found it too sweet. Similarly, just like any other business, Tesco has a duty to fulfill its commitments to internal and external stakeholders for success. These stakeholders can be individuals, organizations, or groups affected by the company's actions. This assessment will focus on my current employer, Tesco, and evaluate their performance in meeting or disregarding obligations and responsibilities towards their stakeholders.

Tesco, the leading supermarket in the UK and Northern Ireland, operates across multiple sectors including banking, finance, insurance, and retail. Despite facing challenges in meeting stakeholders' expectations, Tesco remains dedicated

to fulfilling them. Their primary objective is to offer budget-friendly products without compromising on quality – a commitment reflected in their motto "Every Little Helps." As a result, Tesco goes above and beyond to ensure customer satisfaction through relentless efforts.

The popular nine card enables customers to accumulate points while shopping, which can later be exchanged for cash vouchers or used for online and in-store purchases. This reward system motivates customers to select Tesco as their preferred shopping destination. Tesco offers a wide range of affordable products without compromising on quality, including food items tailored to the local community's preferences. If a customer is unsatisfied with a product, they have the option to exchange it or receive a refund. Ordering groceries and other items online is convenient and time-saving for customers. Tesco prioritizes providing its customers with fresh and high-quality food options. Lastly, employees are acknowledged as the key internal stakeholders within the company.

Tesco strives to ensure that its employees are happy, as they are essential for the company to operate. The company implements various measures to ensure equal pay for employees doing the same work and provide opportunities for advancement. They have an internal program called "options" where employees who have been with the company for a while can join and receive training to become a Line Manager and then progress to a director role. Furthermore, every employee has the right to join the Union USDAW, which Tesco has partnered with, by paying a monthly fee. In case there are any issues that the management cannot resolve, employees can approach the Union for assistance.

If an employee is terminated illegally or experiences a workplace injury, they

can approach the Union for assistance. In cases where an employee is dissatisfied with their line manager and cannot resolve the issue, they can reach out to their Personal manager who will investigate. Tesco ensures that there is no racial discrimination and employs individuals from all races in its stores. All Tesco shops adhere to proper Health and Safety regulations. Employees are eligible for a 10% discount privilege card after completing six months on the job.

Tesco takes several measures to ensure employee satisfaction and motivation. Despite the recession, the company managed to make a profit of ?3.13 billion for the year ending April 2009 and fulfill its shareholders ( source ). Tesco is committed to recycling materials such as plastic and cardboard, contributing to environmental sustainability. The company also donates money to various charity organizations, with every cash withdrawal from a Tesco ATM resulting in a donation of 0.0125p to the Muscular Dystrophy Campaign. Additionally, Tesco invests heavily in Green Technology to reduce CO2 emissions. As one of the largest private employers and taxpayers in the UK, Tesco also supports the government in raising tax revenue.

Criticism has been directed towards Tesco for not meeting its obligations to stakeholders in certain countries. Some employees have complained about heavy workloads and staff shortages, which increase work pressures. The company's hiring procedures have also faced scrutiny, as some positions are filled through employee referrals without following proper protocols. One specific accusation is that Tesco sent over 5000 metric tons of fresh meat past its sell-by date to the National Grid for electricity generation in around 600 UK homes. While Tesco argues that this contributes to power generation,

Viva (Vegetarians International Voice for Animals) argues that people would be shocked to discover their electricity comes from wasted meat. They express concerns about the unnecessary killing of numerous animals and resulting waste. This information was obtained from Telegraph. Moreover, excessive ordering practices at Tesco lead to a significant amount of bakery and fresh food items being wasted, while many individuals worldwide struggle just to access a single loaf of bread for daily consumption.

Tesco, along with other companies, is accused of taking advantage of cheap labor in countries like China to lower production costs. Workers in these countries are paid low wages and have poor working conditions, with allegations of child labor as well. Some customers feel that Tesco's prices are not as competitive as those offered by rivals ASDA and Sainsbury's. To maintain its position as a market leader, Tesco needs to address these concerns and ensure the satisfaction of all stakeholders. In today's world, technology plays a crucial role in helping organizations achieve greater market success and transform their business promotion strategies. The use of technology can result in significant time savings for businesses.

Savingss - Attempt: Work can be easily and simply done and retrieved. Simple Storage solutions: It is more secure to keep all the papers in the system rather than on a desk. Encourages volume and range of business: It could help elevate our business to its highest level. Efficiency: Makes the business more efficient for the clients. Initially, in Tesco, the largest supermarket in the UK, there were only manual check-out procedures. This was often characterized by long waiting lines during busy times, with employees scanning items and assisting

customers at the check-out.

Tesco and other supermarkets have implemented Self-Checkouts, allowing customers to scan and pay for their own purchases. This has resulted in cost savings for Tesco as they have reduced the number of staff at the checkouts. However, there are disadvantages to this method, as I personally experienced. While using the self-checkout, I encountered a problem with confectioneries from the in-store bakery that did not have barcodes. There was one staff member responsible for assisting customers at six self-checkout counters.

Searching for points manually took a long time and made me impatient. Even though the staff at the self-checkouts helped me, it still took about 10 minutes to complete my transaction. If the staff had done the check-out manually, it would have taken less than 5 minutes. Many other customers have also found the self-checkout process to be annoying. Therefore, technology should be used to support and improve the business, not as a means to inconvenience people. When used properly, technology can provide maximum benefits. Most companies now offer voice recognition customer service to save costs. Customers call a service number and have to speak clearly to select the right option, which is then recognized by the system and answered accordingly.

My experience with naming 3 Mobile for my measure question was extremely frustrating. Even though I spoke clearly, the voice acknowledgment system did not understand me clearly. I had to repeat myself two to three times and spend about 10 minutes on the phone before I could speak to a person. It was really frustrating to use their system.

Decision

Therefore, before implementing any new system, the staff should be properly trained

and customer feedback should be taken into account. Only then can technology provide the best results. This clearly explains that "Technology should serve us, not control us."

The cultural web, developed by Gerry Johnson and Kevan Scholes in 1992, offers a method for examining and changing an organization's culture. It allows one to uncover cultural assumptions and patterns and align various management elements with the organization's strategy. The cultural web comprises six elements referred to as the "paradigm", which includes the work environment: Narratives, Rituals and Routines, Symbols, Organizational Culture, Control Systems, and Power Culture. It represents what people discuss regarding the company and its reputation in the market. Tesco, the UK's largest supermarket, is an example of this.

Customers at Tesco can expect to receive value for their money and earn loyalty clubcard points with every purchase. Additionally, employees take pride in working for a reputable company like Tesco. Within Tesco, staff members collaborate and report to their line director, who in turn reports to their director. Customers are aware that they will receive excellent customer service at Tesco, which is demonstrated through the daily interactions between staff and customers.

The distribution of power within Tesco varies depending on the job roles. For instance, a store manager at Tesco is empowered to make decisions for their store and must communicate those decisions to the head office. However, there are certain important decisions that are made by the Chairman of Tesco and are then relayed to the different stores and departments. Identifying Tesco is simple, as their slogan "Every Little Helps" instantly comes to mind, and one can be confident that Tesco offers high-quality goods at reasonable prices.

Staff

at Tesco are required to wear either a blue or red uniform with a unique Tesco logo. This distinguishes them from customers and helps customers identify who to ask for help in the store. It also serves as a way to track the business's profits and other activities. In addition, after achieving permanent employment at Tesco, an employee has the opportunity to pursue "options" for further training to become a line manager and eventually a manager. Each employee is rewarded based on their individual performance.

Tesco, the largest supermarket in the UK, has a matrix organizational structure where each section is given their own work and reports to their line directors, who in turn report to their directors. For example, in my role at Tesco in the Dairy division, my line director assigns me a section to complete and report back to him. In the morning, he reports to the day director, who then reports to the Store Manager. Tesco, as the largest supermarket in the UK and one of the largest private employers, faces challenges in managing a multicultural workforce. Each individual has different capabilities; some may complete a job quickly while others may take longer. The manager should be aware of this and treat staff accordingly, regardless of their race, religion, or background.

During Ramadan, Muslims must break their fast at a specific time. Therefore, the director needs to adjust their break time accordingly to allow them to break their fast. Additionally, if they need to pray, a designated prayer room should be provided.