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Describe the theory of Taylor. Explain how it would be implemented in Waitrose.

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2A ? Alternative Motivational Theory * Describe the theory of Taylor * Explain how it would be implemented in Waitrose The Theory of Taylor Taylor stated in his theory, that an employee?s key motivator to perform at high standards is increased wages. He thought that peoples main ambition to work is for what they will receive; money. He found this out by conducting experiment at a business environment ? the findings were that when tasks that each employee are paid do are divided into smaller areas, employees became more efficient and effective at the single task they perform, therefore Taylor assumed that jobs must be split into small tasks, so that the employees will repeat the same process of the task and this will mean that the employees will work quickly and mistakes will be eliminated, as due to the employees constantly doing the same task it will lead to them becoming an expert in the area, resulting to excellent performance at the workplace. How piece rate is used in Waitrose? (Taylor at Waitrose) Piece rate could be used in Waitrose by shelf stacking, due to there being more shelves therefore packages/boxes must be unloaded and stacked by employees in order to ensure they receive higher pay. Another way is through tills, as if the employees have more customers to serve, the higher the wage they will receive as they will be paid for the number of customers served. The employees on the customer service desk could also be used to pay workers by piece rate, as the number of customers they deal with will determine whether they receive a higher or lower pay. There are employees in the bakery section and Waitrose use piece rate in this section, due to having the number of loaves of bread produced to determine their wage. How to break tasks in Waitrose? (Taylor at Waitrose) Waitrose could break tasks by having specific employees working in the deliveries stage, in which they have to unload the stock and store them in the suitable areas in the supermarket, by stacking them on the shelves. ...read more.


adapt to it, also it will mean that the workers will be rewarded through promotions, which will encourage them to work more effectively, however punishments will occur if they don't work as Waitrose demands, therefore this makes the employees at Waitrose ensure that they do not perform badly, which may give them punishments such as going down a step of authority in the company or even getting fired additionally staff will feel reassured that what they are doing is correct and the close supervision will mean that they know they are doing this correctly and can ask for help if needed. However there are negatives that may arise with this type of leadership at Waitrose. This is due to autocratic leadership not being suitable when morale is low. If staff are feeling undervalued and de-motivated to work ? an autocratic style of leadership may make this worse, as staff may feel worse if they are too closely monitored and not consulted about issues which might affect them, which will mean that there will be a high level of absenteeism, which leads to delays in productivity in the workplace e.g. this may occur through Easter holiday, as the company will need a lot of employees working due to the shop floor being busy with customers and if the employees call in sick then the company will run less efficiently, ? therefore, an autocratic leadership style would not allow for the opportunity to understand why staff are feeling deflated thus another form of leadership may be more appropriate., Another reason why it may not be suitable for Waitrose is for example, at Waitrose the employees have the right to put their views across and be involved in decision-making due to it being a Co-operative company. This is because they need to encounter advice from different areas of the business I.e. bakery section, sandwich section etc. this is due to them being more of an expert, therefore if Waitrose are improving a particular section such as the ...read more.


manager in the company as the employee may believe that they need access in showing what they can do and have opportunities to develop those skills however this is not promised to the employee as they do not have the specified qualifications for the job role additionally there are no available vacancies for the employee to be promoted and are in need for sale assistants. Therefore this means that the employee will have decreased staff moral which makes the employee feel less ambitious to work hard to perform at high standards as the managers at Waitrose are not giving the employee the chance to expand his/her skills and have opportunities to work at a higher level. * How can it be resolved? This can be resolved by the manger at Waitrose having a meeting with the employee to state that there are no vacancies available at this period of time and that they are lacking employees in the sale assistance role so Waitrose need as many employees who are sales assistants to stay put and justify to the employee that they are an important member to their business to ensure motivation is kept, by allowing the employee be put on a work-shadowing scheme for managers so as soon as there is a vacancy that they will be the ones to fill the place. * How can it be justified? The manager can show that there are no spaces for promotion and that they are very pleased with the work that they are doing and as soon as there is a space they will fill it. Snapshot of the Available Managerial Positions Across England https://atsv7.wcn.co.uk/search_engine/jobs.cgi Snapshot of the Assistant Available Positions https://atsv7.wcn.co.uk/search_engine/jobs.cgi Threes ten positions for sales assistance position roles compared to only three managerial role positions across the UK therefore showing that there is a unlikely possibility that the employee will be able to get that promotion she wants due to the lack of availability not in just her store but in others too. ...read more.

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