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Motivation. Douglas McGregor in his book; The Human Side Of enterprise, examined theories on behaviour of individuals at work, and he has formulated 2 models, which he calls Theory X and Theory Y.

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Motivation Its often said that the best businesses have the best motivated workers, because well-motivated employees are usually characterised by: Higher productivity, better quality work with less wastage, a greater sense of urgency, more employee feedback and employees working at 80-95% of their ability. De-motivation can lead to low productivity, poor production, strikes/industrial disputes and complaints about pay and work. There are many theories that are available to businesses to improve the performance of their workers; I have looked at these below: Douglas McGregor Douglas McGregor in his book; "The Human Side Of enterprise", examined theories on behaviour of individuals at work, and he has formulated 2 models, which he calls Theory X and Theory Y. Theory X Assumptions: * People inherently dislike work * People must be controlled to do work to achieve objectives * People prefer to be directed Theory Y Assumptions: * People view work as being as natural as play and rest * People will exercise self direction and control towards achieving objectives they are committed to * People learn to accept and seek responsibility McGregor realises that some of his theories he has put forward are unrealizable in practice, but wants managers to put into operation the basic assumption that; Staff will contribute more to the organisation if they are treated as responsible and valued employees. Frederick Herzberg Frederick Herzberg, contributed to human relations and motivation with 2 theories of motivation as follows: * Hygiene Factors * Motivation Factors Herzberg analysed the job attitudes of 200 accountants and engineers who were asked to recall when they had felt positive or negative at work and the reasons why. Herzbergs' first component in his approach to motivation theory involves what are known as hygiene factors and includes the work and organizational environment. These hygiene factors include: * The organisation * It's policies and administration * The type of supervision people receive while on the job * Interpersonal relations * Salary * Status * Job Security These factors do not lead to higher levels of motivation, but without them there is dissatisfaction. ...read more.


We can see that Egg uses this style of management, as their managers constantly have meetings with staff and get to know them etc, which also leads their management style into Laissez Faire. The Lassiez Faire leader allows staff to develop their own ideas and follow them where they wish to go. The leader will manage their decisions. It is a very laid back, minimal style of leadership. This type of management is the most motivational style and staff can respond well to this type of environment and it can be productive if well managed. Some staff, those that are not well self-motivated, can lose direction. The leader must ensure that everyone is pulling in the same direction! Another style of leadership, which Egg does not use, as it would be a huge de-motivator for this environment of work is; autocratic. Autocratic leaders are dominating and domineering. Employees have no input on decisions to be made, and just carry out instructions which are given to them. This type of leadership is mainly found in the army, police forces, royal navy etc. In an industry such as Egg, it would cause employees to feel de-valued and de-motivated and is therefore the reason why it is not evident. Overall, the success of Egg is connected to the way it treats its people. Its enduring purpose sets out what it wants to provide as an organisation and where its targets lie. This includes having satisfied and well-motivated people who strive to deliver an excellent service for customers thus achieving greater shareholder value. By achieving these aims, both the organisation and its people get what they require. Conflict in the workplace. Satisfying the objectives and needs of both staff and employees is not always easy, as everyone will want something different. This can lead to conflict in the workplace, which can be highly de-motivating for employees, if they do not feel their management is listening to them and appreciative of them. ...read more.


Home entertainment, jewellery, cameras o Share scheme; several share based schemes are run around the UK, with many of the schemes not including any tax. o Holidays are based on length of service to the company and the type of role they do, this will motivate staff as employees who have devoted more time to the organisation, will feel privileged. o Health and well being support, with employee assistance groups being run. o Integrity and good behaviour and consistency o Teamwork o Career Management to maximise potential of all employees o Education and training for employees to develop. The Objective of Lloyds TSB and Aviva of offering these benefits to employees Is that they will feel valued to the company, and feel prioritised. This will motivate the staff as they will have rewards and incentives to work. This is then obviously good for the company as it will mean a happier workforce, with less staff turnover and high production. Other fringe benefits which I think could be offered to motivate employees are the 'feel good factors' that make their working environment happier and motivating. For example, relaxed style meetings, with casual dress and snacks, or breakfast on some mornings of the week. Also, there could be a dress down day if targets are met, to make staff more motivated to work, but also relaxed on the dress down day. Also, extras such as free parking could be provided, or discounts on things to outside of work, such as discounted cinema tickets. From studying the motivational theorists and incentives organisations provide, and how they motivate their staff has showed me that everyone is motivated in different ways, making it had to try and please everyone in the workplace. From studying motivation, I can see that it has a very important effect on the workplace, and its employees. If employees are de-motivated the organisation will have a bad atmosphere, production and customer service will be low, and staff turnover will be high, ultimately causing that organisation to fail. ?? ?? ?? ?? Alix Dash ...read more.

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