Rewards are closely linked with performance. Successful management involves providing meaningful and valued rewards to employees. Employees at Tesco need to have the opportunity to engage in good performance and expectations must be clearly communicated to employees of Tesco. Rewards must be clearly and visibly linked to their performance, as this will motivate them to keep their morale and hard work high.
Relationship between training and development, performance management and motivational theories in tesco
It is important that the process of appraisal and other forms of evaluation should be closely linked to training and development. If Tesco wants to achieve its objectives, it is essential to train and develop people so they are best able to Tesco in working towards objectives. At the same time the individual needs to have the opportunity to be able to communicate his or her own personal needs to Tesco through appraisal or personal development planning schemes.
To make sure that Tesco have motivated staff they should according to Herzberg, be able to achieve achievement within their job, recognition within the company providing status and job satisfaction, they need to be happy in their job role having their own responsibilities such as working in the Deli department they are responsible for their job and have no supervisor.
Employees should be offered promotions, training and development and the chance of a salary raise this will bring personal growth and confidence in the employee.
The initiative and incentive method offered an incentive to increase productivity but placed the responsibility on the Tesco on how to do it. The initiative that Tesco use is what Taylor believed is that people are motivated solely by money and their own self-interests. Tesco have to provide a competitive wage in order to keep their employees motivated and satisfied in their job role. This is what Taylor believed and this is what motivates Tesco staff as well as their self interests such as a social life interaction with others felling of belonging with a community. So that they can provide for themselves and their families.
Tesco have to provide these or links that will enable their employee to have these to keep their employees morale high and to keep them motivated. Tesco employees must recognise that if the output is high this would lead to higher pay or performance reviews, new job opportunities with training and development. Tesco in general must try to get more out of their staff in doing so they could raise the pay in order to get the most out of their staff.
Training and development will provide staff with the job satisfaction that they may seek and will further their education. They will feel more power and status within the company. They will be more motivated within the company if they know there is the chance of a promotion, training, development or a higher wage. They will try their best at their job and will do it in quicker it is an incentive as explained by Taylor.
Tesco will use the motivational theories to make sure that the staff will want to be trained and developed and will further themselves individually as well as a company as a whole.
Below is a table to show clearly the strengths and weaknesses of performance management and training and development, they are beside each other to show the contrasts between them both.