• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

This task requires me to explain the training and development that William Hill use and methods that they use to manage the performance of staff linked in with the five main motivational theorists:

Extracts from this document...


Question 10) This task requires me to explain the training and development that William Hill use and methods that they use to manage the performance of staff linked in with the five main motivational theorists: F.W Taylor D. McGregor A. Maslow E. Mayo F. Herzberg F. W Taylor had a very simple view of what motivated people at work - money. He felt that workers should receive a 'fair day's pay for a fair day's work', and pay should be linked to output through piece rates. A worker who did not produce 'fairs day work' would face a loss of earnings and exceeding the target would lead to a bonus. Taylor's message for business is simple - allow workers to work and managers to manage based on scientific principles of work-study. D. McGregor believed that there is two types of workers and due to their difference two types of managerial style needs to applied. THEORY X THEORY Y Workers are motivated by money Workers are lazy and dislike work Workers are selfish, ignore the needs of organisations, avoid responsibility and lack ambitions Workers need to be coerced and directed by management Workers have many different needs which motivate them Workers can enjoy work If motivated, workers can organise themselves and take responsibility Management should create a situation where workers can show creativity and apply their job knowledge A. ...read more.


that has been in the organisation for more than a year. Targets are set in order to see if progression is successful if not alternative approaches have to be taken and in what band their reward full into. Whenever appraisal is carried out it requires a positive approach from all participants because employees dislike criticism of their performance at any level and William Hill human resource department know this and try to operate such schemes with openness and honesty. The scheme is not ran to strictly because if it was it would limit the response of employees who will see it only as a method of not rewarding them if targets are not achieved because this is counter productive and will cause considerable unrest amongst workers and managers. A combination of feedback mechanism s will be extremely valuable in strengthening the manager-employee relationship. Regular feedback is essential because it stimulates personal development, while specific feedback acts a motivator by adding new responsibilities to work that can become mundane once it has been repeated for long periods without change. This approach relates to Maslow esteem needs because this system allows employees gain self respect from achieving the targets set by them last year also recognition is given because new targets will be set due to attainment of the last ones. ...read more.


If employees are to meet their targets, William Hill have to realise that these targets must be realistic and achievable and organisation must provide suitable resources to enable them to complete tasks satisfactorily. Staff can easily complete tasks they are competent in performing but, to aid motivation, new tasks can be added to the existing skills and an allowance must be made when occurs. The human resource department should use a method of creating fair individual or team gaols and the SMART model could do this: Specific - use clear language to describe exactly what is required Measurable - identify numerical targets and outputs which can be counted and assessed. Agreed - agree these with the employee so that they take responsibility for their own output. Realistic - set targets that are attainable for each individual according to their skills and competencies. Time-related - state specific dates when targets must be achieved and will be measured. This way they can assure that all employees meet targets and gain their just reward. This allows them not only to fill part of William Hill because they realise that the company is recognising their effort from training and progression but allows relationship with managers and employees to improve because more communication takes place and employees that they are developing form obtaining new skills and responsibility. Nike Akinde ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our GCSE People in Business section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related GCSE People in Business essays

  1. Performance Management/ Motivational Theory Performance Management

    different years or against competitors' profits * Performance through quality- this involves checking the quality of the products and services and making sure that they are at high standards * Performance through productivity- this involve measuring employees productivity * Performance-related pay- this involve awarding pay rise to those who have increased productivity (have produced more products or services)

  2. Produce a case study comparing two business organisations, investigating the extent to which each ...

    A Section Manager could typically manage more than one department, including grocery, wines and spirits, produce, bakery, frozen foods and non-food. Senior Team Managers Oversee a complete section of the store, such as fresh foods trading or customer service, which involves managing a team of section managers.

  1. Training and Development.

    Induction programmes are not usually about a specific job the employee will be doing, but the way in which the business works. Time Activity 9.30 am - 11.30 am Tour of the B&Q Warehouse. New employee will be shown, different functional departments, managers office, toilets, changing rooms, car park etc

  2. A study of Asda's personnel performance indicators.

    and insurance, but at Asda they have a diverse book of benefits (appendix 16) for colleagues to make use of. These have been broken up into 4 main categories: Your Health Your Lifestyle Your Car And Your money. Absenteeism Many things can cause a colleague to be absent from work,

  1. Cohesive team building. I am going to describe how to build cohesive teams ...

    * Resource Investigator- They look up and give feedbacks on ideas that are been used outside the organisation. These ideas might belong to other organisations so you can simply say they steal ideas. Therefore, you can say they are charged with the sole responsibility of creating contacts outside of the organisation which might be of a benefit.

  2. Boots has a policy of retaining good staff; this is because the recruitment and ...

    Therefore it is necessary to strike a balance between the young and old. 5. Staff Turnover: Staff turnover is the total number of people leaving a business. It is necessary to analyse this, as it identifies the reason for people leaving.

  1. As a short-term business Consultant, I have been hired by Alton Towers PLC to ...

    > Emails > Video conferencing > Through the post > Letters > Fax > Internet - website. * Pagers are used in Alton Towers, as it is a way that the employees can be told what to, the security staff could contact each other if a problem occurs.

  2. Managing Human Resources in Marks & Spencer.

    For additional information about performance appraisal, Performance appraisal is a process of summarising, assessing and developing the work performance of an employee. In order to be effective and constructive, the performance manager should make every effort to obtain as much objective information about the employee's performance as possible.

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work