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

    These targets might be set in relation to competitors, or to the economic situation. E.g. ASDA's target is to take over from TESCO as the market leader. * Planning: This enables the team to have a better understanding on what the objectives are, this will enable individuals to know the part they have to play in achieving that role.

  2. Analysis of a Contract Specific Organisation

    the way the subcontracted services are procured * Introduction of our bespoke measurement systems to drive out inefficiency and maximise productivity by ensuring that each element in the service delivery chain adds value and not just cost. We have also re- engineered FM service provision at Imperial War Museum, Home

  1. Business at Work - ASDA

    If it doesn't meet the quality, appearance or temperature then it is sent back. Raw and cooked foods are stored and displayed separately to avoid cross contamination. Food equipment is colour coded so that separate equipment is used for handling raw and cooked foods.

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

    To solve this problem however Marks & Spencer have built on their knowledge and understanding to provide exactly what their customers want. To do that they focused their teams on the classically stylish, core customer. That's not to say they are turning their back on younger shoppers.

  1. The stages involved in recruiting new staff.

    The same applies for jobs larger businesses. You would expect to find science related jobs in science magazines and on science websites but not in the local newsagent. This is an easy part of advertising and if it is done incorrectly then you may receive unwanted applications.

  2. What are the main elements of a staff development policy? How would you ...

    Here training must take place again. Providing regular and adequate development opportunities ensures workers will be competent in their jobs. Those who are beginning to reach a level of incompetence and identify training needs will receive the necessary assistance. A structured plan of training and development opportunities is developed through analysis of organisational, departmental and individual needs.

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

    * Over-supervision, causing stress or even the feeling or not been trusted. * Inappropriate tasks, leading to stress due to workers being unable to complete their tasks satisfactorily. * Pay rates that workers believe are too low for the quality or standard of work expected by the job.

  2. Human Resources- Employing and maintaining staff

    There is also no discrimination as all candidates are given the same questions . Short listing takes place Short listing ? selecting the candidates who best meet the qualities , qualifications and experiences requested on the job description . Primark and other large companies make applicants take an aptitude test and selection questions as this saves time and money .

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