Find out how 2 companies; Brean Leisure Park and Wilsher and Quick motivate their employees.

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The aim of this coursework is to find out how 2 companies; Brean Leisure Park and Wilsher and Quick motivate their employees. To do this, I will ask the administration manager of Brean Leisure Park, Alex Ferguson, several questions relating to productivity. I will then ask the same questions to Michael Watts, Major Projects Manager of the UK’s HQ of Cooper B Line.


The first company I needed to find out about was Brean Leisure Park. I met the Administration Manager, Alex Ferguson, the questions I had about Productivity. These questions related to certain ways of making an employee productive, for example Recruitment.

After I had the results from this, I went to Cooper B Line and asked Michael Watts; the Major Projects Manager, the same questions.


Productivity is the level of output per employee.  If an employee has a higher level of output, than another, he is more productive.

Making employees more productive is usually a combination of things. Fringe benefits and a higher wage, for example, will motivate the worker, but only for a short time. The employee will get accustomed to it and then want more fringe benefits or an even higher wage.

Involving staff in company decisions is an example of longer lasting productivity. If the employee thinks his/her efforts are noticed (and possibly praised), he will be less inclined to leave the company.

Making Staff More Productive

Recruitment Process

The first step to getting a productive worker is to make sure they are right for the job.

  1. First, a job description is created. This outlines what the job involves. It includes a person specification, which details what skills and experience the employee will need. It also includes the payment details. This could be advertised in local papers and specific job newspapers/magazines, and possibly job agencies.
  2. The people who apply for the job are sent applications. The returned applications and Curriculum Vitae’s (CVs) sent in by the applicants are then looked through, and the amount of people are short listed. This means that they shorten the amount of people they are going to pick for an interview.
  3. These people are then interviewed and the person chosen for the job is asked to show previous references.
  4. The contract of employment is then issued.

The purpose behind this process is to find the right person for the job. This is important, because if you chose someone not suited for the job, they will be confused and do little work (low productivity). This means they will most likely take lots of days off sick, and eventually leave the company. Then, the company has to find a new employee to work for them, which costs more money and wastes time.


Training staff results in the employee(s) being more skilled in their field. This can mean they are more confident in their job, and therefore more efficient and productive.

Training can be done either on site or off site (by an outside company). Commonly, In House is the preferred option.

In house training involves people currently doing the job, or supervisors, training the employee in the workplace. This is adequate for simple jobs, but for more complicated jobs, offsite training which is more thorough, is necessary. In house is also cheaper, making it the preferred method by many small to medium companies, where they cannot afford to train every employee offsite. It also shows the worker specific details about how the company works – where offsite training shows a more general approach. A downside to this is that it is less thorough, and from the employee’s point of view, it is not as good as offsite training, as the skills learnt are not as transferable (to another job).

Offsite training is when the employee is trained by an outside company. This method of training is much more thorough and can give the employee more confidence in his work, but costs a lot to the company. This cost means that it’s only available to medium (very limited use) to large companies.


Payment (money) is the easiest way to motivate workers for a company. However, it has to be kept under control - it cannot be used as a motivational booster all the time, or the company’s profits will decrease.

Wage – A time based system where workers are paid by the hour. Sometimes employees are given overtime, when the business needs more staff to cope with high demand, or pushing for a deadline (e.g. in a factory). This can be 1 ½ times the regular pay, or double.

Salaries – Paid a set amount a month for doing the job. Often, no overtime is paid for working extra house, for example, a teacher. The employee receives a cost of living rise, and a rise for the level of experience. The following things are taken away from the salary:

-Income Tax, to pay for things like roads and companies in the public sector. This is 20-30% of the salary.

-National Insurance Contributions, which entitles workers to receive state benefits such as unemployment benefit and a pension. This is 10% of the salary.

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-Pension scheme. This is 5% of the salary.

Commission – Employees are paid based on what they produce (piece rate). Sales staff are likely to receive commission on every sale they achieve. If an employee is only getting paid commission and he sells nothing, he will get nothing.

Performance Related Pay/Bonuses – Paying employees more money if they achieve a set target performance.


Motivation of workers can be achieved through several methods. Motivating staff means they will work more, meaning they will be more productive.

Fringe Benefits- Since monetary rewards are taxed by the government, companies offer Fringe Benefits. ...

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