Improving Staff Performance!

As explained in the previous blog, motivation is a driving force in life and in achievement. Content theories of motivation are one side of the coin; the other is the process theories of motivation.

Mullins (2010) says that process theories of motivation are ‘concerned with how behaviour is initiated, directed and sustained, i.e. the actual process of motivation’.

There is a specific difference in content theories and process theories. Mullins (2010) states that the content theories place emphasis on the nature of needs and what motivates, and that the process theories are more concerned with the actual process of motivation. The key difference is the idea that content theories have set stages of needs whereas the process theories look at how the person is actually motivated.

 In an organisation such as Tesco, it is important that staff motivation is high. Due to the nature of the work and the structure of the organisation, alternative theories of motivation are relevant and used.  Vroom’s expectancy theory is relevant for the high level of employees in Tesco, such as managers and head office. At the first-level outcome, the employee will gain recognition for the high productivity and performance and then they may access the second-level outcomes by moving up the Tesco employee ‘ladder’.  On a more visible level, i.e. checkouts at Tesco, the equity theory is more than evident. There are many different roles around the checkouts  at Tesco, and speaking with employees, some feel hard done by due to the fact that the ‘team leaders’ have ‘favourites’ to which they hand out the same roles to. This means that it isn’t giving each individual enough equity within the workplace, this de-motivates the worker. Looking around the Tesco careers website, it became apparent that they have a scheme to bring about goal-setting. Tesco’s values awards give awards to employees who meet targets, impress customer’s and pass the mystery shopper. This is a scenario of the Locke’s goal theory. The goal is set and employees work toward achieving the goal and gain the awards. (http://www.tesco-careers.com/home/working/rewards-and-benefits)

The process theories of motivation definitely improve staff performance as they help to motivate the employees in achieving goals and in working harder for the organisation. Recognition for this also improves the motivation of the employee and does have an impact on the employees output for the company.