Slide 1:
Tesco PLC is an international grocery retailer that has millions of customers in different parts of the globe. It has major business enterprises in Europe, North America, and Asia, even though their market has expanded to reach other places. The company was developed in 1999 by its founder, Jack Cohen, and it started with market grocery stalls. Since then, it has expanded to supply groceries to the 14 countries in which it has established a solid market. The company attributes its success to a good framework of corporate social responsibility and good motivational strategies for its staff. The corporate social responsibility embraced by the company is their duty to provide their consumers with value and good health through their groceries. In addition, they do their business with integrity and an ethical value system that outlines the company’s social responsibility to itself and the people it serves. One of the ways they have embraced CSR is through the development of community programs, as was highlighted in the company’s report of 2013. Through such initiatives, the company is can establish strong connections with its consumers and help in shaping the economy of the communities around them.
Slide 2:
In addition, the CPR strategies in the company include positively influencing the existing markets as an aim of improving the economy. Therefore, the company has established a strong supplier base, invested in the growth of other markets and provided the community with a good employment and career network. It has enabled families to work on flexible budgets through the establishment of good productivity guidelines that help them cope with issues such as inflations. All these are ways in which the company has embraced the doctrine of corporate social responsibility.
Slide 3:
Tesco PLC has incorporated the theories of motivations stipulated by Fredrick Taylor. Fredrick noted that most corporate entities use the aspect of money in an effort to increase the productivity in employees. Even though money does improve the results of the employees eventually, it is a limiting factor to individuality and creative development. When creativity and the growth of individuals are minimal, they will not have much use for the company in the long run (Hardy, Charles, 56). The reason is that companies grow on a near-daily basis and need an innovative approach for them to remain successful. Therefore, Tesco PLC has been one of the company’s that follow Fredrick’s guidelines. According to its employee reward program, there are other means of motivating their employees that are not limited to money alone. They use promotion incentives that encourage employees who are specifically interested in advancing their careers. Furthermore, the company endeavors to increase the passion of their workers in their jobs by providing good training programs and a safe, friendly working environment. The rationale is to make the employees love their jobs and draw satisfaction in them. Hence, by doing so, employees will be motivated by factors that go far beyond how much money they make. They also give their staff holidays and time to attend to their personal needs as opposed to overworking employees in an effort to increase their productivity. They have a lifestyle break of 4-12 weeks during which employees are given time to attend to other things. Moreover, they have a system where an employee can be given a career break that allows them a maximum period of five years to advance their careers and come back after. The business establishment also has a yearly program that does surveys on how satisfied the employees are with their jobs. Through such an approach to motivation, as observed by Fredrick, employees perform better because they are satisfied and comfortable with their jobs
Slide 4:
Abraham Maslow used the hierarchy of needs to explain human motivation. He explained that individuals need to practice self-actualization, which allows them to grow on their own. In addition, they need to have a high left esteem that can be fostered through achievements. He also identified that people need to have the affection of their family, friends and work colleagues for them to fulfill their need of belonging (Sutherland, Canwell, 34). The other needs included the ability for individuals to feel safe and have psychological and basic needs. The hierarchy has been used for motivational purposes in leading corporates such as Tesco PLC. The company motivates its workers by sufficiently ensuring that they have the support of management and are involved in interactive programs that seek to foster good relationships. Management in the company has a free policy of communication where employees can talk to them about any arising issues. The management will then organize for strategies to help solve such issues. Therefore, the support is reverberated on all departments creating an interrelationship that offers a family and friendly setup. Also, it organizes team building activities that motivate employees because it helps to create a good rapport among them. Employees are given a chance to achieve their growth by being involved in decision-making and planning. Their ideas are incorporated into the strategies that aim towards the achievement of objectives. Through such initiatives, employees have a chance to grow their knowledge and expand the scope of their careers through creativity. As a result, their self-esteem is build, and they become more confident and pronounced in their decision-making and problem-solving skills. Tesco PLC has noted that such strategies motivate the employees and increase their productivity.
Slide 5:
Fredrick Herzberg, employees are motivated by those factors that are proportionally opposite to causing dissatisfaction at work. He did so through the study of the interrelation of the factors that are involved in either the satisfaction or dissatisfaction of employees. Besides, he identified the opposites of low and high attitudes, long and short term factors, and the first and second level ones. The underlying point in his theory can be illustrated through the opposite of attitudes (Pettinger, Richard, 42). A bad attitude would lead to employee dissatisfaction while a good one will make an employee to be satisfied with their work. Therefore, all of these factors exist in opposites that relate to each other. Therefore, for the satisfaction of employees, policies, work relationships, salaries, achievements and recognition can all be used for the desired effect. Furthermore, the theory stipulates that the factors should be applied to achieve Social corporate responsibility in companies. Any of these factors can achieve high results if they occur on the high, as opposed to the laws.
For example, Tesco PLC motivates its employees by putting a factor such as personal achievement on the high level. Through such initiatives, there is a follow-up of attitudes being on a high level too. A good attitude in employees is essential in their productivity. The direct opposite will occur if either of these factors is on a low level. Based on these, the theorist encouraged organizations to concentrate on keeping the above factors which are based on needs, on high levels or completely opposite to each other. By the above, employees will be substantially to perform better as illustrated in the case of Tesco PLC. Finally, Herzberg identified the same factors and the opposite way in which they relate to each other to being the influences on the social corporate responsibilities of companies.
Slide 6:
For example, Tesco PLC motivates its employees by putting a factor such as personal achievement on the high level. Through such initiatives, there is a follow-up of attitudes being on a high level too. A good attitude in employees is essential in their productivity. The direct opposite will occur if either of these factors is on a low level. Based on these, the theorist encouraged organizations to concentrate on keeping the above factors which are based on needs, on high levels or completely opposite to each other. By the above, employees will be substantially to perform better as illustrated in the case of Tesco PLC. Finally, Herzberg identified the same factors and the opposite way in which they relate to each other to being the influences on the social corporate responsibilities of companies.
