Flexible Benefits

Context
Characteristics

Employees
Context Motivation
Behaviour Effects on Motivation
Characteristics

Employers
Context
Behaviour
Characteristics

Results
Review
Consultation

MOTIVATION

 WHY WE CHOSE MOTIVATION?

We chose motivation because it helps to discover what triggers and sustain the processes of human
behaviours at workplace and their reasons for doing what they do.

WHAT IS MOTIVATION? Motivation is an individual phenomenon, characterised with the reason for
peoples desire to achieve a goal combined with the energy to work towards that goal

OUR REFLECTION ON THE

INTERVIEW?

 In our quest to understand how people get motivated at work, a research was carried out by 3
members in our group with a detailed questions for the managers to be interviewed.

 Locating of the managers was not difficult because of members personal influence at work place.

 Our constraint during the research was time factor as managers were time conscious during the
interview process.

Quality responses were given based on the questions asked in relation to the theory.
What has your organisation done to encourage you to
meet up your desired performance or objective at
workplace?
Path goal theory

Offers reward for achieving performance goal

Remove obstacle to performance

Clarifying paths towards this goal

Sainsbury Manager
Response:

Offer their Managers bonuses when they meet a target

Train Managers to the highest standard.

Explain to Managers how to achieve the goals daily sales

target.

Other Manager
Response:

Prioritization of staff development through training to its

highest point.

Bonuses are given when targets are achieved.

Managers contributions are appreciated which is a form

of encouragement.
How have you being able to meet up with your desired
performance at workplace as a manager?
Path goal theory

Offers reward for achieving performance goal

Remove obstacle to performance

Clarifying paths towards this goal

Path-goal theory

 - Directive

 - Subordinate

 - Participative

 - Achievement-oriented

Sainsbury Manager
Response:

Follow all the procedure set up by the head office.

Encouraging myself to be customer focus in order to

meet my sales target.
Other Manager
Response:

My zeal and enthusiasm to work is the strength to my

performance at work.
 Working in line with the company’s goal and objective to
ensure that all protocol is duly observed with regards to
customer service

Addressing of complaint from customers.

What satisfaction have you derived as a manager from

this organisation?
Herzberg theory
Work Motivators

Achievement

Recognition

Work itself

Responsibility

Advancement

Growth

Sainsbury Manager
Response:

Having a good working environment which favours

colleagues and customers in the store

Meeting sales target and reduce the rate of inventory

from the store

Other Manager
Response:

Promotion through target achievement

Ability to manage key responsibilities as delegated to

me from the organisation

Periodic managerial Training on brand product and

services which will have a positive impact on the growth
of the company
What practical evidence would you use to describe or
explain your expectations from your organisation?
Expectancy theory

Perception that effort will lead to effective performance

Perception that effective performance will lead to

rewards

Perception that attractive rewards are available

Sainsbury Manager
Response:

Self Training.

Bonuses/ pay rise

Promotion

Effort recognition

Other Manager
Response:
 My effort over the years as a manager has been
rewarded with regard to my performance in terms of pay
rise and bonuses

Ideas Implementation in line with company objective is

well appreciated.

Promotions

CONCLUSION

In conclusion, we can carefully say that the process of

influencing managers towards the achievement of their
desired goals and performance is the form of
satisfaction they derived at their workplace such as
moral satisfaction, rewards (intrinsic and extrinsic) from
both managers at Sainsbury and T.M Lewin.

MOTIVATION
COMPARISM WITH BOTH MANAGERS
SAINSBURY

Intrinsic reward inclined

Make use of both hygiene and motivators factors

Path goal theory oriented

Other Manager

Extrinsic reward inclined

Make use of only the motivators

 Expectancy theory oriented

Reccomendation

To this Path goal theory has several positive

features in that it attempt to intricate the motivation
principles of expectancy theory into the theory of
leadership

It provides a useful framework for understanding

how various leadership behaviour affect satisfaction
and work performance

It fails to explain the relationship between

leadership behaviour and work motivation

Its places a great deal of responsibility on leader

and much less on subordinate
References

Two-Factor Theory

The two-factor theory (sometimes also called as motivation-

hygiene theory) was proposed by psychologist Frederick
Hertzberg. In the belief that an individual’s relation to work
is basic and that one’s attitude toward work can very well
determine success or failure