Original Beauty Company’s Motivational Practices and Reward Systems: Theories of Motivation

Motivation is a word used to refer to the evidence or reasons for engaging in a particular behaviour particularly gentlemans gentleman behaviour. These reasons may include a drive, a involve, a propensity to achieve a goal, a state of being, or an ideal. In human beings, motivation involves both conscious and subconscious drives. http//www. internet-of-the-mind. com/define_motivation. html undermentioned the veritable Beauty Comp whatsoevers detail, I would pick up whatever methods of motivations which have been used The manufacturing plant employments 10 people who spurt a 40 hours calendar week and atomic number 18 currently stipendiary either ?250 per week or ?275 per week if they have been with the company for three years. Herzbergs hygiene necessitate is profits and status such(prenominal) as the factory salaried 40 hours for ?250 per week and ?275 per week if they work closely 3 years. Herzberg intercommunicate money particularly referring specifically to c ompensation. Herzberg acknowledged the complexity of the salary reward money, earnings.. and concluded that money is non a primary motivators unless achievement and recognition. The method of its motivation is Herzberg, the possibleness of Herzberg believed that pay was non the wholly motivator and came up with his theory, which had two elements to it such as hygiene factors and motivators.For an employee to be actuate, all the hygiene (maintenance) factors have to be met first and then the motivators toilette be used to make them work harder. There have been no pay increases for the last three years and cut into turnover is 80% a year. The company paid wages for modules about 80% labour turnover, it is really bad because it is very high. This go out affect to the companys profits. There is no training and newcomers argon anticipate to learn the jobs by doing them. Following Herzbergs theory, the company have non trained module to lead on staff to unable to know new methods or technology.These also will lead on de-motivation. The filling and packing lines employ 8 people who atomic number 18 paid ?222 per week for a 37 hours week.. Sometimes, at quite time of the year, they are laid off but receive a retainer of ?75 per week to run across they do not take permanent work elsewhere. This radical is intumesce established with some employees having worked at the company for 20 years or more. They enjoy each others company and kindise as surface as work to bemuseher. Herzbergs theory in the hygiene factors tinge on salary such as the factory would pay ?75 per week even through the factory are laid off, his helps the factory to retain staff. However, Herzberg said that bearing pay rewards or change magnitude salary may not motivate employees but inadequate pay will de-motivate them. Moreover, the theory also relate on Mayo theory such as they enjoy each others company and socialise as well as work together. Mayo said that social ineluct ably are the most important motivation e. g. working in small groups and social activities. The warehouse staff work 37. 5 hours per week and are paid ?280 per week. They have been told that they should pack and despatch 40 cases per day each.Unsurprisingly, this gull is never exceeded and has usually been met just after lunchtime each day. The reason which the target never exceeded and usually been met just after lunchtime each day, by chance the company have not got policies such as have to halt the target and create rewards and threaten punishment them if not obtain the target. Following Taylor theory, he put forward the case that workers were single motivated by money, so work must be linked to payment. A jitney should motivate a worker by using pay as an incentive and threaten them with less money or the sack if they did not work to the best of their ability. There are four office staffs that work a 35 hours week and are paid an average one-year salary of ?22,500. They ha ve the most pleasant working conditions of all staff in the company. They realise that they have to ensure a continuing ply of order and work hard in obtaining and processing orders and solving guest problems. They are the public face of the company and feel rewarded by the continual position feedback they receive from suppliers and customers. The staffs are the most pleasant working condition, feeling back Herzbergs theory, he also mentions work condition.He express that there are certain satisfiers and dissatisfies for employees at work. Intrinsic factors are link up to job satisfaction, while extrinsic factors are associated with dissatisfaction. He devised his theory on the question What do people want from their jobs? He asked people to expose in detail, such situations when they felt exceptionally good or exceptionally bad. From the responses that he received, he concluded that opposite of satisfaction is not dissatisfaction. Removing dissatisfying characteristics fro m a job does not necessarily make the job satisfying.So, the office staffs are motivated and Herzberg said that Herzbergs motivation theory involves what people in reality do on the job and should be engineered into the job employees do in other to develop intrinsic motivation with the workforce such as feedback and recognition. Both these approaches such as hygiene and motivation must be done simultaneously. Treat people as best you can so they have a minimum of dissatisfaction. Use people so they get achievement, recognition fro achievement and responsibility they can grow and advance in their work.There is one factory manager who is paid ?26,000 per annum. The three segment managers who run the different parts of the factory receive an annual salary of round ?19,000. Non of them are qualified beyond take three. The managers are expect to work for as long as is needed to solve any problem that arise when the factory. There is no training and newcomers are expected to learn the jobs by doing them. Although the managers have lots of experiences but they have not got enough qualifications to manage their role.However, the company also do not go by an opportunity to improve their knowledge. Self-actualization is the summit of Maslows motivation theory. It is about the quest of scope ones full potential as a person. Unlike lower level needs, this need is never fully satisfied as one grows psychologically there are always new opportunities to continue to grow. Self-actualized persons have shit occurrences of peak experiences, which are energized moments of profound happiness and harmony. The way to motive workers is to offer the opportunity of satisfying higher needs.Staffs only work within their birth sections. So, example, when the warehouses staffs have meet their daily output quote, they are not infallible to help out on the packing lines if they are busy. There is secondary willingness to take responsibility when difficulties arise with each departm ent seeking to accuse other departments. The company is not unionised.. Following Maslow theory about esteem needs such as responsibility, strategies such as increasing responsibility may be used to motivate workers.Fringe benefits are limited to give the axeed company products and a subsidised canteen. Meetings of staff are only called if there are problems and communication is top down.. Limiting to discount company products and a subsidised canteen also are not staff satisfaction, in Maslow theory, if basic needs such as unattackable working conditions or essential facility such as a restaurant which do not met or basic benefits which staff needs but it does not meet, workers will remain de-motivated.According to this theory, if these needs are not satisfied, then an individual will surely be motivated to satisfy them. Higher order needs will not be recognized not unless one satisfies the needs that are basic to existence. These smashed that Maslow said the lower ranking need s such as the need of food and water were more basic. He outlined the basic needs have to be met first before employees can be motivated. His theory is known as the Hierarchy of Needs.