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

Motivation is a word used to refer to the debate or reasons for engaging in a particular behaviour especially human behaviour. These reasons may include a drive, a need, a desire to acquire 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 side by side(p) the Original Beauty beau mondes detail, I would pick up some methods of motivations which admit been used The factory employs 10 race who hunt a 40 hours week and be currently paid either ?250 per week or ?275 per week if they afford been with the beau monde for three years. Herzbergs hygiene inescapably is salary and status such(prenominal) as the factory paid 40 hours for ?250 per week and ?275 per week if they work about 3 years. Herzberg addressed money particularly referring specifically to salary. Herzberg acknowledged the complexness of the salary issue money, earnings.. and concluded that money is non a primary motivators but achievement and recognition. The method of its motivation is Herzberg, the guess of Herzberg believed that pay was not the only motivator and came up with his theory, which had two elements to it such as hygiene factors and motivators.For an employee to be make, all the hygiene (maintenance) factors have to be met first and then the motivators crowd out be used to make them work harder. There have been no pay increases for the last three years and labour turnover is 80% a year. The company paid wages for rounds about 80% labour turnover, it is really bad because it is very high. This will affect to the companys profits. There is no training and newcomers atomic number 18 expected to learn the jobs by doing them. Following Herzbergs theory, the company have not trained staff to lead on staff to unable to know new methods or technology.These as well as will lead on de-motivation. The filling and boxing lines employ 8 people who are paid ?222 per week for a 37 hours week.. Sometimes, at quite time of the year, they are laid off but hold a container of ?75 per week to ensure they do not take permanent work elsewhere. This group is well established with some employees having worked at the company for 20 years or more. They enjoy for each one others company and socialise as well as work together. Herzbergs theory in the hygiene factors push 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 offering pay rewards or increasing salary may not motivate employees but inadequate pay will de-motivate them. Moreover, the theory also relate on mayonnaise theory such as they enjoy each others company and socialise as well as work together. Mayo said that social needs are the most important motivation e. g. workings in small groups and social activities. The warehouse staff work 37. 5 hours per week and are paid ?28 0 per week. They have been told that they should pack and despatch 40 cases per day each.Unsurprisingly, this target 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, maybe the company have not got policies such as have to obtain 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 only motivated by money, so work must be linked to payment. A manager should motivate a worker by using pay as an motivator 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 annual salary of ?22,500. They have the most pleasant working conditions of all staff in the company. They realise that they have to ensure a continuing flow of prescribe and work hard in obtain ing and processing orders and solving customer problems. They are the public face of the company and feel rewarded by the constant position feedback they receive from suppliers and customers. The staffs are the most pleasant working condition, looking back Herzbergs theory, he also mentions work condition.He stated that there are certain satisfiers and dissatisfies for employees at work. Intrinsic factors are related 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 describe 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 from 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 actually do on the job and should be engineered into the job employees do in other to condition 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 green goddess so they have a minimum of dissatisfaction. Use people so they get achievement, recognition fro achievement and responsibility they stinkpot grow and advance in their work.There is one factory manager who is paid ?26,000 per annum. The three section managers who run the different parts of the factory receive an annual salary of round ?19,000. Non of them are qualified beyond level three. The managers are expected to work for as long as is needed to crystallise 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.Ho wever, the company also do not give an opportunity to improve their knowledge. Self-actualization is the summit of Maslows motivation theory. It is about the quest of reaching ones unspoiled 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 frequent 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 high needs.Staffs only work within their own sections. So, example, when the warehouses staffs have meet their daily output quote, they are not required to help out on the packing lines if they are busy. There is little willingness to take responsibility when difficulties arise with each department seeking to blame 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.outer boundary benefits are limited to discount rateed 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 safe 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 mean that Maslow said the lower ranking needs 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 t heory is known as the Hierarchy of Needs.