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Tesco Management and Financial Information for Decision Video

Agree: Tesco Management and Financial Information for Decision

Motivation is an attitude which directs Managemrnt employees towards a goal-oriented behavior. It stems from internal and external factors. Internal factors https://amazonia.fiocruz.br/scdp/blog/purdue-owl-research-paper/middle-school-curriculum-map-essay.php motive to achieve more, motive to earn more respect, motive to learn new things. The external factors include; training, rewards, recognition, work-life balance, career development etc. For any organization to grow it is necessary to keep employee motivated.

Because, motivated staff insures greater output, quality products, creativity, and innovation. In short motivation is the main source Ihformation increases employee job satisfaction and job commitment. Although it is normally considered that pay is the only motivator for the employees. However, this concept has been changed in this world of commercialization. Many HR experts and psychologists claim that motivation can also an output of non-monetary rewards as well.

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Infact, in studies have found that non-financial rewards motivate more than the monetary rewards. Non-financial rewards which companies use Decison gives as. Human resource is the most important and the most critical asset for any company. Because, it is the only asset which can feel, sense, and desire.

Moreover, all the operations and services inside or outside the company are possible with the help of human resource. Therefore, it is highly important to keep the human resource motivated.

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Unmotivated staff can result in higher turnover because of increasing dissatisfaction, lower productivity because of lesser interest in the job, low creativity because of lack of incentive to do so, lower productivity because they less likely to utilize their full potential to fulfill a job. Consequently, an organization will lose customer loyalty, quality of the goods and service, and market share. TESCO does a lot to keep its staff motivated. It tries financial and non-financial rewards to ensure motivation. A motivated staff in the company increases cooperation and partnership among the employees which as a result helps the employees to achieve their individual as well as team objectives. Hence, the aggregate of all the factors helps the company to achieve its goals and remain competitive in the market.

The business of the 21 st century demands quality, creativity, and Tesco Management and Financial Information for Decision in all fields.

To ensure these terminologies in the organization, it is necessary to motivate the employees from a multi-dimension perspective. What Taylor claimed was relevant for a particular industry where there is repetitive work. Due to increasing liberty, social awareness, employee education, there is an increasing demand for factors that are other than pay. If an organization wants to make her employees creative, then it is necessary that it should offer flexible timing Decsion training so that they should think out of the box. Similarly, the employees are innovative where there is more teamwork and less bureaucratic leadership because freedom motivates the employees to source innovative. Keeping the salary according to the output of the employees or paying them at piece rates can be major tool to witness job engagement and job commitment.

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TESCO seems to be following this concept as well. It is paying financial rewards to the employees like, pay increase, discounts at their shops, and market competitive salaries. According to this theory, there are some internal and external factors which contribute towards the motivation.

Mayo believed that although an employee may be motivated by the pay increase or any financial benefit, these factors are not the only determinants of motivation. The factors like greater communication, good teamwork, non-repetitive work, and training can be a great source to go here the employees. TESCO in this regard has a great policy to motivate its employees.

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They have a strategic career development planning where they promote their employees and provide them training as well. In addition, they ensure fairness and justice by taking degree feedback so that they can reward the best employees and work upon underperforming employees. Maslow gave a hierarchy of needs starting from physiological needs and ending to self-actualization. Maslow claimed that an employee is motivated for the needs in a hierarchy.]