Improving Staff Performance

Introduction: in this blog I will be explaining briefly the differences between content and process theories, and outline a process theory. Also I will choose an organisation and identify all the ways in which they motive their employees.

Difference between content and process theories:

The differences between content and process theories is that content theories  tend to focus mainly  upon factors within an individual that would lead to motivate them as content theories are known as the ‘needs theories’, and are based purely on the needs of an individual, these theories tend to show us why needs of individuals change over time according to their circumstances, therefore needs of individual must be taken into consideration in order to fulfil them as if the individual needs are not met it is highly unlikely that the individual would be motivated, whereas process theories tend to focus more upon factors that would motivate an individual and how the motivate takes place, such as Vroom’s expectancy theory where an individual’s effort leads to better performance and leads to the rewards.

Content theories:

-          Herzberg’s Two Factor theory

-          Maslow’s Need Hierarchy theory

-          Alderfer’s ERG theory

-          McClelland’s Achievement Motivational theory

Process theories:

-          Goal theory

-          Adam’s Equity theory

-          Vroom’s Expectancy theory

-          Porters Five Forces Performance theory 

Vroom’s Expectancy Theory

Vroom’s expectancy theory, looks at the outcomes and not the needs of how much the individual desires the reward, the expected efforts leads to better performance which leads to the anticipated reward.  Expectancy theories show that people are influenced by their own actions.  Expectancy theories show that the efforts an individual puts in, is shown by the desired outcomes (Mullins, 2008). Vroom’s theory is based on three key variables valence, instrumentality and expectancy. Vroom suggested that people prefer certain outcomes on their behaviour.  Valence is the feelings of the outcomes, vroom implements that people are anticipated by the satisfaction from the outcome. Instrumentality is the second-level outcomes, seeing what could be achieved through the first level that is based purely upon the performance of the individual, some people may want to performance well for themselves, whilst others for the anticipated rewards. The second-level outcomes are need-related. They are derived through the achievement of the first level outcomes, as people receive rewards for their achievements for example, an individual who performs well at work may get promoted.  The third key variable is the expectancy this is when a person chooses between alternative behaviours which lead to uncertain outcomes and choices.

An individual may question themselves if they think their efforts lead them to a better performance, and whether their performance would lead them to better outcomes, and are the end results desirable and what they anticipated to get for their efforts and inputs.          

                                            

Sainsbury

Organisation which I consider motivates its employees is Sainsbury, by providing employees with ongoing training, learning and development programmes  in order for their employees to succeed and work to their full potential and broaden on their customer service skills. They also provide new employees with an induction programme so that they become familiar with the organisation and job role and what is expected of them, also Sainsbury motivates its employees through their benefit and rewards schemes which motivate employees such as staff discounts, bonuses, flexible working, promotion etc.  As an organisation Sainsbury values it employees and there is always room for improvement or going up another level for example if you start out as a checkout assistant and feel to move to another area within the organisation,  Sainsbury’s will offer it and also if you would like to become a supervisor within  the organisation, you just need to have experience of working within the organisation and being able to collaborate with others Sainsbury’s also offers progression to the right workers who perform and succeed  in their job.  Sainsbury offers different job roles such as management, graduation scheme, etc.

Another ways Sainsbury motivate its employees is through its internal marketing programme ‘educating and motivating staff as part of its attempt to revive confidence in its tarnished brand’,  this shows that the company is trying to portray an image showing how they value and motivate their employees whilst educating the employees about the organisation at the same time. The campaign is aimed at employees to help boost its morale’s at a time when many employees are uncertain about the future of the organisation and their jobs, due to company cutting jobs. Also new employees are shown a compulsory induction film, about how they fit in the organisation and how employees within the company contribute to the chain.

 I feel Sainsbury’s organisation links strongly to Vroom’s expectancy theory, as the individual’s efforts and performance tends to lead them to the anticipated rewards. If the individual performs well in their job, then they may well be offered a bonus, or pay increase as their experience grows. Also Sainsbury motivates its employees with one-to-one sessions with manager to discuss performance and issues related to work life and work towards achieving set targets and goals.  Appraisals are done every year where the employee and manager could discuss any issues related to the work life, this could also motivate employees ad they feel that they are valued and their opinions count. Sainsbury incentives is that they award their employees with Sainsbury gift cards, Sainsbury feels that this will motivate employees and recognise their achievements, a way of thanking them for their hard work and dedication.  Sainsbury feels that this would motivate them to work harder, and therefore believe that the gift cards are the perfect way to encourage its employees to increase their input and enthusiasm. Sainsbury motivates its employees in many ways such as Save-As-You-Earn scheme to buy shares are a discounted price, staff discount, and performance related pay and bonus schemes.

Improving Staff Performance at Sainsbury:

1.      Appraisals: discussing any issues or factors affecting the employee's work life.
2.      Employee Engagement Surveys; providing useful information for the company to take into consideration.
3.      Having clear goals and expectations: giving employees targets to meet so they know what is expected of them in their role.
4.      Organsiational culture and value: encouraging employees to fit in with the company’s culture.
5.    Effective communication: communicating s effectively and listening to any concerns with employees.  
6.      Providing constant feedback: to improve staff performance and also to motivate employee
7.      Delegation: providing tasks to employees so that they feel they are being trusted to undertake the task and have responsibility.
8.      Incentives: providing something to motivate employee’s such as paid holiday entitlement. 
9.      Recognition and achievements: recognising employees for their achievements, by praising them for e.g. employee of the month. 
10.      Building a positive team environment: employees being able to get along with other staff within the organisation to build a good team environment.                                                                                           
11.      Supporting employees: making sure that employees are being supported and valued within the company.     
12.     Trust: trusting employees is a factor that motivates employees as they feel they are trustworthy.

Source One:  Sainsbury's training and development, below is a print screen taken from Sainsbury's website on the different types of training and development programmes they offer  employees, to ensure they are no barriers stopping them from progressing and learning.

http://www2.sainsburys.co.uk/aboutus/recruitment/Store+Management/Training+and+Development/Training+and+Development.htm?WT.svl=2&WT.seg_1=nav_secondary

 

Source two: benefits and rewards below is a printscreen taken from Sainsnbury’s website showing what benefit and rewards they have to offer to their poterntial employees. Including store discount card, annual bonmus scheme, pensions, sharesave, childcare voucher etc.

http://sainsburys.jobs/home/rewards

   

Conclusion:  overall improving staff performance within an organisation, employees play an important role within an organisation and therefore have to be motivated to work hard and organisations such as Sainsbury  have to offer some type of rewards or benefits to motivates its employees to do well, as employees reflect on the success of an organisation. Improving staff performance within an organisation has to be recognized by an organisation to keep employees motivated, there are many ways such as bonus, holidays and promotion etc, organisation have to know what motivates its staff in order for there to perform well. Therefore I consider that Sainsbury motivates it employees, has a strong link to Vroom’s process theory as I believe that the company rewards employees for their hard work.  Organisations such as Sainsbury have to motivate staff to improve the business performance, as motivated staff would provide customers with an efficient service.  

References:

[1] Mullins, L.J. (2010) Management and Organisational Behaviour. 8th ed. Harlow: Pearson.

[2] Sainsbury Careers [Online] Available from: http://www.sainsburys.jobs [Accessed 20^th January 2012]

[3] Sainsbury’s Motivating Staff To Revive Image [Online] Available From: http://www.marketingmagazine.co.uk/news/58798/ [Accessed 20^th January 2012]

[4] Simpson, M. (2011) PowerPoint