Improving Staff Performance

A process theory is a rational cognitive process occurring within the individual. How does it motivate someone?

Content theory is a term of need to satisfaction. What motivates someone?

Adidas and Tesco plc:

Adidas believe that their direct result of the commitment and talents of effective people who work for them; Adidas aim to make sure that their employees are happy and motivated. They offer them a challenging, fun and financially rewarding working environment, where fair competition and a responsible attitude towards the environment and their internal and external business relationships are encouraged.
Adidas makes sure that employees are aware to what their expectations are and what they expect of them. This done by given clear goals and guidelines that will make the employer do the job required. The objectives have to be intent and clear so that it can be measured and verified on a consistent basis for every job that is held throughout the company. The employees that they look for must have these skills; passion, vision, competitiveness and humility, engrained into their way of life in order to work for Adidas.

Adidas practice content theory to make their employees work to their goal for the business success. Adidas uses Herzberg’s Two Factor Theory of Motivation (motivator and growth). Adidas offers both motivator and growth; it clearly states that they make sure their employees are motivated and happy. They offer fair competition I believe by learning from each other will lead to their growth in different areas.

Motivation is a feeling that allows someone to have the aptitude to get their self to take action regardless of whether they feel like it or they don’t. The motivational strategies that Adidas uses to encourage their staff are listed below.

Bonus:
The annual Bonus system is open to all employees. Bonus targets are linked to all types of performance. The Bonus system is for new and existing employees from the date they joined Adidas. Once they are employed they are eligible for an impartial bonus, based on the number of full calendar months they work in the monetary year.
Promotion:
Promotion is available to every employee. When ever there is a new item being advertise in the market, they ask all employees for their thoughts towards that particular product before it get advertise into the market.

Opportunity to take more responsibility:

Adidas staffs are usually given the ability to express and demonstrate this is because before someone is employed by Adidas recruitment, it is essential that the person has an effectiveness skill. Therefore if he/she is given the opportunity to take a responsibility because they have the skill of effectiveness that responsibility given will not be a problem, everything that they do must cause a change.

Employee discount:
For all employees, any product purchase from the shop gets 10% discount.

Additional:
A range of offers and discounts are available exclusively only to Adidas employees. You can take advantage of special discounts on a wide range of holidays, health club memberships, leisure attractions and many more products and services."


Tesco have become a market leader by doing the little things that really matter for our customers and staff.
We believe in treating each other with respect, giving everyone an equal opportunity to get on. It's our people that make the difference every day - helping us create value for our customers and earning their loyalty for life.

Improving staff:
Tesco hold a training course. It is for there staff to learn to think out side the box and to help to motivate others around the store. They are also called in to meetings with management once a month to help them improve the work place and how it could be a better place to work.

Bonus:
At Tesco, they like to ensure that their staffs are cared for financially. So whether the employee has been with them for 3 months or 3 years they run three successful share schemes, as this helps employee earn a bit more cash than their usual payment.

Rewards:
Furthermore employees at Tesco are given free shares this only for staff who have worked there for a entire year. Tesco reward their employees with a proportion of their profit made.
Every October those people who've been here a year get the option to save up to £50 every 4 weeks for either 3 or 5 years and receive a tax-free bonus at the end. This can be using your savings and bonus to buy Tesco shares at up to 20% less than the market price, or taking the cash.

Pension:
With Tesco pension employees are able to understand how financially secure they will be when they decide to retire because their pension provision have access to a life assurance scheme that will provide financial protection for their family.
As well as competitive salaries at all levels, in every area of the business, they also offer a whole package of other ways to help you make more of money, safeguard future and look after health.



Analysing Tesco ways of motivation:

By looking at Tesco's employee benefits, it can be seen that they are using the content theory in practice. Identifying any use of the process theory could not be found. If appeared into Tesco's employee benefits, Tesco's cover all the stages of Maslow's hierarchy of needs:

From the above discussion about Tesco types of staff improvement, it can be seen that Adidas's has been concentrating on entirely on Maslow's hierarchy of needs and has found way to motivate an employee for every levels of Maslow's hierarchy of needs. This seems to have a great impact on the development of Tesco because they are still the number 1 leading supermarket in the UK.

Conclusion:
Well what I have discovered is a deeper understanding of the content and process theory, how it has been carried out by Adidas and Tesco, what kind of encouragement they both use to keep employee motivated and get the best out of them. Understanding the differences between content and process theory were notable.
Furthermore it is vital for organisation to look to motivate their employees but it is up to the organisation on how they want this done. I think the motivation is through Herzberg or Maslow theory is the best way for retail shop to motivate their staff.
Lastly most people are motivated when they are aware that a reward/bonus will be available if targets are met this makes the employee work extremely hard in order to get his/her hand on the reward/bonus, this leads to success for the organisation.



http://www.adidas-group.com/en/careers/welcome.asp

http://www.tesco-careers.com/home/working/rewards-and-benefits