Management Practices and Employee Motivational Policies

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Spray diagram

The diagram is used to represent various aspects of employee motivation as applied by J.D Wetherspoon Company. Key central word focuses on “Wetherspoon employee motivation” and is addressed using various theories and practical aspects. The following diagram is used for the purposes of providing better understanding on various aspects applied by the company which makes their employees work with such vigor.

Such ideas and the concepts as expressed are categorized according to importance within areas of critical challenges. As shown various aspects are branched to their specific sections focusing on one idea at a time, hence allowing for creativity (Fogler and LeBlanc, 2008).

In most instances employees are considers as vital elements within any organization. The nature of their efforts largely determines extent of success an organization can achieve. This can be explained from various perspectives which incorporates technological aspects, nature of competition, nature of work force within the organization as well as economic set-up within the market place.

Employee contributions lead to overall development of organizations. Ata the same time, for the purposes of sustainable competitive advantage, employees should be motivated based on their nature of input within the company.

Description of what is meant by motivation, and why does it matter to have a motivated workforce

Employee motivation is a concept used to describe actions and status of employees within defined work boundaries. It is always important for management to apply appropriate strategies capable of making employees to be self-driven towards excellent work performance which far much exceeds management standards.

Therefore, employee motivation based on status determines the extent to which management succeeds. However, the degree of motivation varies depending on competing ideas and type of rewards derived from various jobs which can either bring extrinsic or intrinsic rewards.

Intrinsic rewards are associated with the level of satisfaction obtained from performing the work itself. Such aspects entail learning of valuable skills as well as the feeling of being successful amongst other satisfaction levels. At the same time, extrinsic rewards are associated with processes involved in performing the work which at times are indirectly considered.

Such rewards entail financial compensation amongst other benefits such as health insurance. Having motivated workforce may lead to constant flow of creative ideas from employees. Such aspects on motivation drive away fear from employees’ hence encouraging creativity and innovation.

Pushing power to create down the ranks within an organization enables empowerment of employees hence granting them capability of using their ideas to improve defined product or service as well as their jobs. Such power to create leads to employee motivation and ultimately benefits organization, assisting in the creation of more flexible work force and at the same time increases exchange of ideas and information amongst employees within various departments (Gerhart and Milkovich,1990).

Providing motivation based on monetary incentive might involve sharing of company’s profits with employees. Such action gives incentives to employees enabling them to produce quality products.

At the same time, it enables unleashing of quality services, hence leading to overall improvement on processes within the company. Motivation aspects also assist in generation of cost savings and at the same time reduces rate of absenteeism amongst employees. However, monetary motivation works effectively in conjunction with other non-monetary incentives (Gerhart and Milkovich,1990).

Analysis of Management’s practices and motivational policies, assessment of theories applied by the firm and their effectiveness using examples from the case

J D Wetherspoon as described in the case study, owns and operates a number of pubs across United Kingdom. The company’s provisions are based on quality food and drink at affordable prices. They also focus on recruiting well trained employees with friendly attitude towards customers. The management offers customers conducive environment capable of promoting free conversion amongst individuals.

The current status of the company can be attributed to availability of qualified, friendly and motivated staff capable of providing high standard customer services. Management of Wetherspoon encourages employees to contribute their ideas through challenging existing company practices. Such open culture encourages employees hence motivating them towards identifying best practices within their various jobs in the organization.

In terms of communication various departments within Wetherspoon are encouraged to suggest appropriate ways through which services can be improved. This includes improvement in kind of food offered, kind of products appropriate for promotion amongst others. Waiters and waitresses are endowed with such responsibility since they interact with customers on daily basis. This makes them encouraged to communicate various ideas for improvement to line managers. At the same time there are frequent meetings held after every two weeks.

The meetings are usually attended by individuals from every department and category of employment and involve detailed decision making on operational and strategic plans. Inclusion of employees in the decision making process has contributed towards high level of employee commitment. The company believes on open approach towards management based on high level belief and understanding of human motivation.

Consequently, Wetherspoon encourages employees’ self-esteem by giving them valued and recognized job descriptions. The company also considers cognitive needs by providing individual employees with high level skills and knowledge enabling them to climb up the hierarchy ladder within same organization. This is in line with Maslow’s Hierarchy of needs which divides human needs into higher and lower-levels.

At the same time the company uses high pay rates compared to that of their competitors. This is considered a likely motivator towards employees’ commitment since they are paid more than the minimum required. However, some theorists provide the idea that financial benefit has less to do with the motivation in employees rather than design of the job position itself. One of the most appropriate tools of motivation within such scenario is extrinsic motivation.

This is since Wetherspoon employees are considered as professional within hospitality industry hence intrinsically may feel no more room for exploration within other sectors calling for need on external factors enabling performance for satisfaction.

Provision of external factors always ensures that employees develop an attitude of performance towards their duties. This ensures that they diligently prove their worth for such high payment rates. Consequently when such conditions are met they will strive for self satisfaction within their various duties of which intrinsic factors will be part of them.

Assess the role of power within organizations, communication, active listening and conflict management on employee performance and motivation (300)

Active listening is considered as one of the most important aspects required for active conducting of business. The level of listening skills within an organization determines the process of problem solving and interpersonal skills amongst frontline and top management. Poor listening skills majorly results into loss of time and revenue and at the same time affects smooth operations within organizations. Additionally, poor listening skills may result into poor inter- or intra-departmental communications.

Active listening and communication usually contributes towards positive outcome within various company departments. Several benefits are associated with active listening which includes; increased level of productivity, reduced conflict with customers, improvement in teamwork and morale amongst employees.

Conflict management is considered an important phenomenon within organizational behavior. Conflicts can be intra-, inter-organizational and have the potential of structurally affecting normal operations within organization. Conflicts occur in various forms which include vertical conflicts, horizontal conflict as well as role conflict.

Vertical conflict involves hierarchical levels where command is received from senior to junior employee while horizontal conflict is experienced between employees within same rank. This can be due to reasons such as differences in ideas, decisions on resource distribution. Role conflicts usually arise due to misconception of the assignment given to employees at particular moments.

Communications play a crucial role in increasing understanding and reducing risks in the process of discharging organizational duties. Communication is used in solving conflicts based on various functions such as familiarization with employees within the organization. It also contributes towards development of consistent relationship based on individual social reality.

Benefits of applying the systems approach to running an organization and assess the extent to which and how this approach is applied at Wetherspoon

Wetherspoon Company considers to a larger extent improvement on physical aspects within all its pubs around UK. Such attributes includes focusing wages increments, excellent working environment as well as job security. Various employee needs are considered essential for the purposes of boosting morale amongst the staff. Such aspects are extended to encompass other needs including secondary needs (Schultz & Schultz, 1994).

Employees at J.D. Wetherspoon are considered to operate at lower levels of hierarchal needs which justify the reason as to why they are worth excellent rewards from the company. The company uses money as one of the superior means of encouraging consumers to dispense their work in a respectable manner. They have also incorporated payment for performance strategy which ensures work is done diligently and more productively.

The other system applied by the company is the provision of conducive working environment to all employees. Such action enhances employee’s strength and ability and at the same time instills self esteem. This is accompanied through provision of incentives such as free meals and use of company’s facilities and at the same time allowing employees to freely contribute their ideas towards company goals.

However, Wetherspoon should ensure that employees are able to access incentives like credit facilities based on job group. This ensures employees of their job security based on professional level attained. Wetherspoon compensate their workers through salaries or rather referred to as wages.

Such means of compensation is presented in the form of qualified employee plan which usually comprises of profit sharing plan as well as annuity. However, in some instances non-cash incentives are used which comprises of benevolence funds catering for employee health and emergencies amongst other essential benefits.

At the same time, they should consider offering such benefits as fringe benefits to employees some of which include; vehicle allowances, medical and educational benefits and at times discounted rates on goods and loans (Khan, 2005).

Organizations such as Wetherspoon recognize individual performance through cash compensation. This kind of compensation is always given to employees as gross income. Total gross income normally include various deductions and expenses such as current wages, commissions, all forms of terminations including loans and other forms of credit incurred. However, there are some amounts not included within expense and debt accounts such as amounts reimbursed.

Fringe benefits form part of compensation given to employees. However, such benefit is usually granted based on strict analysis of individual’s performances. Fringe benefits are safeguarded by code regulations provided within every government institution. This leads to possible scenarios whereby fringe benefits can at times be excluded from the basic earnings in the event that such benefits tally below other specified requirements.

Additionally, organizations calculate fringe benefits on the basis of cost and prevailing market trends since evaluation of fringe benefits result from income equated to fair market value exceeding specified salary offered by organizations to individual employees. Such calculations are clearly provided for within provided code of regulations as indicated by the company (Moran & Leon, 2006).

Most established organizations provide employees with welfare benefits dealing with some aspects of human life such as health. However, welfare benefits are provided through various means including life insurance as well as self-funded projects all compensated for within final employee salaries.

Employers usually encourage employee to register for such benefits and at the same time educating them on the importance surrounding such commitments. Good example is on the issue of life insurance which comes in packages of either individual or groups. All such expenses are compensated directly from employee’s basic salary (Moran & Leon, 2006).

References

Fogler, H & LeBlanc, S 2008, Strategies for Creative Problem Solving, Prentice- Hall, New Jersey.

Gerhart, B & Milkovich, G 1990, “Organizational Differences in Managerial Compensation and Financial Performance,” Academy of Management Journal, Vol. 1, No. 33, pp 663–91

Khan, A 2005, Matching people with organizational culture, Newport Beach, New York

Moran, E & Leon, M 2006, “The New Deferred Compensation Rules Limit Flexible Arrangements,” Employee Relations Law, Vol. 31, No. 4

Schultz, D & Schultz, S 1994, Theories of personality, (5th Ed), Brooks/Cole, Pacific Grove CA

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