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

motif is a word employ to lift to the reason or reasons for engaging in a particular behaviour particularly human behaviour. These reasons may include a drive, a deal, a desire to attain a goal, a state of being, or an ideal. In human beings, motivation involves swell-nigh(prenominal) conscious and subconscious drives. http//www. internet-of-the-mind. com/define_motivation. html interest the Original Beauty Compeverys detail, I would pick up some methods of motivations which keep back been used The manufactory employs 10 mess who head for the hills a 40 hours hebdomad and ar currently stipendiary either ?250 per calendar week or ?275 per week if they substantiate been with the go with for tether years. Herzbergs hygiene needs is fee and term much(prenominal) as the factory paid 40 hours for ?250 per week and ?275 per week if they break ab by 3 years. Herzberg addressed silver particularly referring specific all toldy to salary. Herzberg acknowledged the complexity of the salary issue money, earnings.. and reason that money is non a direct motivators save achievement and recognition. The method of its motivation is Herzberg, the conjecture of Herzberg believed that pay was not the nevertheless(prenominal) motivator and came up with his hypothesis, which had two elements to it such(prenominal)(prenominal)(prenominal) as hygiene factors and motivators.For an employee to be promptd, all the hygiene (maintenance) factors eat to be met for the first base time and hence the motivators can be used to give away them shed light on nastyer. at that place have been no pay increases for the last three years and labour turnover is 80% a year. The follow paid yield for facultys about 80% labour turnover, it is authentically bad because it is very high. This will carry on to the associations profits. at that place is no training and newcomers atomic number 18 expected to go steady the jobs by doing them. Following H erzbergs surmisal, the guild have not trained staff to lead on staff to futile to know new methods or technology.These likewise will lead on de-motivation. The selection and hireing lines employ 8 people who argon paid ?222 per week for a 37 hours week.. Sometimes, at rather time of the year, they argon situated by b bely give birth a associate 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 venerate for each one others company and socialise as well as work together. Herzbergs theory in the hygiene factors relate on salary such as the factory would pay ?75 per week scour through the factory are laid off, his helps the factory to retain staff. However, Herzberg utter that crack pay rewards or increasing salary may not motivate employees scarce inadequate pay will de-motivate them. Moreover, the theory to a fault relate on mayo theory su ch 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. works in small groups and social activities. The store staff work 37. 5 hours per week and are paid ?280 per week. They have been told that they should pack and despatch 40 cases per day each.Unsurprisingly, this lead is never exceeded and has usually been met just afterward(prenominal) lunchtime each day. The reason which the fag never exceeded and usually been met just after lunchtime each day, maybe the company have not got policies such as have to earn the target and bring out rewards and peril punishment them if not obtain the target. Following Taylor theory, he put prior the case that workers were just now do by money, so work must be linked to payment. A motorbus should motivate a worker by victimization pay as an incentive and threaten them with less money or the handout if they did not work to the silk hat of the ir 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 good-natured working conditions of all staff in the company. They realise that they have to ensure a go on flow of put and work hard in obtaining and processing orders and solving customer problems. They are the public face of the company and feel rewarded by the constant note 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 reliable satisfiers and dissatisfies for employees at work. Intrinsic factors are link up to job satisfaction, while extrinsic factors are associated with dissatisfaction. He devised his theory on the headway 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 cogitate 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 develop integral motivation with the workforce such as feedback and recognition. Both these approaches such as hygiene and motivation must be make simultaneously. Treat people as best you can so they have a minimum of dissatisfaction. Use people so they get achievement, recognition fro achievement and indebtedness they can grow and advance in their work.There is one factory actr who is paid ?26,000 per annum. The three section managers who tally 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 foresig htful as is needed to solve any problem that face-lift when the factory. There is no training and newcomers are expected to use up the jobs by doing them. Although the managers have lots of experiences but they have not got enough qualifications to manage their role.However, the company also do not give an opportunity to improve their knowledge. Self-actualization is the hit of Maslows motivation theory. It is about the quest of stretch ones full 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 ambiguous happiness and harmony. The way to motive workers is to straits the opportunity of satisfying higher 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 ou t on the packing lines if they are busy. There is little willingness to take responsibility when difficulties arise with each department seeking to agitate other departments. The company is not nonionized.. Following Maslow theory about view needs such as responsibility, strategies such as increasing responsibility may be used to motivate workers. beautify benefits are limited to discounted company products and a subsidised canteen. Meetings of staff are only called if there are problems and communication is hook down.. Limiting to discount company products and a subsidised canteen also are not staff satisfaction, in Maslow theory, if staple needs such as safe working conditions or internal 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. accord 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 recog nized 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 supply were more basic. He outlined the basic needs have to be met first before employees can be motivated. His theory is known as the Hierarchy of Needs.