People Management and Business Success

Introduction

People management in the organisation is mandatory as the employees are the important stakeholders to run the company’s operations efficiently and contribute positively to achieve the company’s goal (Alam and Raut-Roy, 2019). Through this study, it is possible to explore the relationship between motivation & engagement at work and business success, by discussing the employee management policies and practice in the workplace. The study also provides a scope to identify the strategic planning of the company to engage the staff and motivate them to work efficiently, so that the strategies of the business leader and managers can be evaluated in order to manage the people.

The company Tesco is a famous British retail groceries and general merchandise to provide the best quality products and services. The company is successful to run their operations across United Kingdom, Ireland, Hungary, Czech Republic, and Slovakia through 7,005 shops and inline services (Tesco, 2021a). Revenue generation by the firm in the last year was £64.760 billion and operating income was £3.005 billion. In 2020, total numbers of employees were approximately 423,092, and thus it is effective to discuss the human resource management strategies of Tesco where the leaders and managers try to manage such huge numbers of employees across the international markets to run the operations smoothly (Tesco, 2021b).

Relationship between motivation & engagement at work and business success

Employee motivation is the level of energy and enthusiasm that the employees bring in the workplace in order to meet their job roles and responsibilities. The motivational factors f in the workplace is useful to encouraging the employee’s creativity and retains them for long run. Employee engagement is an approach, which results in giving an appropriate condition to the employees in a workplace in which the workers are feeling valued and engaged with all the organisational activities and operations. Employee engagement is manly a sense of purpose, belonging, and commitment to an organisation, whereas workers motivation is the willpower and drive to act on those feelings (Alam and Raut-Roy, 2019). In the recent era of globalisation, there is strong relationship between the business success and employees motivation. Through continuous motivation and engagement of the workers at the Tesco’s workplace, the employees are feeling valued and try to give their 100% to work in the workplace (Bailey, Mankin and Garavan, 2018). The workers are also willing to utilise their capabilities and full potential to work with creativity and technical innovation. In the digitalisation phase, the employees try to adopt new techniques to work efficiently as well as they are encouraged to show their creativity to perform better and meet the company’s objectives. The team members are continuously motivated to work efficiently and meet their job role to achieve the ultimate success of the company (Alam and Raut-Roy, 2019). Hence, the business success is associated with the employee motivation, where through monetary and non-monetary incentives, the workers are encouraged to work better and contribute positively in Tesco (Tesco, 2021b).

In addition to this, employee engagement is effective in Tesco for creating god environment to work with others and create values for the staff members in the workplace, so that they can feel comfortable to share the workspace and work as a team to meet the organisational objectives (Bailey, Mankin and Garavan, 2018). Engaging the employees in the general meeting, organisational operational activities and the decision making practice is fruitful for the staff to communicate with others and provide their opinion in the workplace to make the business successful. Trust and loyalty among the workers in Tesco can be built through such activities and this is associated with the organisational success, where the employees try to work hard and contribute in running the operations sustainably (Alam and Raut-Roy, 2019). Hence, there is positive relationship between the business success and the employee motivation and their engagement. Fairness and good corporate governance of the firm can also be maintained well where the staff members can get suitable working environment to work as a partnership working practice and enhance communication to ensure personal and professional development (Bailey, Mankin and Garavan, 2018). Hence, employee’s engagement with the senior management team and leader further motivate them to work proficiently by utilising the organisational resources and meet their job responsibilities in order to achieve future success of Tesco (Tesco, 2021b).

Company strategy to increase motivation and engagement

The multinational corporations try to develop strategic planning in order to manage people in the workplace and meet their needs and preferences so that they are motivated to work better and earn more (Motyka, 2018). The Herzberg’s two factor theory is effective to explore the strategies that the firm implements to engage and motivate the workers in the workplace (Al-dalahmeh, Khalaf and Obeidat, 2018). Tesco as a famous organisation always try to keep their employees satisfied so that they can feel free to work and show their creativity under effective supervision for enhancing organisational creativity to serve the customers. As per the Herzberg’s two factor theory, there are hygiene factors and motivational factors. The hygiene factors working condition, co-workers relationship, supervision quality as well as salary and base wage. Tesco is efficient to maintain employee relationship and engage them in the organisational activities successfully. There is structured salary in Tesco as per the different hob roles and responsibilities across the departments such as marketing and sales, operations, finance, production and distribution (Ho and Kuvaas, 2020). The working condition is good, where the senior management team supervise the working procedure and the performance of the each staff through CCTV camera and daily monitoring of the workers activities. Additionally, Health and Safety at Workplace Act 1974 is implemented in Tesco along with emergency exit, providing safety measures, managing fire extinguisher etc, where the staff members are working under safe environment. The workers insurance is also there to protect them from any hazardous condition and provide them monetary support for any health issues (Tesco, 2021a).

In addition to this, the motivational factors are achievement, recognition, responsibility, personal growth and professional growth. The managers try to provide them training and developmental programs as well as create corporate governance by partnership working practice, shared workspace, enhancing communication and cooperation at the workplace so that they can learn more and improve their personal and professional skill and these activities are beneficial to encourage staffs creativity and engage them in the organisational operations (Uddin, Mahmood and Fan, 2019). Moreover, Tesco is successful to manage the employees by providing bonus, early incentives and performance related pay along with structured salary that are beneficial to motivate them and meet their personal needs and preferences. The employees try to work hard to gain better incentives and it is helpful for maximising their contribution and achieves the business success. Hence, the motivation factors are effective for the company Tesco to encourage the staff and create values for them, and it also provides a scope to improve trust and respect among the staff to work for long run and meet their job responsibilities (Tesco, 2021b).

Conclusion and recommendations

Through the discussion, it is revealed that there is a strong impact of employee motivation and engagement on the business success, where the multinational corporations like Tesco try to satisfy the employees and continuously encourage them to perform better and contribute in achieving the organisational objectives. It would be beneficial for Tesco to retain the employees through providing them promotion and engaging them in the organisational decision making practice and structural change, so that they can feel special and provide their opinion in the workplace. Through employee management, Tesco can maximise their brand image and reputation by serving the clients across the international markets.

Reference List

Alam, S. and Raut-Roy, U., 2019. Evaluating the Effectiveness of Reward Strategy at Tesco: Evidence from Selected Stores in UK. Indian Journal of Industrial Relations, 55(1).

Al-dalahmeh, M., Khalaf, R. and Obeidat, B., 2018. The effect of employee engagement on organizational performance via the mediating role of job satisfaction: The case of IT employees in Jordanian banking sector. Modern Applied Science, 12(6), pp.17-43.

Ho, H. and Kuvaas, B., 2020. Human resource management systems, employee well‐being, and firm performance from the mutual gains and critical perspectives: The well‐being paradox. Human Resource Management, 59(3), pp.235-253.

Uddin, M.A., Mahmood, M. and Fan, L., 2019. Why individual employee engagement matters for team performance? Mediating effects of employee commitment and organizational citizenship behaviour. Team Performance Management: An International Journal.