Improving Staff Performance

When comparing the content and process theories, we can see that firstly from analysing the ‘Content’ theories, they are based on the idea that individuals have certain needs which they want and need to pursue. The content theories are what motivate people as apposed to the ‘Process’ theories. These theories are based on the idea that the individual selects the goal they wish to achieve and calculates which way to gain and achieve it. The process theories look at how they motivate the staff. 


Theories such as the 'Expectancy theory' by  Vroom, Porter & Lawler. The Equity Theory by Adams and The Goal theory by Locke. Each of these theories follow the same basic path of what you put into your work, you take back. The simple idea of effort and reward systems are put in place to motivate the workers. When difficult goals are set, a higher performance level is required to be put in and the reward level that is achieved at the end is higher.

The organisation I have chosen to look at is ‘Clarks’. The well known shoe shop has been around for many years and has built up its recognisable brand and now has a decent reputation of giving the customer what they want and need. 

Researching into the company has enabled me to find out how they motivate their employees and how this differs from other companies.

When working at ‘Clarks’, the different job title you have allows you the chance for different benefits. Working in retail can ensure that the employees enjoy the healthy 33% discount on products which can be used up to twenty times every year and are provided with ‘stylish’ uniforms. Staff can also enjoy the in-store incentives and can be part of the team bonuses and are also given the option of joining the pension scheme that ‘Clarks’ has to offer. The managers of the store are also eligible to join the health care scheme and going up higher again to the very top store managers; they can have the chance at receiving a ‘company car cash allowance’.

It can be seen from researching into ‘Clarks’ that the organisation uses process theories to create motivation within their employees. One of the process theories that stand out most to me when looking at the business is the Expectancy Theory. The idea that the effort you put it, leads to good performance within the work place and then the individual is rewarded for their work can be seen from the incentives being offered by ‘Clarks’.

When an employee uses their ability and skill to succeed within their job and their outcomes are as healthy as their input, then they should be rewarded.

To conclude, it can be seen from my findings that in order to truly motivate the staff, the organisation must look at what an individual employee wishes to achieve and help them do so and put in decent motivational structure and encourage them to move forward with their progress.  


Referencing:


http://www.clarks.co.uk/


Expectancy theory by  Vroom, Porter & Lawler


The Equity Theory by Adams


The Goal theory by Locke


L. J. Mullins Management & Organisational Behaviour. 9th Edition.


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