Proposal

Proposal

Purpose of the Study

The main purpose of this research study will be to understand the effective motivational incentive which is used within the Organization to Increase Employee Performance at Tesco.

Problem Statement

Tesco uses different incentives in order to motivate its employees so that they can result in the better performance. This research report will focus on all these incentives used by the Tesco to motivate its employess.

Research Objectives

This research study will focus on the following questions:

What types of incentives are Tesco used to motivate the employees?

Are the incentives appropriate to meet the requirements of specific individual needs?

Which ways Tesco evaluate the performance of their employees?

How does Tesco measure if employees are de-motivated?

The most important strategies Tesco used to prevent employees being de-motivated?

Background study

In the previous studies and the conducted research it is being found that Tesco offers its employees with the best incentives (Farnsworth, 2003). There were some respondents who gave the answers in the interview and from these results the statistics of the incentives at Tesco were being shown as follows:

offering financial rewards and bonuses - 31% of respondents;

showing recognition - 20.7% of respondents;

providing career development opportunities - 17.2% of respondents;

Seeking workers' opinion - 13.8% of respondents.

The breakdown of Tesco by sector, size and ownership type shows some divergence in the incentives used to encourage employees' commitment and performance (Vision, 2008). In general, financial rewards and bonuses seem to be the most frequently used type of incentive for increasing employee's motivation across all sectors of Tesco surveyed.

According to the survey findings, financial rewards seem to be increasingly used as a motivational incentive by Tesco in the financial services, infrastructure, government and healthcare sectors, with 50% of the respondents indicating this information. Tesco also rely on showing recognition to employees to improve their commitment to the job (Cadsby, 2007). For companies in the IT, communications and entertainment sector, career development opportunities are as important for motivating employees as financial incentives.

Perhaps the most tangible way in which Tesco put motivation theories into action is by instituting incentive systems. Incentives are reward systems that tie pay to performance. There are many incentives used by Tesco, some tying pay to individual performance and some to companywide performance. Pay-for-performance plans are very common among organizations (Salamin, 2005). For example, according to one estimate, Tesco have merit pay, and the majority of Fortune 1000 companies use incentives. Using incentives to increase performance is a very old idea. ...