Blog two- Improving staff performance

Motivation can be separated into two different types of theories; these are content and process theories. Content theories explore the factors that actually motivate an individual whilst at the workplace. It identifies the goals an employee wishes to achieve in order to satisfy their needs and progress within their role. Process theories on the other hand refer to the relationship between variables of motivation and the steps taken in order to influence behavior.

‘Wallis is part of the Arcadia group which is the Uk’s largest privately owned clothing retailer’ (Wallis, 2010). Wallis target their distinctive products at the middle age business woman, who is 30 +. Conducting research into Wallis proved an insight into the many different techniques Wallis use to motivate their staff. Wallis follow a ‘shine’ training scheme which incorporate the levels; trainee, standard, advanced, top level, deputy manager and manager. Certain tasks, for example stock take, must be completed in order for employees to complete each level. Employees are motivated to complete each level in the scheme as they receive a pay rise, £75 bonus and more responsibility. Wallis pride themselves on their training scheme as they think it is important to allow employees to work themselves up the ‘ladder’ rather than employing new members of staff at a supervisor level for example. Staff are also given regular incentives to help improve the store performance. These incentives include; £35 worth of clothes, a night out for the team, capital bonds, jewellery and an extra 30 minute paid break. Being part of the Arcadia Group Limited, all Wallis staff receive 25% discount in all seven arcadia stores and 20% in BHS. These techniques used by Wallis enable a good working atmosphere and relationship between members of staff.

The ‘shine’ training scheme used by Wallis can be applied to Locke’s goal setting theory, which explores how goals can motivate an individual. Mitchell and Larson suggest that ‘An organisation can have a strong influence on the work behavior of its employees by influencing their goals’ (1987, p.165). These goals need to be SMART goals for them to be achievable, this stands for Specific, Measurable, Attainable, Relevant and Time bound. If a goal is set following these criteria then it is likely that the employee will reach it, however it has to be a challenge, there is no point setting a goal that can be achieved too easily. Arnold et al (2005) believed that by setting goals that are specific and difficult but not impossible, it will improve an individual’s performance at work as long as they receive feedback and recognition. Once a goal is achieved it is essential for recognition to be received in order for the employee to be motivated when aiming for their next goal. The ‘shine’ training scheme follows the SMART targets mentioned in Locke’s goal setting theory. Each employee is given 3 months to complete the trainee, standard and advance levels and 6 months for top level, deputy and manager. The tasks that need to be achieved in order to be signed of a level are relevant to the job and work commitment involved in the next level. The job role is broken down into bullet points, which are then ticked off when the employee shows the manager over time that they have mastered this skill. By making off those that have already been achieved the employee can track the progress they are making. This motivates employees as they always have a goal to work towards and can choose to stay at the level that suits them they don’t have to keep progressing up the management ladder.

Process theories help to provide further understanding relating to work motivation. Many theories are not able to be linked to just one writer but the main theories include; Vrooms Expectancy theory, Adams Equity theory and Locke’s goal setting theory. From the research I conducted into Wallis it can be seen that they use motivation theories effectively in order to ensure their members of staff perform to the best of their abilities. Although I feel Locke’s goal setting theory is best applied to Wallis many other process theories are also used in practice by this organisation, for example Vroom’s Expectancy theory.

References

Books

Mitchell,T and Larson,J.(1987) People in organisations: An introduction to organizational behaviour.3^rd ed. Singapore: McGrow-Hill Book Co.

Mullins, L. (2010) Management and organisational behaviour.9^th ed. Essex: Pearson Education Limited.

Websites

Arcadia group limited (2010) Arcadia brand history [online]. Availible from: www.arcadiagroup.co.uk/about/wallis.html [Accessed 5 January 2011]

Wallis (2010) Wallis History [online]. Available from: www.wallis.co.uk [Accessed 5 January 2011]

HR Zone (2010) If I make the effort do I meet my goals [online] Available from: http://www.hrzone.co.uk/blogs/brendanwalsh/360-degree-appraisal-and-performance-reviews/if-i-make-effort-do-i-meet-my-goals [Accessed 22 December 2010]