Motivation Case Study

For example, within Kellogg many employees are motivated by cash alternatives which include the opportunity to buy and sell their holiday days. Tailor’s theory breaks down Jobs into components or specialist tasks through the division of labor. This especially applies to production processes within large companies like Kellogg. These rewards can help to Increase productivity and profitability.

The danger with this is that Individuals are simply focused on output to get rewards so quality might suffer as a result of employees rushing to do the Job.

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Mason’s Within Kellogg every employee is motivated to work through each of these levels. As they do so, this provides positive effects for each employee and the organization. For example: Physiological needs – Kellogg offers competitive salaries. This gives people the means to acquire the basic needs for living.

The Kellogg Cornflower flexible benefits programmer allows employees to choose those benefits that suit them. This includes childcare vouchers, cash alternatives to company cars and discounted life assurance schemes.

These savings and competitive salaries help workers’ pay go rather and so motivate them to be loyal to the company. Safety needs – Kellogg values the safety of all employees. The company Is committed to providing a safe and healthy work environment to prevent accidents.

Employees are however accountable – that means they have to take responsibility for observing the health and safety rules and practices. Kellogg also offers employees a range of working patterns. Some may want to work part-time, others may want career breaks or undertake homework. This helps employees to choose the best option for a healthy work-life balance.

Social needs – These are associated with a feeling of belonging. Kellogg operates weekly group ‘huddles’.

These provide informal opportunities for employees to receive and request information on any part of the business, including sales data and company products. This helps strengthen teams and enhances workers’ sense of belonging. Having an open approach to communication keeps everybody focused on the company’s alms helps Individuals contribute to the company’s K-Values. They Include values such as being positive, seeing the best In people and recognizing diversity.

Kellogg positively recognizes and rewards staff achievements.

Self-actualization – Kellogg provides employees with the opportunity to take on challenging and stimulating responsibilities. For example, the business provides the opportunity for Monolinguals to take owners Mayo Ip AT projects n . I Is end less teem to develop Ana Improve. Kellogg keeps a two-way dialogue with employees through its communication programmer. This helps to empower the workforce.

For example, its open-plan lobby area with coffee bar accommodates as many as 200 people.

It provides an informal venue for briefings and presentations. The WOK Kellogg Values Awards programmer provides special recognition for what employees do and rewards them for how they perform. Herbert Kellogg has developed a number of motivating factors. These are designed to ensure that Kellogg is perceived as a good place to work and a desirable employer of choice.

For example, Kellogg has a ‘Fit for Life’ programmer offering employees access to fitness centers, free health checks and annual fitness assessments by healthcare specialists every spring.

It also provides a ‘summer hours’ programmer from May to September so if employees have worked a full week’s hours by noon on a Friday, they can finish work at that point. This means employees can adjust their working hours to balance their work against family or lifestyle commitments. Awareness of motivating factors helps Kellogg to build a business that delivers consistently strong results. Other initiatives within the organization include: flextime, home working, part-time working and Job sharing career breaks, parental leave, time off for dependents and maternity and paternity eave on-site gyms or subsidized access to local facilities.

Motivators within the Kellogg company reflect the different personal aspirations of staff.

The working environment provides the opportunity to move forward and take on responsibilities. There is clear recognition and reward for performance. For example, the Kellogg sales team meets every Friday morning to share success stories of the week. Once a month it recognizes individuals that have worked above and beyond the K-Values. Winners receive a range of awards ranging from cash prizes, vouchers or holiday entitlements.