Table of content

Content

page

1.0 The advantages on two leadership style applied in Tesco Company

2.0 The motivation theories that had been applied in Tesco

3.0 Benefits of both motivation theories for managers in Tesco

Conclusion

References

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Leadership style and motivational theories applied in Tesco Company

1.0 The advantages on two leadership style applied in Tesco Company
Leadership is the use of power and influence to direct the activities of followers toward goal
achievement (Colquitt, Lepine, & Wesson, 2013). In other word, leadership is a person who lead the
others for any activities and control them to achieve the goal. Leadership style is the way of the
leader use the power to command the subordinates.
Fatima as the manager in Tesco needs to control the production and the motivation of her workers.
This type of step can be define as two approaches which are take care of production or services and
take care of workers motivation and relationship. The leadership style theories that match with this
step are managerial grid leadership style.
Managerial grid
Managerial grid leadership style can be define as identifying the successful leader with the concern
for getting job done and concern for people doing job (Zeidan, 2009) . These two dimensions are
plotting the leader characteristic and the way of the leader lead the workers. Managerial grid is
implementing to avoid the expenses of production performance that effect when workers has
conflict and problems with the leader. Due to ineffective of production will cause more expenses
when the company need to hire more workers to produce more products. If the workers are
effective with good motivation, production of product will not be interrupt and fewer workers for
more production.

Figure 1: Managerial grid

Sources: www.sites.psu.edu/leadership/2014/02/16/the-leadership-grid/

Managerial grid can be plot into 81 points and only 5 points are plot to how the leader characteristic.
It start from 1, 1 until 9, 9 rate of concern for people and concern for production. 1, 1 point is called
impoverished or lazy leader because its due to low concerning on people and low concerning on
production.
9, 1 point is called task management that only concern about production and low concern on people
or workers motivation. 5, 5 point is called middle of the road because the leader shows the middle
same concern on workers and production. The 1, 9 point is country club management that show only
most on concerning for people and low on production. The last point is 9, 9 which high on
concerning production and concerning people which is a leader need to reach this point to be an
ideal leader.
The advantage of the managerial grid is a leader can analyse their own leadership styles through this
technique. This is done by administering a questionnaire that helps managers identify how they
stand with respect to their concern for production and people. The training is aimed at basically
helping leaders reach to the ideal state of 9, 9 (Sourabh).

Leader can know how effective their leadership trough this managerial gird. Fatima as the manager
in Tesco need to achieve the 9, 9 point to get high on production and high on worker concern. This
will help to improve workers motivation with good satisfaction with the leader. The leader is
respected and it can create good team of work with workers toward achieving their goal. If the
leader is concerning more on production only, workers will unsatisfied because so many work to do
and low motivation and support from leader. This will lower the worker motivation because they
need to achieve production goal but the relationship are lost.
Traits theory
Tesco Company set a leadership framework among the worker who has the traits of leadership.
Tesco want to create the leader with encouraging self-review and reflection. The traits theories of
leadership a suitable to be implement in the company to search the positive, confident and genuine
leader as the manager.
Traits theories is to identify traits that effective leaders possessed by examining leaders who had
achieved a level of greatness (Wynn, 2012). Leader can be defining through several traits that show
their different characteristic with non-leader. Qualities of effective leader personalities are form
their abilities, intelligence, strength and others.

Motivation to lead is the one of important part in searching the leader in traits theories. This
individual difference construct affects a leaders or leader-to-be decision to assume leadership
training, roles, and responsibilities and that affect his or her intensity of effort at leading and
persistence as a leader (Stephen J. Zaccaro, 2003). This is because a leader with passion for leading
people will help most people motivation and relationship who are below the control.

The advantages of this leadership style is give detail knowledge and understanding of leader element
such the six traits for leader of drive, desire to lead, honesty and integrity, self-confident, intelligent
and job-relevant knowledge. Company can know the person and understand the characteristic of
leader to be select as the manager.

Besides, this theory can measure the leader among the individual which are not have a great
leadership traits. When the company can measure the traits, a good leader can be finding to appoint
as the manager to lead the others.

Traits theories can motivate other worker when the company had selected a correct leader for their
workers. Workers with good relationship and respective leader are more motivation and satisfaction
to do their job and stay to work efficiently for the company. If the workers are having this type of
leader as their manager, workers are surely will satisfied and follow the leader instruction toward
job. This is because they have enough respect when the leader can give them good relationship and
serve.

2.0 The motivation theories that had been applied in Tesco

In motivating the worker in Tesco, they had applied some theories of motivation that pay attention
on hygiene factors and intrinsic factor. The implemented theories are Herzberg theory and Maslow`s
hierarchy of need to influence the workers motivation.

Maslow`s hierarchy of need is a psychological motivation theory that argue while people aim to
meet basic need, they seek to meet successively higher need in form of pyramid. They factors
influence are physiological, safety, social, self-esteem and self-actualization.

Sources: http://communicationtheory.org/maslows-hierarchy-of-needs/

Herzberg Motivation-Hygiene Theory is the Two-Factors Theory that shows the factors of
satisfaction and dissatisfaction of work. The job satisfier, deal with the factors involved in doing the
job, whereas the job dissatisfies deal with the factors which define the job context (Chapman, 2001).

In comparing these two motivation theories applied in Tesco, Maslows Hierarchy of need is more to
the concept of human need and satisfaction. While the Herzberg`s motivation theory is more to the
motivator for human such achievement, reward and recognition.

Maslow`s hierarchy of need is based on human priority need. The first factor needs to be achieved
and fulfil first to reach the second factor to motivate the employees. For example, physiological
need must fulfil first such food, place and clothes to reach the next factor of safety. Herzberg theory
is done when hygiene factors are dissatisfies while motivating factors motivate subordinates. He did
not mention about the need hierarchy or priority of human being. For example, recognition for
employee is important to increase their motivation.

Siemens provides the opportunity for the employees to fulfil their first priority needs (Louise Horner,
2003). For example, skilled workers, creative workers, like engineers, and other. Esteem is about
having self-respect and the respect of others. Feeling that ones work is making a difference can
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improve self-esteem. Recognition of an employees achievements by the employer also helps to

meet esteem needs. For example, Siemens runs schemes in which suggestions and projects for
improvements are rewarded. This could be financially, either individually or as part of a team, or in
terms of peer or management recognition of their achievements.

Besides, these two theories nature is different, Maslow`s Hierarchy of need is more descriptive or
fair to all human need motivation not only for employees. The theory was set based on long
experience about human need. Herzberg Theory is more prescriptive or rigid to the employee and
who has the level of human organization in giving the motivation. The theory is based on Herzberg
himself which he makes the research to 200 engineers and accountant.

Applicability of these two theories are different which Maslow`s Hierarchy of need is widely
implement in the developing countries or country that has more middle-income citizen. In such
country, their life is more difficult and money is the important one for them to fulfil their need.
Money can make them to fulfil the psychological factor first then reach another factor of need.
Herzberg theory was applied in rich country which the money is not the motivator for them. The
recognition and something else is more important because they have enough money and fulfil their
need. This theory also can be define as the extend part for Maslow`s Hierarchy of need theory.
Employees have fulfil their need first, so employer need to use Herzberg Theory which suitable for
them to increase employees motivation.

Motivator in Maslow`s Hierarchy theory is the all factor can be the motivator for employees such
physiological, safety, social, self-esteem and self-actualization. Any factor considers as motivator
when employees reach any level, the next level of need is the motivator for them. For example, the
employee has fulfilled the safety need; the next factor which social need is the motivator for them to
achieve.

Herzberg theory motivator is the satisfier one is the motivator for worker and the dissatisfied or
hygiene is not the motivator. The company need to avoid dissatisfied factor to increase the
employees motivation and plus the recognition, achievement and others. The dissatisfied factor will
reduce the motivation such, company policies, relation with boss and other.

In Tesco, manager and other employee can take part in making decision for their job to increase
their motivation. For example, employee can discuss in the forum about the pay rises and other. This
is the approach of using the Herzberg Theory in giving the reward and achievement.

In comparing these two theories, such elements need to be determining to differentiate the theories
applied.

Element

Maslow`s Theory

Herzberg`s Theory

Definition

people aim to meet basic need, they Two-Factors Theory that shows the
seek to meet successively higher factors of satisfaction and dissatisfaction
need in form of pyramid

of work.

Theories nature

Descriptive

Prescriptive

Applicability

Widely implemented

In rich country which money is not the

important motivator

Motivator

Every single factor in the pyramid The satisfaction of work is the motivator
diagram is the motivator such, for worker such recognition, achievement
physiology,

safety,

social,

self- and others.

esteem and self-actualization.

3.0 Benefits of both motivation theories for managers in Tesco

When the manager in Tesco use Maslow`s Hierarchy of need, he or she can know the need of the
employee that need to be fulfil first. To build a productive and happier team, manager need to
understand and well-being the employee priority need factor. This kind of step will motivate the
employee through productivity and satisfaction of their leader.

Manager can empower the psychological need of the employees basic need by giving those wages
and salary that sufficient for them to buy basic need. Safety need can be made by providing job
security, retirement benefits and safe working environment. Developing a team for worker to make
sure they know they are important for the company and other colleagues to work and make a good
relationship with each other.

Furthermore, Herzberg`s Hygiene-Motivation Theory benefit is manager can identify the hygiene
factor to the employee that will make them dissatisfied. If hygiene factor is not considered,

employee can due to dissatisfaction and effect for company productivity and efficiency. When
manager can identify the hygiene factor and reduce or eliminate the factor, employee will work in a
happier condition without any dissatisfy.

Employees who are have job satisfaction, need minimal motivation from the management to
actually perform well. When job satisfaction is high, employees are more willing to do more for less
(Dr Lew Tek Yew, 2012).This behaviour is termed organisational citizenship behaviour where
employees

indulge

in

discretionary

job

activities,

which

are

not

rewarded.

This motivational theory also helps the manager to create willingness employees to work with
hygiene factor and affect the ability of the employees through motivational part.

Conclusion
Leadership style is the important thing for the person who in charge subordinates or the manager
with the employee to make them satisfy with the leader. When leadership style is not suitable with
the employee condition, it will due to failure of leading these people to achieve goal. Leader need to
improve their leadership style using suitable approaches such managerial grid that will help leader to
know their current performance on concerning for people or production. To reach the great leader,
a person needs to have good trait that will differentiate between leader and other. This will help
leader to get respect and power to command and control the people below his or her responsibility.

Motivation for people or employee is part of psychological factor that can make them more efficient
in working. Without motivation, many negative trait and behaviour will influence the employee
inefficient work. Some theories can be applied to help manager to find the way on how to increase
the employees motivation. Maslow` Hierarchy of need is one of the example that manager can use
to increase employees motivation. Manager need to fulfil their basic need until it reaches the top
one need to get them into high motivation. When employees have high motivation, company can
increase productivity and reduce the cost.

References

Chapman, A. (2001). Frederick Herzberg's motivation and hygiene factors. Retrieved October 12,
2014, from Businessballs.com: http://www.businessballs.com/herzberg.htm
Colquitt, J. A., Lepine, J. A., & Wesson, M. J. (2013). Organizational Behaviour. New York: McGrawHill Companies.
Dr Lew Tek Yew, M. A. (2012, October 23). A critical assessment of Herzbergs theory of motivation.
Retrieved
October
12,
2014,
from
Borneo
Post
Online:
http://www.theborneopost.com/2012/10/23/a-critical-assessment-of-herzbergs-theory-ofmotivation/
Louise Horner, A. J. (2003). Understanding the motivation of young workers. Great Expectation, 10.
Sourabh, J. M. (n.d.). Blake and Moutons Managerial Grid. Retrieved 10 12, 2014, from
Management Study Guide: http://www.managementstudyguide.com/blake-moutonmanagerial-grid.htm
Stephen J. Zaccaro, C. K. (2003). Leader Traits and Attributes. The Major School of Leadership, 114.
Wynn, S. R. (2012). Encyclopedia Of Educational Leadership and Administration. Retrieved 10 12,
2014,
from
Sage
Publication:
http://www.sagepub.com/northouse6e/study/materials/reference/reference2.1.pdf
Zeidan, H. (2009). Identifiying Five Different Leadership Style. The Blake Mouton Managerial Grid,
82-85.

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