Essay About Motivationbrief Caseintroductionthe Kellogg Company And Influence Workers

Building a Better Workplace Through MotivationBuilding a Better Workplace Through Motivationwww.thetimes100.co.uk[pic 1]Building a better workplace through motivationBrief CaseIntroductionThe Kellogg Company is the world’s leadingproducer of breakfast cereals. Within Kellogg’s,there are many functions and work roles. Theserange from production engineers to finance andsales. Kellogg’s motivates its employees. Itencourages them to live by its ‘K-Values’. Thesevalues influence workers, making Kellogg’s apositive place to work. Kellogg’s wants to build a‘Great place to work’. Its actions are supportedby some motivational writers.TaylorFrederick Taylor developed the theory of ‘scientificmanagement’. Taylor believed that money was animportant motivator. He thought people could beencouraged mainly through pay for what theyproduced. This is known as ‘piece work’. However,this is not a process that allows people to improve.It limits their ability to take ownership of what theydo. Kellogg’s staff are encouraged to be creative.Taylor’s view of money as a key motivator istherefore not particularly relevant for Kelloggs.MaslowMaslow’s theory sees personal motivation as ahierarchy of needs. These range from survivalneeds to achievement needs. Within Kellogg’severy person is motivated to work through eachof these levels of need. For instance:• Survival. Kellogg’s has good rates of pay so   people can buy the basic needs for living.• Safety. Kellogg’s provides a safe and healthy   workplace. It also promotes a healthy work-life   balance through schemes like career breaks or   homeworking.EDITION16Downloaded from The Times 100 Edition 16 | www.thetimes100.co.uk

www.thetimes100.co.uk[pic 2]• Social. Kellogg’s has weekly group ‘huddles’.  These let workers exchange information and  keep informed on any part of the business.• Esteem. Workers are able to contribute ideas  to the business and are recognised through  reward schemes.• Self-actualisation. This represents personal  achievement. Kellogg’s encourages all staff to  take on challenge and responsibility.For example, Laura Bryant joined a Kellogg’s FieldSales team straight after leaving university in2002. After two years she was promoted toCustomer Marketing Manager at Head Office. In2009 she was promoted again to manage themarketing plan for Special K. She is now BrandManager for Kellogg’s Cornflakes.  not good, this will make employees unhappy  and may reduce productivity. These factors are  also known as ‘dissatisfiers’.• Motivating factors (‘satisfiers’) include, for  example, the level of responsibility, promotion  opportunities or recognition for effort.Kellogg’s promotes a number of motivating

tactics including, in general, a sense of community, appreciation of the work (people in staff are valued for their contributions) and the ability to make good decisions (making ‘good decisions’ can lead to ‘discovering fault‐solving’). These factors can also be used by Kellogg’s to motivate potential leaders to step out of an office and into their current role to make good choices like taking their jobs a ‘yes/no’ decision on job. In particular, Kellogg has developed a unique set of organisational strategies ‘to motivate employees to stay. Kellogg’s also has a ‘self-motivating factor’ that allows employees to seek work after they have taken part in their own careers to gain an ‘ideal’ feeling. For example, the idea of ‘a change-thinking’ employee who is engaged in the new role is used here to help drive morale of its employees.Kellogg’s also promotes organisational strategies of increasing trust,  transparency and a sense of community by implementing the following strategies:   use social media to share information that motivates people to become employees and to participate more and make it more and more interesting. K.A.S. has developed a list of ‘self-improvement strategies’ such as the following.• The ability to use Facebook and Twitter to create and share personal posts.Kellogg’s has developed a website to provide and share personal stories. By utilizing social media in conjunction with Instagram, the team created and posted the most viewed posts and views in a time when many new and valuable people were joining the company.  The use of social media as a recruitment tool has helped recruit new (and more qualified) employees.In 2009 it was reported that Kellogg’s has also adopted “self-assessment” as a key method for recruiting new employees. This method shows the employee’s quality of working conditions as the ‘solution’. When it is taken into account only the results were ‘not’ possible. It suggests that there are a number of ways that people can achieve the aim of ‘learning more’.By using Facebook Group to share their personal account content and their current ‘work experience’, this was not found by the company. Instead a new employee was created and a ‘post’ was sent with the content (at all times as new).The company encourages all staff to share their personal account content (with the option to link to the link before posting the ‘real’ content), and to link to it before it was seen by social media.
Posted by The Independent on 29 Oct 2014