Assignment Task 3: Background

Read the following Case Scenario, and then attempt Task 3

Case Study: Kellogg's Motivation of Staff

People spend a considerable part of their lives at work, so it is not surprising that they expect to be rewarded and satisfied with the job that they do.

Motivation is concerned with why people do things as well as what drives them to behave in a particular way. Understanding what motivates individuals is important in the workplace. Research suggests that motivated employees are happier at work. They get more satisfaction from their work, are absent less often, tend to be more loyal and work with more enthusiasm. This in turn encourages them to contribute more to the development of an organisation.

This case study focuses on how Kellogg's motivates its people. It illustrates how the use of motivational techniques helps to develop the business as a 'great place to work'.

The Kellogg Company is the world's leading producer of breakfast cereals. Its products are manufactured in 18 countries and sold in more than 180 countries. For more than 100 years, Kellogg's has been a leader in health and nutrition. It has done this by providing consumers with a wide variety of food products.

Within Kellogg's, there is a variety of functions and work roles. These include engineering operatives in the manufacturing section. Others work in finance, marketing, sales, information technology or human resources. Keeping everybody motivated no matter what their role is not easy. Kellogg's was recently placed in the top 100 of the Best Companies to Work For list in The Sunday Times.

Values and motivation

Kellogg's values and culture support its role as a good employer. Encouraging everyone to live by the K-Values throughout the whole business creates a culture of people that have ownership over their own projects and strive for continuous improvement and industry-leading results.

These values influence the behaviour of individuals within the workplace, making Kellogg's a positive place to work. Employees are encouraged to speak positively about each other when apart, focusing on their strengths. This involves listening to others and accepting their right to their own views regarding the workplace.

The benefits of Kellogg's investing in people can best be illustrated by looking at the work of some of the theorists who have worked on motivation. Kellogg's commitment to creating a 'great place to work' is supported by these theories.

Questions to be addressed in completing the Assignment Task 3:

(Figures in brackets after the question denotes relation with the assessment criteria)

LO3: Understand ways of using motivational theories in organisations

3.1 Kellogg's values and culture support its role as a good employer, making Kellogg's a positive place to work in, which in turn has a positive impact on the motivation of its employees. In this light, which leadership styles do you think will be most suitable to motivate Kellogg's employees during its normal working periods, as well as during periods of change? Also discuss the impact that different leadership styles will have on motivation of its employees. Select another organisation (of your choice) and discuss the impact different leadership styles will have on motivation in periods of change. (Criteria 3.1 discuss the impact that different leadership styles may have on motivation in organisations in periods of change)

3.2 Compare the application of Maslow's Hierarchy of Needs Theory and Vroom's Expectancy Theory within the Kellogg's workplace, and discuss their motivational impact on Kellogg's employees. (Criteria 3.2 compare the application of different motivational theories within the workplace)

Evaluate the usefulness of Herzberg's two factor theory in context of effective management of operations including employee motivation, for the operational manager of Kellogg? (Criteria 3.3 evaluate the usefulness of a motivational theory for managers)