Performance Management System: Tesco

Subordinates should understand an adopted compensation plan. Arbitrariness in promotions and rewards leads to cynicism, but not to an increase in motivation. If a new program is taken from the ceiling, workers start to think that the leaders do not respect them. The company should give clear answers to the questions of subordinates on how the system of rewards can affect their daily operations. Also, to achieve professionalism in any work, the employee should strive to become the best in the field.

The negative influence of this specific strategy is that it involves issues of security. Participative leadership can waste management’s time and bring threat to company’s information for allowing all employees to participate in management and decision making. The participative leadership is useful for enhancing morale of personnel through employee empowerment and employee participation; positively impact on employees’ motivation (Nader, 2011; Silva, Nascimento and Galvao,

Therefore, the employers should study the pros and cons of adopting FWA, and how is it going to affect the productivity of the employees in the business. As we discussed the pros of READ adopting FWA earlier, we come to discuss the cons of it. - To begin with, business owners and managers need to recognize that flexible work arrangements are not always appropriate for all people, jobs, or industries. In some jobs or industries FWA can turn out to be catastrophic while it decreases productivity immensely. - Another challenge that could be faced by employers adopting FWA is if the employees weren’t willing to adapt to such changes or weren’t able to resist any non-work temptations.

Founded in Sweden at 1943 by Ingvar Kamprad, IKEA is a value-driven company with the vision “To create a better everyday life for the many people”. As of January 2009, the company became the world’s largest furniture designer and retailer. Currently, IKEA owns and operates 351 stores in 43 countries across Asia, Europe, North America and Australia. The company’s product range consists of 9,500 home furnishing articles, of which they are known to be well-designed, functional and inexpensive. IKEA has about 1,220 suppliers in more than 55 countries around the world, providing the bulk of the company’s inventory.

In addition, the management places a significant level of trust and confidence in employees that employees will complete the tasks to the best of their abilities. Ideas from employees are welcome, which allows for direct, transparent and honest communication. Furthermore, Lidl believes in providing periodic feedback to its employees to help them improve their work performance, This allows the management scope to provide constructive criticism where improvement is required and recognize good performance through award systems. Lidl adopts a proactive approach to problem solving and crisis handling, as well as day to day business improvement. This allows Lidl to manage competition effectively it faces from

Employee Turnover: Employee turnover is paramount to the success of an organization, for this reason, manager 's needs to monitor the hiring and firing rate of their employees, including employees who leave voluntarily to see if they are losing high or non-high performers. Implementing a turnover metric system can help employers avoid retaining

Sainsbury plc. is the second largest retail grocery company operating in the UK with the revenue of about £23.949 billion and 161,000 employees all over the UK with their large variety line of their products and services in the market. Moreover, it is observe that Sainsbury has achieved a height in their financial performance and increase their annual turnover from £6.9 billion to £21.4 billion. The group has three business operational units i.e. Sainsbury’s convenient store, Sainsbury’s Bank, and Sainsbury’s supermarkets ltd.

Factors that are necessary for change to happen in an organization are identified into people, market, technology, communication and competition. Changes are initiated by the top management to accomplish the company’s goals and objectives base on the company’s core values, vision and mission. However, all change will succumb with resistance either from people who are in their comfort zone, or be it due to their security and economic conditions, or mainly because the fear of losing power, expertise, or even

Conflict creation is mostly occurring in organizations. Bellow - ranking employees clash with higher ranking employees: operational methods antiquate, advanced thinking, lack of accepting refused to settle in organizations in conflicts is consists from principles, nature, public and cultural standards are factors to generate stress .To motivate employees there are some main points:   1. Give staff more rewards and credits and what they need.if the employee done great work gives them more rewards and appreciate and recognition in front of his subordinates . And it really motivates the employees and then they perform better and work hard for the organization

Humans are resistant to change and that is the biggest challenge organisations will face when implementing programs. Globalisation has greatly changed the workplace, employees face the challenge of having to interact with customers from multiple nationalities and differing norms and customs (Pall & Buzzanell). This can be taxing on an individual’s resources, as the emotional labour of constantly having to adapt can be exhausting. Globalisation requires employees to travel and this can tax individual resources. The JDC, JDCS, COR and the ERI all assume universality, thereby assuming employees will respond in a similar way as predicted by their model, despite the varying contexts (Ashill et al., 2009).