Building a Better Workplace Through Motivation

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Building a better workplace through motivation

Brief Case

Introduction

The Kellogg Company is the world’s leading

producer of breakfast cereals. Within Kellogg’s,

there are many functions and work roles. These

range from production engineers to finance and

sales. Kellogg’s motivates its employees. It

encourages them to live by its ‘K-Values’. These

values influence workers, making Kellogg’s a

positive place to work. Kellogg’s wants to build a

‘Great place to work’. Its actions are supported

by some motivational writers.

Taylor

Frederick Taylor developed the theory of ‘scientific

management’. Taylor believed that money was an

important motivator. He thought people could be

encouraged mainly through pay for what they

produced. 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 they

do. Kellogg’s staff are encouraged to be creative.

Taylor’s view of money as a key motivator is

therefore not particularly relevant for Kelloggs.

Maslow

Maslow’s theory sees personal motivation as a

hierarchy of needs. These range from survival

needs to achievement needs. Within Kellogg’s

every person is motivated to work through each

of 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.

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• 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 Field

Sales team straight after leaving university in

2002. After two years she was promoted to

Customer Marketing Manager at Head Office. In

2009 she was promoted again to manage the

marketing plan for Special K. She is now Brand

Manager 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