The Times 100 Business Case StudiesEdition 16

Building a better workplace

through motivation

Introduction to Kellogg’s

The world’s leading producer of breakfast cereals Manufacturing in 18 countries; sales in over 180 countries Promoting health and nutrition for more than 100 years

Kellogg’s focuses on keeping its people motivated Creates of culture of ownership Drives continuous improvement Increases loyalty and reduces absenteeism Supports the Kellogg’s (K)-values Makes Kellogg’s a positive place to work

Offers financial and non-financial motivators

Frederick Taylor

Theory of ‘scientific management’ Breaks down jobs into small

components (e.g. production line)

People focus only on one element of whole process

Monetary reward is primary motivator People paid per unit or

volume of work produced – ‘piece work’

Incentive to produce more

Limited relevance to Kellogg’s Focus on output only

increases productivity but may affect quality levels

Does not allow people to develop ownership or use creativity

Maslow’s Hierarchy

There are five levels of needs

3 Main categories Basic needs

Physiological Safety

Psychological Belonging and Love Esteem

Self-fulfilment Self-Actualization

Maslow’s Hierarchy

Basic Needs: Physiological Needs

Food, Water, Warmth, Rest, Breathing

Safety Security of body, Security of

Employment,

Security of Family, Safety

Maslow’s Hierarchy

Self-fulfilment Needs Self-Actualization

Achieving one’s full potential, creativity, problem solving abilities, acceptance of facts

Abraham Maslow

Hierarchy of needs Individuals satisfy needs at

each level before progressing to next

Kellogg’s provides motivation at every level Strong communication

helps to support sense of belonging

Motivating factors may be different at each level Financial - e.g. Kellogg’s

offers competitive pay and secure working conditions for Basic and Safety needs

Non-financial – Kellogg’s positively recognises achievement and offers challenging opportunities for Esteem needs

Hunger Games Exercise

Elton Mayo

Key elements to improve motivation include: Team working Manager’s level of interest

in and care for team members

Clear communication and consultation

Kellogg’s team programmes include: WK Kellogg Values Awards –

recognises performance Suggestion box scheme –

generates improvement ideas

Personal development planning – reinforces individuals’ commitment and sense of well-being

Frederick Herzberg

Two-factor theory:1. Satisfiers (Motivators)

Give job satisfaction and improve productivity

2. Dissatisfiers (Hygiene factors)

Need to be minimised in workplace to allow satisfiers to have effect

Kellogg’s satisfiers include: Fit for Life programme

demonstrates care for employees

Flexible working offers a work/life balance

Sharing/rewarding success demonstrates K-Values

Stress Reduction video: Exam Jam

http://www.youtube.com/watch?v=wUx_-rIu1Dc&feature=youtu.be

Group Activity

On a piece of chart paper, brainstorm all the ways your school and teachers try to motivate you and/or help you manage your stress levels. Connect these practices to the theories you learned about today (Herzberg, Maslow, Mayo). Is what they’re doing effective or ineffective? What recommendations can you give to high schools so they can better help students stay motivated and deal with stress?