In this assignment, both control in the workplace and work satisfaction dimensions will be analysed at length. Relating them both to the case study of the Sports Direct Company and other relevant organisational theories; such as scientific management. Sports Direct was founded in 1982 by Michael Ashley in Maidenhead. In 18 years, ‘Mike’ Ashley expanded internationally opening stores in Belgium, and just seven years later listed his company on the London stock exchange. It was that listing that really kick-started Sports Directs’ exponential growth. 2 years later in 2009, Sports Direct established market leadership after their sales exceeded £1.0bn (Sports Direct, no date given). This information presents Mike Ashley as an entrepreneurial genius, …show more content…
This means the other way in which Sports direct can extrinsically motivate their workers is through either extrinsic rewards; “valued outcomes or benefits provided by others, such as promotion, pay increases…” (Huczynski & Buchanan, 2013, 306) or punishment for lack of work. This was shown in the “pick rates” scheme mentioned, if workers did not meet set targets a series of times in a row they would lose their job. The more commonly used method of motivation is the opposite of this; extrinsic rewards. This maintains both worker satisfaction as well as motivating workers to increase output and efficiency. However, whilst this method of motivation maintains both, it is more costly for the business; due to paying extra bonuses, and is not as effective as punishment. This is because not all workers will want to work harder to earn bonuses. Some may be content with their current output and wage, whereas all workers will be forcefully motivated if their employer threatens to fire them for low …show more content…
The employment agency even has offices in the Shirebrook Headquarters; they manage the workers from day to day, including hiring and firing. As workers are employed under zero hour contracts, they are seen under law as a worker, not a temporary employee and so is assumed that the worker receives regular work and income. This means that they do not receive the same privileges, most importantly, they are not protected from unfair dismissal and don’t have to be given any notice. In the case of Sports Direct, more than 14,500 of their workers (over three quarters of their workforce) have no option but to live on zero hour contracts. One of these workers said “You work under the impression that you could lose your job from day to day” (Dispatches, 2015: 49:24mins). This is a problem because it leaves many employees working under a constant lack of job security and can be highly demotivating; why put maximum effort into working for a firm that could fire you
According to Brad the characteristics of management that contribute to success can be broken into six categories. The first one being a...
Mega brands like Nike have been described as mediums for of globalization and technology for years. Nike being a flexible brand, elevated to the next level. The end results for Nike was innovating ad campaigns, superstars like basketball legend Michael Jordan, expansion of mega stores such as Nike Town, and Nike World campus. The Nike swoosh is meanwhile believed to be the most recognizable brand icon or corporate logo, conveying "Nike" without the need of words. The swoosh was designed by a university student attending a class taught by Nike CEO Phil Knight. (Amran et al., 2014).
Being a sports agent is a difficult job not just for women but any person in general.When speaking with Arthur, he suggested ways to find jobs in this sport industry.He started off by saying the biggest positive in this field is that it is always growing and jobs are always opening.He said internships are the first step in finding a job because you get to see if that career is really for you.Searching the internet and doing research will help narrow down all the jobs that interest you as a person as well.Being creative and doing things that make you stand out will separate you from the next candidate.Arthur said to be persistant in everything and be willing to work just as hard if you have the lowest job in the firm.To be a sports agent, you
All extrinsic rewards come from the outside of an individual, but the rewards vary in types. Kendra Cherry (2015) found “motivation can come from the outside, such as the motivation to win medals, receive financial rewards, and attract attention from the media” (p.1). The most common type of extrinsic incentive is financial, such as a salary increase or additional bonus. Some extrinsic rewards can be benefits or materials such as insurance or company vehicles. Also, an intangible extrinsic reward can have paid time off benefits. Some managers may reward an employee with social rewards such as prestige (status), recognition, or positive feedback. Other possible extrinsic rewards given to an employee consist of finer offices or marked parking spots. Although, the implementation of extrinsic rewards has its direct positive results, it contains some negatives as well. Ingram (2015) further explains, “Extrinsically motivated employees require closer supervision to keep their performance high, allowing managers to closely watch and guide employees while they work” (2). While one individual employee might not be bothered by the implementation of close supervision by their supervisor, a dissimilar employee might be. Other issues pertaining to drive extrinsic motivation include cost, short-term results, and experiencing a burn out. The cost of rewarding an employee with
George, Jennifer M. "Chapter 12." Contemporary Management. By Gareth R. Jones 8e ed.N.p.: n.p., n.d. 366-400. Print.
I have choosen to use th XFL as a marketing vehicle for my energy/supplement bar. The XFL has been able to position itself as a fast paced hardcore football league. The nature of the leage would compliment the nature of my product in that people will assosiate my product with the action on the field. The league is focusing on a younger active audience and that is the same target market that I am looking to reach with my product. The high awareness and anticipation for the league makes this an ideal time for my product to be introduced to the market.
A Review and Assessment of Its Critiques, Journal of Management, SAGE. Viewed on5th April 2011, at http://jom.sagepub.com/content/36/1/349.full.pdf+html
Incentive reward engagement offers a win-win situation for the employees and the company. Kelleher believes that incentive is a form of recognition and builds engagement through company’s and employee’s obligations towards a common goal (2014). The company has a “Growth Incentive Scheme” for the production workers. Special monetary incentives are provided should the workers achieve the monthly output target. Through the rewards, employees feel motivated towards their work and thus, contribute towards the company’s
I realized that I was going to school for the wrong reason -- to play ball. The
As the retail industry is confronted with extraordinary challenges (Deloitte LLP, 2011), firms are facing increased competition. Porters leading authority on competitive strategy is largely accountable for the increased importance to a firm’s strategy. The retail industry is becoming highly saturated as the world is becoming smaller; this point alone makes strategy a vital component to a firms success.
Honestly, coming into this class, I had no idea what to expect. I have never been in a sports management class, and honestly don’t know much about sports with the exception of baseball. All I knew coming into this class is that it was online, which was a benefit to me as in I’m a better learner when I get to work at my own pace. However, when I read the syllabus and figured out that this class would be mainly writing proposals on different topics, it began to worry me. The last time I had written an essay was my senior year of high school, so I knew I’d have to bring out some of the old knowledge to be able to write a quality paper again. Even though writing papers is a dislike of mine, these proposals turned out to be a good experience
The fast food restaurant Burger King uses Scientific Management by following a ‘one best way’ method of doing tasks, implemented by Taylor as an advanced form of standardised production. This includes scientifically hiring, training and developing each employee, encouraging a ‘work-for-reward’ based mind-set, and dividing workload between managers and workers fairly with regards to specific roles. This provides a stable working environment where workers work harder under better working conditions. Burger King shows evidence of a modern organisations that can reflect the scientific management principles; as Burger King consists of a system that offers rewards to employees for meeting the objective goals. Taylor stated that if workers are given no incentives despite putting in more effort, workers will be discouraged to work. Burger King uses a competitive wage and promotion programme where hard work is recognised and rewarded. Regular monitoring of performance and pushing for improvement avoids ‘under working’. Therefore, creating supervisors and leaders ensure discipline and makes a business perform well. The challenges that encouraged Taylor’s time and motion studies is still present within organisations today. However, management has developed new ways of encouraging output. In today’s business organisations employers are more concerned with ‘performance’ rather than
Jones, Gareth R. and George, Jennifer M. (2011). Contemporary management (7th ed.). New York, NY: McGraw-Hill Irwin.
An important part of the retention of staff, reducing staff turnover and minimising absenteeism at work is ensuring that staff are properly motivated. This is not as easy as it sounds. At first glance, you might be tempted to think that merely increasing wages is the way to motivate! Not so. Most thinkers on the subject would argue that motivation is a far more complex issue than merely 'money'.
Classical management theories which are based on the contributions made by scholars like Henri Fayol, Fredrick Taylor and Max Weber, are often viewed as highly structured, hierarchical, emphasis on strict division of labour and centralisation of power (Miller, 2012),. Although these theories have taken inspiration from post industrial revolution, and were mostly prevalent in the early twentieth century, we can still see trace...