HRM4002-Leadership and Employee Motivation at Travis Perkins

Introduction - Organizational Structure and Motivation Strategies

Human resource management is the process of managing, hiring, and recruiting people within the organization (Omotayo, 2015). Human resource managers, manage others in the organization by handling their work, communicating in the right way, and developing goals, etc. The report is achieving all the objectives considering the case company, Travis Perkins which is a builders’ dealer and home upgrading retailer it is a branch of Travis Perkins plc, and the company is the UK’s biggest distributor of building materials (Travis Perkins, 2022). The firm offers thousands of items and materials, consisting of a hiring service, to trade experts and self-builders all over the country. The company is focusing on moving its benefits and rewards online to improve the employee experience. This report explains the role of leadership within Travis Perkins and how its leaders maintain the structure and culture of the company so it can support efficient transitional change. It is also describing that Travis Perkins trying to build effective teams through motivation (Kakabadse and Bank, 2018).

Figure 1: Travis Perkins

Question 1: Structure, Culture, And Leadership In The Context Of The Organization

Every human resource manager faces some difficulties in keeping employees motivated and inspired from time to time, but the experienced manager knows that employees' encouragement is the main key to growth and success (Lăzăroiu, 2015). There are some tips and ways through which great managers motivate employees within organizations.

1.1 There are some ways through which a company motivates employees and workers

• Promote direct and open communication: Having direct and open interaction with employees is essential to maintain staff motivation. No one wants to work under a pressurized atmosphere. Travis Perkins is using some tactics of formatting efficient communication with a team which can give a great outcome through staff motivation. Every employee wants to be appreciated and expects that his or her work will be appreciated. Having a direct policy and consistency is accessible lines of interaction which will help companies in motivating the workforce.
• Creating a supportive work atmosphere: Another highly powerful way in which Travis Perkins endorses staff motivation and involvement is by creating a supportive and agile work atmosphere. In this environment, fast-paced tasks and maintenance methods are used that put a value on continuous change and alteration rather than following a rigid structure (Osabiya, 2015). Under an agile work atmosphere, producing both large quantity and higher quality works needs a tone of creative thinking.
• Investing in employees’ happiness: It is seen that happier employees are more fruitful at the workplace. The company’s human resource managers are now focusing on employees' work-life balance. Now they offer support to employees in maintaining their personal and professional lives. Supporting employees’ Travis Perkins shows respect toward employees' work-life balance. When employees feel that their managers consider them as a part of the organization and offer support then they feel more motivated at the workplace.
• Offer incentives at the workplace: Offering rewards and benefits for achieving some specific goals or tasks is the best way to encourage the workforce to produce higher-quality work. Making their work both satisfying and fun-loving is guaranteed to increase staff motivation. The firm’s HR managers have applied a tactic called gamification, which includes using game-like ideas to average work projects to create enthusiasm and make friendly competition in the workplace.
• Foster transparency: Travis Perkins believes that Honesty is something that promotes the loyalty of managers towards their employees. Involving employees in organizational plans and always keeping them notified about important business information gives them a sense of belongingness.
• Listening to employees' ideas: Company managers value their employees’ opinions and consider their ideas in business. It is a better idea to look organization's internal environment for inspiration because employees know the business in a better way. Travis Perkins’s managers understand that taking ideas from employees not only builds a better relationship with them but also motivates employees to be involved in the business process such as how the company's business functions.

1.2 The role of leadership in organizational change

A leader works as a change agent who can handle business procedures efficiently. The transition cultures have required firms to continuously analyze and reassess the current technological development and customers 'needs to acknowledge, follow, and implement alterations in their business plan (Hussain, et.al 2018). Most firms agree that active and efficient leadership is the most essential contributor to the whole business's performance and alteration. Great leaders are those who have enough knowledge and a set of skills gathered from experience that empowers them to handle actively and efficiently the operations of daily life. Active leadership is always needed to implement effective alterations.

Figure 2: Leadership Roles

Some leadership skills are necessary for impactful and active leadership. This model shows the few skills of leaders and links them to successful business transformation. The above model highlights the role of leadership in their skills with great business change. This table also describes that these are the most essential skills and capabilities that are applied in business modification.

Leadership is a significant element needed when people are working in a team or group to accomplish a common objective (Li, et.al 2018). Team members look for their leader for motivation and when their team leader encourages and appreciates their efforts, it increases team members’ confidence.

Leaders are responsible for managing different situations, teams, or an entire company in the right manner and efficiently. Leaders have the set of skills and abilities to influence and direct their groups in a shared tactic or method.

There are some functions of leadership that leaders need to perform:

Fixing goals: A leader's most essential function or quality is to fix goals for group members to motivate them to work independently and confidently. They also create methods or strategies to fulfill those goals. Their concern is to prepare a roadmap for their group members on how to guide them on the ethical and right path and support them in completing the goals that they can fix.

Using power accurately When leaders are actively achieving the objectives of the team they must have power and some rights to take action that will inspire a positive response from the staff. Leaders based on condition practice different kinds of rights such as rewards power, imagine the power, authentic power, characterize power, and proficiency power.

1.3 Organizational structure and culture within the business transition

Organizational structure can be considered into two different proportions, vertical and horizontal. Vertical business autonomy has various levels of power with each individual in an administration role having a slight period of control as compared to the horizontal framework. A small duration of control is easy to manage and interact with; it also needs less management skill than regulating a lot of people in a higher duration of control. Horizontal firms' structures focus on having a larger duration of control such as various employees or subordinates working under one employer or leader (Smircich, 2017). Horizontal autonomy includes better communications and is normally cost-saving for a company due to not hiring several leaders or managers.

Organizational structure and culture have a reliable connection with each other. In the business sector, the management framework decides the behaviors, attitudes, characters, and values that create the organizational culture. When a firm's structure is harshly classified, with decision-making rights centralized at the higher management, the firm will likely show rigid or less freedom and framework at the lower level management. When an organization's framework is based on transferring rights and authority at each level then the culture of the organization is more freedom-based, adapted, and responsible.

Organizational culture can be described as the particular collection of norms and values that are introduced by people and teams in a company, and that govern the way they behave and communicate with each other and with their employers outside the firm.

The human resource manager of Travis Perkins focuses on shifting their incentives and rewards online to improve their employees' experience. For this, the company is focusing on enhancing its leadership roles and structure. The company knows that an employee is more than their role, and a job is more than pay, which is why Travis Perkin's rewards and benefits are designed to do more than just fulfill its employees’ monetary requirements. The company has shifted its benefits and rewards providing digital, streamlining procedures to assure that its 30000 UK employees or workers have greater accessibility to their rewards, benefits, and a more unified employee experience. The case company offers different benefits that are seen on its online portal where employees can see their benefits regarding their performance and work.

To ensure the firm's employees' mental and physical wellness company also supported them, Travis Perkins gives 30 days of yearly paid leave increasing to 35 days with services, progressive paid family holiday policies, contribution regarding pension policies, a huge discount with retailers, and much more. Travis Perkins gives leadership to the team and is liable for its long-term growth and success. The company's leadership is liable for implementing tactics, fixing targets, and handling its business portfolio (Warrick, 2017).

Recently the company has commenced its biggest transition program yet, impacting 27000 employees involving five unions. This procedure is preparing to enhance Travis Perkins's human resource systems, as its ongoing software is no longer financially sustainable.

Question 2: Motivation And Efficient Teams

Employee motivation is something that encourages employees to work harder and higher at the workplace and for this many firms use different techniques at the workplace.

2.1 Travis Perkins may build effective teams through motivation

By enhancing company culture Travis Perkins can create a culture within the organization which shows in a philosophy where everyone in the group of individuals is equal and uses their abilities and skills to accomplish the goals of the company. For this firm can include sharing ideas and knowledge within the team.

Creating a modern work environment Travis Perkins can focus on its work atmosphere by promoting a modern work environment (Lacerenza, et.al 2018). Such as making a smart office that attracts employees which can be a working area full of natural light with comfortable sittings, etc.

Offering an employee motivation platform Another vital motivation method is to give a platform for motivation. The company can provide a channel for its employees where they can work collectively such as a cloud-based intranet is the best option to do this. By using this firm employees can stay notified of tasks, coordinate with group members, and have greater availability of the firm's information. This is the guaranteed way to motivate employees at the workplace.

By offering open and direct communication Travis Perkins must provide clear and open communication because direct and open communication can guide to positive results. When the company's workers and employees are clear on their roles and responsibilities they feel more encouraged towards their work (Travis Perkins, 2022). For this company must provide work-related information technical data internal news, etc. so employees can better understand the objectives of the firm.

By Encouraging teamwork Travis Perkins can motivate its employees by encouraging their efforts in a team because teamwork is the key to enhancing employee work performance and motivation. Working in a group ensures every employee feels valued and contributes to fulfilling the company's goals.

By welcoming innovation and creativity Dullness decreases motivation, that's why Travis Perkins must empower its employees to show their creativity and give ideas that provide a better understanding of tasks and projects (McEwan, et.al 2017). Travis Perkins can invite employees to contribute their ideas and opinions for new services, materials, new promotion techniques, logo design, etc. The firm can offer a prize for the employees who perform better at the workplace. Recognizing employees' efforts and appreciating them for their work can rapidly boost their motivation.

Showing gratitude and showing respect and gratitude towards employees can be the best way to motivate employees in order to build an effective team.

2.2 Attributes of Effective Teams

Travis Perkins can build a better team by presenting the ultimate goals of the organization. After knowing the necessary skills and abilities firm can address the soft skills that will direct toward growth and success. Good teamwork is not about the entire team having similar individualities, but in place of this bringing together opposite personalities. The company must focus on making the team diverse not only in abilities and skills but also culturally (Patanakul, 2015). Travis Perkins can involve people who offer different and unique points of view, and methods to boost innovation. There are some characteristics that Travis Perkins can make an effective team such as:

• Clearly describing goals: To create a successful team Travis Perkins must provide a clear understanding and acceptance of the organization's objectives and projects. The company's team leader must ensure that all the objectives and tasks are explained clearly and without haziness. Active employee involvement assures that the firm's goals are clear and well-defined.
• Clearly defined roles: Travis Perkins must understand that each team member has a certain function and the company must ensure that other members of the team understand or respect each other's roles or not. As team alignment differs, the Firm can implement three roles for effective teams. The first role is a leader, the second is a strategist and the third one is a worker. Members under a team may be capable of cross-function other team members’ roles, but everyone under a team must respect their roles and not contest with others. Travis Perkins must evaluate whether team leaders are capable or not in managing the tasks with honesty and clarity.
• Effective team rules: Effective team is created by the rules so the company must concentrate on imposing some rules that guide every employee to perform tasks under a group with some guidelines. Travis Perkins must implement these rules for an entire team without compromise, involving the group leader (Aij and Teunissen, 2017). The company must be formatted these rules around interactions, delivery, values, meeting deadlines, etc. The firm should focus on whether everyone in the team is following the rules or not including the team leader. Implementing rules within the team Travis Perkins can create an ethical environment for the entire team.
• Team trust: Open communication increases trust within the team but, does not give loyalty. The case company team leader must explain that whatever happens in the team stays in the team. The company should focus on healthy discussion because it fosters innovation.
• Shared accountability: After building team trust, Travis Perkins can focus on sharing responsibility. When people trust each other in a group and know that they are in a secure atmosphere they will automatically support each other. Equal attempts to solve issues rapidly and effectively become the standard rather than just transferring blame and pointing at each other which wastes time and creates variability in a team.

2.3 The theories that can be used by case company to motivate teams

Travis Perkins can improve its organizational structure by connecting people and providing them guidance on how to perform a task. The company can use some theories to enhance its organizational framework such as:

• The Goal Setting Theory: According to this theory, setting specific and challenging goals can motivate individuals and teams to expand their skills and capabilities to achieve those goals. Travis Perkins's business autonomy cannot be a document of restraint but it must be a blueprint of open boundaries to expand and succeed. The company must offer freedom to its employees rather than control them. Travis Perkins can give more opportunities to its employees to be more adjustable towards how, when, where, and with whom the project should be completed (Travis Perkins, 2022). The firm can engage its staff in designing and handling their work tasks. It can also give choices and capability to distinguish work to its employees. Travis Perkins must empower its workforce to share ideas and to be engaged in the formation of these ideas.
• Amabile's Componential Theory of Creativity: This theory proposes that three main components - domain-relevant skills, creativity-relevant processes, and intrinsic task motivation - work together to produce creativity. Travis Perkins can use the decision-making process on the front lines which enables problems to be addressed instantly. In a lateral framework, the workforce can acknowledge where they adjust and how they can impact the growth and advancement of the company (Ingemarsdotter, et.al 2020). A flat business framework empowers staff at each level of the firm to be sanctioned and provides freedom over their work. This less inflexible framework enables flexibility and fosters a sense of fairness and completeness. When lateral thinking is converted into actions it permits instant response times that can convert into satisfied customers, happy clients, and a great bottom line.
• Self Determination theory: This theory proposes that three innate psychological needs - autonomy, competence, and relatedness - are essential for individuals to experience optimal motivation and well-being. Travis Perkins must focus on building a trustworthy environment to achieve the organizational objectives. The company can fulfill its goals by enlarging connections that are based on trust and support. The business structure can improve factors like direct communication, responsibility, stability and concern for employee needs all of these promote a sense of trust. The company can expand in an environment of community, and it can pay large dividends when everyone in the company is involved. Without trust, the company cannot have a better relationship with its employees. So Travis Perkins must concentrate on making an atmosphere.

Conclusion

Managing people within the organization can be a bigger task but a professional human resource manager can handle it by hiring and recruiting the right talent in the company. Travis Perkins is focusing on enhancing its organizational structure leadership role and motivation techniques. The key points related to what have learned throughout this module is the understanding that employee motivation, leadership, and the structure of the company play a very important role in achieving organizational goals. Through this report, it is acknowledged that without good leadership, an organization cannot encourage its employees. So it is necessary for a firm to focus on leadership roles.

The second question in this report concludes the motivation strategies through Travis Perkins can motivate its employees to boost their productivity at the workplace. It is also seen that the company is shifting its rewards and benefits online for its employees so they have better access to information about their benefits. Through online access to information, Travis Perkins employees can better understand their performance-based benefits, holiday packages, and many more. The company also concentrates on motivating its employees through different tactics such as improving company culture, offering flexibility at the workplace, and recognizing their efforts in achieving the firm's long-term and short-term goals. Travis Perkins creates an effective team for fulfilling its objective and for making an effective team company is implementing different attributes such as formatting effective team rules and sharing accountability, etc.

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