System' Thinking Theory and Practice Marketing Assignment

SYSTEM’ THINKING THEORY AND PRACTICE
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System’ Thinking Theory and Practice
Question 1:
* Spray DiagramMonetary payment Total Reward Techniques Total Reward Techniques Total Reward Techniques Total Reward Techniques Total Reward Techniques Reward through ‘piece rate’ methodFulfillment of the hierarchy of needs ‘Motivators’ implemented by RBSResult based payment Royal Bank of Scotland (RBS)’s Performance management Non-financial rewardsAttending coursesTraining Salaries BonusesOpportunity for community of employees Opportunity for promotion to lifelong careers Offers recognition to employeesRecognition for good workGaining more responsibility through performance review Rewarding employees on high achievement Collective sense of achievement: Developed from scratch
Based on the spy diagram, the RBS lays emphasis on what motivates employees. In this regard, RBS incorporates the scientific management presented by Fredrick Taylor and Abraham Maslow. Even though the management of RBS does not borrow the aspects used by Taylor in its elaboration on "piece rate" technique, it is better to recognize that aspects of scientific management are beneficial in motivating employees. Thus, RBS management ensures that they pay the employees for every output.
Elsewhere, RBS uses the Abraham Maslow’s hierarchy of needs. For example, the bank provides opportunities for its employees to share common goals by offering rewards on hard works. On the same note, RBS offers employees financial security, job security, well-being, and health. In addition, the self-actualization is fulfilled through promotional opportunities, recognition and a chance for the development of lifelong careers. The same is done to fulfill self-actualization. In a bid to ensure esteem needs, the management offers employees training and promotion as well as recognizing their achievements. Regarding the Herzberg’s motivators, RBS employees are recognized for their good work through promotion as well as having a collective sense of achievement when the jobs are well done. In addition, through regular performance reviews, the employees gain more responsibilities as a form of reward.
* System Map Diagram: Developed from scratch
ORGANIZATION CULTURE:Teamwork and Participatory culture FriendshipCollaboration Openness MOTIVATION:Payments inform of salaries, bonusesOpportunities to share goalsFinancial and job security Training and promotionJOB DESIGN:Flexibility in working practiceNeed to attain work-life balance Allocation of resourcesPERFORMANCE MANAGEMENT: Measurement of performanceRewarding employeesPerformance reviewPayment of job to meet an objective
The system map presented above shows motivation as the main factor that enhances performance in an entity such as the RBS. Therefore, all the necessary activities and resources are done with the main focus of ensuring that employees are motivated at any given moment. It is noted that RBS implement varied motivational techniques such as training and promotion, offering financial and job security, giving employees opportunities to share their common goals and offering payment in the form of bonus and salaries. However, before arriving at those techniques of motivation, the enterprise has stipulated a favorable environment by establishing a good organization culture, job design and effective management of performance. For example, in order to ensure improved motivation, the RBS ensures collaboration, teamwork, and openness as part of its culture. In addition, the job design is favorable to employees due to the availability of resources, flexibility, and a work-life balance. This is coupled with measurement of performance, performance review, payment and rewarding systems. Therefore, the decision of RBS is clearly noted by recognizing individual’s performance and then rewarding such performances. Furthermore, the introduction of flexible working hours is beneficial whereby employees are able to determine the best working work-life balance to create a favorable working atmosphere.
* Motivation And The Importance Of Motivated Workforce
Understanding motivation is critical for the employers as it gives the insights of how it affects employees with regard to commitment and performance. Consequently, the managers will define better ways of ensuring that the employees are properly motivated to ensure they gain a comfortable environment to ensure that they give their best in terms of performance. Thus, employee motivation increased with improved performance (Maxwell 2005, 179).
Based on T205A concept files 02, and 03, and T551 Linear Programming, motivation can be understood in a real life situation through examination why some people concentrate in the duties than others and the factors that make these people concentrate on their duties more than others. Thus, motivation is a process that relates to a person’s work intensity, direction, dedication and persistence to attain a particular goal. Furthermore, it can be understood as the willingness to put more efforts in work to obtain an organization’s goal as well as satisfy his needs (Maxwell 2005, 179).
Workforce Motivation: successful managers ensure that all work and requirements are successfully completed by engaging employees towards such duties. In order to successfully achieve such, these managers are able to motivate employees using different techniques to measure levels of motivation such as performance appraisal (Maxwell2005, 179).
The importance of motivation: motivated workforce ensures cost savings since employees will concentrate on their work besides using their creativity to ensure process improvement that leads to increased returns. In addition, a motivated workforce enhances improved work quality as well as reducing turnover and cost of replacing employees in an enterprise. Besides, the mentioned importance, motivated workforce ensures greater satisfaction which ensures progress to fulfill the organization’s objectives as well as raising their own work efficiency (Maxwell 2005, 179).
In regards to cohesion and collaboration, workforce motivation ensures better team harmony in the work environment which focuses on corporations, teamwork, and friendship which is valued for a company's success. This will ensure improved profits and easy adaptability to changes, hence ensures benefit to the organization. It also ensures workforce stability in terms of loyalty of employees that enables the staff to see a sense of participation as well as nurturing honesty to the customers hence improves repeat business (Maxwell 2005, 179).
Question 2: Royal Bank Scotland Management Practices
Royal Bank Scotland's rapid performance in the global market has been elevated by its management practices coupled with its motivational practices. Henceforth, the enterprise has been able to attract highly talented potential employees amidst aggressive competition exhibited in the market. Therefore, RBS is currently, a world-class employer in different parts of the world such as UK, China, Singapore, Japan, Australia and the USA among others. Some of the many aspects of opportunities that are offered by the RBS include banking, trade, sales, customer service, and business advice and investment analysis. Thus, good management practices are evitable for the success of the enterprise (Storey 2007).
The most important management practice offered by RBS is performance management. The different roles that are offered in RBS are categorized based on job targets. Thus, the performance management ensures that managers effectively measure each employee's performance in a unique way and rewards such employees according to their efforts. The employees usually sign an agreement with their line managers on job objectives and targets at the beginning of each year. Thereafter, the employees' performances are measured and reported during the year. Consequently, a review of performance is conducted at the end of the year and payments are done to ensure motivation of the employees (Storey 2007).
On a separate note, the management is able to pay some jobs based on the achievement of employees based on achievement of the targeted results. Therefore, these employees get bonuses. For example, corporate bankers have the responsibilities of getting new customers annually. If such targets are achieved or surpassed, then the corporate bankers get payments as bonuses. In other circumstances, achievable targets might be difficult to achieve hence their rewards become higher (Base 2017).
Regarding the motivational policies, RBS uses a total reward technique which is not based on monetary values alone. The enterprise embraces a technique that increases the skills of employees by developing their careers as well as ensuring the existence in flexibility with time and the establishment of work-life balance. On the same note, employees are able to fully benefit from packages...