The Times 100 Business Case Studies Edition 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

Abraham Maslow 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 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

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: Kellogg’s satisfiers include: Satisfiers (Motivators) Give job satisfaction and improve productivity 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