JLR Motivation Techniques

Employees have access to:

•  to a privilege car purchase scheme
• membership of a competitive pension plan
• performance related bonus scheme
• 26 days holiday entitlement

 These are fringe benefits and they are Fredrick Herzberg’s Motivators. These will increase job satisfaction and therefore increase productivity as motivation rises.

They also offer healthcare services such as help to quit smoking, free counselling services etc.-

Can be linked to Maslow’s Hierarchy of needs because they are offering health care and external factors which may affect their working life. 

F.W Taylor - Believes that money is the main motivation to employees

JLR applies this in their business by having different employees on a Salary or an Hourly paid rate, depending on the job. They also have pay rises every year depending on their performance throughout the year. 48% are on a salary and 52% on an hourly paid role. (2012)

Post graduate – £32,000 a year

Skilled trades – £28,000 - £34,500

Experienced professionals - £35,000 - £45,000 based on experience

Managers - £50,000

(For a managers role JLR will send training managers to University if they don’t have an Engineering degree – which can motivate them as they are expanding their skills which will lead to a higher value service/product which is provided.)

Job Rotation - The production line is set up into teams, so for example their may be an upholstery team that looks after all the fabrics. Although they may be specialist in this sector, JLR offers job rotation, this is where employees on the same level and swap jobs so they don’t get repetitive which may bore the employee and may lead them to becoming unsatisfied in their job roles.

Job enlargement – increase training so workers can be based on different duties, reduces repetition, and good on production lines.

can help to bring employees together links in with Maslow’s hierarchy with social needs. The teams on the production line (e.g. interior, seats, paintwork, body of the car). The production line is set up into teams, so for example their may be an upholstery team that looks after all the fabrics. Although they may be specialist in this sector, JLR offers job rotation, this is where employees on the same level and swap jobs so they don’t get repetitive which may bore the employee and may lead them to becoming unsatisfied in their job roles.

These motivational that JLR have in practice are to make the employee satisfied and motivated to carry on their jobs. This helps to reduce the labour turnover, and saves cost when recruiting. They help to keep employees working for them.