Motivating through Total Reward

12 March 2010

Prepared by : Haleem Sadrey

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Presentation agenda

• Introduction to RBS (Slide 3, 4)

• Performance Management at RBS (Slide 5)

• What is motivation (Slide 6)

• Impact of Motivation and Maslow’s hierarchy of human needs (Slide 7)

• Motivation at RBS (Slide 8)

• Conclusion (Slide 9)

• Questions and Answers (Slide 10-13)

Introduction to RBS

4

The Royal Bank of Scotland Group

(RBS) is one of the largest

financial services companies in

the world.

It provides a range of services

including Retail and corporate

banking, Financial Markets,

Consumer Finance, wealth

Management and Insurance.

The RBS Group operates in

Europe, the US and Asia, serving

more than 36 million customers

world-wide. It employs more than

140,000 people.

The Royal Bank of Scotland is a leading Financial institution

in the world

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Roles and Performance management at RBS

• For RBS to offer world-class financial

services, it is vital that it attracts the

most talented people

• RBS positions itself as a world-class

employer, with world-class employment

opportunities.

• RBS recruitment is based on merit

with different labour market conditions

in each location.

Setting Job Target and

Objective

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What is Motivation

The willingness to expend a certain amount of

effort to achieve a particular goal.

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The impact of Motivation and Maslow’s hierarchy of

human needs

Human beings have wants and

desires which influence their

behaviour, only unsatisfied needs

can influence behaviour, satisfied

needs cannot.

Since needs are many, they are

arranged in order of importance,

from the basic to the complex. The

person advances to the next level of

needs after only when the lower level

need is at least minimally satisfied.

Further by the hierarchy, the more

individuality, humanness and

psychological health a person will

show.

Motivation

Increases Effort/

Productivity

Aids Retention

Enhance Persistence

Drives Creativity

Improves Focus

A happier workforce

Reduced absenteeism

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• Flexible pension Funding

• Health and Medical

benefits

• Paid holidays

• Discounted shopping

• Mortgages

• Currency exchange

• personal loans

• Childcare facilities

Motivation at RBS- “Total Reward”. The total reward package

that RBS offers to his employees contain:

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Conclusion

RBS operates an exciting and forward thinking Human Resources (HR)

strategy. It provides a world-class employment package for every

employee, at every level, wherever they work. It adopts an attitude that

motivates its staff in both financial and personal ways. By doing this,

RBS is able to compete for the best people and attract them to its

business. In a world where local labor market conditions can fluctuate

from region to region, RBS must be sensitive to local conditions and

individual needs.

In RBS, motivation theory comes to life. RBS employees at all levels

can enjoy a work environment where effort is seen to be valued, where

achievement is recognized, where individual progress is rewarded and

where a long term career is available for those who are able to grow

with the business. Where individuals are made to feel a part of the

bigger picture and where the rewards available are varied, practical,

personal and tailored to the individual, there are motivators for all.

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Questions and Answers

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Name two motivation factors at RBSQ-1

The two motivation factors at RBS are called Hygiene factor which are

- Suitable working environment

- Competitive rate of pay

Apart from these two important factors, provision of challenging work and recognition for

doing well are also the factors that can create or increase work motivation

Response

Response to Question 1

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Response to Question 2

Describe the difference between the theories of Taylor and Maslow Q-1

Taylor believed that if the amount of time and effort that each worker expends to

produce a unit of output can be reduced by increasing specialization and division

of labor, the production process will become more efficient.

Taylor’s Principles

1. Study the way workers perform their tasks, gather all informational job knowledge that

workers possess, and experiment with ways of improving how tasks are performed

2. Codify the new methods of performing tasks into written rules and standard operating

procedures.

3. Carefully select workers who possess skills and abilities that match the needs of the task,

and train them to perform the task according to the established rules and procedures.

4. Establish a fair or acceptable level of performance for a task, and then develop a pay

system that provides a reward for performance above the acceptable level.

Taylor

Maslow's ideas surrounding the Hierarchy of Needs concerning the responsibility

of employers to provide a workplace environment that encourages and enables

employees to fulfill their own unique potential (self-actualization) are today more

relevant than ever.

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How does RBS' Total Reward package fulfill Maslow's higher levels of

motivation?Q-4

According to Maslow, the most basic needs on this hierarchy had to be satisfied

before workers could look to the next level. Basic physical needs were things like

shelter, food, warmth and bodily functions. Next, people had to feel safe in their

environment. RBS provides these basic needs in their branches all over the world.

Maslow’s higher levels of need are less obvious and less easy to describe but of great

importance. Social needs refer to the fact that we want to feel part of something we

share in.

RBS creates the opportunity for its community of employees worldwide to share in its

common goals and vision for the group. It does this by rewarding the people who

contribute to its success through their commitment and hard work.

Response

Response to Question 4