Human Relation At Primark

According to Maslow’s Needs theory, based on the fact that a person is justified as long as he still has not reached a certain level of satisfaction, has a better understanding of the fact that human motivation leads to a broad spectrum of their needs we could say that in order to motivate people, the manager has to give employees the opportunity to meet the needs in a way that together lead to the organization's objectives.

Abraham Maslow developed the theory of human motivation called Hierarchy of Needs. It suggested that people need to be satisfied by all physiological needs before move on other high-order needs. I learned this concept in my secondary school which introduced how Hierarchy of Needs can be used in business management. At that moment, I can’t realize how this concept can be applied to manage people in companies, since I was student. It was difficult for me to imagine how this theory can be practically applied in the business world. When I study Consumer Behavior in this master course, it arouses my interest to understand that this theory can be applied to interpreting how consumer goods and

Primark, an Irish clothing retailer company was set up and headquartered in Dublin in 1969. Nowadays, there are over 250 stores across the United Kingdom, Ireland, Europe and the United States. Moreover, Primark operates with about 700 suppliers in China, India, Bangladesh, Turkey and Eastern Europe. Primark takes corporate social responsibility for the shareholders, owners, customers, suppliers as well as employees. Corporate social responsibility is that a company not only creates profits for the shareholders, but also undertakes the social responsibility for customers, employees and environment, including complying with business ethics, rights of workers and the rules of environmental protection. In order to develop continuously, corporate social responsibility plays an significant role in a company, which drives stakeholders have reliance on the company. This essay focuses on the ways in which Primark taking its duty to society and the ways in which the company should have done better.

All aspects of organisational behaviour are influenced by the structure of the organisation. As we have seen Primark operates a carbon copy bureaucracy, therefore when concentrating on the individual Belfast store, a machine bureaucracy is easily identified. This highly bureaucratic structure can affect a company in many ways, but this section focuses on the relationship between structure and motivation. We studied how Primark motivates and how it fails to motivate its employees and how the machine bureaucracy impacts on this process.

Maslow's hierarchy of needs provides a foundational theory. It states that all employees have some basic needs that must first be satisfied in order to provide the framework for further motivation and empowerment.

Primark, which was build up in Ireland, is one of the fast fashion leaders in the UK retail market. The all 181 stores spread over Ireland, Spain, and the UK. The competitive advantage of the group is producing volume clothes and selling them in cheap price. Primark sell different catalogue product, women clothing, men clothing, shoes, accessories, baby clothing, children clothing, underwear, swimwear and nightwear. Nearly cover all variety of the clothing. According to Primark website figure, “Primark Stores Lt is a subsidiary of Associated British Foods. Associated British Foods is a diversified international food, ingredients and retail group with global

Maslow’s Hierarchy of needs was introduced in the mid-1940’s by Abraham Maslow; it is one of the most popular theories of work motivation to this day. the theory was originally used specifically in a psychological setting, but was made more popular by Douglas McGregor in the late 1960’s and began to be used by not only psychologists but managers as well (Steers & Porter, 1983). The hierarchy is based on the fact that human beings have needs, Maslow took these needs and separated them into five categories: physiological needs, safety, belongingness or social needs,

In Primark, the company follows code of ethics which allows the rule that similar requirement must followed by every suppliers within their supply chain. Moreover, the organization helps and support their suppliers and workers of suppliers to become more productive and efficient that in turn guides the company in achieving cost efficiency and making sure that the company supply higher

In the UK, H&M’s, the other major fast fashion major brand, average selling price of women’s clothes are £10.69, whereas at Primark, the average selling price was £3.87. Further, in terms of the annual average sales of clothes per square meter, H&M sells £3,400 per square metre, while Primark sells £5,300. These clearly point to a more optimised strategy (The Economist 2015).

In United Kindom the economical contribution of the Primark is very important, and the primark followed business rules and regulation.

This model is relating to Primark. Primark source globally, they don’t have their own factories that make their own products. They work with around 700 suppliers and all of their suppliers are from China, India and Bangladesh to Turkey and Eastern Europe. They take worker welfare seriously and they make sure that suppliers must follow the Code of Conduct to make products in good working conditions. Every factory of the suppliers is carefully inspected against the code before Primark replace and order with a supplier. If there is an any issues or problems they find in the products they will sent their inspected team to check all the products.

Social needs acquired by such employees include love, acceptance and belonging. They must feel accepted and a sense of worthiness before they can work up to fulfilling other, more difficult needs. The esteem level on Maslow’s Hierarchy of Needs is the need for appreciation and respect. After the other levels of needs have been fulfilled, the esteem needs begin to play a prominent role in motivating behaviour. Theory Y employees will be motivated to gain respect in their organisation by achieving company objectives and by showing management their skills and abilities. The top need desired by such employees is self-actualisation. Maslow himself said;

With the support of relevant examples, examine the development of management theories and how these theories may affect the management practices in PRIMARK:

Per Maslow, these needs which are the run of motivation for an employee to work are arranged in a hierarchical order of increasing importance. This order is “prepotency”. It means satisfied need no longer remains a motivator and only the next greater needs can motivate an employee to perform further. This was later analyzed due to there is no certainty that these needs are consider as a motivation hierarchical order as recommended, therefore

It is difficult to satisfy individual demands because everyone would move to the next more advanced platform of the hierarchical pyramid that Maslow created frequently once the prior need is met, especially in modern society. Meanwhile, when setting Maslow’s model into the business to understand the motivation behind employees’ behaviours, it is not amazing to find that there are also have similar five levels of needs which including wages, safety, social belongingness, self-esteem and finally self-actualization. Maslow and Stephens (2000) have posited out that individuals will not spend an inordinate amount of time to think about their salaries if they are fairly paid. After being paid adequate salary, employee seeks safety physically and mentally on the jobs. And then the stage of needs moves to the third level subsequently-seeking social