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Dissertation submitted in partial fulfilment for degree of MSc International
Business
Title:

THE STUDY ON THE IMPACT OF MOTIVATION ON EMPLOYEE’S
PERFORMACNE IN AN ORGANISATION
By
STUDENT NUMBER:
DATE: JULY 2015
SUPERVISOR:
GROUP: LONDON

Acknowledgement

The effective completion of this research would not be possible without the support of
various people
...
After that I want to thanks my husband,
Adam Smith for his immense support, encouragement and his belief on me
...

Especial gratitude and appreciation goes to my supervisor Bobbi Shingh for her
guidance, support, suggestion incomprehensible trust and accepts and above all
engagement and duty toward achievement of my study
...
In addition attentive exchange with them was truly helped me
to compose this report
...
Maxx
retail store, Lewisham, London branch for providing full information to collect data for
this research
...
Motivation assumes a basic part for

THE STUDY ON THE IMPACT OF MOTIVATION ON EMPLOYEE’S PERFORMANCE IN AN ORGANISATION
any sort of an organisation
...
This study clarifies the impact of the motivation on employee’s
performance in an organisation and especially in retail firms
...
Maxx, London,
Lewisham branch
...
The literature is based on
Maslow’s need theory
...
The outcome acquired from the
investigation demonstrated that there existed relationship between representative
motivation and the hierarchical execution
...
Researcher recommends to the
organisation and managers to regularly motivate employees to enhance employee’s
performance
...
1 Introduction

This Chapter will consider the overall key reflection of research including introduction,
background of study, summary of research area, context, and research aim and
objective
...
This study examines the impact of motivation and employee’s need on
their performance and this study concentrated on analysing motivational tools which
influence employee’s performance
...
Maslow’s need (hierarchy) is the conduced theory for this particular study
...
2 Background of Study

THE STUDY ON THE IMPACT OF MOTIVATION ON EMPLOYEE’S PERFORMANCE IN AN ORGANISATION
This research will conduct on employee’s motivation and performance because
employee’s motivation is the most critical matter for each association, whether it is
public or a private firm
...
Today organisations can without much of a stretch change their material,
needs, merchandise and administrations to other association, or to different nations
...

Organisational employees are the human resources and they are critical and
competing factors for an organisation
...
al, 2014)
...
Additionally,
with the present worldwide economic pattern, most bosses of work have understood
the way that for their organisations to contend positively, the performance of their
representative plays vital role in deciding the achievement of the association
...
The
firms must motivate their workers for the best performance or for accomplishing the
hierarchical objectives
...


In spite of the fact that a considerable measure of insightful exploration has been
composed on motivation by various authors, this subject is not unmistakably

SANJU BHATTA (B00673893)

5

comprehended and inadequately practiced by organisations (William, 2010)
...


1
...

The researcher will show the impact of motivation on employee’s performance with in
retail organisation
...
Among them Maslow's Needs Hierarchy is broadly material idea
and picked theory for this exploration
...
The
reason behind adopting this theory gives advice to managers how they can make their
subordinates get the chance to act naturally actualised
...

For the organization to improve worker's performance there is requirement for the
representatives to be adequately motivated
...
In spite of the
fact that a great deal of insightful exploration has been composed on motivation by
various authors but this subject is not unmistakably comprehended and as a general
not effectively practiced by organisations
...
So there
should be mix if suitable motivational instruments with viable administration and
authority to accomplish organisational objective (William, 2010)
...


1
...
Qualitative
research is the method which allows the observation of participants or case studies;
the outcome of such result is narrative and descriptive with analysis of findings
(Parkinson & Drislane, 2011)
...
To
accomplish this, these managers must guarantee that they have a skilful work force
office for the enlistment of the best representatives that are competent to carry out
the employment (William, 2010)
...
Qualitative method
helps to know how the phenomenon all work as opposed to explore the easygoing
relationship between fundamental components
...


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7

1
...
Being an associate of
UK retail firm, the researcher will investigate how motivation impacts employee’s
performance
...
By leading this study, researcher
wants to increase further bit of knowledge into retail staff motivation and its impact on
performance
...

I) Organisational background for research

Research organisational background is shown in a table below:

The data will be collected by interviewing employees of retail store TK
...
TK Maxx
was established in 1994 and presented as off value retail in UK, after that ventured
into Germany and Poland
...
J
...

Presently it is renowned in Europe and turned into Europe's just major off value
retailer
...
T
...
Maxx finished 2012 with 343 stores, which normal
pretty nearly 32,000 square feet in size
...
TK
...
TK
...
Maxx, 2015)
...

1
...
This research
examines the relation between motivation and performance
...
The study aims to investigate in
depth of the reasons what motivate employees to perform well at work
...
This research will provide recommendation and suggestion for an
organisation to improve their employee’s job performance through various
motivational tools
...
7 Research layout

This research is designed in five distinct chapters to give reader clear idea about each
section of study
...


Chapter 2- Literature review

Chapter two will be literature review
which include various topics such as
introduction, types of motivation,
techniques to motivate employees, over
view on the impact of motivation to
employee’s performance, theories of
motivation, relation between Motivation
and performance , impact of motivation
on performance as per expectancy theory

THE STUDY ON THE IMPACT OF MOTIVATION ON EMPLOYEE’S PERFORMANCE IN AN ORGANISATION
of motivation, impact of motivation on
performance as per expectancy theory of
motivation, previous studies on the
impact of motivation on employee’s
performance, Maslow’s need theory and
context of research
...
It will include introduction,
research philosophy, approaches, type of
data, research strategy, data collection
methods, sampling, design of data
collection method, data analysis, research
validity and reliability, ethical
consideration

Chapter 4- Analysis of findings and

Chapter four is the analysis phase of the

discussion

study which shows the finding analysis
and discussion based on thematic analysis
method
...
8 Conclusion

This study is held to provide information and recommend an organisation regarding
motivation and employee’s performance
...
Various
new factors of employee’s need were identified and added to the literature theory
...
1
...
It consists of the overview on the definition of motivation,
theories, impact of motivation on performance, context of research and so on
...
Maslow’s need theory is also reviewed in this chapter and
this research will be entirely based on this selected theory
...

Rewording Gredler et al (2004) extensively characterise motivation as the credit that
moves us to do or not to do something (Fomenky, 2015)
...
Chaudhary & Sharma (2012) cited
that

worker

motivation

means

the

procedure

in

which

association

moving

representative with the state of prizes, reward and so on for accomplishing the
hierarchical objectives
...

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13

Numerous business staff executives evaluate the performance of every staff part on a
yearly or quarterly premise to help them distinguish recommended regions for
development
...


This definition is more practical and basic as it considers the individual’s

performance
...
1
...

I
...
Money related prizes are fleeting sparks to workers and are disregarded later in
the representative's vocations
...


THE STUDY ON THE IMPACT OF MOTIVATION ON EMPLOYEE’S PERFORMANCE IN AN ORGANISATION
II
...
In this exchange of non-budgetary
motivation, it implies that there is no fiscal prize given to the worker; yet rather
concentrate

on

the

enthusiastic

needs

of

the

representative
...

According to the study of Dr
...
Appreciation, compliment and
reorganisation can be the example of extrinsic motivation (Burton, 2012)
...
2
...
In many associations, it is basic to hear abstain that a specific worker
is not motivated and subsequently their performance has become ineffective
...
As per
management study guide (2013) motivation can be implied as the willingness to drive
an employee to accomplish the given task
...
Furthermore, the
nonappearance of motivation prompts under performance and loss of aggressiveness
bringing about loss of beneficial assets for an organisation
...
Job satisfaction is an enthusiastic
reaction to an occupation circumstance
...
Work satisfaction is frequently controlled by how well result meet or
surpass desires
...
On the other hand, in the event that they feel they are being dealt with
extremely well and are being paid fairly, they are liable to have uplifting state of mind
towards the employment (Tella et al, 2007)
...
According to Ahmad
(2012) Workers assume essential part in the client observation about the organization
...
So organization ought to be moving their
consideration toward the representative motivation
...
Organization didn't exist in aggressive environment of
business
...


At present organisation can without much of a stretch change their material, needs,
products and administrations to other association, alternately to different nations
...
It can be

THE STUDY ON THE IMPACT OF MOTIVATION ON EMPLOYEE’S PERFORMANCE IN AN ORGANISATION
said that Human resource is the essential or most aggressive resources of any
association that can't be interchangeable
...
The association ought to be spurring their
representatives for the best performance or for accomplishing the authoritative
objectives
...

Motivation will prompt the way that representatives of the association will genuinely do
their obligations (Azar and Shafighi, 2013)
...
Furthermore build the profitability of a firm
...


2
...
1 Importance of employee’s motivation to an organisation

Motivation is the most vital variables compelling hierarchical effectiveness
...
Each manager in the association must inspire its subordinate for the right
sorts of conduct
...
Motivation builds the readiness of the labourers to work,
subsequently expanding adequacy of an organisation
...
The human asset supervisor should assist the general
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17

director in keeping the representatives fulfilled by their employments
...

The execution will be poor if the worker is not fulfilled & cheerful
...


2
...
An over view of motivation theories

There are various theories proposed on employee’s motivation
...
After looking over the different academic sources
for an individual theory and invented a brief summary
...
Need theories

Need speculations rotate around the satisfaction of an inward express that makes
certain results seem alluring (Ball, 2012)
...
There are three
principle needs theories:
I) Maslow’s Needs hierarchy

THE STUDY ON THE IMPACT OF MOTIVATION ON EMPLOYEE’S PERFORMANCE IN AN ORGANISATION
Maslow's theory expresses that individuals have a pyramid order of necessities that
they will fulfil from base to top
...
The previous studies and
researchers such as Dr
...
Abraham Maslow made the first five
level Hierarchy of Needs model, and for some this remaining parts totally sufficient for
its motivation
...
For this research Maslow’s need theory is
used as a theoretical framework
...
6, also the theory was used to obtain the data and analysis of data
...


II) Alderfer’s ERG

model

Alderfer's ERG theory consolidates Maslow's five human needs into three
classifications: Existence (material and physiological), Relatedness (social and outside
regard) and Growth (inside regard and self actualisation)
...
Those researchers have found in their
experimental result, demonstrate that the execution aims of both managers and
workers are fundamentally affected by their fulfilment with pay
...
Also
researchers Arnolds and Boshoff (2002) analysed that pay is subsequently a much
more grounded motivational power when connected to higher-request needs and non
monetary rewards such as thank you notes, health care, group festivities during
working hours could have a more grounded motivational effect on the work conduct of
representatives than money rewards
...


III) David McClelland’s motivational needs theory

McClelland's obtained needs theory expresses that a singular's particular needs are
procured over the long run by backgrounds
...
The study
based on McClelland’s motivational theory by Moore et al (2010), examined to
endeavours to clarify behaviour and execution taking into account a man's
requirement for accomplishment, force, and association
...
Thus this present study will benefit from the

THE STUDY ON THE IMPACT OF MOTIVATION ON EMPLOYEE’S PERFORMANCE IN AN ORGANISATION
previous studies on motivation to bring best research on employee’s motivation and
performance
...
Process theories

Process (or psychological) theory of inspiration concentrates on human choice
procedures (Ball, 2012)
...

Reasonable treatment provides motivation
...
Researchers like Stecher &
Rosse (2012) and Gilmore (2001) already mentioned equity theory in their research
...
This incorporates that
truth that they sense both impartial and unfair treatment at work and respond in a
decently unsurprising way (Gilmore, 2001)
...


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21

II) Expectancy theory

Vroom's theory isolates exertion from execution and results
...
He presents the idea of Expectancy,
instrumentality and valance (Nsofor, 2010)
...
The expectancy theory will be used in this research in section 2
...
Expectancy theory is presented only
to provide the reader what is the impact of employee’s motivation on their work
performance? And set the clear idea about the theory and the theory will not be used
for data collection purposes
...


THE STUDY ON THE IMPACT OF MOTIVATION ON EMPLOYEE’S PERFORMANCE IN AN ORGANISATION

2
...
It can be explained more clearly by
explaining the Vroom’s Expectancy theory:
I) Victor’s Vroom Expectancy Model

As cited by Nsofor, 2010, the expectancy theory by Vroom was an experiment to
interpret how a people motivation to accomplish a specific objective or performance
target scan is clarified as far as what result would get to be valuable to the individual
as a consequence of accomplishing that objective and what quality is set on that
result
...
Vroom
fixated on those elements included in fortifying or provoking a person to put in more
exertion into something as this was the premise for inspiration (Lunenburg, 2011)
...

Valence: this assign to the quality of the conviction that those interesting prizes are
really accessible (Renko, 2012)
...


2
...
1
...
Also employee’s
performance, motivation and efforts are interrelated with each others
...


THE STUDY ON THE IMPACT OF MOTIVATION ON EMPLOYEE’S PERFORMANCE IN AN ORGANISATION
I) Expectancy
It is an employee’s anticipation is the conviction that more effort will expand the
performance, for example: belief of employees that if they work harder than this is
better
...
This means effort to performance expectancy where how
inspired worker relies on upon whether they need the prize on offer for making an
effort and whether they accept more exertion will prompt that remunerate (Ball,
2012)
...

II) Instrumentality

Remuneration components can be an intense motivating force in connecting execution
to rewards
...
These may take such structures as "commission
arrangements" utilized for deals staff, "piece-rate frameworks" utilised for assembly
line labourers and field hands, and "motivation investment opportunity (ISO)
arranges" for administrators (Dunn, 2009; Merce et al 2010) and different workers
...

III) Valance

If the desired performance will be achieved by the employees the reward value should
be increased by managers to motivate the staff
...
Not
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25

necessarily every employee wants the same reward, some value payment rise and
others value the holiday package, allowances (Ball, 2012)
...
For instance, group ethics, may bring about a few
workers to perform their occupation at least level despite the fact that formal prizes
and the job itself would somehow rouse them to perform at larger amounts
...
So this model examine that employees make effort according to their
expectancy
...
This model considers singular discernments and hence individual
histories, permitting a lavishness of reaction not evident in McClelland theory who
expects that individuals are basically all the same (Ball, 2012)
...


2
...
Motivational factors for job performance
I) Money

THE STUDY ON THE IMPACT OF MOTIVATION ON EMPLOYEE’S PERFORMANCE IN AN ORGANISATION
Employees can be motivated in the form of money, can be extra bonus other than
salaries, commissions, profits sharing and pay raise
...

Right around six out of 10 representatives demonstrated that they would be prone to
leave their current position on the off chance that they got an offer of a 30%
compensation increment and the same advantages bundle from another organization
(Burton, 2012)
...


II) Job security

Various observational examinations showed that there is a positive relationship
between professional stability as a motivational variable and employment
performance
...
Employer stability has huge impact on the execution of specialists and
representatives are less propelled to work when professional stability is low
...
Along this matter, researcher
Senol (2011), Poyraz & Kama (2008) recommend that employer stability gives
representative high motivation
...

Also absence of employer stability has been discovered to be the purpose behind high
turnover of representatives
...
Majority of research have
figured that employer stability as a motivational variable for better performance
...


III) Fair treatment

Fair treatment is one of the factors to motivate employees to perform well
...
Workers need to be dealt with fair reward and even-handed
way paying respect to age, sex, ethnicity, inability, sexual introduction, geographic
area, or other also characterised classes
...
The worker's performance at a
specific level is affected by his/her individual objective and targets and which would

THE STUDY ON THE IMPACT OF MOTIVATION ON EMPLOYEE’S PERFORMANCE IN AN ORGANISATION
change by every person
...


IV) Rewards and incentives

A money reward is additional instalment on top of the general compensation to urge
workers to work harder and meet organisation’s objectives
...
Target accomplishment can
be compensated with monetary motivations as well as maybe with the offer of
expanded obligation or even with job promotion
...
The most active group are those that
feel important and backed but also feel that they are advancing and improving through
fulfilling the targeted jobs
...

V) Training and development

Various inquires about depict that training for the worker serves to expand the
commitment towards organisation
...
Because training help to convert wrong behaviour into
positive behaviour
...
Very much a couple of associations made the confusion that representatives
are simply searching for money related points of interest from their occupations
...
Therefore, this is not
identified with worker's employment fulfilment and maintenance rather has
undesirable impacts on the business as well and the question regarding training and
how it impacts on employee’s performance will be questioned to interview participants
in this research during collection of data and answers will be analysed to suggest the
organisations
...
6 Previous studies on the impact of motivation on employee’s performance

Previously various studies had been conducted to identify the importance of motivation
to the employee’s performance
...
Motivation of the representative has benefit to the worker and the
association and the association will keep the devotion of the representative at the high
peak
...
Structure these perceptions of point of interest, it is clear that business
associations can live and develop by dealing with their representatives
...


THE STUDY ON THE IMPACT OF MOTIVATION ON EMPLOYEE’S PERFORMANCE IN AN ORGANISATION
Ali et
...
Furthermore, to take their obligations in
improved way, help to abroad other worker and screen their execution and maximise
their productivity
...
In basic words is the evaluation in individual performance
in an orderly way, execution can be measured in such variables e
...
work information,
quality and amount of yield, administration capacities, supervision, reliance,
participation, judgment, flexibility and adaptability
...
As
stated by specialised research 2013, in any action, poor employee motivation prompts
the utilization of just 20-30 % of the limit of the individual; while an in number
inspiration recoups 80-90% of their potential (Achim et al, 2013)
...
7
...
Undoubtedly with the most recent few years’ retail firms are
facing challenges but new innovations and techniques are providing opportunity to
retailers
...
Experts’ exploration
proposes that numerous apparel retailers won't be accomplishing more than a half
transformation rate, best case scenario (Experian, 2011) and Workers today are
shelled with pointless data from various sources and it is very challenging for
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31

employees to connect with the speedy evolving environment
...
The review thinks about the
interior correspondence frameworks of retail associations for rousing representatives
and for guaranteeing consumer loyalty (Chitrao, 2014)
...
Thus, this study will conduct in retail business
organisation TK
...


2
...
Theory for research area

Despite the fact that much research been directed on the field of motivation and
numerous analysts and scholars have proposed theory on the idea and its part in
upgrading worker's performance in every association some of these models have been
generally utilised and acknowledged by today's managers
...
Jerome, 2013)
...
Jerome (2013), Cameroon (2010) and Kaur (2013) had critically reviewed the
Maslow need theory in their research
...
As per the study of Dr
...
This study is based on the
retail business organisation and it is relevant to this research
...
By reviewing the previous researches, researchers found
that Maslow’s hierarchy had been widely utilised to identified the impact of motivation
on employee’s performance and provide opportunity to recommend the organisations
...
By investigating the
research sample and design to test the suitability of Maslow's theory, new
comprehension will be added to motivation and worker's performance study
...
8
...
Defining Maslow’s need theory

Abraham Maslow presented his theory based on individual perception, which was for
the most part known as the need theory
...
Particularly Maslow guessed that individuals
have five sorts of necessities and that these are initiated in a progressive way
...
In the event that you take a
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33

gander at this in a motivational perspective Maslow's theory presents that a need can
never be completely addressed, however a need that is verging on satisfied does not
more persuade
...
At that managers have to concentrate on
addressing that individual's necessities at that level (Maslow, 2013)
...
8
...
Explanation of needs

Maslow’s need theory is divided into two distinct parts: deficiency needs and growth
needs
...
Psychological needs are the need at the base of the triangle and incorporate
the most minimal request need and generally fundamental
...
The method of reasoning here is that any ravenous
representative will barely have the capacity to make a big deal about any commitment
to his association (Chintalloo & Mahadeo, 2013)
...
For case the representatives or the
specialists in a private association request that the association or organization must be
given their professional stability, safety security and advancing safety (Maslow, 2013)
...
These needs are met through attractive connection with relatives, companions,
associates, schoolmates, instructors, and other individuals with whom people
cooperate such as at work having a decent connection with a group of individual or
partners (Maslow, 2013)
...

IV) Esteem need

It incorporates the requirement for self respect and endorsement of others
...
Man
needs or notoriety, eminence, status, popularity, brilliance, strength and
35
SANJU BHATTA (B00673893)

acknowledgment and so on
...
In a firm a chief ought to be individually treating their
representatives
...

V) Self-actualisation need

This is the most astounding need
...
Profound quality,
acknowledgement of actualities, absence of bias, imagination, suddenness and critical
thinking are all samples of self - realisation needs (Bhasin, 2011)
...


2
...
3
...
Jerome (2013) stated that an organisation
advantages can assume an expansive part in a worker's fulfilment and performance
...
It can set his or her profession way in a superior
heading, for future development and advancement (McNamara, 2005)
The best estimation of Maslow’s need hypothesis lies in the viable ramifications it has
for each administration of association (Greenberg & Baron, 2003)
...
This is on account of self-actualised
representatives are liable to work at their greatest innovative possibilities
...
This could take the type of
grants, diseases and so on
...
As indicated by Greenberg &Baron (2003) awards are
powerful at improving esteem just when they are obviously connected to ambition
(Kaur, 2013)
...
An organisation can
share profits to employees to motivate them and inspire for better performance
...

III) Socialisation: Socialization is one of the elements that keep workers feel the soul
of acting as a group
...

IV) Encourage healthy work force: Organizations can help in keeping their Employees
physiological needs by giving motivations to keep them healthy both in wellbeing and
rationally
...

2
...
Managers should encourage the acceptance that employees are able
of performing the job successfully
...
Employees need can be
divided

according

actualisation
...
These techniques can strengthen
employee’s performance
...
1 Introduction

This chapter of the study gives the overview about the research methodology which
was used to collect and analyse data such as research philosophy, research
approaches, type of data research strategy, sampling, data collection and analysis,
design of data collection, research validity, research reliability and ethical issues
...
It is an investigation
of examining how research is to be completed
...

Additionally, research methodology is a purposeful way to deal with behaviour
examination of an issue
...
Distinctive in method and methodology will give a superior
understanding about the research process
...
All the techniques
utilized by a scientist amid an examination study are known as method strategies
...


3
...
There are two imperative
methods for considering philosophical stand of the exploration ontology and
Epistemology (Saunders et al, 2009)
...
On
account of Epistemology, is predominantly involving the learning that is already settled
and acknowledged in the specific field of study
...

Positivism: Positivism belongs to epistemology which can be specified as philosophy of
knowing, positivism concentrates on the part of the analyst is constrained to
information accumulation the examination discoveries are generally observable and
quantifiable (Saunders et al
...

Interpretivism: Interpretivism is subject to ontology and it includes analysts to
translate components of the study, in this way interpretivism incorporates human
enthusiasm into a study (Saunders et al
...

Realism: realism refers to the belief is the conviction that reality is ontologically
independent of our theoretical plans, knowledge, etymological practices, and so forth
...
The realism philosophy is significance and specifically the importance
of authenticity for business and administration research (Saunders et al
...

Research philosophies vary on the objectives of the research and the best approach to
accomplish these objectives
...
Previously the researchers Kuba and Saka (2002) used
interpretivism to their research on the motivation of knowledge workers in the
Japanese financial services industry
...
Also, this logic can deliver
subjective implications and social phenomena, Centre upon the points of interest of
circumstance, a reality behind these subtle elements, subjective implications
motivating activities (Saunders et al
...
However, interpretivism philosophy can't
be summed up since information is vigorously affected by individual perspective but
the qualitative research areas for instant organisational culture, leadership can be
researched in depth
...


3
...
Inductive approach begins with the observation and theories are defined
towards the end of the examination and as an after effect of perceptions
...

For the purpose of this study inductive approach is concerned as suitable because
inductive approach starts with the study of established theories which is preparing the
research towards end result for research, for example Maslow’s need hierarchy theory
is explained in chapter two and used for the basis for this research),where deductive
approach starts with testing hypothesis (Ormerod, 2010)
...


3
...
Qualitative method: In qualitative method, the researcher can utilise the

THE STUDY ON THE IMPACT OF MOTIVATION ON EMPLOYEE’S PERFORMANCE IN AN ORGANISATION
essentially subjective strategy for grounded theory to inductively create a provisional
yet illustrative theory about the research aspect
...
Qualitative data can be collected through interview, focus
group, action research observation (Saunder et al, 2009)
...
Qualitative method helps to determination of causes of a particular
event and data can be shown in quantities (Tewksbury, 2009)
...

Mixed methods: in mixed method researcher can use both qualitative and quantitative
data collection methodology in the meantime (Saunder et al, 2009)
...

Maslow’s research was based on qualitative observation
...
In any case, qualitative exploration investigates data
from the viewpoint of both gatherings and people and produces contextual
investigation and outline instead of arrangements of numeric information, so the
qualitative method is helpful for this study because this research aimed to find what
kind of motivation technique is more desirable and does it help to improve the
performance or not? What makes employee’s improve their performance in the context
of motivational tools such as money, participation, training and so on
...
5 Research Strategy

According to Saunder et al (2009), there are various research strategies available such
as experiment, survey, case study, action research, grounded theory, ethnography and

SANJU BHATTA (B00673893)

43

archival research
...
It can be done through interview or
distributing questionnaires
...

Semi structured face to face interview was taken to collect the information from the
employees of Tk
...
Employee’s
participation during the research is very important because they are likely to execute
transform they have served to make
...
, 2009)
...
Thus survey
strategy is selected for this research because it merges both data collecting, promote
require change issues and recommend the organisation to solve the problem (Saunder
et al
...

3
...
Secondary data are previously collected
by someone and available as resources
...
In this researched as a part of literature
review academic resources like journal, articles, previous researches, reports,
documents and books were used to explain the selected topic
...
It can be both qualitative and
quantitative
...

Quantitative data can be collected through survey with the selected sample of
individual or group (Hair et al, 2015)
...
The semi structured interview containing three
general and seven motivation related questions were asked to ten employees of
TK
...
The interview was lasted
between 15-20 minutes
...


3
...
1 Sampling

The sampling strategy includes taking a specific selection of the population and
utilising the information gathered as examination data
...
It is very
important to select the correct sampling method to make the research more efficient
...
Probability
sampling is characterized as having the chances that every unit in the population have
probability to be selected
...
Probability sampling has five main techniques sample
random, systematic, stratified random, cluster and multi stage (Saunder et al 2009)
...
Simple random sampling includes the selection of sample using tables
or random number generator through online (Saunder et
...
In this research
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ten members of the TK
...

For the research, to be capable to sum up the outcomes got from the sample
overviewed to the aggregate population relies on upon how well the sample present to
the aggregate population and how precisely information was gathered and
investigated
...
al, 2009)
...
7 Design of data collection method

In this research individual interview method is chosen
...
In interview researcher can speak with
the respondent directly about the issue
...
Unstructured interview is more flexible than structured
...
In Semi structured
interview researcher can operate their own action to follow up the interviewee’s
answer to a question
...
al, 2015)
...
Is the organisation where you work
provides clean drinking water and vending
machine to employees? How does it
influence your job performance?

Clean drinking water and vending machine
is one of the basic needs of employees
...
The question will be asked
to employees about this matter to take
their perception according to their
experience
...
How do you feel about the salary you

- This question will allow the researcher to

draw at the moment? The salary

collect information regarding how

increments given to you when you do the

monetary motivation can influence

jobs very well, motivate you?

employee’s performance
...
How is the working condition of the

- Working environment plays vital role to

department you work? Such as Heating,

influence the employee’s behaviour so the

lighting and how does it influence your job

answer from this questions will be helpful

responsibility?

to analyse employee’s security need to
recommend the organisation for future
...
Does your supervisor/ manager or

-To suggest managers or management

management response to suggestions

regarding the belonging needs of

proposed by you? If yes/no how do you

employees answers as per their feeling

feel about it?

towards their supervisors
...
Does interaction and communication

-To figure out how organisational

with colleague motivate you to improve

relationship motivate staffs and how it

performance?

improves the execution
...
Does training & development help you
to perform well?

the employee’s esteem need and how it
will benefit to achieve higher performance
level
...
Is the supervisor of your department

-To figure out the value of encouragement

allows creativity and challenge to

of managers to motivate employees
...
8 Data analysis

The non numerical data was used to produce this research which is qualitative data
...
To make the
data effective it needed to be analysed with the deep understating
...
al, 2009)
...
Thematic analyse is a qualitative data analysis method
which helps to identify, analyse and present the pattern inside of data
...
In any case, much of the time
it goes more remote than this, and translates different parts of the examination point
(Braun & Clarke, 2006)
...
It negligibly
arranges and depicts information set in (rich) point of interest
...
In thematic analysis method researcher need to identify the
themes from the data which provide an answer to the research questions and reflect it
in textual summary (Braun & Clarke, 2006)
...


3
...
Research Validity

Research validity relates to the inquiry that in what manner can researcher convince
the public that the exploration discoveries of a request merit paying consideration on
...
For external
validity of this research, the sample size is made adequate by selecting the sample
randomly
...
To validate this research the
responses from interviewees was recorded and information were gathered from valid
academic secondary recourses such as journals, researches, reports, books, articles
...
To make the research valid all interview
answers were transcribed with high degree of attention and transcription was made
manually with accuracy
...
All ten transcriptions of interview answers are
attached to make this study validate (see appendix 2)

THE STUDY ON THE IMPACT OF MOTIVATION ON EMPLOYEE’S PERFORMANCE IN AN ORGANISATION

3
...
Research Reliability

Reliability is the extent to which an evaluation tools produces are consistence and
reliable for end results
...
Various measures were embraced to upgrade the reliability of the this
study and flow of examination, including: all semi structured interview conversation
were recorded to display more dependable confirmation and keep away from any
inclination which may happen if the analyst endeavoured to recollect the discussion
...
Also the
interview questions are not repeated to make interviewees to repeat the same answer
and review in limited resources, each question are different but related to the research
objectives
...
Nonetheless, the after-effects of this study could be viewed
as exceedingly valid
...
In the event that there was any
misconception the inquiry would be rehashed to insure interviewee understands
...
Apparently all procedure of this recent
study was set very clearly to give readers an easy understanding of the information
...
All findings are justified to answer the research question which is motivation
and its impact on employee’s performance
...


3
...
Ethical Issues

As the study was directed with the interest of human respondents certain ethical
issues were emerged amid the exploration process
...
al, 2009)
...
With the
goal of ensuring the assent of the chose respondents, exceedingly critical points of
interest including points and the motivation behind the study were clarified
...
It was useful for them to have an
unmistakable seeing about the significance of their part in the fruition of the
examination
...
Their privacy

THE STUDY ON THE IMPACT OF MOTIVATION ON EMPLOYEE’S PERFORMANCE IN AN ORGANISATION
guaranteed by without revealing the individual subtle elements of them in the
examination and just the most required points of interest required for exploration are
taken
...
12 Conclusion

The proposed semi structured interview design is presented in this study (see
Appendix 1)
...

However, the consequences of this study could be utilised as a beginning stage for
directors or associations and other invested individuals to distinguish and comprehend
what elements motivates workers and subsequently guarantee a situation that
energises, advances, and encourages such variables
...
The reason being that past scrutinises have demonstrated that one can be
persuaded but not fulfilled or motivated may redundant lead to quality performance at
work
...
1 Introduction

The previous sections of the study tended to the context oriented, theoretical and
description parts of the study
...
Data will be analysed to determine the impact of motivation on employee’s
performance based on Maslow’s need hierarchy theory in retail organisation
...
Thematic analysis is a method
to identify, analyse and report themes from the collected data
...
For the
purpose of analysis data in this research the procedures are divided into few steps
...

2) In second step to analyse the data is transcribing interview, at this stage audio
recorded interview is transcribed into Microsoft words
...

Transcription of participants answers are shown one by one, for each question one
transcription table is shown according to Maslow need hierarchy
...


THE STUDY ON THE IMPACT OF MOTIVATION ON EMPLOYEE’S PERFORMANCE IN AN ORGANISATION
3) After transcribing the answers and generating codes
...

4) Theme map is made to show the generating theme and it’s relation to the theory
(Maslow’s need hierarchy) and the relation with employee’s performance
...
At final stage all gathered
data (findings) are analysed and discussed
...


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4
...
1 Analysis of finding and discussion process

The process of analysis is shown in the chart below
Figure 3: Process of data analysis

Source: Braun & Clarke, 2006

4
...

Semi structured interview were taken through face to face meeting
...
The chosen company to collect

THE STUDY ON THE IMPACT OF MOTIVATION ON EMPLOYEE’S PERFORMANCE IN AN ORGANISATION
data was chain retail organisation TK
...
The
organisation has various departments such as home, shoe, clothing, accessories and
jewellery
...

4
...
1 Participants of Interview

Interview Participants were randomly selected
...
Six participants were male and four
participants were female
...

Selected interviewee participants are working in TK
...
Participant’s employees were working for specific
department within an organisation
...

Sampling presentation is provided in table below:

Figure 4: Participants demographic presentation
Gender

Age group

4 female

25-48

6 male

24-27

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4
...
2
...
During
introduction employees were followed by asking their job responsibilities and about the
department they work to engage employees to build interaction
...
The semi structured interview questions are divided into two sections, section
one includes three general questions and section two includes seven questions which
are formatted according to Maslow’s need hierarchy within an organisation
...
All respondents showed involvement
in the examination subject
...


4
...
It was imitated in written Microsoft words
utilising the interviewee’s exact words
...
Transcribing recorded interview

THE STUDY ON THE IMPACT OF MOTIVATION ON EMPLOYEE’S PERFORMANCE IN AN ORGANISATION
was time consuming as it needs not only to record but also need to realise who said it
and how they said it in tone
...
To recall the discussion, all meetings were recorded
with an authorization of every member
...
To transcribe ten
interviews answer from audio recorded took eight hours approximately
...
Once after cleaning data the transcription copy was sent to the
interviewees for acceptance
...
Each transcribe interview was saved into separate
file
...


4
...
In general questions the number of
years interviewee are working in the company, the department they work and their job
responsibilities were being asked
...
”

Participants4

“nine years

“Ladies’ apparel ”

“I am in charge of

THE STUDY ON THE IMPACT OF MOTIVATION ON EMPLOYEE’S PERFORMANCE IN AN ORGANISATION
almost”

mark down process
and work on the
ladies’ apparel
...
”

Participant 6

“two years”

“frontline”

“Customer service,
stock clearance, cash
handling
...
”

theft, provide
customer service
...
”

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The above box shown the three general question asked and answer from the ten
interviewees
...

For the second question in which department they work?, different employees
mentioned they work in different department such as ladies’ or men’s apparel, shoe,
accessories, jewellery, frontline, home and some employees can work in all
departments
...
Question number three was asked to know their job
responsibilities
...
Such as:
maintaining the organisation tidy for customer, reducing stock for clearance, handling
cash, merchandising the goods
...
5 Analysis of findings and discussion of interview section two

In this phase of thematic analysis, from interview questions, transcription of answers
from interview question section two will be coded in this part of study
...
Therefore this analyse as well will be categorised based
on the interview question and Maslow’s need factors
...
After that all codes which were figured out above will be
collating into potential themes
...
In final stage of
data analysis theme will be analysed by illustrating transcript considering existing
literature to draw conclusions for future implication
...
5
...
The question number 1 of section 2 according
to the employee’s need hierarchy was about the facility of clean water and vending
machine
...

Q
...
“Is the organisation where you work provides clean drinking water and vending
machine to employees? How does it influence your job performance?”
Interview participant 1: “Yes, they provide, we have vending machine as well, that is
really good for us to keep our self hydrated during work
...
”
Code: staying hydrated, keeping energy, immediate food access, time saving, better
outcome
Interview participant 2: “Yes they do, it is normal for every organisation should
provide clean water and vending machine to concern about their health and well being
...
”
Code: good health and wellbeing, better performance
Interview participant 3: “Yes, they provide clean water and vending machine to have
a quick snack that makes me energetic after havening snack in short period of time
...
”

Code: essential elements, time saving, motivating, positive towards employers

Interview participant 5: “Yes, we have clean drinking water machine which gives cold
refreshing water during this summer
...
”
Codes: flexible managers, generate energy, time saving, refreshment
Interviewee participant 6: “Yes in my organisation we have machine to have clean
water
...
”
Code: fulfilment of thirst, quick access, time saving, refreshment
Interview participant 7“Having vending machine in any business is good as it provides
water and snacks for us to have in break
...
That day I had less desire to work so yes, I can say performance is
related to facilities given
...
Maxx is really providing good
machine which gives cold and hot both water
...
”
Code: facility and choices, positive influence on performance, flexible managers, better
performance
Interview participant 9: Yes they do, it influence my performance because clean water
maintain good health
...
”
Code: influence performance, health and wellbeing

II) Theme map
The thematic map will show the various codes and most recurring codes are being
expressed as emerging theme, all themes shows how it is related to the theory and
the subject of research area (motivation and its impact on performance)
...
The question was asked about the vending machine and clean water
supply
...
Firstly, based on the interviewee’s answer “employee’s
hydration and health” is fundamental element for better performance
...
It is also essential to organisation to supply
clean drinking water because being dried out can have a negative impact on
employee’s sharpness and fixation at work, the quality of their work
...
For example participant 1 said:
“Yes, they provide, we have vending machine as well, that is really good for us to keep
our self hydrated during work
...
”
The organisation is providing them vending machine and they have immediate access
to clean water and snacks that keep them hydrated and energetic and they work
better after wards
...
”
Vending machine is saving their time when they have less period of time to eat or
drink
...
For instance, participant
mentioned that if they feel thirsty they are permitted to have 2-3 minutes break to

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drink water which motivate them and also influence their performance
...


4
...
2 Need for salary and increment (Economic security need)

In Maslow’s hierarchy of need safety and security needs come after fulfilment of
physiological needs
...
During interview participants were being asked two questions regarding safety
and security provided by their organisation
...

I) generating code
The box below will show the questions and the participants answer and the answers
will be coded to produce the theme for analysis
...
“How do you feel about the salary you draw at the moment? The salary
increment given to you when you do the jobs well, motivate you?"
Interview participants 1: “No am not satisfied with salary, the way I work and other it
is different
...
The people who really work hard are paid as same rate as
other than what makes hard work difference?”
Code: job dissatisfaction, employee’s reorganisation, pay, differential, low motivation
Interview participants 2 “Salary is good like in night shift we got premium and day

THE STUDY ON THE IMPACT OF MOTIVATION ON EMPLOYEE’S PERFORMANCE IN AN ORGANISATION
shift as well pay rate is much good
...
”
Code: job satisfaction, bonus, night premier
Interview participants 3: “Not really satisfied for the amount of the year I work
...
”
Code: job dissatisfaction, pay differential, low motivation
Interview participants 4 “The salary that we get is very competitive and far better than
some of the main competitors, every year there is an increment in salary which is very
motivating and proves that the company appreciate our hard work
...
”
Code: job satisfaction, high hourly wages, secure wages, highly motivated
Interview participants 6 “I am satisfied with my salary
...
I can only satisfy my basic need from the salary I draw
and increment is very rare, that makes me less motivated
...
In night shift we get premier that’s good thing, due to the pay rate I am stick
with this company since 2 years
...
”
Code: job satisfaction, pay raise, future security, highly motivated
Interview participants 10: “It is satisfactory because it is above the average hourly
rate, and yearly pay raise motivates me
...
It motivates me not to leave my job and continue my job in TK
...
”
Code: job satisfaction, high wages, employee retention, secure wages

II) Theme map

III) Analysis of theme (Economic security needs)

THE STUDY ON THE IMPACT OF MOTIVATION ON EMPLOYEE’S PERFORMANCE IN AN ORGANISATION
Firstly, as per emerging theme “Appraisal/performance related pay” means giving
recompense (maybe financial) to a couple of workers who has done something
extraordinary
...
If the employees really work
hard and paid same rate as other they do not feel motivated
...
If he/she will be paid extra for this she will
be motivated
...
Secondly, participant mentioned about the premier given to
them for night shift
...
Thirdly, that the salary they get is very
competitive and increment in salary is motivating factor for them to work hard
...
Essentially overall job satisfaction and dissatisfaction with our vocation is a
mix of things that cause us to make the most of our occupations and things that cause
us to loathe our employments a bit less
...
According to the finding from interview it seems the higher the
wage rate the more employees’ job satisfaction can be achieved and the lower
increment and recognition job dissatisfaction accrues
...
In contrast less wage rate,
steady pay raise and poor reward and recognition makes employees less motivated
...
Considering the other

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accompanying components, all of which have been demonstrated to assume
motivation we can move forward employee’s retention as a positive factor
...
Similarly another participant said that he/she is engaged with the
company since two years due to high wage rate and night premier
...
Thus the organisation is capable to retain its staffs by providing the
economic security such as high wages, premium and increment
...
5
...
Need for good working condition (physical safety needs)

I) Generating codes for The following table represents the participant’s answers and
codes for each answer:
Question 3: How is the working condition of the department you work? How does it
influence your job responsibility?
Interview participant 1: “The working condition regarding infrastructure its worst, as
heating is changed every 4 to 5 hours which affects the health, sometime too cold
sometime too hot
...
”
Codes: infrastructure, heating system, health issues, lift system
Interview participant 2: “Everything is fine, we can see everything clearly
...
Yes, it is really good to work in
light
...
”
Codes: visibility, lighting system, laziness
Interview participant 3: “The condition could be better
...
A lot if bending is involved and is very hard on the joints
...
”
Codes: broken stock, health issues, lose concentration
Interview participant 4: “All features are adjusted automatically, for example in cold
days the heater will automatically turn on and in hot days the air cooling function will
be activated as the building is fitted with hi tech monitor sensors, there are regular
maintenance checks done and all issues are resolved within 12 to 24 hours, having the
right environment creates positive impact and makes work enjoyable
...
The
good working condition directly affects our performance like I mentioned before I was
unwell and was unable to come to work
...
We have good air conditioner
and lighting
...
”
Codes:, air conditioner, lighting, tough to perform
Interview participant 7: “My job working condition is good
...
Some time we have problems with heating in winter time and they take
a bit longer to fix, last winter heating was not fixed properly and I got sick four times
in two months and my other colleague were as well got sick
...
”
Codes: safe, healthy environment, heating system, performance level
Interview participant 8: “Air conditioner was an issue last year; the heating was very

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low in last winter
...
We never had problem with lighting because it is absolutely fine and we can work
properly even during night shift”
Codes: heating system, health issue, lighting system, job performance
Interview participant 9: “This is what I would like to say is perfect
...
It makes work
very easy for everyone
...
Working condition plays a
great role actually
...
So overall it influences my job
responsibility
...
”
Codes: healthy issue, working environment, customer service

III) Theme map
According to the conversation with the participant, most commonly participants
mentioned about the “physical work place environment”, “health and safety
management” it is considered as a theme for Physical safety and security needs of an
employees
...
Insight of the
emerged theme “safe physical work place environment”, the participants said that
making a legitimate atmosphere in which representatives can build up their complete
potential
...

Most of the participants mentioned that they were unwell due to the poor heating
previous year and subsequently some of them did not attend the job and some of
them were unable to fulfil the job responsibility efficiently
...
The lighting of any property can massively impact individual prosperity and
wellbeing, motivation and performance
...
Thus proper lighting system is necessary security
element that and organisation should concentrate
...
Due to proper
lighting system employee’s said they enjoy their work and they performance the job
responsibility well
...
”

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4
...
4
...
In an interview employees
were being asked question two questions about love and belonging needs
...
Answers is
shown and coded in different table but the thematic map for both questions is
generated in one map to analyse for love and belonging needs
...
4
...
I do suggest them and do feel relief but if it is about
my department then yes, I feel proud that my idea is acknowledged and liked by my
managers
...
They are quite nice
...
We share our idea and they appreciate
...
So I feel motivated
...
I feel really bad but if the matter is about
work then yes when I need to do price reduction yes they listen and give feedback, I
feel useful
...
”
Codes: organisational culture, opinion acceptance
Interview participant 5: “Some they do, like when I suggest about the seasonal
feature ideas they appreciate and suggest me to apply the idea into practice
...
”
Codes: appreciation, feeling valued
Interview participant 6: “Some time they do, I decorate phone accessorise and food
items in my department and my frontline manager always appreciate me
...
I feel encouraged
...
”
Codes: avoidance, discouragement
Interview participant 8: “Yes definitely they do, in fact if it is something about good
concern which is genuine and beneficial to company they response to that suggestion
...
I feel I am a part of the family
...
My
manager always asks if anyone has any idea to make work easy and effective, We feel
we are encouraged to suggest about something important
...
If the idea is excellent than probably
they will consider that suggestion
...
”
Codes: employee’s inspiration, acceptance

Table 2: Interaction and communication with colleague
Q
...
Does interaction and communication with colleague motivate you to improve
performance?
Interview participant 1: “Yes, Working with team members whom I have a great work
relationship makes great fun and enjoyable at work
...
Good communication is really important to
perform well
...
I interacted with
my colleague and talked with the new staffs as well and felt like my work is my little
family and I was performing well as well
...
”
Code: social interaction, communication, understanding issues, problem solving,
colleague’s relationship
Interview participant 5: “Yes it does motivate me, especially when we have Christmas
party, all colleagues gets the opportunity to know each other and next day we feel
more familiar with each other and to work with the people whom you know makes me
better employee
...
I have got
nice friends as my colleague over there people are very nice and friendly
...
”
codes: social interaction, friendly environment, relation with colleague, improve
performance
Interview participant 7: “Yes, it is always interesting when you have good staff
working with you which motivate me and make my work performance better
...
”
Codes: colleague interaction, speaking with colleague, solve uncertainty, better
performance
Interview participant 9: “It motivates me but I think only increment in salary motivate
me at work
...
When I was new to
this company I was very introvert and didn’t even want to come to work but slowly
after interacting with my colleague motivated me to come to work and doing regular
job now a days is quite fun
...
In love and belonging needs the essential emerging themes are

III) Analysis of theme (love and belonging needs)
Employee’s participation on management signifies emotional attachment of employees
towards the management of an organisation (Maslow, 2013)
...
Additionally, participants mentioned that social
interaction and communication with colleague
...
Regarding
manager’s response to suggestions proposed employees and their feeling about it the
participant 3 said:
“Not very often
...
”

Firstly, participants expressed that when managers do not response to the suggestion
they feel awful but if the managers listen and provide feedback they feel appropriate
...
Managers comprehend what they need their kin to do however commonly
they don't try to give feedback
...

Another participant (Participant 9) said:
“They do and I can say we all have voice at work place
...
”

Secondly, participants mentioned that they feel encouraged and motivated if their
ideas are acknowledged
...
While trying to urge representatives to recommend new thoughts and to
make an organisational culture of development and coordinated effort participation
from employees is essential element
...
Participant 4 said,
“Definitely, social interaction with staff is allowed as long as standards are not
compromised, communicating with other colleagues helps understanding any issues or
problems that I may not be able to resolve, so it’s very great to work knowing
colleagues will be there for help
...
Employees on the off chance speak with colleague it propels them when
they converse that help to overlook tiredness
...
Participants (interviewee 3) also mentioned about the social gathering
like Christmas party,
“Yes we were given Christmas party last year
...
”

Arranging a party for staff; this is the least demanding approach to support execution
at the work environment
...


THE STUDY ON THE IMPACT OF MOTIVATION ON EMPLOYEE’S PERFORMANCE IN AN ORGANISATION

4
...
5 Need for training and development (Esteem needs)

Esteem needs are the necessity for confidence and underwriting of others (Maslow,
2013)
...

I) Generate Code for esteem needs
The transcript of answer and code of each answers are presented in table below:
Q
...
Without training people
feel clueless and confused
...
Training
...

They even thought to use knife safely, working with gloves, health and safety things
and about fire exit
...
I got trained to work
on ladies’ department
...
”
Codes: training at beginning, building confidence, upgrading information, helpful to
work
Interview participants 5: “Yes it does, I got my first training while I joined TK
...

They taught us about how to serve customer, handle payment, use the till point so
that helped me to work with confidence
...
”
Code: training to began, upgrade information, training to inform, uncertainty
avoidance
Interview participants 6: “Yes it does, If there is any new system comes then company
provide training
...
Now I can refund the items easily
for quick transaction with confidence
...
Yes training and development always helps to
perform well
...
”
Codes: training at beginning, upgrade information, better performance
Interview participants 9: “It does, no one born perfect
...
”
Codes: expert’s training, best outcome
Interview participants 10: Yes it does, I got my first training while I joined TK Maxx
...

And if something new rules comes in our department we got informed to be attentive

THE STUDY ON THE IMPACT OF MOTIVATION ON EMPLOYEE’S PERFORMANCE IN AN ORGANISATION
that is really helpful to do my job correctly
...


III) Analysing of theme (love and belonging needs)
According to finding “Employee’s induction” and “upgrading employee’s skill” is
advantageous motivational tool to perform better
...
Participant 8 said,
“Yes I got training at the beginning of my work and when even new things is
implementing in the company we get training for that and yes I perform well after that
yes
...

As per participants they got trained and inducted at the beginning when they joined
new job and that helped them to know about company, work and rules and
regulations
...
Another phenomenon after employee’s induction is upgrading
employee’s skills
...
For example
answer of participant 8
“Yes I got training at the beginning of my work and when even new things is
implementing in the company we get training for that and yes I perform well after that
yes
...
Also it Makes
open doors for profession improvement and self-awareness, an essential consider
holding specialists
...
5
...
For data collection participants were being asked question about
their supervisor encouragement to creativity and providing challenges to motivate
them
...


Q
...
Is the supervisor of your department allows creativity and challenge to motivate?
Interview participant 1: “Yes, they do
...
”
Codes: creativity encouragement, challenge acceptance, feel strong
Interview participant 2: “Yes, they provide
...
”
Codes: allow creativity, appreciation
Interview participant 3: “Not much encouragement lately few challenges, yes so can
be frustrating
...
We are given a task and resources and we have
to use our own initiative to accomplish task without micro management, which is very
motivating as it gives us assurance by giving authority of a department
...
”
codes: encourage new things, accept new ideas, praise creativity
Interview participant 6: “Yes my supervisor encourages me if the matter is related to
the working area that I am familiar with
...
”
Codes: encourage creativity, non monitory reward
Interview participant 7: “Yes they do, I need to design my department with nice

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clothing to attract customer and I get appreciation for my creativity and everyday
work is kind of challenging
...
”
Codes: creative suggestion, encouragement, less challenge
Interview participant 9: “No I will say not because my work is fixed and every day I
have to do same work, so we do not get any challenges
...
But I do not feel motivated by challenges
...
”
Codes: encourage creativity, appreciation

II) Theme map
The map below shows the generated codes from participant answers and emerging
theme from the answers which is related to the theory
...
Employees may have the
capacity to skip a thought around, yet be new to the aptitudes included in imaginative
critical thinking
...
Such as participant 2 said
“Yes, they provide
...
”

Here he/she mentioned his/her creativity is appreciated by managers which motivate
him/her
...
For instant participant 10 said
“Yes, they provide
...
”

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Some employees considered appreciation is better than challenges to motivate but
majority of participants seems positive towards challenge at work place
...
I always change the feature of handbags and they encourage me to do
so and I always accept challenges that make me feel I am strong part of an
organisation
...

Thus challenge at work place have negative and positive both impact on employee’s
performance
...
Also
encouraging creativity has positive impact on employee’s performance as majority of
participants expressed they are given task and resources and they need to use their
initiation to accomplish task without micro management, which is very motivating as it
gives them assurance by giving authority of a department
...
6 Analysis of findings and discussion

In this section over all findings from the data collection will be analysed and discussed
according to the research model/ Maslow’s need hierarchy and research area of
motivation its impact on employee’s performance
...

I) The impact of Physiological needs/motivation on employee’s performance

In an organisation motivating individuals to do their best work, reliably, has been a
continuing test for officials and administrators
...

Physiological motivation is considered as a basic need for employees
...
This need reasons physiological strain which is indicated by
employee’s conduct
...
Additionally new
factors can be added to physiological need of employee’s such as “Employee’s
hydration and health” and “flexible working environment”
...


A) Employee’s Hydration and health

An organisation should provide clean drinking water to keep employees hydrated
...
Firstly, clean drinking water
keeps employees hydrated and keeps employees energetic during work
...
Hence, employees feel motivated and impact subsequently on their work
performance level
...
It is
imperative to organise hydration with a specific end goal to keep up employee’s mental
and physical execution
...
In this
study flexible management does not means to be flexible to employees in every aspect
of management, this signify management flexibility only for employees to use facilities
in need such as vending machine and water fountain
...
If managers allow employees to fulfil their
thirst during Woking period employees feel managers are concerned about their needs
...
But some time mis- use of the
flexible time given to fulfil their urgent need might be disadvantage for an
organisation
...
Therefore, management
need to fulfil physiological needs under supervision
...
Economic and physical safety of employees makes them feel secure at job
and subsequently employees feel motivated if their job is protected
...

A) Physical safety needs

Physical working environment incorporates segment of the substantial working
environment that contain worker's working conditions such as lighting, heating, air
conditioner, ventilation
...
For example: Poor heating system during winter increase the risk of employee’s
sickness which might cause absenteeism and poor performance result
...

Lighting is very essential health and safety need
...
Proper lighting cannot just
influence the strength of individuals at work bringing on manifestations like eye
fatigue, headache and migraines; however it is likewise connected to sick building
...
Improper positions, lifting or conveying loads, and pushing or pulling
burdens expanded the danger of onset of long haul infection unlucky deficiency
...
If management can focus on such need factors then organisation can
motivate and achieve greater outcome (performance) form employees
...
Evaluation/execution
related pay is by and large used to connection movement through a pay band to an
appraisal of a singular's work execution amid a specific reference period, frequently a
year
...
It may give a 'felt reasonable' arrangement of remunerating individuals as
indicated by their commitment
...
Despite of the advantages of appraisal to motivate employees it might
demotivate some works
...
Also it is difficult to pay according to
performance
...

Secondly, Yearly pay raise can be another economic security factors to motivate and
keep experience staff for long term
...
Yearly wage rise as well is the essential factors to motivate them
...
Pay raise can be a tool to increase employee’s performance and
productivity because it motivates employees to strive to gain organisational target for
higher increment
...


III) The impact of love and belonging needs/motivation and on employee’s
performance

Love and belonging needs are the requirement to get affection from colleague or
employers (Maslow, 2013)
...
Managers’ response to the employee’s
suggestion related to their work responsibility is essential factors to motivate
employees which have positive impacts on employee’s performance
...
If the management respond to the employee’s suggestion managers
should give feedback to make employees feel their ideas are being listen and
acknowledged whether the idea is practical or not it is totally up to management to
decide but at least feedback should be given to employees
...

B) Strengthen participation and social interaction and communication with
colleagues

Firstly, strengthen employee’s participation is another key finding to motivate
employees
...
Participation in the choice making procedure gives every representative
the chance to voice their assessments, and to impart their insight to others
...
Secondly social interaction and communication with colleagues
also make employee feel they are belonged to an organisation
...
For instance if
workers have any doubt or problem they can ask their colleague and perform their
tasks efficiently
...
Likewise, representatives who have constructive work environment
connections are more satisfied at work (actually, great working environment
connections are a standout amongst the most critical wellsprings of working

THE STUDY ON THE IMPACT OF MOTIVATION ON EMPLOYEE’S PERFORMANCE IN AN ORGANISATION
environment satisfaction) and we realize that individuals who are glad at work are
more beneficial, more imaginative and more fruitful by and large
...
’ In adverse excessive or negative communication and interaction may
create conflict, rumours, misunderstanding at work place which can make employees
less productive
...
Employee’s training and development is one of the essential factors to
motivate staff and improve their performance
...
During data collection interview majority of participants
mentioned about the training which is given to employee’s while recruiting them before
they start which is induction training
...
Induction training help employee’s to
build up their confidence to perform task effectively
...
Also induction
programme is esteem need of new employees to expose, to get along with co-staffs,
job responsibilities, to understand the rules and producer and goal of organisation
...
The
difficulties connected with the changing way of work and the working environment is
as challenge for the association
...

Upgrading employee’s specific needs can be as straightforward as getting a colleague
to demonstrate how to adopt new system or rules by giving various courses
...
For example if
an employee is working in shoe department in an organisation he/she needs training
to work in jewellery department because some technique of work might have variation
so to improve new knowledge of staffs they need upgrade their skills to perform
...

Despite of the several benefits of employee’s training (Induction and skill upgrade)
employees might experience some difficulties due to presentation of new framework or
innovation
...
A few representatives are impervious to change and in
this manner may build up a negative disposition toward receiving the new process,
which likewise makes them discouraged so organisation should explain employees
about the benefits of such change and training to encourage them and improve their
performance
...
An organisation can fulfil employee’s self actualisation
need by motivating them through ‘encouraging creativity’ and providing ‘challenge at
work place’
...
Managers should ensure that everyone is focused and
sharing ideas at work or not
...
Workers are not only great at doing one particular undertaking again and
again
...
The imperative thing is to motivate this to happen
...
Similarly, challenge at
work place helps to actualise employees need
...
At first
hand challenge can make employees feel strong and the hand it demotivate employees
who are less confident
...


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Chapter five

Conclusion

5
...
In this section of the research all
findings which were done for research will be discussed to produce a summary of
research
...

5
...
1 Summary of Research

The summary of this research is divided into two parts which will be discussed below:

THE STUDY ON THE IMPACT OF MOTIVATION ON EMPLOYEE’S PERFORMANCE IN AN ORGANISATION

I) Summary of achievement thorough research questions

From the survey we can find out that, there are different variables should taken into
account to motivate employees to achieve high level of performance result
...
From question one
regarding the basic need such as drinking water and vending machine, findings of
research confirmed that this need factor definitely influence the performance
...
Second question was asked about salary, survey
showed that most of employees feel motivated if their wage rate is high and pay is
rising yearly
...
In contrast as identified
through survey poor reward and reorganisation and salary according to performance
makes employees demotivated, subsequently that affects their job responsibilities
...
Similar the forth question regarding the manager’s
response, survey showed that employees feel encouraged if their ideas are
acknowledged
...
In the matter of fifth question about the interaction with colleague, survey
verified that interaction makes employees familiar towards organisation and also

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101

resolve minor problems
...
Finally, the seventh was about the encouragement for
creativity and challenges
...

Nevertheless, the survey was unable to include the questions related to delegation of
authority, creating team spirits and rest duration
...
Moreover, the survey questions brought out the strong themes and it
provided the research to achieve its objectives
...
1
...
A detail review of motivational
theories including the Maslow’s need theory provided this opportunity to reach the
research objectives
...
Also, findings
from survey helped to recommend the organisation regarding motivational issues
which is related to employee’s performance
...
In fact, survey findings are based on participant’s

THE STUDY ON THE IMPACT OF MOTIVATION ON EMPLOYEE’S PERFORMANCE IN AN ORGANISATION
perception and interviewer’s understanding of transcribe, thus there is the gap of
depth observation on human behaviour
...


5
...

5
...
1 Contribution to academia

To the future researcher this research will provide to clear overview of motivation,
motivational factors and the impact of motivation on employee’s performance
...
By reviewing the literature, findings
and discussions this present study added the new factors on Maslow’s need hierarchy
from employee’s point of view
...

The new findings are made to provide the additional factors in literature theory
(employee’s need hierarchy) it is shown in the diagram below:
Contribution to theory (employee’s need hierarchy)

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Employee’s needs hierarchy
Physiological

New findings
Employee’s hydration and health


Safety and Security



Flexible working environment

Economic security


Appraisal/performance related pay



Yearly pay raise

Physical safety



Health and safety management



Regular feedback



Strengthen participation



Love and belonging

Safe physical environment

Social interaction and
communication with colleagues

Esteem

Employee’s induction


Self actualisation



Employee’s skill upgrade



Encourage creativity



Challenge at work place

THE STUDY ON THE IMPACT OF MOTIVATION ON EMPLOYEE’S PERFORMANCE IN AN ORGANISATION
5
...
2
...
This research provides retail
organisations a clear view of how to motivate employees to improve performance
...
Furthermore,
recommendation is given to an organisation about regarding employee’s need so that
organisations can improve employee’s performance level
...
3 Recommendations to an organisation and managers

In an organisation to achieve high level of performance and productivity from staff
managers should have understanding of employee’s motivation and motivational
techniques
...
It is just by getting a handle on these ideas that
they would like to successfully realize consistent performance in their labourers
...
Managers need to provide
challenge and encourage creativity and participation for employee’s growth
...
Also
managers should be flexible towards employee’s basic need and take care about
employee’s hydration and health
...
To strength performance social interaction and communication programme
should be held
...
Additionally research shows that acknowledgment
assumes a noteworthy part in employee’s motivation and that it is an extremely
powerful help
...
Future researchers in
qualitative research are recommended to understand the interview skills and prepare
the plan carefully and to ensure confidentiality to overcome the barriers
...
4 Limitations
Each exploration in littler or greater imminent has a few limitations
...

I) Time
Time was one of the key issues that have been recognized so far in term of
confinement of the study
...
Inside of a brief limitation of time, there is tremendous measure of

THE STUDY ON THE IMPACT OF MOTIVATION ON EMPLOYEE’S PERFORMANCE IN AN ORGANISATION
information need to survey, gather, and examination lastly concocts result
...
All the more over standard time length of time for a fleeting task is between 6-24
months
...

II) Data collection method
To collect the data through interview was time consuming
...
During interview language was the barrier as all participants were not
native English speakers due to this issue the interview answers might not be
grammatically correct
...

III) Limited sample
Only ten employees were selected as a sample for interview, the process is already a
lengthy data collection method so out of 109 staffs this sample is very limited
...
5 Suggestions for the Future research

Although this present research covered various aspects of employee’s motivation and
its impact on their performance, it does not cover all factors, there is still research has
to be done in this field
...
Intelligent tuning in, organized criticism, inconsistency
improvement, and decisions parities, for instance, have each accepted some
conspicuousness in discourses of the methodology
...
Also findings are based on the answers of participants there is no
observation and organisational point of view to analyse the theory so still research
should be done in employee’s motivation from an organisational and manager’s point
of view as well
...
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Appendixes
I) Appendix 1 interview question

THE STUDY ON THE IMPACT OF MOTIVATION ON EMPLOYEE’S PERFORMANCE IN AN ORGANISATION
Hello my name is Sanju Bhatta, I am student of Msc International Business at University of Ulster, London
and I am gathering information about how motivation is impacting employee’s performance for my
dissertation
...
Your personal informal will be anonymous and disclosed
...
Age:
...

Section one
General questions
1
...
In which department of an organisation you work?
3
...
Is the organisation where you work provides clean drinking water and vending machine to employees?
How does it influence your job performance?
Security needs
2
...
How is the working condition of the department you work? Such as Heating, lighting, and ventilation
and how does it influence your job responsibility?

Love and belonging needs
4
...
Does interaction and communication with colleague motivate you to improve performance?

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Esteem need
6
...
Is the supervisor of your department allows creativity and challenge to motivate?

THE STUDY ON THE IMPACT OF MOTIVATION ON EMPLOYEE’S PERFORMANCE IN AN ORGANISATION

II) Appendix 2 interview participant answer transcript

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Interview participant 1
Hello my name is Sanju Bhatta, I am student of Msc International Business at University of Ulster, London
and I am gathering information about how motivation is impacting employee’s performance for my
dissertation
...
Your personal informal will be anonymous and disclosed
...
1
...
28
...
Female
...
How long have you been working in this company?
“Four years”
2
...
What are your job responsibilities?
“Help customer with their queries, maintain floor, deal with customer”

Section 2
Questions related to Maslow’s hierarchy of need
Physiological need
1
...
It certainly keeps us energetic if we have access to quick water, chips and during so I can
work even better
...
How do you feel about the salary you draw at the moment? The salary increments given to you when
you do the jobs very well, motivate you?
“No am not satisfied with salary, the way i work and other it is different
...
The people who really work hard are
paid as same rate as other than what makes hard work difference?”

THE STUDY ON THE IMPACT OF MOTIVATION ON EMPLOYEE’S PERFORMANCE IN AN ORGANISATION

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---