The Effect of Pepsi Co Culture on Employee Motivation in Pakistan

Dissertation Title The effect of Pepsi co culture on employee motivation in Pakistan Submission Student ID Date registered Date:..................... Dissertation Title The effect of Pepsi co culture on employee motivation in Pakistan Submission Student ID Date registered Date:..................... Dissertation Title The effect of Pepsi co culture on employee motivation in Pakistan Submission Student ID Date registered Date:..................... Dissertation Title The effect of Pepsi co culture on employee motivation in Pakistan Submission Student ID Date registered Date:..................... Dissertation Title The effect of Pepsi co culture on employee

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The effect of Pepsi co culture on employee motivation in Pakistan
Submitted by
Mohsin khan
Student ID 3705459

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Acknowledgements
I would like to express my sincere appreciation to my supervisor knapp colin for his
guidance and help throughout my research dissertation . My research dissertation
would not have been successful without the support and his valuable feedbacks . I
would like to gratitude to all of my professors and my family they always support me
during my studies .

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Abstract
The business environment can be understood to be imperatively dynamic in nature
and this has an overall strong impact on the relationship dynamics which take place
within the scope of the firm. In line of this, it can be mentioned that, the balance
between the different manager and employee aspect has also been changing
considerably and hence, this needs to be captured and put to better use. The focus of
the research report lies on finding the Impact of the company culture at Pepsi in
Pakistan on the overall motivational levels of the employees. The paper follows a
systematic layout where the paper has been divided into five chapters with each of
the chapters focusing on the aim of the research. The first chapter lays down the
background of the research which is then followed by the objectives and rationale of
the research.
The paper also discusses the various theoretical concepts related to the overall
meaning of Organizational culture and employee motivation and relates them to
Pepsi. Additionally, the research techniques lay out the various research processes
which have been adopted for the paper and this has been follows by the chapter on
Analysis which presents the results of the survey carried out amongst 100
participants at Pepsi. The results have been discussed and analyzed in the following
chapters. The last chapter wraps the paper and provides certain recommendations
which can be followed by the managers at Pepsi. Through the research it was found
that the Organization culture tends to have a huge impact on Pepsi`s employee
motivation and that considerable efforts to improve the same have to be undertaken
by the firm.

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Table of Contents
Chapter 1: Introduction.................................................................................................6
1.1 Overview.............................................................................................................6
1.2 Background of the topic......................................................................................8
1.3 Problem statement............................................................................................10
1.4 Research Questions...........................................................................................11
1.5 Research Hypothesis.........................................................................................11
1.6 Research Rationale and Significance of the study............................................12
1.7 Structure of the Paper.......................................................................................12
Chapter 2: Research aim and objectives.....................................................................14
2.1 Research aim.....................................................................................................14
2.2 Research Objectives and Justification..............................................................14
Chapter 3: Literature Review......................................................................................15
3.1 Overview...........................................................................................................15
3.2 Company culture...............................................................................................15
3.2.1 The change in the organizational culture.......................................................17
3.2.2 Factors affecting company culture.................................................................18
3.2.3 Benefits of having a positive workplace culture............................................21
3.3 Employee motivation........................................................................................24
3.3.1 Extrinsic motivation.......................................................................................24
3.3.2 Intrinsic motivation........................................................................................25
3.3.3 Benefits of employee motivation...................................................................25

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3.3.4 Factors affecting Employee motivation.........................................................26
3.4 The Conceptual Framework.............................................................................29
3.5 Summary...........................................................................................................29
Chapter 4: Research methodology..............................................................................30
4.1 Overview...........................................................................................................30
4.2 Research Outline...............................................................................................30
4.3 Research strategy..............................................................................................30
4.3.1 Research Philosophy......................................................................................30
4.3.2 Research Approach........................................................................................31
4.3.3 Research Design............................................................................................31
4.4 Research process...............................................................................................32
4.4.1 Research type.................................................................................................32
4.5 Sampling Technique.........................................................................................33
4.6 Research method...................................................................................................34
4.7 Ethical considerations...........................................................................................35
4.8 Accessibility issues and Foreseen Limitations.....................................................36
4.9 Summary...............................................................................................................36
Chapter 5: Analysis and Findings...............................................................................37
5.0 Overview...........................................................................................................37
5.1 Analysis............................................................................................................37
5.1.1 Descriptive Analysis......................................................................................38
5.1.2 Inferential analysis.........................................................................................41

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5.2.2 Correlation Analysis......................................................................................42
5.2.2 Regression Analysis.......................................................................................45
5.2.4 Hypothesis Testing........................................................................................47
5.3 Findings............................................................................................................47
Chapter 6: Discussion.................................................................................................49
Chapter 7: Conclusion................................................................................................55
7.0 Overview...........................................................................................................55
7.1 Answering Research Questions........................................................................56
7.2 Linking to Objectives.......................................................................................57
7.3 Limitations of the study....................................................................................57
7.4 Scope of future research...................................................................................57
Chapter 8: Recommendations.....................................................................................59
References...................................................................................................................63
Appendix.....................................................................................................................68

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Chapter 1: Introduction
1.1 Overview
Organizational culture can be rightfully understood to be a set of underlying
beliefs, assumptions, ways as well as values of interacting and communicating with
the different members of the firm and generally tends to contribute to a social as well
as psychological environment of the firm in focus (Alvesson and Sveningsson,
2015). The organizational culture not only comprises of the overall beliefs of the
firm but also the overall expectations which are present in the field of organization`s
expectations, experiences as well as the philosophy on which the organization is
based. Additionally the culture can also be understood to be the customs and rules
which have been developed over the time and are considered to be valued for the
overall operations of the organization (Hogan and Coote, 2014). The organizational
culture can be understood to have a key role in the overall operations of the firm and
has the overall capability to determine the manner in which the employees perform.
The culture defines and states the ultimate assumption on which the behavior of the
different employees is generally based on. According to Turner (2014), the
organizational culture also tends to have an impact on the manner in which the
people tend to interact with one another, with the clients and the stakeholders as
present. The words Organizational culture are often used in place of one another and
the other terms which are used in place of Organizational culture can be known as
the corporate culture, the workplace culture and the business culture. The work
culture of Pakistan can be understood to be related to their overall beliefs and overall
perceptions. The trust can be understood to be a big factor when the dealings in such
firms take place. The managers and employees in Pakistan believe that it is
appropriate to get acquainted with one another before any decision regarding the

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business is made. Loyalty and respect are considered to be relevant aspects of the
workplace culture of organizations in Pakistan (Culturalatlas.sbs.com.au 2019).
There exists lack of punctuality in the business dealings and the public sector of the
firm can be understood to be corrupt. In an organization, the hierarchy structure is
generally followed very strictly and all the decisions which have to be undertaken,
are taken based on the advice of the elders in an organization.
The concept of the Employee motivation can be understood to be the level of
commitment, energy as well as the creativity which the different workers of the
company will bring to their jobs. It does not matter whether the company is growing
or whether they are shrinking, the organization must always come up with ways in
which the firm will be able to motivate the employees and consider them to be a
management concern. Various competing theories, often find either involvement of
the employees or the incentives as the main motivating factor with respect to which a
firm is required to act upon (Auernhammer and Hall, 2014). However, employee
motivation often becomes problematic for the organization to manage adequately but
all the different employers as present would be required to undertake considerable
initiatives which would assist them to undertake considerable steps and procedure
and help them in convincing the different customers as present in the right manner. It
is the duty of all the firms to provide an ideal atmosphere for the motivation of the
different employees as present and allow them to function in a smooth as well
motivated workforce.
Additionally, the employees need to be provided with a tangible as well as
emotional reward which will then help them to retent the employees in the firm. In
addition to this, it will allow the employees to feel a sense of accomplishment which
goes a long way in increasing the productivity of the firm. Hence, through this

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overview, it can be understood that the project will be based on Organizational
culture and the Employee Motivation. The organization which has been chosen for
the purpose of the analysis can be understood to be Pepsi Co and the country of the
operation has been chosen as Pakistan. In regard to this, the paper will examine the
overall impact of the Organizational impact on the overall employee satisfaction in
the PepsiCo in Pakistan.
1.2 Background of the topic
The Organizational culture of PepsiCo tends to demonstrate the company`s
overall commitment to maximizing the overall strength of the company’s resources
with respect to the human resource of the firm. Pepsi Co can be understood to have a
solid case of organizational culture whereby the employees are encouraged and
valued accordingly. The employees of Pepsi are asked to provide excellence to the
operations of the firm in a cooperative manner. As the organization is the second
largest beverage firm around the world, it has been thriving consistently to improve
the overall workforce and in regard to this, it becomes extremely important to
maintain the overall positioning in the market (Turner, 2014). Hence, in such a case,
the PepsiCo makes use of the organizational culture as an overall strategic approach
to maximize the overall strengths of the employees as present. The culture of the
different people is primarily focused on the care of the employees and their ability to
achieve high business performance. In addition to this, the firm is also focused on
showing the commitment to meet the overall social responsibilities and ensure that
the employees become a better individual.
Through this high quality of corporate culture, Pepsi Co wants to ensure that
the firm is successfully being able to build the different employee skills as present
and additionally motivate the employees as well. In regard to the motivational

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aspect, Pepsi Co tends to comprise of a considerable set of motivational skills which
will help in ensuring how the firm performs and the manner in which the employees
can be guided accordingly. The various ways which are made use of by Pepsi Co to
motivate the different employees can be understood to be the Job security through
which the employees tend to understand that they would remain a permanent part of
the firm if they remain loyal to the goals of the firm and perform considerably well
(Alvesson and Sveningsson, 2015). The next way in which the different employees
at the firm are motivated is by allowing them with considerable allowances on
various aspects such as the travel, food, and housing as well as related aspects like
the medical and insurance expenses as well.
The Pepsi Co wants to portray itself as a particularly fair organization which
undertakes considerable initiatives to ensure that it is being able to attract the
employees in the right manner and this can be understood to be the reason, why the
firm tends to engage in considerable promotion as well as performance appraisal
solely on the merit bases (Auernhammer and Hall, 2014). This allows the different
employees to trust in the overall culture of the firm and in addition to this, also
allows them to improve their overall productivity which thereby improves the
performance of the firm at large. Lastly, the other means which are offered by the
PepsiCo to the different employees in order to motivate them to perform well can be
understood to be by offering them free discrepancy which then lowers their overall
medication costs and reduces their bills as well. In addition to this, they are allowed
to have Pepsi at a comparatively cheaper costs and different meal types are available
for the firm at a comparatively cheaper cost.
This further encourages the different employees to perform well and to ensure
that they are being rewarded with respect to the same. In addition to this, the

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company provides extra cash rewards to the devoted as well as sincere workers
(Hogan and Coote, 2014). This tends to apply to employees who have been present
in the firm in more than 10 to 15 years. Hence, the Pepsi Co as an organization can
be understood to be considerably fair and provides various incentives to the
employees to motivate them. However, there exists some problem in the Pakistan
branch of the firm and this is the reason that the study will be based on the Pepsi Co
in Pakistan.
In Pakistan, the current employment issues can be understood to be centered
on the alarming developments which take place in the industry and are centered on
increased flow of migrants to the Middle East and the raging unemployment which
exists amongst the educated. The reduced migration would jeopardize the source of
labor absorption and the expected net flow of the workers do not represent more than
5% of the annual increment to the current labor force. The major problem in the
country can be understood to be relating to that of unemployed educated who come
from privileged backgrounds but make a small fraction of the younger labor force.
These have political and social costs.
1.3 Problem statement
As understood from the previous section, it can be rightfully understood that,
Pepsi Co tends to take a large number of initiatives which then assist the employees
as present in the firm to p1erform well and thereby improve the overall productivity
of the firm as present. In relation to this, there have been considerable issues
regarding employee relations and related work team problems in the Pakistan branch
of the firm and it is due to this reason that the overall performance of the firm in
Pakistan needs to be assessed (Bortolotti, Boscari and Danese, 2015). Hence, the
scope of the research lies that the overall organizational culture as a concept will be

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discussed and along with this the Employee Motivation as a concept will also be
discussed. In relation to this, the study will undertake an analytical analysis between
the Organizational culture and the employee motivation by taking a survey from the
different employees of the firm and this shall then assist in understanding what their
opinions are about the particular issue and how the initiatives can be undertaken so
as to ensure that the firm attains considerable success in the long run and the
employees are made to feel a part of the overall operations of the organization as
present.
1.4 Research Questions
The research questions which have been designed for the purpose of the
paper can be understood to be as follows:
1. What are suitable definitions for the terms, Organizational Culture and
Employee Motivation?
2. What is the manner in which the Pepsi Co in Pakistan has been developing its
organizational culture and motivating the employees?
3. What is the relationship between organizational culture and employee
motivation at the Pepsi Co in Pakistan?
4. What recommendations can be provided to the firm which would help them
in improving the overall relationship between Organizational culture and the
employee motivation in the organization?
1.5 Research Hypothesis
The research hypothesis can be essential understood to be the set of criteria
which is set to understand the overall study which takes place. The research
hypothesis which has been set down for the paper can be understood to be as follows:

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Independent Variable: The Organizational culture
Dependent Variable: The employee motivation
Alternate Hypothesis: Pepsi Co (Pakistan)'s Organizational Culture has a strong
impact on employee motivation.
Null hypothesis: Pepsi Co (Pakistan)'s Organizational Culture does not have a strong
impact on employee motivation.
1.6 Research Rationale and Significance of the study
The reason why the given study can be understood to be essentially crucial to
undertake is because, the Organizational culture of any organization tends to form an
essential part of the organization and with respect to this, it becomes essentially
important for the firm to see to it that, they are being able to inculcate an
organization culture which has the overall capacity to influence the different
employees as present and to motivate them (Hogan and Coote, 2014). Through this
study, the overall impact of Organizational culture on the employee motivation will
be understood effectively and in relation to this, the reason why the different
problems are being faced in Pakistan will be analyzed adequately. Organizational
culture and employee motivation are integral management topics and with respect to
this, the study of these integral topics will assist in understanding the concept of
management in a better manner.
1.7 Structure of the Paper
The structure of the paper can be understood to be as follows:
 Chapter 1: The first chapter is the Introduction chapter which sets the overall
background of the subject and the topic.
 Chapter 2: The second chapter is based on the Research aim and objectives

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 Chapter 3: The third chapter is the Review of Literature chapter which
outlines the theories related to the Organizational culture and employee
motivation through theoretical and conceptual frameworks.
 Chapter 4: The fourth chapter can be understood to be the Research
Methodology chapter which outlines the overall research techniques being
made use of.
 Chapter 5: The fifth chapter is the research results which will lay down the
overall results of the research carried out.
 Chapter 6: The sixth chapter will discuss the research tests and link it to
theories.
 Chapter 7: The conclusion chapter will summarize the entire study and focus
on the overall earnings.
 Chapter 8: Certain recommendations will be provided to improve the overall
operations of the firm.

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Chapter 2: Research aim and objectives
2.1 Research aim
The primary aim of the research can be understood to be to examine the
impact of Organization culture on the employee motivation. The case study will be
primarily based on Pepsi Co in Pakistan. The secondary aim which the study aims to
fulfill can be understood to be the manner in which the Pepsi Co can undertake
considerable initiatives which will allow them to perform well in the long run.
2.2 Research Objectives and Justification
The research objectives which have been designed for the purpose of the
study can be understood to be as follows:
 To find suitable definitions for the terms, Organizational Culture and
Employee Motivation
 To analyze the manner in which the Pepsi Co in Pakistan has been developing
its organizational culture and motivating the employees
 To find the relationship between organizational culture and employee
motivation at the Pepsi Co in Pakistan.
 To provide overall recommendations to the firm which would help them in
improving the overall relationship between Organizational culture and the
employee motivation in the organization.

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Chapter 3: Literature Review
3.1 Overview
The literature review chapter forms an important part of the research study as
it presents an overall theoretical model and research frameworks which helps in
understanding the concepts which have been studied in that paper (Acar and Acar,
2014). Hence in the same way the aim of this section is to present a review of
literature on the topic of the study which is relating to the employee motivation and
organizational culture. Currently it can be out understood that Pepsi in Pakistan has
been facing problems relating to the motivation of the employees, however these
problems can be solved if the organization and managers are able to understand the
manner in which they will be required to deal with the different employees and
motivate them regularly (Bortolotti, Boscari and Danese, 2015). It is for this reason
that the focus of this review will lie on understanding how organizational culture can
be enhanced, what factors affect the success of an organizational culture, what are
the benefits of a positive organizational culture, the meaning and concept of
employee motivation, the factors affecting employee motivation and the manner in
which the employee motivation would lead to enhanced the productivity of the
organization (Driskill, 2018). A conceptual framework shall be provided at the end
of the chapter will form the background of the study in the next coming chapters.
3.2 Company culture
The company culture can be understood to be the beliefs, values, expectations
and the manner in which the interaction which take place in the organization can
contribute to a unique psychological as well social environment which enhances
productivity and helps the different employees to feel at home (Driskill, 2018). The
organizational culture not only includes values and the beliefs of the firm and the

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founding managers but also includes the expectations, philosophy, and experiences
which guide the member and manager behaviour. In all the transactions which take
place in a firm, the culture is usually expressed in terms of member self-image, in the
workings of the firm, the interactions with the outside world, and the future
expectations which lie within the managers and the owners of the firm. According to
O’Reilly III et al., (2014), the culture is based on the shared attitudes and these
shared attitudes belong to the attitude of the employs as well as the owners of the
firm. These can be understood to be the unwritten rules that have been developed
since inception of the firm and have to be followed by one and all.
When stating simply, the organizational culture can be understood to be the
way the things generally function in the firm. However the focus of the study can be
understood to be lying around the manner in which the organizational culture
contributes to reducing the stress of the employees and how it influences the
behaviour of the employees directly. The organizational culture is also known as the
corporate culture, business culture in the workplace culture (Campbell and Göritz,
2014). In order to understand how organizational culture is created it must be
understood that the business leaders are vital to the creation and the overall
communication which takes place in the workplace culture. However the relationship
between the leadership and culture cannot be understood to be one-sided because
although the leader who is considered to be the architect of the culture the kind of
culture which is developed also depends on the employees in the firm (Naranjo-
Valencia, Jiménez-Jiménez and Sanz-Valle, 2016).
Additionally a deeply embedded culture in a firm tells employees the manner
in which they should be behaving within the organization and develops a real
teamwork which ensures high job satisfaction within the employees. Leaders can

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create this by developing various organizational cultures as per their needs and as per
the productivity requirements.
3.2.1 The change in the organizational culture
According to O’Reilly III et al., (2014), organizational culture is not stagnant
and it is evolving and relative to each and every organization which exists and
greatly depends upon the leader and employee relationship within an organization.
Members of a firm who share a belief on what looks right over the time and the
personal relationships signify the culture of the firm. The changing organizational
culture is not easy to capture. Very often the employees show resistance to change
and then tin such a case, they can speak against the new culture and hence affect the
overall productivity of the firm. It is in this case that the role of a leader becomes
very vital and they are required to ensure that all the employees are allowed to show
their perspectives the culture of the firm remains stable overtime and that that
revolving nature of the culture is captured successfully. In case of an organizational
change it is the duty of the leader to formulate a clear strategic vision and
communicate the same vision to the employees (Naranjo-Valencia, Jiménez-Jiménez
and Sanz-Valle, 2016). Once the employees will be involved in this vision
management it is then they will able to understand the reason behind the change.
It is also the duty of the top management to show utmost commitment to the
overall organizational change which takes place Chang and Lin, (2015). Very often
the managers are not willing to participate in the change and just expect a change to
be carried out from the side of the employees which is not easy for them and hence
the owners and the top management have a great role to play in this. Campbell and
Göritz (2014) state that there may also be a scenario where the firm would be
required to modify the organization to support the change. This can include

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identifying the current procedures and policies and the different rules which can be
changed so that the new values and desired culture can be inculcated easily. In
addition to this, it is important that the firm identify certain volunteers which will
help the firm in ensuring that the employees can be motivated and he can be made
loyal to the overall organizational culture of the firm. According to Valmohammadi
and Roshanzamir (2015), these socializing newcomers can encourage their
colleagues to work as per the rules of the firm. In the next section, the different
factors which affect company culture will be examined in order to understand how
the culture is developed within the scope of the firm.
3.2.2 Factors affecting company culture
As discussed earlier the culture represents the beliefs, policies, and the
practices which are carried out in an organization. It would not only gives the
employees a direction but also controls the way in which they tend to interact and
behave with my other (Chang and Lin, 2015). The company culture brings the
different workers onto a common platform which unites them in the workplace.
Hence it can be understood that various factors which influence the company culture
and he will be discussed in the following section
The individuals working with the firm
The first and the most important factor which affects the company culture can
be stated to be the different individuals were working for the organization. The
employees are the primary contributors to the culture of a workplace and their
attitudes, interest, perception, mentality and the thought process effects the overall
environment at work (Körner et al. 2015). For instance a personnel who was
previously in the army may be more disciplined and hence may follow a strict culture

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to abide all the rules in the regulations. These employees are hardly late to work. On
the other hand, the employers which have a young generation of workers may be
encouraged to engage in a healthy competition and may live freely with one another
and be on their toes to be better than the other employee present (Kim, 2014)
The nature of the business
Another factor which affects the company culture can be understood to be the
nature of the business. According to Körner et al. (2015), there are various
businesses where the pressure of work is very high and ultimately this pressure tends
to succumb the employee who was working for the organization. Hence firms like
the stock broking a industries, financial industries, Banking industries and other such
similar industries are dependent on the external factors of the demand and supply and
hence when the market crashes these industries have no other option than to provide
pressure to the employs. When the tensions are high in a firm and the morale of the
people are generally very down in this workplace, on the other hand even the
manager may feel helpless when providing assistance to these employees (Chatman
et al., 2014).
The organizational vision
According to Kim (2014),Organizational vision is an integral factor which
affects the workplace culture. The strategies and the various processes which are
designed to achieve the overall target of the firm may have an impact on the manner
in which the culture of the firm is developed and hence it is with respect to this that it
is important to relax the guidelines of a firm so that they employees can work as per
their own pace and contribute to words the achievement of the goals of the firm
(Acar and Acar, 2014). Very fast paced industries like advertising, event

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management and other such industries expected the employs attentive, and
hyperactive which may then inculcate a rather aggressive work culture.
The customers and clients
To a certain extent, the clients of the business also have an impact on the
work culture. Various organizations which cater to the needs of the customers on a
regular basis would be required to ensure that they work as per the needs and very
often the organizational needs are overlooked. This means that the clients and
customers who support the business also help in defining it (Chatman et al., 2014).
Hence when the team caters to the customers the business begins to adopt some of
the traits. For instance a company which sells juices to the different mothers will
have a much different environment and the one who is making a bullet-proof vest. In
line with this and the different organizations which are service oriented face a higher
level of hyper activity within the firm as compared to those who are involved in the
manufacturing and distribution.
The management and leadership style
The leadership styles can be understood to be the approach which a manager
follows to guide the different employees at the workplace. The management and the
style of handling the employees have a great impact on the culture of the workplace.
There are various organizations where the management allowed employees to take
their own decision and just fulfil the target (Acar and Acar, 2014). Whereas on the
other hand there are certain organizations which do not allow the different employees
to take decisions on their own (Acar and Acar, 2014). In such a culture that
employees are usually very frustrated and tend to quit easily whereas in the formal
culture the employees get attached to the management and look forward to a long-

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term association with them. Hence whenever the firm wants to ensure success, the
management must respect the employees to avoid such a culture where the employs
just work for money and nothing else (Zhu and Engels, 2014). The leaders must be
mindful about the rules which the institute in a firm. In addition to this they must also
be careful about the impact of the different decisions which they make because their
decisions in fact the overall workplace environment in the workplace culture.
The work environment
The work environment can be understood to be the overall surroundings
which impact the performance of an employee at the workplace. When the work
environment is stressful, the work culture ultimately becomes a negative in nature
(Auernhammer and Hall, 2014). Moreover this has more to do with the physical
aspects of the work environment as well. For instance if the office is right next to an
airport without a soundproof technique the productivity would go down to a great
extent. Moreover if the business is unable to carry out the changes of the location in
at the right time the work quality and the employee morale may also be affected.
Hence the concept of open office designs have become extremely popular. However
sometimes they employees may need a private place to carry out the task which is
not possible then they have sounded by distractions and hence installing secluded
work pods in an open design can be understood to be a classic technique of
increasing the work productivity and improving the company culture.
3.2.3 Benefits of having a positive workplace culture
According to Zhu and Engels (2014), every firm whether it is a small
business or a large corporation has a well-defined company culture. The culture can
be referred to as the attitude of the employees in the firm. If a business suffers from

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unhealthy culture then in such a case the employees may not feel the need to perform
the duty in the right manner. In addition to this a healthy work culture is the one
which values the employees irrespective of the job duties they engage in. According
to Heritage, Pollock and Roberts (2014), the teamwork is crucial as it ensures higher
productivity and performance of the business. The different benefits of a healthy
workplace environment will be discussed in the following subsections.
Employee Retention
The culture of a firm which values the decision and employees irrespective of
this job role which they have to play results in a higher morale and positive attitude
to words the firm. The workers will work with a positive attitude and always loyal to
the organization which reduces the turnover at the workplace (Auernhammer and
Hall, 2014). When the employee turnover is very high at a firm it leads to high cost
of the business generally involved in hiring, training and recruiting. A healthy
corporate culture will help to retain the valuable employees and reduce these costs.
The reputation of the firm
The companies who have a healthy workplace culture will gain a positive
reputation among the different workers were present. The place may be successful in
hiring better talent and skilled workers. In addition to attracting the good employees,
it also ensures that they will be able to charge a higher price for the products and
services because of the increase reputation and hence the value of the firm in the
financial market will increase was great extent. According to Heritage, Pollock and
Roberts 2014), the customers refer to conduct business with organizations with a
reputation even if they have to pay a higher price for the goods and services.
Productivity

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When the improved morale of the workers will be affected by the positive
organizational culture it would lead to an increase productivity in the workplace
(Aier, 2014). When the productivity of the workers tends to increase the financial
health of the firm improve and hence the profit also increases. The increase
productivity may not only be measured by the quantity of the work but may also be
measured by the quality of it thereby illustrates the effectiveness and efficiency of
the firm. Employees tend to benefit from the increase in the productivity and they get
a higher incentive and higher pay from this.
Quality
When the work culture is positive in nature the employees will be induced to
provide good quality products and services (Pilch and Turska, 2015). The different
organizations which value highest standards of culture will create an atmosphere for
the employees so that they are able to meet those high standards and the cultural
standards for excellence.
The enhanced health
According to Aier (2014), the work places which are negative often tend to
imbibe a poor health condition which ranges from physical pain to mental stress as
well. The American psychological Association conducted a survey in US stated that
the economy of the country tends to lose out to $500000, 000,000 every year due to
the workplace stress which exists. When a workplace is imbibed by a positive culture
it is due since the amount of stress and in turn the number of health problems also
decreases. When the health problems will decrease the employees can be engaged in
a better manner and a happy employees will be able to again engage in a higher
productive level (Pilch and Turska, 2015). When the employees go through a stress-

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free and happy phase, then they would be able to provide their own innovative and
creative ideas for the better performance of the firm in the long run. This implies
generally make fewer mistakes and show greater loyalty to words the firm
Better business performance
As discussed earlier happy employees will be more productive in nature and
will train to provide better quality work which will in return improve the overall
financial health of the firm and also attract the different customers to it (Brettel,
Chomik and Flatten ,2015). In relation to this it can also be stated that the healthy
and positive workplace culture tends to breed employees who are committed to
words the firm and the job which they do. Moreover, at a less negative workplace
problems like stress and poor health of the employees are common and in such a
culture, overall individual performance as well as the business performance based on
all the parameters improves and the firm is able to achieve a competitive edge in the
business environment and the international market in which it functions.
3.3 Employee motivation
Employee motivation can be defined as a factor or a set of factors which
cause an employee to work on the firm in a certain manner (Ganta, 2014). The
motivation leads an individual and employees them to act in a certain way. There are
two main theories of motivation which governs and individual and these can be
understood to be extrinsic motivation and intrinsic motivation.
3.3.1 Extrinsic motivation
The extrinsic motivation can be understood to be factors which are external in
nature and is influenced by punishment and reward. On one hand the punishment
influences team going to work in the manner such that they would not have to suffer

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together punishment (Lăzăroiu, 2015). Moreover employees also act in a certain
manner so as to ensure that they are able to receive an award. The extrinsic
motivation comes from external forces. Hence in order to ensure that the employees
perform well the punishment and rewards need to be quick and certain
3.3.2 Intrinsic motivation
The intrinsic motivation can be understood to be a form of motivation that
comes from within. And employee may be intrinsically motivated to work for self-
content and it is the only motivating factor for the employee to work and this can be
quite enjoyable for them (Shahzadi et al., 2014). The work has the power to provide
the motivation to the individual and it is more effective than the extrinsic motivation
because it comes from the wills and the passion which the employee possesses
whereby on the other hand, the external factors come from the outside forces
(Lăzăroiu, 2015). In addition to this it has to be understood that all the intrinsic
motivation is more effective it is harder to achieve especially from the side of the
employer. Hence, it needs to be the ulterior motive of the employees try to inculcate
in intrinsic motivation by engaging in job content which should provide ultimate
satisfaction to the different employees in the workplace. The concept of motivation
can be considered to be very important because it allows the management in meeting
need of the different goals of the firms and in addition to this helps in improving the
overall performance as well (Ganta, 2014). The motivated employees can lead to
increase productivity and help in the firm in achieving a better financial position and
better performance in terms of other aspects as well.
3.3.3 Benefits of employee motivation
Employee motivation can be understood to be a positive aspect of the
working environment with the right employees and their means to perform

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considerable really well and ensure that the productivity of the firm improves. Hence
their ways benefits of employee motivation and he can be understood to be as
follows
Increase in the commitment
When the employees are motivated then they are committed to the first cause
as well and hence their efforts which are shown by them are much more than the
ones when they are not committed and not motivated.
Improve employee satisfaction
The overall employee satisfaction of the employees also improves because
they are motivated as they feel that they are contributing well (Shahzadi et al., 2014).
Hence it must be the motive of every manager to ensure that they are able to
encourage them and make them feel satisfied.
Improved employee efficiency
Efficiency is normally based on the skills of the employee but also to the
extent to which they are motivated to perform well. The employers need to
understand that they need to have a good balance between the efficiency and skills to
perform a given task and then willingness to perform it.
3.3.4 Factors affecting Employee motivation
Motivation can be understood to be a factor which catalysts the success of an
organization.According to Ahmad et al. (2014), no organization which generally
motivates them using pay is successful. Hence the firm needs to ensure that they
need to understand that pay is not the only motivational aspect which affects the
employees over the willingness to work but they are impacted by other factors as

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well affect motivation in the work place. The following section will examine the
different factors which affect the motivation of the work please.
Relationship between the co-workers
The work place can be understood to be at an environment with different
people working together and achieve a uniform goal. Hence it is important that all
the employees who are respect one another and see to it that they does not exist
wrong feelings between them (Naile and Selesho, 2014). In line of this it is important
to see to it that when the relationship between the different employees is positive.
Leadership
The leadership at the workplace leadership has a key role to play in ensuring
that the Work environment is conducive nature. Then leader needs to understand the
manner in which the different functions at the workplace govern the employees and it
is his duty to ensure that the employees are provided with the necessary extensive
motivation or intrinsic motivation which pleases him in order to ensure that the work
it takes place properly (Ahmad et al., 2014).
The conflicts at the workplace
When the different people are involved in similar setting in the workplace
they can be faced by various and these conflicts may have an overall impact on the
performance of the employee (Njoroge and Yazdanifard, 2014). When the different
people from different backgrounds come together there are high chances of a conflict
and hence management must make policies and guidelines which will help them in
dissolving the issue and ensure work place success.
Workplace incentives

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The workplace incentives can be understood to be there financial results of
the performance of the employee. Incentives help in inducing the employees to
perform well and be more productive in nature. Hence it is the duty of the manager to
ensure that they are able to identify those workers who are motivated by incentives
and hence provide them in the form of financial measures and other Intrinsic
measures whatever suits the employee (Naile and Selesho, 2014).
Work place development
The workplace learning and education is also a factor which ensures high
employee motivation in the workplace. The learning of the employees for the
business is beneficial to both the individual for the career and for the organization as
well because this would assist them to do well in the long run. According to
Kuranchie-Mensah and Amponsah-Tawiah (2016), the employees can learn and add
strength, value and skills with respect to which the attitude of the employee may
change and they can be encouraged to a great extent. Hence it is important to
motivate their employees and engage them in that some kind of learning so as to
ensure that they benefit from it and the organization’s performance improves as well.
When the employees realize that their firm is providing them with adequate training
and learning facilities will be willing to work better and realizes skills in a better
manner for the song.
Workplace environment
Workplace environment can be understood to be the culture governing the
firm and can be understood to be the norms and behaviour which impact the
individuals. In in regard to this it is important to ensure that the workplace culture of
an organization is such that the employees are able to get motivated and perform

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well. Hence according to Njoroge and Yazdanifard (2014), the culture work to
should be such that it has knowledge sharing, helpfulness, communications so that
the employees perform the work well, learn from their mistakes and are motivated to
perform better and work harder for the organization.
3.4 The Conceptual Framework
3.5 Summary
Therefore from the given review of literature, it can be rightfully understood
that the overall organizational culture of an organization tends to have a strong
impact on the overall motivational aspect of the employees. With respect to this, it
can be understood that this review of literature examined the different aspects of the
concepts.
Company culture
Work environment
Co worker
relationship
Leadership
Employee
motivation

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Chapter 4: Research methodology
4.1 Overview
The research methodology chapter can be understood to be one of the most
important chapters in any dissertation which is carried out with respect to the fact
that it outlines the different research techniques which have been adopted for the
purpose of the study and the reason that it predicts the manner in which the research
will be presented and outlined.
4.2 Research Outline
The Research Methodology chapter will outline the different research techniques,
strategies, designs and approaches which have been adopted for the purpose of the
paper. In addition to this, the data collection method as well as the manner in which
the data will be analyzed shall also be elaborated and mentioned accordingly.
4.3 Research strategy
The research strategy, can be rightfully understood to be the overall approach
which a study usually adopts. It helps in understanding the aims of the research, the
manner in which these aims shall be attained, the techniques to be adopted in the
research and how the assumptions for the research procedure will be carried out
adequately in order to gain an understanding of how the research objectives of the
study shall be achieved accordingly.
4.3.1 Research Philosophy
According to Kumar (2019), the research philosophy can be defined as the
primary reason for conducting the research and is generally based on various
assumptions, beliefs as well as the research procedures which are generally
undertaken for the purpose of the study. The research philosophies which are

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generally made use of can be understood to be the Positivism research philosophy,
the Pragmatism philosophy and the Realism philosophy. For this research, to find the
impact of the organizational culture of Pepsi in Pakistan on their employee
motivation the Positivism research philosophy has been adopted which shall assist in
understanding how this impact is generally affecting the work productivity and
motivation in the firm (Acar and Acar, 2014). The positivism research philosophy
supports the quantitative analysis and it is in relation to this that the particular
research philosophy has been selected.
4.3.2 Research Approach
The research approach is a well-defined plan which is generally made by the
researcher and determines a set of beliefs which are usually adopted and tends to
provide focus on the manner in which the data collection and the data analysis
procedure are generally carried out. The deductive research approach is an approach
whereby the testing theory is generally adopted and the overall hypothesis is
presented accordingly. The reason why the deductive research approach has been
adopted for the purpose can be contributed to the fact that, it shall help the researcher
in deducing the information out of the raw data which has been collected and hence,
crucial analysis can be made with respect to the same (Kumar, 2019). This shall go a
long way in assisting the researcher to find the impact of the organizational culture
on the employee motivation at Pepsi in Pakistan.
4.3.3 Research Design
The research design can be understood to be the arrangement of the
conditions of the data which is collected by the researcher. The conditions are
generally used when the data is being collected and when it is being analyzed by the
researcher. The conditions as well as the collections form an integral part of the study

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as it helps in carrying out the research in an adequate manner. Hence, for this kind of
a research, the research design which has been adopted can be understood to be the
Descriptive research design. The descriptive research design goes a long way in
assisting the researcher to elaborate the overall findings of the research in a
comprehensive manner. Moreover, the overall concepts of employee motivation and
the company culture will also be elaborated upon effectively.
4.4 Research process
The research process can be understood to be the identification, location,
assessing as well as analyzing the information which is required to support the
research question and developing the ideas relating to the research. In line of this,
these skills have to be reflected in the procedure of the presentation and the proposal
of the research is also dependent on the research process. The Empirical research
process has been adopted in this field of study whereby the impact of the company
culture on the employee motivation will be examined. In addition to this, certain
recommendations to improve the problem and derive various solutions out of the
given problem will be examined adequately. The data from the different respondents
has been collected with the help of a survey. The questionnaire for the survey is
attached in the Appendix.
4.4.1 Research type
The research type can be identified as the gathering of data and the overall
method of the data collection which is generally followed by any research which is
carried out. It is important for the researcher to ensure that, the research type which
is adopted for the purpose of the research is such that it assists in the achievement of
the research objectives (Kumar, 2019). The data collection method needs to be such
that the research questions can be completed and achieved adequately. The main data

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collection techniques which can be followed for the purpose of the research can be
understood to be the Primary research whereby the collection of data is collected
from the researcher`s own sources. In line of this, it becomes critical for the
researcher to use his own collection techniques to carry out the procedure. According
to Acar and Acar (2014)., another data collection method which can be adopted by
the researcher can be understood to be the secondary research technique. In this
research technique, the data which is collected already exists in other sources
(Ledford and Gast, 2018). In line of this, it becomes critically important for the
researcher to ensure that, they are referencing these sources and that no plagiarism
takes place.
For the purpose of the study, the research type which has been adopted for the
purpose of the data collection can be understood to be the Primary data collection
technique. In this type of a data collection technique the data for the research is
collected by the researcher from primary sources and in this paper, the primary
source which has been selected for the purpose of the paper is the medium of a
survey (Silverman, 2016). The different employees in the firm, will be asked various
questions pertaining to the overall concept employee motivation and the culture of
the organization. The format of the questionnaire can be understood to be closed
ended in nature and in regard to this, it becomes considerably crucial for the
researcher to maintain the overall privacy of the respondent as present.
4.5 Sampling Technique
The sampling technique which has been adopted for the purpose of the
research can be understood to be the non-probability sampling technique. In this kind
of a sampling technique, the researcher will be picking the employees from the Pepsi
Co in Pakistan on a random basis and this shall then be followed by distributing the

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questionnaire to them and taking their response on the same using close ended
questions and a Liker Scale questionnaire system. For the survey a sample size of
100 has been deemed to be adequate as it will represent the sample population in a
fair manner. This will then assist in the analysis procedure which will outline the
manner in which the research can be carried out effectively.
4.6 Research method
The research method can be taken to be the approach which has been chosen
for the overall analysis of the findings. This comprises of the manner in which the
data for the research is generally examined and the manner in which the findings is
presented to the different readers of the research. There exists primarily two types of
data analysis techniques and these can be rightfully understood as the Qualitative
research technique and the Quantitative research technique (Silverman, 2016). Under
the qualitative research technique, the delivery of understanding the human behavior
is understood and the reason why such behaviors and approaches are required to
govern the world activities are also understood adequately (Taylor, Bogdan and
DeVault, 2015). In line of this, it is also crucial to understand that, the qualitative
research analysis takes a theoretical approach to the research.
On the other hand, the Quantitative research approach tends to deliver a
systematic and empirical investigation of the quantitative properties as well as the
phenomena’s along with the relationships which exists in the scope of the
quantitative techniques. The method is profoundly used in the analysis of the results
as well as the overall outcomes of the study. The primary data is usually aligned with
the Quantitative research and can be best justified with the help of the review of
literature. However, it is at this point of time that a critique of the methods as well as
the sub categories assist in designing, processing and making use of the various

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approaches (Flick, 2015). The Quantitative research analysis is usually carried out
with the help of a statistical model and a related concept of using correlation method
and the regression analysis can be made use of in order to derive the dependency of
the independent variable on the dependent variable. In the case of the research, the
independent variable is the Company culture and the dependent variable is the
Employee motivation.
For the purpose of the study, the impact of the company culture of the firm
will be found on the employee motivation using SPSS tools and the correlation and
regression models were made use of in order to determine the impact of the company
culture on the employee motivation (Silverman, 2016). The correlation analysis
would assist in understanding the extent of relationship which lies between the
dependent and the independent variable, whereas the regression analysis would
contribute towards the understanding of the relationship which lies between them and
would successfully establish the relationship between the variables.
4.7 Ethical considerations
The research intends to follow a specific code and guideline which will
ensure that there does not exist any kind of a biasness in the given field. In addition
to this, the Ethical code of conduct is required to be maintained at all times in order
to achieve the right results in the right manner. As the study involves participants for
the survey and the managers as well, it is important for the researcher to ensure that
the overall ethicality of their responses are maintained and that their responses
remain private in nature which shall ensure that the researcher is being able to
provide them with the assurance of providing unbiased responses (Mackey and Gass,
2015). Moreover, the environment of conducting the survey should be such that, the
respondents can provide their responses sincerely and in line with this, none of the

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rights of the respondents and the management will be violated. In addition to this, as
the research involves the usage of secondary data as well, it becomes crucial for the
researcher to ensure that the Plagiarism guidelines are followed accordingly and that
all the secondary sources which will be undertaken for the purpose of the paper will
be maintained accordingly and no used source will go unreferenced. The paper shall
be presented in an authentic manner.
4.8 Accessibility issues and Foreseen Limitations
Carrying out a research is not any easy procedure and with respect to this, it
becomes crucial to ensure that, all the accessibility issues which may be faced by the
researcher are outlined accordingly and that the researcher is involved in the
thorough analysis of the different research questions and objectives. The primary
accessibility issue which can be faced by the researcher can be understood to be
relating to the use of the latest articles for the purpose of the study (Mackey and
Gass, 2015). In addition to this, some journals which are incorporated in the research
can be understood to be biased in nature and this may lead to misleading results. The
limitations of the research can be understood to be the fact that, as both the methods
of data collection have been adopted for the purpose of the paper, there may be a
case of varying results and then, this may lead to problems on the side of the
researcher in establishing the output and related discussion (Flick, 2015).
4.9 Summary
Hence, this chapter provided a brief review of the different research
procedures and techniques which have been adopted for the purpose of the study. In
line of this, it can also be understood that, the research assisted in providing a brief

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overview of the approach, methods and design of the research so as to ensure that the
overall results and discussion can be justified accordingly.
Chapter 5: Analysis and Findings
5.0 Overview
The Data analysis is an integral chapter of any research paper and hence, with
respect to this, it needs to be understood that the Analysis tends to determine the
relationship which exists between the dependent variable and the independent
variable. Moreover, by making use of the relationship which exists between the
Dependent variable and the Independent variable, the hypothesis which is present
can also be tested accordingly. It is for this purpose that, here the relationship
between the Dependent variable which is the Employee motivation and the
Independent variable which is the Company Culture. The findings which are based in
the chapter will form the basis of the Discussion in the following chapter.
5.1 Analysis
The analysis aspect is the main purpose of the study as it comprises of the
overall capability to understand the main answer to the research question. In addition
to this, it helps in presenting the overall results of the statistical analysis which is
generally performed on the data which is collected. The analysis chapter, the overall
results of the survey which was collected from the different employees as present in
Pepsi of Pakistan. Hence, this section of the paper tends to represent the Descriptive
analysis which is usually done on the demographics of the sample and this shall be
followed by the Inferential statistics whereby the use of the Correlation analysis and

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the Regression analysis will be made use of in order to define the relationship
between the Independent as well as the Dependent variable.
5.1.1 Descriptive Analysis
Gender
Figure 1
From the given image, it can be observed that the survey was collected from a
100 respondents and out of these 59 of the respondents were male whereas the 41
employees are female. Hence, in line of this, it can be rightfully understood that, the
population is greatly biased towards the male population as the number of male
employees in the Pepsi in Pakistan can be understood to be higher than the one of the
females. However, the opinions of both the genders have been incorporated in the
survey and the related analysis.
Age Group

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Figure 2
The given pie graph provides an overview of the Age group division of the
different respondents who are present in the group. From the given pie graph, it can
be understood that, 34% of the respondents were belonging to the group 40 to 49
years, whereas the majority of the population which is 38% belonged to the age
group 30 to 39. 11% of the population is belonging to the age group 18 to 29 and
hence, from this it can be understood that, the survey has been collected from all the
age groups.
Work experience

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Figure 3
From the given pie graph, it can be rightfully understood that the majority of
the employees who are present are new and belong to the less than 3 years of work
experience. These form 45% of the sample. The 33% of the sample belong to the
above 7 years of work experience. The rest 22% of the employees are experienced
between 3 years to 6 years of age. In line of this, it can be understood that, the
opinion of the experienced employee has been taken.
Educational Level

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Figure 4
From the above pie graph it can be understood that the overall employee
educational level of the different employees can be understood to be varied. 28% of
the employees have done a Diploma whereas, 32% of the employees have a Master’s
Degree. In addition to this, 21% of the employees have just a High school degree.
The rest have a bachelor’s degree.
5.1.2 Inferential analysis
As the Descriptive Statistics has been discussed, it is evident that the
viewpoint of all the employees have been collected accordingly. In line of this, it is
important to now analyze the responses and use the statistical tools of Regression and
the Correlation in order to gain an overview of the relationship which exists between
the Independent and the Dependent variable. The study aims to test and find the
overall relationship which tends to exist between the Company cultures at the Pepsi
Co. in Pakistan and aims to find its impact on the overall Employee culture which
tends to exist in the organization.

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5.2.2 Correlation Analysis
The correlation analysis is a statistical tools which tends to make use of the
different variables so as to determine the overall relationship between the variables
and also assists in understanding the connectivity between them. The range of
correlation coefficient generally lies between -1 to 1. This means that, when the
value of the correlation lies between 0 to -1 then in such a case, the correlation
between the variables is understood to be the Negative correlation. On the other
hand, , when the coefficient correlation lies between 0 to 1, then in such a case, there
exists a positive correlation between the different variables. When the correlation
coefficient between the different variables is 0, then it has to be understood that there
is no correlation between the defined variables. A high correlation coefficient which
exists between the different dependent and the independent variable is generally
above 0.7. In such a case, the correlation coefficient between the variable is high and
positive which means that any change in one variable will bring about a change in
another variable as well. Therefore, in the following sections, the Company culture
and the Employee motivation variables will be assessed so as to find the impact of
the former on the latter.
Correlation between the sub factors of the Independent Variable- Company Culture
Table 1
Correlations
NatureofBusines
s OrgVision Customers Leadership WorkEnv
NatureofBusiness Pearson Correlation 1 .513** .461** .262** .272**

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Sig. (2-tailed) .000 .000 .008 .006
N 100 100 100 100 100
OrgVision Pearson Correlation .513** 1 .805** .726** .583**
Sig. (2-tailed) .000 .000 .000 .000
N 100 100 100 100 100
Customers Pearson Correlation .461** .805** 1 .810** .567**
Sig. (2-tailed) .000 .000 .000 .000
N 100 100 100 100 100
Leadership Pearson Correlation .262** .726** .810** 1 .662**
Sig. (2-tailed) .008 .000 .000 .000
N 100 100 100 100 100
WorkEnv Pearson Correlation .272** .583** .567** .662** 1
Sig. (2-tailed) .006 .000 .000 .000
N 100 100 100 100 100
**. Correlation is significant at the 0.01 level (2-tailed).
From the given table it can be understood that, the correlation thee
Leadership style of the managers and the customers can be understood to be
considerably high at 0.810. This means the manner in which the leader tends to guide
the overall employees tends to determine the overall satisfaction of the different
customers who are present in the organization and cater to its products. Amongst
these factors, the correlation between the Leadership and the Nature of the business

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can be understood to be very low, through which it can be understood that,
leadership doesn’t affect the nature of the business to a great extent. However, the
relationship between the different factors is positive in nature. The rest of the factors
relating to the Company culture can be understood to be positive and moderate in
nature.
Correlation between the sub factors of the Dependent Variable- Employee
Motivation
Table 2
Correlations
CoworkerRelati
onship Leadership1
WorkplaceIncen
tive
WorkplaceConfl
ict
CoworkerRelationship Pearson Correlation 1 .769** .508** .720**
Sig. (2-tailed) .000 .000 .000
N 100 100 99 100
Leadership1 Pearson Correlation .769** 1 .596** .893**
Sig. (2-tailed) .000 .000 .000
N 100 100 99 100
WorkplaceIncentive Pearson Correlation .508** .596** 1 .588**
Sig. (2-tailed) .000 .000 .000
N 99 99 99 99
WorkplaceConflict Pearson Correlation .720** .893** .588** 1
Sig. (2-tailed) .000 .000 .000
N 100 100 99 100
**. Correlation is significant at the 0.01 level (2-tailed).
From the given table, it can be rightfully understood that, the correlation
coefficients between the different factors of the Employee Motivation has been
examined. From this, it can be rightfully understood that, amongst these different
factors relating to the Employee Motivation, the correlation between the Workplace
conflicts and the Leadership can be understood to be the highest. The value of the

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correlation coefficient in such a scenario is 0.893. This is because, it can be
understood that the Leader has a key role to play in managing the different conflicts
which generally arise at the workplace and he has the power to control these
conflicts. On the other hand, it is important to ensure that, the correlation which
exists between Coworker relationship and the Workplace incentive can be
understood to be the lowest at 0.508. This tends to reflect that, the correlation which
exists between the workplace incentive and the coworker relationship is not that
high. Other variables which are present can be understood to have a moderate
relationship with one another.
5.2.2 Regression Analysis
The Regression Analysis is a quantitative statistical method which assists the
researcher in modelling the different variables. The regression test is one of the most
crucial tests which assist in determining the relationship which exists within the
dependent and the independent variable. The section has carried out the Regression
analysis with the help of the Statistical software named SPSS which is a
comprehensive software used to carry out research operations. The regression
analysis determines the relationship which tends to exist between the different
variables and also tends to determine the extent to which any change in one variable
has an impact on another variable. In the given analysis, the Regression Analysis has
been carried out amongst the Company culture and the Employee motivation
Table 3
Model Summary
Model R R Square
Adjusted R
Square
Std. Error of
the Estimate
1 .818a .669 .662 .69413
a. Predictors: (Constant), The organizational culture has an
impact on the motivation of the employees, Compcul

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The Model summary can be stated to be the first output table of the
Regression Analysis which is carried out using the SPSS software and analysis. The
Model Summary provides the information regarding the R square and the Adjusted R
square. The value of R which is present in the particular table gives the information
about the Dependent and the Independent variable and in this case, the value of the R
can be understood to be very high and positive at 0.818 which reflects that the
correlation between the Independent variable and the Dependent variable is very high
and positive. From this, it is reflected that there exists a strong and high relationship
which exists between the Company culture which here relates to the case of Pepsi in
Pakistan and the employee motivation in the same firm. The next important value
which has been discussed here is the value of R square. The R squared has the
capability to explain the variation which exists between the dependent and the
independent variable and in this case, the value is 0.669 which reflects that, it is quite
high and 66% of the variation between the independent variable and the depend
variable can be explained with the help of the analysis. Moreover, as the difference
between R square and the Adjusted R square is very low, it shows that the
Regression model is a good fit model.
Table 4
ANOVAa
Model
Sum of
Squares df Mean Square F Sig.
1 Regression 93.319 2 46.659 96.840 .000b
Residual 46.255 96 .482
Total 139.573 98
a. Dependent Variable: empmotivation
b. Predictors: (Constant), The organizational culture has an impact on the
motivation of the employees, Compcul

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From this table, the predictability of the dependent variable based on the
independent variable can be examined. In such a case, the value of the significant in
the first row determines the value of the Significant F and when this value is less
than 0.05, it determines the hypothesis testing condition and proves that the model is
a good fit and that the statistical significance of the model is applicable to testing the
hypothesis. As the value of the table is less than 0.05 it reflects that the Independent
variable dominates the independent variable and that the Employee Motivation is
greatly reflected by the firm`s culture.
Table 5
Coefficientsa
Model
Unstandardized Coefficients
Standardized
Coefficients
t Sig.B Std. Error Beta
1 (Constant) .379 .194 1.954 .054
Compcul .641 .065 .630 9.937 .000
The organizational culture has
an impact on the motivation of
the employees
.324 .061 .336 5.304 .000
a. Dependent Variable: empmotivation
This table provides the regression line and the value of the other coefficients.
5.2.4 Hypothesis Testing
Hence, to test the hypothesis, the value of the Table 5 in the Regression
analysis has to be tested and in such a case, as the value is less than 0.05 it reflects
that the null hypothesis is rejected and the alternate hypothesis is accepted which is:
 The company culture does have an impact on the employee motivation in
Pepsi Co in Pakistan.
5.3 Findings
Hence, having undertaken the analysis, the findings of the paper can be stated
to be as follows:

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 The Correlation between the different factors relating to the Employee
Motivation can be stated to be very high and this reflects that the relationship
between the factors of Dependent variable are adequate.
 The Correlation between the different factors relating to the Company culture
was also moderately high which reflects a positive aspect in the research.
 Through the Regression analysis, the correlation between the Company
culture and the Employee motivation was found with the help of which, it can
be understood that there exists a strong relationship between the two variables
and that any change in the company culture of Pepsi will have an impact on
the Employee motivation of the employees.
 The Hypothesis was tested and as the Significant f was lower than 0.05 it was
stated that, the alternate hypothesis was rejected and the study provided a
positive and strong relationship between Company culture and employee
motivation.

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Chapter 6: Discussion
The business leaders are under a belief that a strong organizational culture is
the key to success in the present business environment. Culture is known to drive
performance and help in motivating the employees (Kuranchie-Mensah and
Amponsah-Tawiah, 2016). From the given analysis it can be reflected that as per the
survey which was conducted among the employees of Pepsi it could be found that
they belief that organizational culture has a very strong impact on the overall
motivational level of the employees. Through the survey it was understood that the
employees in the firm want to feel respected, want to be under a leader who is
empathic towards them who is transformational nature and understands their needs. I
is very often the overall environment of the company can be understood so be such
that it imposes a pressure on the employees (Wiewiora et al., 2014). Moreover as the
competition in the business environment has been increasing to a great extent the
customer demands have also been increasing and this trend of increasing customer
demands is what affects the different employees as they have to face additional
workload which in return, demotivates them. According to Brettel, Chomik and
Flatten (2015), organizational culture is the most important aspects that they need to
build the motivation of the employees as it has a negative impact on it. This can be
understood to be as play, purpose and potential.
Play
Play can be understood to be a scenario when the work its self-motivated
employees. The employees work for the firm because they enjoy doing it. A teacher
for instance engages in play when they’re teaching the students because they enjoy
the time we spent with the students. The play can be understood to be a learning

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instinct which is tied to experimentation, curiosity and exploring challenging
problems.
Purpose
The purpose can be understood to be the direct outcome of the work which
tends to fit with the identity of the employee. This impacts work because they value
the impact of the work on their lives Brettel, Chomik and Flatten (2015), this
impact can be in the form of monetary impact, or a sense of satisfaction which derive
from completing a specific work. For instance an employee may be driven by the
purpose of the values of the overall goals which they achieve while helping the
company to make profit. Or it can be understood with the example of a teacher who
drives purpose or identifies with the goal of educating and making that students more
knowledgeable.
Potential
Potential can be understood to be the outcome of the work benefits which
match with the identity of the employees. In other words, the work which the
employee engages in tends to enhance the overall potential of the employee and
hence they are inclined to engage it in again.
These motives can be directly connected to the working of the employee
however they may be considered as their direct motives but there are certain indirect
motives as well which influence the performance at the workplace (Belias et al.,
2015). These may be understood to be as emotional pressure, economic pressure and
inertia.

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Emotional pressure
Emotional pressure can be understood to be the fact that the employees
engaged are in the work all day and performance is affected because an external
force named the identity of the individual. These feelings of fear, peer pressure,
shame and guilt which burdens emotional pressure of the employee and hence affect
the overall performance (Huyghe and Knockaert, 2015). This model can be
understood to be completely different from the work which the employee engages in.
Economic pressure
Another pressure can be understood to be an external force which compels
unemployed to work. The individual has to work in order to gain money or gain a
reward so that they can carry out the daily livelihood. Now this motive which is
present is not only different from the work which the employee is engaging in but
also different from the identity of the employee.
Inertia
Inertia is the motive which is separate from the work from the identity and
the reason why the employees working. Gopal and Chowdhury (2014) believe that
when some employees were asked about the reason why they are working very often
they replied that they do not know they are doing it. It may be because they did
yesterday and they will have to probably do it tomorrow. However these signals be
understood to be a motive because since the person is engaging in the activity on a
daily basis we cannot explain the main reason why they’re engaging in it (Huyghe
and Knockaert, 2015).

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These indirect motives help in reducing performance of the employees and
does lead to disappointment which would then affect the overall productivity of the
organization and increase the absenteeism rate of the firm as well.
According to Belias et al., (2015), these forces which affect the overall
motivation and performance of the employees are lying in the overall culture of an
organization. The culture of the organization is nothing but a group of forces which
come together to influence employees who work in your firm. Hence it is the aim of
every organization around the world to control these forces in a manner such that
they can positively influence the employee to work well and have a control on these
direct motives as well as indirect motives which the employee is governed by (Paillé
et al., 2014). When the case of the Pepsi Company in Pakistan can be taken, it can be
observed that the overall forces which govern the organizational culture of the firm is
very poor. There is additional pressure on the employees, there is political pressure
on the employees and moreover the economic condition of the country is not doing
well and hence there are cases of cost-cutting.
Hence these employees who are working for Pepsi are not only been paid less
but they are being made to do more work in the average work load. Coming to these
direct and indirect motives there exists a conflict within the employees with respect
to the overall economic pressure and the overall identity (Yousaf et al., 2014).
Moreover there exist workplace politics and the fact that the senior management is
not concerned about the welfare of the employees is what governs their performance.
Hence it is in relation to this the overall balance of these forces in Pepsi is present
irrespective of what job they are doing (Cameron, 2015). Therefore, when this gets
misbalanced, it reflects on the overall performance of the employees. From the
survey it was observed that a majority of the employees present in Pepsi in Pakistan

54PEPSI CO
are dissatisfied with the current working conditions and this then reflects on the
overall attendance at work and interest of the employee in the firms operations. It is
time that Pepsi Company tends to build an overall culture which will motivate them
positively by handling these forces in the right manner and feeding the individual of
the employees as well as the work related motives (Acar and Acar, 2014).
Therefore it can be understood that the culture is worth the overall health of
the organization and creating a business case for culture is not impossible. However
it is difficult to understand whether the individual is being creative, resilient, and
proactive or in the moment, it has to be understood that the overall motivation is not
that difficult to calculate. As mentioned earlier the cultural inspires the organization
and indeed in turn inspires the overall individual by affecting the purpose and
potential. Aspects like emotional pressure, economic pressure and the inertia which
makes better customer outcomes are also affected. According to Abbah (2014), this
can be understood to be relevant in all fields like banking, telecommunications,
manufacturing and the fast food industry as well. The overall impact is not limited to
the satisfaction of the customers but is primarily focused on the motivational level of
the employees. The culture is a set of process in the firm which affects the
motivation of the people. In a culture which is high performing in nature, the process
is maximizing the motivation of the employees.
However in a culture which is not high performing, demotivates employees
and results in high turnover rate (Hauser, 2014). Some of these factors which are
present in an organization culture and directly motivate or demotivate them can be
understood to be a factors like the performance review, compensation, leadership,
workforce planning, committee, the role design and other such processes. In the firm,
leadership is one of the key aspects to win over the employees and a good leader is

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required to be able to motivate the employees and help them in achieving the overall
goals of the organization (Posey, Roberts and Lowry, 2015). However the aspects
such as role design can also have an impact on the overall performance of the
employees in the long run. Hence when the employees are allowed to take their own
decision it makes a difference at the workplace (De Bono, Heling and Borg, 2014).
This focuses on the identity of the employees and this is a direct motivate with
respect to the performance of the employees. Another sensitive aspect in a firm is the
career ladder of the firm.
When the firms evaluate the different people performance drives then if done
negatively it affects promotion process, tends to destroy the owner performance of
the employee and hence has an impact on the entire productivity of the firm. That is
why it becomes Important for different forms to drive away from performance
appraisal systems that foster negative hostility in the work arena (Abbah, 2014).
Having understood this, it becomes critical to understand that the organizational
culture has a sound impact on employee motivation and becomes increasingly
important to ensure that engaging in recovery steps can assist Pepsi in being able to
undertake certain initiatives which will not only help them to improve the culture but
instead motivate their employees and they ensure productivity and better revenues in
the organization (Shields et al., 2015).

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Chapter 7: Conclusion
7.0 Overview
Hence, from the given study, it can be largely understood that, in an
organization, the overall productivity in a firm has a major role to play in the overall
organizational success and if any firm wants to ensure success in the long run, then
in this case, they would be required to engage in a long term commitment with the
different employees. The study followed a comprehensive format with respect to
which the first chapter presented an overall analysis of the background of the study
and the different ways in which the different employees present in Pakistan Pepsi had
been facing problems related to the overall engagement of the employees.
Additionally, this was reflecting on the overall performance of the different
employees who are present in the organization and therefore, in relation to this, the
overall performance of the firm was being assessed. The chapter following this laid
down the overall background of the study, which was then followed by the research
questions, hypothesis and the objectives. This paved way for the third chapter which
discussed the different theories relating to the employee motivation and the company
culture. The benefits of having a positive culture were discussed and this was also
followed by the overall discussion on the factors which affect the employee
motivation and company culture.
This was followed by the chapter on the Research techniques which have
been used in the study in order to carry out the overall research and analysis. In line

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with this, the justification for the research techniques has also been provided. The
fifth chapter was based on the analysis and findings chapter which presented the
overall results of the statistical analysis which were performed on the survey data
collected from the 100 respondents as present in Pakistan branch of Pepsi. The
Regression analysis presented that there existed a strong relationship between the
Company culture and employee motivation. This has been critically discussed in the
sixth chapter which was followed by the last chapter on Conclusion. The next section
of the chapter will discuss some Recommendations for Pepsi managers to improve
the scenario at the workplace.
7.1 Answering Research Questions
The first research question aimed to find suitable definitions for the terms
such as the Organizational culture and the Employee Motivation. This was answered
sufficiently in the introductory chapters as well the Review of Literature which took
data from reliable sources. The second question aimed to answer the manner in
which Pespi in Pakistan was developing its culture. The question was answered
explicitly in the Discussion of the paper. The relationship between the Organizational
culture and the Employee motivation was raised in the third question which was
answered with the Hypothesis testing and it was found that there exists a strong
direct relationship between the two. Lastly, the study aimed to provide certain
recommendations for the improvement of the Organizational culture and employee
motivation, which has been provided in the upcoming chapter.

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7.2 Linking to Objectives
Hence, the objectives which were laid down in the beginning of the study
were related to the analysis and examination of the concept related to the Employee
motivation and the Company culture, the literature review of the paper undertook an
in-depth analysis of the topic. In addition to this, both the theoretical and the
analytical as well as statistical study was undertaken which assisted in examining the
overall relationship between the company culture of Pepsi and the employee
motivation which exists. In line with this, the research fulfilled all the objectives
which it had set down for itself and the questions relating to the research have also
been answered accordingly. Moreover, the definitions of the terms the
Organizational culture and the Employee motivation have also been discussed and
this assists in understanding the overall aim and the objectives of the study.
7.3 Limitations of the study
The limitations of the study can be identified as follows:
The study followed the primary quantitative approach which assisted in
examining the overall impact of Company culture at Pepsi on the overall employee
motivation of the firm. In addition to this, a survey of 100 employees in the firm
were collected. Hence, in regard of this, it can be understood that, the main limitation
lies that the limited number of participants were chosen for the survey. In addition to
this, no secondary data was used for the purpose of the analysis which makes the
overall study limited in nature.
7.4 Scope of future research
In the future, the different researchers can undertake an analysis which will
examine the overall impact of the company culture on employee motivation of the

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firm and reflect this by the overall revenue earning capability of the firm. This will
assist in making the research rather secondary in nature and hence, will widen the
overall scope of the study which tends to exist.

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Chapter 8: Recommendations
Therefore having understood the overall summary of the report which was
presented in the previous chapters in this section the recommendations which can be
followed by Pepsi in Pakistan team to improve the overall employee motivation and
the organization culture will be examined critically. In this section the different
strategies will be provided which will assist the firm in engaging in a long-term
relationship with the different employees as present in the firm. In the first set of
recommendations, the recommendations for the improvement of the organizational
culture shall help PepsiCo in following a perfect guideline shall be discussed
accordingly.
1. Increasing transparency
The first step which needs to be followed by Pepsi can be understood to be to
embrace the transparency so that it creates a positive environment for the employees
as well as the management (Wiewiora et al., 2014). The impact of a transparent
company culture has a rippling effect on the entire organization and the people which
the organization aims to serve. In implementing transparency, Pepsi needs to ensure
that trust is built in the firm so that the firm can prosper in the long run.
2. Making use of modern communication as well as collaboration tools.
When different outdated communication tools are used for the
communication in the organization, it acts as a major barrier to the transparency
which was discussed in the previous chapter. Hence it is crucial that the organization
has an effective communication means which will help in connecting the firm and
sharing crucial data with one another. For any sized company and that of Pepsi in
Pakistan there are various options which are available and this can be understood to

61PEPSI CO
be the Microsoft teams, Google apps, Skype and other such modernized
communication applications which will help in ensuring that collaboration amongst
the team members increases to a great extent as this will also help in sharing the
success and the challenges and striving towards long-term goals (Khuong and
Hoang, 2015).
3. Recognizing as well as rewarding valuable contributions
For a company culture to flourish considerably it is important that each and
every effort of the organization is recorded as it is crucial to keep a record. This not
only helps in improving the overall productivity of the employees but also assists in
reduction of that turnover rate of the firm. Peer to peer can be understood to be the
most common way of increasing recognition into the culture of the firm. This helps
in the recognition system dramatically and reduces the burden of the supervisors and
manages to recognize everyone’s work and it is also great way to build stronger
relationships between the different co-workers.
4. Emphasizing on stronger coworker relationships
As discussed previously have a strong coworker relationships helps in
destressing the employees and engages them into the overall operations of the firm.
There should be a proper plan and schedule which has been designed for this creation
of the relationships and to improve the interpersonal skills amongst the different
employs. According to Cameron (2015), it encourages the employees to perform
well and helps them in benefitting from each other’s knowledge. While undertaking
this, the managers at Pepsi need to look out for the physical aspects culture
environment in the firm and ensuring that at Pepsi stronger relationships can be built
easily.

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5. Inspiring Employee Engagement
The employees of a firm are generally self-sufficient and do not like to be
micro-managed at work. Hence it is ineffective and inefficient if there is a lack of
transparency and even then the leaders are consistently trying to manage the
employees and forcing them to perform well (Gopal and Chowdhury, 2014). Hence
the different employees need to be trusted by the managers and need to be trusted
with the responsibilities of the firm as it will help them to work on their own pace but
at the same time achieve the overall goals of the organization. Hence at Pepsi the
management must ensure that they are being able to build an autonomous work team,
the decision-making opportunities and allow co-workers to assist one another
(Cameron, 2015). Although this may be considered to be difficult aspect however
holding people for accountability and rating performance to productivity can be a
good measure to test this work.
6. Practicing flexibility
Practicing flexibility can be understood to be a key to providing a sufficient
environment to the different employees which not only assists the employees in
working at their own pace but also allows them to work as per their convenience (De
Bono, Heling and Borg, 2014). When the employees of a workplace feel that the
organization cares for them, then in such a case, they can be encouraged to work for
the benefit of the firm as a whole.
Recommendations to improve Employee Motivation
A motivation for the employees can be understood to be to establish a culture
of trust amongst the different employees. As mentioned earlier, the transparency in a
firm along with the overall trust has a crucial role to play in determining the overall

63PEPSI CO
confidence of the employees (Yousaf et al., 2014). When the work environment is
considerably based on poor trust, then the different employees start finger pointing at
one another and hence, this leads to a lack of trust from the side of the employees
which then affects the overall productivity at the workplace.
Inculcating shared experiences also form a crucial aspect of the organization
and in relation to this, it can be mentioned that, any organization which wants to
incur an environment of dedicated employees then, employee engagement aspects
will be required to be inculcated and in relation to this, it helps in motivating the
different employees as present in the organization and encouraging the employees to
perform well (Khuong and Hoang, 2015).
Moreover, after the organization has been successfully able to build a positive
culture, then in such a case, there should not be a scenario where the employees
insult the culture. They should be made to respect it and go on with it.

64PEPSI CO
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Appendix
Questionnaire

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Impacts of Company Culture on Employee Motivation: A case study of Pepsi
Co in Pakistan
Section1 General Information (Please choose the most convenient answer)
G0
1
Gender ☐ Male ☐ Female
G0
2
Age group (years) ☐ 18 -29 ☐30-39 ☐40-49 ☐50+
G0
3
Education
a. Up to High School
b. Diploma
c. Bachelor Degree
d. Master/Doctorate
G0
4
Years working at Pepsi in Pakistan ☐<3 years ☐3-6 years ☐7+ years

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SECTION B: Company Culture
SECTION C: Employee motivation
SECTION D: Impact of organizational culture on employee motivation
Please note that 1 indicates strongly agree and 5 indicates strongly disagree
Nature of the Business
The nature of the job is very stressful SD D N A SA
The working hours are very long SD D N A SA
The customers have high demands SD D N A SA
Organizational Vision
The organizational vision inculcates pressure S
D
D N A
S
A
The vision demands excess contribution from the
employees
S
D
D N A
S
A
The vision caters to the needs of the customers S
D
D N A
S
A
Customers
The customers demand excess from the employees. SD D N A SA
The customers need to be handled regularly SD D N A SA
The customer needs determine the work culture SD D N A SA
Leadership
The leadership in the workplace is very supportive SD D N A SA
The leaders encourage the employees SD D N A SA
The leaders bring positivity to the work culture SD D N A SA
The leaders motivate the employees SD D N A SA
Work environment
The work environment is very positive in nature SD D N A SA
The work environment engages in employee
development SD D N A SA
The work environment is given importance to in the
firm SD D N A SACoworker relationship
The coworkers encourage the new joiners S
D
D N A
S
A
The coworkers do not engage in the office politics S
D
D N A
S
A
The coworkers provide healthy competition S
D
D N A
S
A
The coworkers are very helpful S
D
D N A
S
A
Leadership
The leader encourages the employees S
D
D N A
S
A
The leadership style is appropriate S
D
D N A
S
A
The leader engages in employee engagement S
D
D N A
S
A
Workplace conflict
There do not exist any conflicts at the workplace S
D
D N A
S
A
The conflicts at the workplace are resolved easily S
D
D N A
S
A
The workplace environment affects your mental
stability
S
D
D N A
S
A
Workplace incentives
The firm provides incentives based on good
performance
S
D
D N A
S
A
The organization has a sound incentive scheme S
D
D N A
S
A
The incentives are provided in a timely manner S
D
D N A
S
A
The organizational culture has an impact on the
motivation of the employees
S
D
D N A
S
A

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The Reflection Report
Introduction
This reflective essay has been written with the aim of examining my overall
career development till now I am to ensure that I have been able to progress in my
career. Addition to this the essay will also highlight the link of the overall individual
personality development on the capability to develop a social enterprise which will in
return contribute to the society in effective manner. Career development can be
understood to be an overall concept whereby an individual experiences and
enhancement in their career over a short period of time. It means to be the overall
aim of all the professionals at present in the society is to ensure that we take
initiatives which will assist in developing their career and hence making them
capable of contributing to the society.
Career development
I have been taking this course since the last years and with the help of this
course, I have developed the skills and capabilities which will assist me in my future
endeavors. Through this course I have learnt various international business concepts
which have enhanced my knowledge base and in return helped me to critically
evaluate the current business surroundings and study Case studies from the point of
view of a critic. Through the assessments which have taken place in the course work
I have been able to analyze and understand how the businesses operate in the
environment and in a similar manner to this I have also been able to analyze what is
the strongest aspect of any business. The strongest aspect of any business is the
power of the employees were present in an organization and as a professional I aim
to take up the role of an employee in a firm and thereby assist all the organizational
members.

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The MSC international business management as a whole is a concept which
assist an individual to identify the various problems which live in the society and
find a solution to it in the form of a business which will overcome the needs of the
society as well and contributing to it in an effective manner. Hence this course has
also given me an overall idea of how to become a social entrepreneur and contribute
to the society in the right manner.
Impact of individual development on society
Individual development can be understood to be a common aspect of any
education. Any education system as present around the world must always aim to
develop individuals so that they will be able to instead contribute to the society. As
we are social beings it is important to see that we follow the laws of humanity and
that we are able to return back to society what we take from it this is known as the
law of nature. In the law of nature as the society helps us to achieve our goals and as
the different members of the society are dependent on one another, it is important
that the different members of the society support each other and are able to ensure
long-term success. Hence in this course I was able to learn business aspects written
to the overall business environment and our business contributes to the society. I was
able to develop a large variety of skills which range from communication,
negotiation, analytical skills, technical skills and other business related skills which
has made me a profound individual and development overall knowledge base as
mentioned earlier. The gain of the skills have made me a better person and a better
individual of the society. Undertaking the skills have helped me to understand that
we are social beings hold a particular responsibility towards the society and hence we
required to fulfil it through our deeds and that Social entrepreneurship in

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International business is the most common types of methods through which we can
fulfil this responsibility.
Education till date and gains
I have done my masters in International business management and through
this I have been able to undergo a vast scale of knowledge which ranges from various
subjects like international human resource management , intercultural management,
everyday suitability for business , international marketing, international management,
finance and decision making . This knowledge has help me to become a better
person and understand how the society functions. In this manner these games have
made me more responsible and through this, I have contributed to various activities
like NGO activities, social building activities and other activities which contribute
directly to the overall benefit of the society at large.
Most rewarding aspect of career and why
According to me the most rewarding aspect of my career has been the fact
that I have been able to make a difference. Through my business School I was able to
undertake a program through which I was required to present my solution through
existing problems that take place in some of the communities and therefore assist
those communicate communities in an indirect manner. I won the competition
through I was able to directly contribute all my efforts and a considerable amount of
reward money to the development of this community. I was able to assist them and
make the society a better place. Hence it is for this reason that I consider this to be
the most rewarding aspect of my career because I was able to help Society because of
my knowledge and I was able to assist them both financially and physically.
Education system importance

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The educational system plays a great role in developing an overall individual.
The education system which I have experienced can be understood to be a very
profound one. The educational system has assisted me to become the person I am
today and has helped me to gain considerable knowledge which is not only
theoretical nature but also practical. Through this knowledge I have been able to
make a difference in the lives of various communities help them to secure a great
position in the society. I am under the belief that the education system I am a part of
has help me to develop my career in a comprehensive manner.
Contribution to society
The contribution which I have been able to make to the society is not much
but as per my understanding I have been able to become a better individual who will
definitely benefit the society. Moreover as mentioned earlier I have undertaken
various efforts and maybe seminars and such social festivals which have directly
contributed to the welfare of the surroundings and poor communities. Hence I
believe that at this stage of my life I have been able to contribute to the society in a
positive manner and will continue to do so in the long term
Conclusion
Therefore in conclusion I would like to say that social and definition has a
greater role to play in the society and although the business activities of a
competitive in nature they often and end up having a hard on the society and not
benefiting them in anyway. Hence the learning of MSc International Business and
related skill development is very important and through my education system and
overall study background I have been able to engage in this.
Student Progress

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Student progress report
Phases of the research
Start
Dates End Dates
1st Phase
Find an authentic subject to research
25th
April,
2019
30thApril,
2019
1st Meeting with the tutor at the residential week to discuss
the topic
1st May,
2019
2nd May,
2019
2nd meeting with the tutors regarding research findings
10th May,
2019
12th May,
2019
2nd phase
Draw a rough draft of the study
14th may,
2019
17th May,
2019
Submission of the first draft(Proposal)
22nd
May,
2019
23nd May,
2019
Reviewing the Progress and submission of final draft proposal
05th June,
2019
12th June,
2019
3rd phase
1st meeting with supervisor to discuss results of the
proposal and next step
1st July,
2019
5th July,
2019
Gathering data, Administrating Questionnaires, Completed
Introduction/Literature Review
7th July,
2019
12th July,
2019
2nd meeting with supervisor
15th July,
2019
17th July,
2019
Methodology/Analysing of Research Methods
18th July,
2019
21st July,
2019
3rd meeting with supervisor
24th July,
2019
30th July,
2019
Analysis of data and interpretation
1st
August,
2019
5th August,
2019
Editing work and revision
8th
August,
2019
12th
August,
2019
4th meeting with the supervisor
17th
August,
2019
21st
August,
2019
Error rectification/final revision proferring
23rd
August,
2019
26th
August,
2019
5th meeting (Signing of progress reports sheets)
28th
August,
2019
29th
August,
2019
Authentication / Hand binding document
29th
August ,2
019
30th
August ,
2019

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Final submission
30th
August,
2019
30th
August ,
2019