Employee Motivation at Tesco Plc

This assignment delves into the crucial topic of employee motivation within the context of Tesco Plc. Students are tasked with analyzing the various motivational techniques employed by the company, examining their effectiveness in driving employee performance. The research involves exploring both intrinsic and extrinsic motivators, including monetary rewards, non-monetary incentives, training and development opportunities, and employee welfare programs. Furthermore, students need to assess Tesco's approach to involving employees in decision-making processes and evaluate its impact on overall job satisfaction and organizational goals.

DISSERTATION

Acknowledgement
I would like to thank my research supervisor, friends and family members too because
without their considerable assistance, it would not be possible to complete the entire research
successfully and thoroughly. Thus, their coherent support, advice and suggestions make it
possible for me to accomplish the aim of the study.

Executive summary
Human resources are an important asset of the company by which firm can attain its
determined objective. In every functional department of the company like marketing,
administration, finance, operation etc have required high skilled and talented personnel’s. Thus,
it can be said that employees are very essential asset for the company by which it can improve its
performance and productivity. Therefore, it is great responsibility of the firm to keep motivates
their workforce so as to meet the desired goals. Tesco PLC is a British multinational grocery and
general merchandise retailer which headquarters situated in the England United Kingdom. This
research investigated the role of employee motivation on the staff productivity on Tesco through
conducting a survey of 15 managers via questionnaire. The results of the research founded that
Tesco considered number of factors as a motivator such as hard work appreciation and praise by
the seniors, a sense of accomplishment and achievement, empowerment, more responsibility,
growth opportunity and advancement & a allocating challenging work also. It uses both the
monetary i.e. basic pay, appraisal, increment etc. and non-monetary rewarding tools i.e. free
shares, save as you earn scheme, pension scheme, discount cards, healthcare benefits, gym and
club membership, free phone facility and holiday discounts to empower their workforce so as to
maximize productivity. The results of the survey suggested the company to design a mixed
reward mechanism incorporating both monetary and non-monetary tools to motivate the people.
Moreover, firm has been recommended to use reward of delegation and provides family health &
educational insurance so as to boost motivation which in turn minimize staff turnover and enable
firm to accomplish business goals.

TABLE OF CONTENTS
CHAPTER – 1 INTRODUCTION..................................................................................................1
Background of the study.........................................................................................................1
Research Aims and Objective................................................................................................2
Research questions.................................................................................................................3
Rationale of the study.............................................................................................................3
Significance of the study........................................................................................................3
Chapter structure....................................................................................................................4
CHAPTER – 2 LITERATURE REVIEW.......................................................................................5
Meaning and concept of employees motivation.....................................................................5
Factor which affect the employees motivation.......................................................................7
Tools and Techniques of bring motivation within workforce................................................8
Analyse the impact of motivation on the job performance..................................................11
CHAPTER -3 RESEARCH METHODOLOGY...........................................................................12
Introduction..........................................................................................................................12
Research philosophy-...........................................................................................................12
Research approach-..............................................................................................................13
Data collection-....................................................................................................................13
Data analysis-......................................................................................................................14s
Sampling...............................................................................................................................14
CHAPTER -4 DATA ANALYSIS AND INTERPRETATION...................................................16
Introduction..........................................................................................................................16
Thematic Analysis................................................................................................................16
CHAPTER -5 CONCLUSION AND RECOMMENDATION.....................................................32
Conclusion............................................................................................................................32
Recommendation..................................................................................................................33
Recommendation for future research...................................................................................34
REFERENCES..............................................................................................................................36
APPENDIX....................................................................................................................................41
Appendix 1: Research Questionnaire...................................................................................41

CHAPTER – 1 INTRODUCTION
Title: To analyze the impact of motivation on staff performance on the business, a case study of
Tesco Store Plc
Background of the study
In every business organisation, human resource plays a very crucial role as they
contribute their handwork in the business success and growth. In the absence of employees, no
business entity can operate and survive its business activities and function. Human resources are
that resource and asset of the company by which firm can attain its determined objective. In
every functional department of the company like marketing, administration, finance, operation
etc have required high skilled and talented personnel’s. Thus, it can be said that employees are
very essential asset for the company by which it can improve its performance and productivity.
Therefore, it is great responsibility of the firm to keep motivates and manages in an effective
manner. Company should keep maintain its personnel’s so as effectively carry out its business
activities. In addition to this, management should understand the actual needs and wants of the
employees which is related to the working condition, salary, employment, incentive, business
policies and practices. Firm should understand the issue of employees and make several
strategies to overcome this. In order to maintain and manage the employees, firm should develop
such impressive strategies and take several actions which is favourable and profitable for
employees as well as organisation. Motivation is one of the best way by which they can
encourage for higher performance and productivity. It is a process under which organisation’s
higher management encourages, inspire, appreciate, and recognise personnel’s for their effective
performance (Paharia, 2013). In this aspect, organisation observes and analyse the employee's
performance and appreciate them in terms of monetary and non monetary rewards. In a simple
word it can be said that motivation refers to the process by which higher authority provides the
encouragement, recognition, appreciation to the employees and its value is determined in terms
of money. In other word it can be said that internal and external factor that stimulate desire and
energy in employees to be continually interested and committed to a job, role, subject or to make
an effort to attain the objective.
Motivation is an essential way to retain and maintain human resource in the company. By
this way, management can able to gain the effective profitability and productivity by improving
the performance of employees. In an organisation employee’s motivation is very significant by
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which corporation can able to develop its own brand image in the market (Patino and et.al.,
2016). As by excellent motivation techniques, employees improves their performance then
business performance can automatically improve. Motivation can be divided by two theories that
is intrinsic and extrinsic. In the context of intrinsic motivation, it is self desire to seek out new
things and new challenges for observe and assess individual capacity. On the other hand in the
extrinsic motivation. It is a performance of an activity in order to attain a desired outcome and it
is the opposite of intrinsic motivation. This mentioned aspect assist to the company in improving
the overall performance of business as well as employees. The following dissertation have main
aim is to analyse the impact of motivation on the job performance of employees with respect of
Tesco PLC. It is a British multinational grocery and general merchandise retailer which
headquarters situated in the England United Kingdom. As per the research it has been founded
that cited venture is the third largest retailer in the world according to the revenue and
profitability. It has 476000 numbers of employees whose gives their best contribution in the
attainment of business objective. Its major objective is to deliver the high quality of product and
services to the customer and gain large profitability. However, cited venture is faced the issue
related to the employees turnover through which company entire performance and profitability is
negatively affected (Pilbeam and Corbridge, 2010). The major reason behind the employee’s
turnover is lack of motivation among the human resource. Thus, it is very important for the
Tesco Plc to understand the concept of employee’s motivation and its impact on the personnel's
performance. Hence, the following dissertation have main aim is to assess the impact of
motivation on the employee's performance. For this aim, researcher has used various methods of
the research methodology like research approach, research design, research philosophy, data
collection, sampling etc. With assistance of these all method, investigator can obtain an
appropriate outcome of the investigation. In this present dissertation, researcher have conduct the
survey of 20 managers of the Tesco Plc to assess the impact of motivation on the employee's
performance. At the end of dissertation, researcher has concluded the result by analysed
collected information in the survey.
Research Aims and Objective
Research Aim and Objective of this study are as follows-
Aims
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To analyse the impact of motivation on the employee’s job performance: A case study of Tesco
Plc
Objective
 To understand the meaning and concept of employees motivation
 To assess various tools and techniques for bring employees motivation in the company
 To explore the factors which affect employees motivation
 To determine the impact of employees motivation on the job performance
 To recommend the strategies by which employees motivation can improve
Research questions
1. What is the concept of employee motivation and why it is necessary for the company?
2. Which tools and techniques are available to the Tesco for motivating their workforce?
3. What are the factors which influence employee motivation?
4. How staff motivation impacts their productivity and performance?
5. What strategies do Tesco must follow and implement so as to maximize workers
motivational level?
Rationale of the study
Employee’s motivation is considered as the most significant aspect behind success of the
organisation. It assists in improving the work performance of employees and company
profitability. In the absence of effective employee's motivation, company cannot carry out its
smooth functioning. Thus, it is very important for the corporation to use some techniques for
employee’s motivation through which they can enhance their quality and efficiency of working
at workplace. The major reason for selecting this topic as dissertation topic is that investigator
has detailed information about this topic. In addition to this, investigator has huge interest and
curiosity to know more about this mentioned aspect (Mathis and Jackson, 2011). Furthermore,
Tesco Plc is facing the issues related to employee’s turnover so in order to overcome this
problem, investigator has chosen this topic as dissertation topic.
Significance of the study
In the entire dissertation, researcher has faced the several, issues related to the time and
financial resource. With assistance of this study, investigator will gain an appropriate solution of
the study. As if company fails to meet the dead line then it because very difficult to met the
expectation of the clients and also it can create the negative harm to the organisation. By doing
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this investigation, Tesco Plc and other retail firm can easily identify their lacking area and make
efforts to remove these weaknesses in the business. In addition, to this, with help of this study,
organisation can easily understand the importance and strategies about to retain employees in
the company for long time.
Chapter structure
In the entire dissertation there are several chapters, which assists in attaining the objective
of study. Each and every chapter in the study is very important. Discussion of these chapters are
as follows- Chapter 1- The first chapter in the dissertation is introduction in which all relevant
information are included which required to accomplish the business objective. Research
aim, objective and research questions are framed in the first chapter which discusses the
objective of the investigation. Chapter 2- Once the introduction has made along with all relevant information about the
study aims and objective then in the next chapter includes literature review. In this
chapter several themes related to the topic are framed which gives the deep knowledge
and understanding about the topic of dissertation. Chapter 3- In this chapter research methodology are included which discusses on the
various research methods and tools. It includes research approach, research design, data
collection, data analysis, sampling, research philosophy etc. This assists in justify the
selection of specific tool in the investigation Chapter 4- In the chapter data analysis and interpretation can made by the investigator. It
is important chapter which provide the conclusion of the study. With help of this chapter,
appropriate solution of the study can obtain with help of collected data.
 Chapter 5- It is a final chapter which concluded the result of the study. Investigator can
conclude the whole study in this chapter and give the effective recommendation.
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CHAPTER – 2 LITERATURE REVIEW
Meaning and concept of employees motivation
As per the view of Jiang, Lepak, Hu and Baer, (2012) motivation is an internal energy
among the employees which assist in them in improving their performance and productivity.
With help of motivation, employees can able to take initiative in the company for accomplishing
the high level work. It is a level of energy, commitment and creativity that an organisation's
personnel bring to their job. Well motivated employees are very essential part of the company
which aid in attaining the determined objective within a time period. Employee’s motivation is a
factor that causes an employee to pursue work goal and target. According to the view of
VanPatten and Williams, (2014), employee motivation is a function of HR. It helps in meeting
deadlines and generating incredible feedback from customers. HR uses motivational techniques
to lift the spirits in office so that an environment of positivity is felt. This work is an aspect to
maintain a flow of command through the hierarchy of organisation. In a simple word it can be
said that employee's motivation is a process under which higher authority have engaged with
some practices to encourage personnel’s so as they can attain their determined objective. It is
very essential in the company through which organisation can develop its competitive advantage
and profitability. Once personnel’s have effective working capability and they involve in quality
performance then company overall objective can easily attain.
The core concept behind applying the strategy to motivate employees is about building of
a work force that is both efficient and effective. Employees learn to work in conditions that
require tactical experience and urgent response, which in turn makes the brand more powerful
and dependable. The business that uses the skills of its workers to the fullest efficiency is one
who makes the growth in every year. In the opinion of VanPatten and Williams, (2014)
Employees build relationship with the company over a period and associate themselves to it. A
well developed, motivated team will take extra efforts in making their projects touch benchmark
level of perfection. A motivated employee is an incredible asset to company, it will help in
developing incredible goodwill and maintain high standards of work environment. He had
develop new skills and pass them on to new recruits.
According to Wiek and Lang, (2016) the theory works in employee by sparking his
curiosity. His states the concept that human may pass through different stages in life seeking
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different ideas of good life and that it is all part of nature. Contradicting to the above statement
Ashraf, Azam and Ashraf, (2015) stated that any person can achieve self actualization at any
point of time yet the rest of the aspects are building over time. The theory works by implying the
craving of people to socialise, have friends, get safety and security in their life. People value
changes at a steady pace. Too many changes at once are also not welcomed. Employees need to
be exploited and rewarded generously to boost productivity and spirit of workers. An attempt to
reach the sixth stage, self transcendence (that is usually omitted in many studies), can prove to be
a Journey from which mind can never come back. This implies that as a person grows up he
must be respected and rewarded to the perks that would suit his or her needs.
In the business context, Jiang, Lepak, Hu and Baer, (2012) said it is best that managerial
strategies development and implication is left to the hands of the managers as an overly
enthusiastic employee could prove to cause self harm or devastate business. Business owners
decide the best path for getting the company running at maximum efficiency and all necessary
steps are always put to minimise expenses and generate maximum profit. In the Herzberg's
motivation-hygiene theory According to Danish and Usman, (2010) employees are motivated by
2 factors. Satisfaction and psychological growth were factors to motivational factors. The pay in
the industry must be sufficient and competitive to any offer by rivals. Developing lenient
policies, dress codes, holiday, breaks etc would boost work efficiency and loyalty of employee to
the company. The employees may get recognition and their position in the company must be
familiar. The work itself should be meaningful, challenging and interesting for employees to
perform and get motivated.
Contradicting to the theory Mackey and Gass,(2015) stated the two factor theory
overlooks variables that are significant factors in determining its performance in real world
situations. The theory itself is formed on assumptions that satisfaction is directly related to
success or productivity. The assumptions can ruin an analysis as the people who'll analysis it
would keep the margins from their perspectives and assumptions. There is no set measure for
satisfaction received by employee. An employee may accept his job despite finding thing(s)
about his job not suited to him or he may hate it. Sometimes the employees would give credit to
themselves for satisfaction at work.
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Mackey and Gass, (2015) helped in summarising the use of two factor theory. The
company must ensure work is rewarding and interesting so that employees stay motivated and
work and perform harder. The job should be exploiting employees skill set and competencies to
the most. Focusing on factors of motivation will help improve work ethic.
Factor which affect the employees motivation
Great managing skills help to develop a strong relationship with the workers, so they
“just know” when something wrong. As stated by Mathis and Jackson, (2011) this intuition
practice is critical in fixing problems before they become out of control.
They help in maintaining a peaceful work environment by providing every employee his
needs on time that are essential to boosting productivity. A successful work environment is one
where the employees can work with peace and with a sense of belonging. This feeling can be
injected only by HR staff. Their work includes holding the right vacancies open and conducting
interviews to select best candidates for jobs. They then train these candidates for a given period
to make them produce best results and stay attached to the company for duration.
Kehoe and Wright, (2013) stated that, a company that has its goals clear and maintains
transparency with its workers does create beneficial results in long run. A company must have
decent work flow and its ethics clear so that employees can feel motivated to perform. The
managers should approve the perks to employees and provide them with other working benefits,
easier deadlines and company assets to motivate them and maintain decorum and code.
Company should make transparency with employees related to all information about business. In
addition to this, management should take participation of employees in the business decision
making process so as employees can share their personal view. Suggestions, opinion, thoughts
related to business with company. This is the best strategy to motivate employees under which
they can freely communicate with management and solve their issue and queries related to
business practices. Thus, company should invite employees in the business decision making
process so as they can freely share their personal views, conflicts and issues with management.
This is effective practices for employee’s motivation because by this way they can feel as
important themselves. Sometime in the company, employee’s feels depressed due to the high
work load situation and they do not share this issue with anyone because of fear. Open
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communication with management can enhance the motivation level among employees because
they can easily share their feeling and find out the alternative solution of issue.
Kehoe and Wright, (2013) stated that there are major two factors which affect employees
motivation that are motivator and hygiene factor. In the context of motivator factor includes
recognition, growth, encouragement, higher responsibility, work advancement, appreciation etc.
While higher authority provides an effective recognition, appreciation, higher responsibility,
growth opportunity, promotion, increment etc to its employees then they positivity motivates
toward the company objective and perform in excellent manner for attainment of the target. In
order to effectively motivate employees, organisation should understand their growth
requirement in the professional life. If company does not understand their growth requirement
then sometime employees gets disappoint and dissatisfied with work as well as company. On the
contradicting view Mackey and Gass, (2015) hygiene factor is another major component that
affect employee’s motivation. If these needs do not proper satisfied then they will dissatisfy with
organisation. In order to retain the employees in the company, it is very important to effectively
motivate employees in the company. In the context of hygiene factor, it includes effective
working condition, impressive salary, relationship with management and other co workers etc.
While management effectively fulfil these mentioned needs of employees then employees can
positivity motivate toward the company.
Tools and Techniques of bring motivation within workforce
As per the view of Ashraf, Azam and Ashraf, (2015) employees’ motivation is very
essential part in the company by which management can easily improve the efficiency and
quality of workers. In the absence of proper employee's motivation, company cannot achieve the
goal because employees are major key of success. In the absence of employees, company cannot
carry out its function and activities of the business. Thus, it is great responsibility of the company
to motivate the employees through which they can attain the determined goal. There are major
two kinds of rewards to motivate the employees that are monetary and non monetary. In terms of
monetary reward, it includes incentive, effective salary package, fringe benefits, compensation,
perquisites etc. Financial reward plays a very crucial role in the company because while
employees financial needs can effectively satisfied then they will motivate in positive manner.
Every individual requires the monetary benefit for survive their personal life. If company does
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not effective fulfil their financial needs then they will discourage. On the other hand in the
context of non monetary rewards, employees can motivate by effective growth opportunity,
promotion, increment, appreciation, encouragement, higher responsibility etc. Non monetary
reward is related to the employee’s professional life and career growth. If company does not
provide an opportunity to improve their professional level then they will demotivate about the
working at workplace.
Eze, (2009) stated that company policies and practices is another way to improve
employees motivation. If organisation have effective working policies and practices which
support to employees and suitable for them then they can easily encourage for higher
performance. Effective working policies and practices assist them in encouraging their
motivation level because they can feel suitable and comfortable in the company and smoothly
carry out their performance. On the contradicting view Paharia, (2013) training and development
is the best technique to improve employee’s motivation. In this manner, company organise the
session for learning effective methods of work, knowledge, ability for employees. With help of
training and development, company can provide an opportunity to enhance the knowledge,
quality, skill and capability of employees regarding work. Personnel’s can easily learn some
innovative idea, knowledge and skill about the working in the company by training and
development. This tool assists employees in improving their quality performance and
productivity. By this way, employee’s motivation level can automatically improve which assist
in attainment of organisation objective.
In the opinion of Hassan, (2010) staff welfare program is one of the best technique to
improve employee’s motivation. In this program company organise such event and activities
through which human resource can get benefit regarding their personal and professional life.
This program assists in enhancing the employee's motivation level because by this program
personnel’s can improve professional level. Employees welfare program also assist in reducing
the stress level among the workers. Some organisation organises the heath activities and heath
event for human resource by which personnel’s can take some relaxation by their high workload.
Likewise, in the findings of Hassan (2010), it is stated that in the high workload situation, human
resource can reduce their frustration and stress by these employees welfare program. Thus, it can
be said that mentioned program can aid in improving the quality of work and employees
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motivation. On the contradicting view Hovorka (2016), stated that company should create the
positive work environment at workplace by which personnel’s can get positive motivate toward
the work and company. Positive working environment provides the comfort zone to employees
through which they can comfortably carry out their functioning at workplace. In the positive
working environment, employees can easily share their issue and conflicts with other members.
In such working environment, personnel can easily develop the team working under which many
workers can collectively carry out their working.
As per the view of Mackey and Gass, (2015) employees’ motivation can also enhance
within company by allowing personnel’s for free communication. There should be a system of
open communication within the management and employees so as they can easily share their
knowledge, issues, conflicts, problem related to the working at the workplace. Open
communication can enhance the encouragement within the human resource because they can get
touch with the management and share their views, opinion and issues with higher authority.
Company should always treat employees as an important asset because entire working in the firm
is largely depends upon the human resource efficiency and productivity. If employees share their
views and issues with management then they feel like they are valuable for the company. In
addition to this, top management can also improve employee’s motivation by taking their
participation in the business decision making process. Once management invites the employees
in the business decision making process then they will encourage sharing their views, opinion,
idea related to the working in the company.
As per the view of Mackenzie and et.al., (2012) employees plays a very crucial role in the
company who assist in improving the quality work and performance of business. In the absence
of human resource, company cannot attain its business success and determined objective. Every
company required the high quality and skilled employees so as they can easily attain its target. If
company does not have a well quality and skilled personnel’s then it becomes tough to fight the
competition in the market. In this manner, motivation among employees can enhance the quality
of them and motivation can enhance by training and development program. It is another factor
which affects the human sorceress motivation. While company organise the training program for
employees then they feel as special and important asset for the company. Training program
assists employees in improving their efficiency and productivity of work at the workplace. This
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aids in enhancing the overall process and speed of business. Thus, it can be said that training is
essential factor which affect the employee's motivation.
As per the view of Pickerd and et.al., (2011) recognition and appreciation is another
important factor which affect the employee's motivation in the company. Every human being
wants to feel special and important among the other people. They require that their higher
authority and top management appreciate and recognise them due to their working and efficiency
in the company. If top management and manager appreciate and recognise employees working in
front of the other members at workplace then they positively motivate and influence. This will
assist in improving their performance and productivity. On the contradicting view Yousaf, Yang
and Sanders, (2015) said that only appreciation does not work properly for improving
employee’s motivation. Their motivation level can affect the monetary rewards like incentive,
fringe benefits, perquisites etc. Thus, according to their view employees motivation can enhance
only by the monetary benefits through which they can enhance their personal standard of living.
Analyse the impact of motivation on the job performance
As per the view of Wiek and Lang, (2016) in order to attain the company objective,
employees plays a very crucial role in the business enterprise. In the absence of human resource
no entity can achieve its target and success. In every functional department of company requires
personnel’s who survive business activities and function. Thus, according to his view, employees
are most important and crucial part in the company who attain business objective within a time
period. Thus, it is very important for firm to maintain and retain skilled employees for long time
because once employees are effectively satisfied with company then it becomes easily to
maintain them for long time. All personnel’s required an effective salary, incentives, rewards,
appreciation, recognition, growth opportunity, excellent working condition, policies, practices
etc. if company fulfil these all requirement of employees in an effective manner then they can
positively affect their motivation level. If motivation level positively influence of employees
then their working performance can also improve. The organisation success and growth is largely
affected by the employees working and quality performance. Thus, it is very important for
company to consider on the measures which assists in improving employee’s motivation because
if this mentioned aspect improves then working performance of business as well employees can
automatically improve.
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CHAPTER -3 RESEARCH METHODOLOGY
Introduction
In the dissertation, research methodology is one of the most important chapter which aid
in obtaining an appropriate solution of the research. In the absence of research methodology,
dissertation cannot be completed. In a simple word it can be said that it is a process of collecting
the data or information about the topic in order to obtain an appropriate solution. The collected
data can used in order to take the final decision about the topic (Denzin and Lincoln, 2005). In
order to collect the data, researcher may engage with various sources like publication of research,
interview, survey, questionnaire etc. In the research methodology various methods are included
such as research approach, research design, data collection, data analysis, sampling, research
philosophy etc. These all methods assists to investigator in obtain the suitable solution and
outcome of the research study. In order to identify the types of the research, it is one of the
crucial part in the dissertation which help investigation to select whether it is qualitative or
quantitative.
Research philosophy-
It is one of the major essential part in the research methodology which aid in obtain an
appropriate solution of the study. It is significant aspect that supports the researcher in getting in
depth knowledge and understanding about the topic. It is very important for the investigator to
select the right and appropriate method of the research philosophy because it is directly affect the
whole investigation and its outcomes. With help of this tool, researcher can analyse the
motivation on the employee's performance (DeSpain, 2008). In this manner, there are major two
kinds of techniques of research philosophy that are interpretivism and positivism. In the
interpretivism it considers upon the study and involves various theories and models. It is a
realistic philosophy which aids in gained an appropriate outcome of the investigation. With
assistance of this method, reliable and valid information can obtain (Johnson and Christensen,
2010). In the present study, positivism philosophy has been selected in order to attain the
research aim and objective. This method assists to investigator in analysing the impact of
motivation on the employee’s job performance. This mentioned philosophy is used to the scholar
in order to analyse the framed hypothesis.
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Research approach-
Research approach is another important method in the research methodology which helps
in arising the relevant outcome of the study. It is one of the best way to collect and analyse the
data of the study. With assistance of this method, existing theory and principles could be
assessed in relation to enhance the understanding about the subject. There are two major method
of the research approach that is inductive and deductive (Egwurudi, 2008). In the context of
inductive approach are being developed on the basis of the available data and information. In this
manner, researcher is free to change the direction of the study. In this manner, researcher does
not form hypothesis. On the other hand in the context of deductive research approach, tests are
conducted of the existing theory. It assists in developing an obtaining the right solution about the
study (Keightley, 2010). It is based on the hypothesis and researcher obtains the result by
hypothesis framed. In the present dissertation, researcher has been applied the inductive research
approach to analyse the impact of employees motivation on the job performance. It is an
essential way through which investigator can able to analyse the link between the motivation and
employees performance.
Data collection-
In the research methodology, data collection is another one most essential method which
assisted to the investigator in obtaining the appropriate result of the investigation. In the absence
of data collection methods, investigation cannot accomplish the objective of study. It is a process
under which data about the subject can collect from the selected respondents. There are two
method of the data collection that is primary and secondary. In order to attain an appropriate
solution it is important for the investigator to select suitable method of data collection. In the
primary date collection, scholar can collect information about the topic by primary sources like
interview, observation, questionnaire etc (Hassan, 2010). On the other hand in the secondary data
collection, researcher used already published information like newspaper, magazines, journals,
articles, internet content etc. Primary data collection is very essential method which assist to
investigator in obtain the fresh result because in this method scholar can collect the fresh
information about research topic. On the other hand in the secondary data collection, scholar
collects the past data which already been used and published by someone. In the present
dissertation, both data collection methods have been used (Khalid, 2009). These assist in
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analysing the link between the employee motivation techniques and their job performance. In the
present dissertation, investigator has been conducted the survey for collect primary information.
In this process, investigator prepared a systematic questionnaire along with question of
employee’s motivation and asked from the 15 managers of Tesco. Primary method of data
collection enables investigator in collect the prominent, authentic and quality information. On the
other hand secondary data used by the researcher in getting the detail knowledge and
understanding about the employee's motivation which helps in making the final hypothesis to
attain the objective of research.
Data analysis-
Data analysis is another one of the most essential method in the research methodology
which assists in analysing the collected data. Once the data has been collected from the various
methods like primary and secondary, in the next stage, it is great responsibility of scholar to
analyse the collected data. In the absence of data analysis, it is impossible to obtain an
appropriate result (Khalid, 2009). With assistance of data analysis, investigator can able collect
the appropriate outcome and make final conclusion of the study. There are major two kinds of
data analysis method that is qualitative and quantitative. In this present dissertation, qualitative
research technique has been used which aided in analysing the collected information. Qualitative
research strategy is used to analyse the data in the form of adopting thematic analysis. Thematic
analysis is the best way by which qualitative research study can accomplish. In this manner
collected information can presented in the various graphs, diagrams, themes, charts etc. It assists
to investigator in understanding the themes in effective manner (Khalid and Irshad, 2010). In this
present study, investigator has been used the qualitative research and thematic analysis which
represent the information in charts, table, percentage, tabulation etc. Thematic technique of data
analysis presents the questionnaire in an effective manner which helps in obtain an appropriate
solution.
Sampling
In the research methodology, sampling is another major important method which assist in
selecting the specific group of people out of the whole population. In this method, researcher
selects the specific group of people of the many people (Easterby-Smith, Thorpe and Jackson,
2008). In the following dissertation, investigator has been selected the 15 manager s as a sample
14

size in the Tesco company. Sampling method divides major in two parts that is probability
samplings and non probability sampling. In the present dissertation, Investigator has been used
the random sampling technique that aids them to attain an appropriate outcome of the study.
15

CHAPTER -4 DATA ANALYSIS AND INTERPRETATION
Introduction
In the dissertation, data analysis and interpretation is one of the chapter which is most
important in order to obtain an appropriate solution. It assists to the investigator in obtaining an
excellent outcome so as research issue can easily solve. In the absence of data analysis, it is very
difficult to obtain an appropriate solution for the study. It is a phase at where, researcher have to
collect the data and information about the subject and analyse it for to attain the accurate result
which is suitable for organisation. In the following dissertation, qualitative technique has been
applied under which thematic data analysis has been implemented. In order to collect the
information about the employee's motivation, researcher has been conducted the survey of 15
managers of the Tesco PLC. With help of different views, opinion and thoughts of the managers,
investigator can collect the information about the employee's motivation in the company. Data
analysis is a chapter in the dissertation which helps in analysing the gathered information about
the employee's motivation. Thus, it is very important part to obtain an appropriate solution of the
research issues. In order to collect the information about the employee's motivation in the Tesco
Company, investigator has developed a systematic questionnaire along with several questions
which are as follows-
Thematic Analysis
Theme 1: From last two years managers working in the Tesco Plc.
From how long you are working in the Tesco company? Frequency
From last year 4
From two year 7
From 5 year 3
From more than five year 1
16

From last year From two year From 5 yearFrom more than five year
0
1
2
3
4
5
6
7
8
4
7
3
1
Interpretation and Analysis:
The current stated theme reflects that, employees and workforce are working from how
many years at the workplace of the Tesco Retail business enterprise. Majority number of the
managers like 7, providing their duties to the cited firm from last 2 years. 4 number of managers
are those who doing work in the selected retail company from the last one year only and not
having better experience. When looking at the chart then it can be observed that, 3 managers
provide services and working in Tesco Plc from the last 5 years and have greater experience of
the work. There are very few numbers of the managers working from last five and more years in
the selected business entity. It can be said that experienced managers in the Tesco organisation
are of the very less number which reflects that motivation is highly required to give them.
From this ratio of working time of the managers within Tesco Plc it can be said that
motivation is highly needed which helps to retain them at the workplace. When workers will
retain at the same place then expenses on training and development will be reduces up to the
greater level. Along with this, level of experience as well as efficiency of individuals will also
increase with the help of motivational strategies. It can be found from this respective analysis
that, majority of the managers working from last two years only and after that they think to give
resign. Due to this, in the next year’s number of workers decline.
Theme 2: Managers are satisfied with existing working environment of Tesco.
Do you satisfied with existing working environment of Tesco Frequency
17

company?
Yes 12
No 3
Yes
No
0 2 4 6 8 10 12 14
12
3
Interpretation and Analysis:
The above stated graph and theme shows satisfaction level of managers with the current
working environment of the Tesco Plc. Total 15 respondents of the company are to be analysed
in order to determine answer of the current question. Major of the managers like 12 are satisfied
with the environment of workplace of the firm provided to them. The reason is that, cited firm
uses several kinds of all the rules, regulations and premises of the regulatory frameworks. Along
with this, various types of effectual motivational strategies are also used by the Tesco Plc which
helps to make the workplace better. Apart from this, only 3 managers out of total 15 are not
satisfied with the current working area or atmosphere of the Tesco Plc. Such few numbers of
organisational managers not having an idea about the motivational techniques and the benefits as
well. Due to this, they think that working environment of the chosen retail company is not at the
satisfaction level.
Further, to enhance level of satisfaction of such 3 managers, the management needs to
arrange seminar where importance and benefits of the motivation are described. It will highly
supportive to raise their satisfaction and ultimately performance of the individual expand up to
18

the greater level. Due to this, Tesco Plc able to boost up its productivity as well as business
performance in the retail market segment.
Theme 3: Managers understand the employee's motivation meaning and concepts.
Do you understand the meaning and concept of the employee's
motivation? Frequency
Yes 13
No 2
13
2
Yes
No
Interpretation and Analysis:
It can be found from the present stated question asked from the respondents that,
managers and workforce of the Tesco company are aware, know as well as understand about the
concept of motivation along with its meaning. Number of managers who have understanding
power and knowledge about the motivation are like 13 where only 2 respondents not know about
the selected topic. Major number of employees understand that, with the help of Motivation
Company able to enhance performance and efficiency level of individuals within workplace. If
the Tesco Plc not use different strategies to motivate its workers then cannot retain them in
effectively within various organisational functions. Those people who are satisfied with the
existing business environment, know and understand about the motivational. The reason is that
19

their understanding power supports to make and feel the working atmosphere effective and better
which lead to satisfy them.
In addition to this, respondents who not understand about the motivation are those who
not satisfied with the current business atmosphere. In this, the management of Tesco Plc should
arrange programs and seminars to give knowledge about the motivation. With the help of this
suggested tactic, workers of the Tesco Plc become more aware and broad understanding will
create between them. Therefore, satisfaction of them also gets increase from the working
environment which Tesco Plc had at the current times.
Theme 4: Motivation approach can affect the employee’s job performance.
Do you agree that motivation approach can affect the employee’s
job performance? Frequency
Strongly agree 8
Agree 6
Disagree 1
Strongly disagree 0
Strongly agree Agree Disagree Strongly disagree
0
1
2
3
4
5
6
7
8
9
8
6
1
0
Interpretation and Analysis:
From the aforementioned data collection table and graph it can be observed that, 8
managers strongly agree to the statement of motivation impact on the level of individual's
20

performance;. According to such more workforce, it can be analysed that, if Tesco Plc uses
higher and effectual strategies and approach of the motivational within workplace then they will
become more efficient. Further, production capacity and dedication towards the firm also
increased which is sign of raising their job performance in the cited organisation. Apart from
this, 6 managers out of the 15 sample size agree to the current asked question and statements up
to the better level. When looking at disagree option then only one manager gives response on
that who rely from the non-understanding level about the motivation.
Moreover, any of the respondent is not strongly agree to the current asked statement from
the managers about impact of motivation on individual's job performance. On the basis of this
analysis, it can be said that, with help of motivation approach employees affect in the positive
manner and their performance level enhanced. Through this, it can be advised to the Tesco Plc
that it needs to continue with the current motivational techniques along with making some
modifications in this. Henceforth, cited retail business entity will able to become more
productive at the workplace which is symbol of boost up its performance in the industry.
Theme 5: Monetary and non monetary motivation tool can affect the employees most.
Which kind of motivation tool can affect employees most? Frequency
Monetary rewards 7
Non monetary rewards 5
Training and development 1
Employees welfare 1
Employees participation 1
21

7
5
1
1
1
Monetary rewards
Non monetary rewards
Training and de-
velopment
Employees welfare
Employees participa-
tion
Interpretation and Analysis:
In order to motivate employees of the company, management uses several kinds of
strategies and techniques up to the higher extent. By visualising the above stated pie chart it can
be analysed that, major number of employees influence from monetary rewards in the Tesco Plc
as per the 7 out of 15 managers. The reason is that, money is the basic thing which required at
the higher amount for the people and support to boost up economic condition in the society.
Apart from this, 5 respondents given response that, employees affected with the help of non-
monetary rewards and appreciations up to the certain level. Further, remaining managers like 3
out of total 15 says one by one that, training and development, employee welfare and
participation strategies of motivation respectively create impact on the workforce of Tesco Plc.
Henceforth, the management must use more number of monetary as well as non-monetary as
they create the highest impact on employees in order to perform better within workplace. Under
such methods it needs to provide bonus, compensation, appreciation and incentives to the
workforce by which they will motivate and give more dedication towards the firm. In addition to
this, Tesco Plc should provide importance of other strategies which not lead to create impact on
the existing and potential organisational members.
Theme 6: Tesco involves employees in business decision making
Is Tesco involve employees in the business decision making
process? Frequency
Yes 12
No 3
22

Yes No
0
2
4
6
8
10
12
14
12
3
Interpretation and Analysis:
The present analysed theme indicates towards the involvement of employees and
workforce in the decision making process of the Tesco Plc. Majority of the managers like 12 out
of total 15 say that employees are always involved under the procedure of making business
decisions at the working environment. The justification behind involving them is that, it is
considered as the motivation strategy for the Tesco Plc. Along with this workforce feel that, they
are important asset of the firm while participating them at the time of taking business decisions.
On the other hand side, 3 respondents of the Tesco Plc give response that, the company not
involving under the decision making procedure at the workplace. When the firm force to the
organisational members and take their participation for making some business strategies and
decisions then they will motivate up to the higher extent. Therefore, performance of them in
order to complete the work with higher efficiency will be enhanced. This respective strategy of
employee motivation like their involvement is one of the highly effectual kind of non-monetary
rewards system. After taken into account at the workplace of this, the Tesco Plc able to make
more motivate in the workplace. Further, it can be suggested to the management that, it must
involve employees in those procedures of the company where business decisions are taken
effectively.
Theme 7: Monetary rewards motivation technique used by the Tesco for its employees.
23

Which motivation technique used by Tesco in the following? Frequency
Monetary rewards 7
Non monetary rewards 4
Training and development 2
Employees welfare 1
Employees participation 1
Monetary rewards
Non monetary rewards
Training and development
Employees welfare
Employees participation
0 1 2 3 4 5 6 7 8
7
4
2
1
1
Interpretation and Analysis:
In the working environment of every business entity different numbers of motivational
techniques and strategies are to be used for enhancing performance of the individuals. The
present study reflects about those methods which are used by Tesco Plc in order to motivate its
employees and workforce. As per the 7 managers out of analysed total 15, it can be said that,
Tesco retail firm uses monetary reward system in order to motivate its workers. Under this,
bonus and appreciation in terms of money both are provided to the employees. Along with this,
Tesco allows them for compensation, incentives and various allowances for giving monetary
rewards. According to the 4 managers, Tesco Plc uses non-monetary reward tactic which is
supportive in terms of motivating existing workforce as well as potential. In addition to this,
24

training and development method is also used by the cited organisation in accordance to the 2
managers only. Further, remaining two respondents say that the management adopts employee
participation and welfare techniques also which lead to motivate them. Henceforth, it can be said
that the firm should continue with the existing motivation methods along with adopting
additional at the working environment.
Theme 8 Employees motivation is very important to attain the business objective
Do you agree that employee's motivation is very important to
attainment of the business objective?
Frequency
Strongly agree 7
Agree 5
Disagree 2
Strongly disagree 1
7
5
2
1
Strongly agree
Agree
Disagree
Strongly disagree
Interpretation and Analysis:
In order to take attention of employees towards the workplace and complete allotted tasks
and achieve objectives within deadline, motivation is one of the highly effective strategy. From
the present stated graph and collected information it can be visualised that, 7 managers strongly
agree to the statement of present asked. Through this, it can be said that, for achieving goals and
25

objectives of the Tesco business enterprise, employee motivation tactics are very significant for
the organisation. In regard to this, 5 managers strongly that, in order to meet with the purpose of
company, the management must implement employees motivation strategies and methods at the
working environment. Further, only 2 numbers of respondents between total 15 disagree to this
concept. These are those managers who not having proper and adequate information,
understanding level and knowledge about the motivation concept. It can be observed from the
current mentioned graph that, only 1 manager strongly agrees and says that in order to achieve
business objectives there is not any requirement of executing different kinds of the motivational
methods. Hence, it can be suggested to the Tesco Plc that, it should use all the motivational
methods at the workplace which help to it to meet with objectives within short period of time.
Theme 9 Tesco used an effective approach of employee’s motivation
Does Tesco used effective approach of employee’s motivation? Frequency
Yes 12
No 3
Yes No
0
2
4
6
8
10
12
12
3
Interpretation and Analysis:
From the above sated graph it can be observed that, Tesco Company is using and
adopting effectual kind of approaches and techniques in order to motivate its workforce. In the
26

present research, total 15 managers are undertaken by the scholar for analysis and among them
12 say that, Tesco used and implemented effective tools and techniques of employee motivation
up to greater extent. The reason behind the respective response is that, it uses monetary reward
system by which workforce attract at the workplace and retain as well. Every employee concerns
that, management provide more money which lead to increase his economic situation in the
society and support to live with the higher standard. Due to this, reason they attract and attain
towards performing well in the company by which it can be said that Tesco Plc taken into
account effectual motivation techniques. On the other hand side, only 3 managers response that,
Tesco business organisation not had effective approaches and techniques in order to motivate
and raise performance of the workforce. On the basis of this, it can be advised that, human
resource manager of the Tesco retail company requires to continue with the monetary as well as
non-monetary systems and rewards of the employee motivation. Along with this, it needs to
make modifications and add some more rewards and appreciations in terms of monetary and
non-financial both concepts which help to the Tesco for raising their performance.
Theme 10: Employees are satisfied with existing approach of employee’s motivation
Are you satisfied with existing approach of the employee's
motivation in the Tesco Plc?
Frequency
Strongly satisfied 8
Satisfied 5
Dissatisfied 1
Strongly Dissatisfied 1
27

Strongly satisfied
Satisfied
Dissatisfied
Strongly Dissatisfied
0 1 2 3 4 5 6 7 8
8
5
1
1
Findings and interpretation: Looking to the graph, it is visualized that out of total
respondents, maximum number of people are strongly satisfied with the current approach of
motivation used by Tesco. As per the results, 8 (53%) replied that are extremely satisfied and 5
members reported that they are satisfied. People are motivated to work genuinely and highly
dedicated towards their work. Tesco is one of the leading supermarkets of the UK and giving
tough competition to the other British retailers such as Asda, Sainsbury, Morrison and others. Its
success is the results of its qualified and talented workforce team of more than 450,000
employees all around the globe. In order to promote business success, company’s personnel
needs to be extremely motivated and encouraged to put their outstanding efforts so as to meet out
their employment objectives. Company considers pay as the most important motivator for the
workers in which, all the workers are provided with the good pay-scale as per their job value,
skills and competencies. Besides this, employees are also encouraged by the managerial team
through appreciating their hard work to provide them great sense of accomplishment and
Training & development (T&D) programmes (Paharia, 2013). Employee empowerment and
engagement encourage team members to work with the high level of dedication to gain greater
output. In addition, competitive salary packages, discounting offers to the staff, rewarding
scheme, employee stock option, club membership, flexible working practices, health benefits etc.
are of great significance to motivate workforce. However, on the other side, only 2 said that they
feel dissatisfied may be because of poor salary and ineffective reward due to lack of
competencies and productivity.
Theme 11: Many managers believes that Tesco should fulfil the requirement of employees
28

Do you agree that company should full fill the requirement of
employees?
Frequency
Strongly agree 10
Agree 3
Disagree 1
Strongly disagree 1
10
3
1
1
Strongly agree
Agree
Disagree
Strongly disagree
Finding & interpretations: The finding of the results founded that majority of the
respondents are strongly agreeing with the requirement of satisfying employees expectations.
Evidencing from the results of the survey conducted, out of 15 managers, 10 (67%) replied that
they are strongly agree that company must satisfy workforce requirement whilst 3 (20%) said
that they are agree with this. It is because, Tesco considers their personnel as an important asset
without whom it will not be able to deliver exceptional quality of services to the consumers.
Employee not only responsible to provide great quality offering to the audiences but also owes
accountability to resolve consumer complaints and queries and satisfy their expectations and
desires appropriately (Pickerd and et.al., 2011). Motivated and satisfied team work with more
efficiency and put their great efforts to fulfil their job responsibilities. However, on the other
29

side, lack of motivation is consider as an important issue because workers will not be willing to
work with extra efforts to meet their targeted goals. Thus, the findings analyzed that by
satisfying different requirements of the employees such as pay-scale, training & development,
health benefits, job security and other monetary and non-monetary reward schemes (Ashraf,
Azam and Ashraf, 2015). It plays a considerable role in motivating the workforce and thereby
meets client’s expectations effectively. However, on the other hand, only 1 manager replied that
they are disagreeing with this and 1 is strongly disagreeing. The reason behind this is many
employees demand very high salary which is a cost for the company. Although reasonable
appraisal and increment considering employees talent & competencies is necessary for the
company so as to boost staff productivity, but very high growth in salary demanded by
comparatively less skilled workforce is not possible as it just will be a cost burden.
Theme 12: In order to improve employees performance motivation is very essential.
Do you agree that in order to improve employee’s performance
motivation is very essential?
Frequency
Strongly agree 10
Agree 3
Disagree 1
Strongly disagree 1
30

Strongly agree Agree Disagree Strongly disagree
0
2
4
6
8
10
12
10
3
1 1
Findings and interpretation: According to the survey results, 10(67%) managers
reported that motivation is really important so that workers will require to work with more
efficiency and maximize the total output. Motivated workers have greater concentration and
they are less likely to do mistakes. It also safeguards the company against unnecessary conflicts
at the workplace. Besides this, such personnel also consider as loyal towards the company at less
turnover and absenteeism. However, on the other side, unmotivated staff members behave
adversely as they are dissatisfied from their job role in the business, which in turn, negatively
influence the quality of work & total output (Singh, 2010). They did not work efficiently and
effectively to carry out their job responsibilities. Trust, respect and valuing employees creates an
familiar and healthier working environment to motivate people whereas untrustworthy
relationship among personnel, ineffective workplace environment, poor relationship and others
results in lack of motivation. As a result, they will look towards other job opportunities this will
create the situation of high labour turn over within the company. However, only 2 have
responded that it is not necessary to motivate people.
31

CHAPTER -5 CONCLUSION AND RECOMMENDATION
Conclusion
The investigation had reported that motivating workforce is extremely important task for
the Tesco’s managerial team. It is because, motivated personnel work with greater efficiency and
work genuinely to meet their job targets whereas lack of motivation results in dissatisfaction and
high staff turnover. Motivated people also showed their loyalty towards the business and willing
to work with the organization for a long-lasting period. As per the finding of the report, it
becomes clear that in the earlier times, Tesco’s managers used workers pay only as a motivator
to encourage the team members. Monetary tools were at the top priority of the company because
company feels that a person can be motivated only through giving them a high pay for the work
performed. No-doubt, this tool is still famous and popular for the employee motivation, still, in
the modern times, there are number of tools that are used by the Tesco for the purpose of
motivating the personnel.
The analysis of the survey had investigated that firm considers number of factors as a
motivator such as hard work appreciation and praise by the seniors, a sense of accomplishment
and achievement, empowerment, more responsibility, growth opportunity and advancement & a
allocating challenging work also. All these non-monetary reward are also of equal significance
and importance to encourage personnel to work harder which in turn results in greater output.
Moreover, motivated people do not make many mistakes hence they require less supervision and
also minimize the possibility of workplace conflicts and creates healthier and happier workplace
environment. They work collaboratively and maintain coordination with each other so as to meet
out their job responsibilities and reach business targets. The research investigated that there are
number of internal and external factors which influenced employee motivation such as effective
communication, good teamwork, staff wellbeing and good relationship with the colleague have a
significant influence over the motivating practices of the business. Finding the results of the
survey conducted, it is being assessed that Tesco use different strategies to motivate their team
force i.e. appraisal, promotion, strategic career planning, rewarding scheme, employee stock
option, club membership, training and development, flexible working practices, health benefits
and many others to motivate the workforce.
32

Company also follows Maslow’s hierarchy for motivating their team members in which,
it provides better place to work, basic monthly pay and essential facilities like lockers for
keeping safe the personal belongingness. However, under the security needs, company creates
formal employment contract and provide pension to the workers along with their health and
safety requirement. Various sickness schemes are also designed by it to satisfy security
requirement of the consumers. In order to satisfy social requirements, Tesco promotes team-
working facilities and offer flexible working practices which enable workers to balance their
personal and professional life. Under the self-esteem, it values self-respect, self-esteem, praise
the hard work of the employees and celebrate their achievements also. At the end, for the self-
actualization, Tesco recognize their employee’s skills & talent, design personal development
plans, career recognition programme and held talent planning meetings to maximize staff
capability to attain the effective levels. In addition to this, applying Herzberg theory, Tesco
considers pay and benefits, relationship with co-workers, supervision, job security, working
conditions and others as a hygiene factors which satisfies employees through achievement, more
responsibility, promotion, growth opportunities and recognition. It uses both the monetary and
non-monetary rewarding tools to empower their workforce. Under the financial reward, free
shares, save as you earn scheme, pension scheme, discount cards, healthcare benefits, gym and
club membership, free phone facility and holiday discounts are offered to the employees so as to
encourage them to work harder and promote business success. With the help of this, personnel
are motivated to work genuinely and greatly contribute towards meeting out their job targets,
which in turn, helps entity to meet their business goals successfully.
Recommendation
The finding of the research has clearly stated that motivation is of due importance for the
company to meet out the goals and mission of the business via delivering great quality offerings
to the consumers. Thus, in order to promote workforce, Tesco can be suggested to use following
strategies to motivate their personnel, presented underneath:
 Based upon the results, it is being analysed that Tesco’s managers use a mixed reward
mechanism, thus, it is better to recommend the firm to maximize the spectrum of reward
that it delivers to the employees. It can also maximize the value of their cash reward
33

structure and appeal more to the workforce since the most preferred or prioritize
monetary reward is cash bonus.
 Company can also incorporate the reward of delegation into their motivational schemes
for the employees. It will assist business to cater the need of workers who prefer intrinsic
motivation and work as a training tool for the managerial activities and operations. It will
allow the business entity to maximize the internal recruitment process and reduce the cost
of recruitment through less outsourcing.
 Tesco’s team must give attention toward develop impressive reward schedule frequently
which allow workers to get awards consistently. With regular appraisal and reward, it
will be able for the company to encourage the workforce regularly through lucrative
rewarding structure. Besides this, as per the current structure, Tesco does not provides
family health benefits and insurance facilities to the people, thus, it can be suggested to
the company to incorporate such tool to enhance employees commitment and
concentration towards organization. It will help to enhance employee retention rate and
minimize staff turnover results in high productivity.
Following all of the above mentioned recommendations, Tesco will be able to maximize
workers motivational level and as a result improve their satisfaction level. Satisfied workforce
will be willing to work with the company for a long-time period and minimize high turnover and
absenteeism.
Recommendation for future research
The current research had just investigated the impact of motivation on the employee
performance in Tesco Plc. It did not put special attention to a specific rewarding tool, therefore,
in the future, researcher can investigate and examine the use of different intrinsic and extrinsic
rewarding tools and analyze its impact on the staff performance. Moreover, growth in workers’
productivity is not just a result of good reward or better pay, there are multitude of other
variables which have a significant impact on the staff productivity. Thus, future investigation
can be undertaken through focusing on more variables & performing evaluation of additional
variables that are related to the performance of the workforce. Besides this, current research had
focused on Tesco supermarket, therefore, the given recommendation might be difficult to
implement for the other companies or industries. Therefore, it is a choice for the future
34

investigator to examine the influence of motivation on performance in other industries or sectors
like construction, hospitality and health care industry. Researcher can also alter the methodology
that has been incorporated in the current research to conduct the investigation deeply and
thoroughly. Investigator can also use a sample of more number of respondents for such objective
to examine and evaluate the issue in more detail and provide better recommendation to the
company to motivate the workforce.
35

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APPENDIX
Appendix 1: Research Questionnaire
Demographic information
1. Name: ___________________
2 From how long you are working in the Tesco company?
 From last year
 From two year
 From 5 year
 From more than five year
3 Do you satisfied with existing working environment of Tesco company?
 Yes
 No
4 Do you understand the meaning and concept of the employees motivation?
 Yes
 No
5 Do you agree that motivation approach can affect the employees job performance?
 Strongly agree
 Agree
 Disagree
 Strongly disagree
6 Which kind of motivation tool can affect employees most?
 Monetary rewards
 Non monetary rewards
 Training and development
 Employees welfare
 Employees participation
7 Is Tesco involve employees in the business decision making process?
 Yes
 No
41

8 Which motivation technique used by Tesco in the following?
 Monetary rewards
 Non monetary rewards
 Training and development
 Employees welfare
 Employees participation
9 Do you agree that employee's motivation is very important to attainment of the business
objective?
 Strongly agree
 Agree
 Disagree
 Strongly disagree
10 Does Tesco used effective approach of employees motivation?
 Yes
 No
11 Do you satisfied with existing approach of the employee's motivation in the Tesco Plc?
 Strongly satisfied
 Satisfied
 Dissatisfied
 Strongly Dissatisfied
12 Do you agree that company should full fill the requirement of employees?
 Strongly agree
 Agree
 Disagree
 Strongly disagree
13 Do you agree that in order to improve employee’s performance motivation is very essential?
 Strongly agree
 Agree
 Disagree
 Strongly disagree
42