Employee Motivation and Productivity in John Lewis Partnership

The provided content is related to research methodology, particularly in the context of management and employee motivation. It includes various sources such as books, articles, and online resources that discuss principles, methods, and techniques for conducting research. The assignment also includes a questionnaire with questions regarding employee motivation and factors affecting productivity within John Lewis partnership.

INFLUENCE OF EMPLOYEE
MOTIVATION ON ORGANIZATIONAL
PRODUCTIVITY: A STUDY ON JOHN
LEWIS PARTNERSHIP
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ACKNOWLEDGMENT
I am greatly thankful to all those who have supported me by providing motivation as well
guidance in completion the dissertation with an appropriate manner. Firstly, I owe my thanks to
mentor who provided me an opportunity to undertake this dissertation. Furthermore, I am
grateful to my team members, family and friends who helped me in all possible accords in
completion of dissertation and achievement of relevant results.
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ABSTRACT
In the contemporary business environment, employee motivation is termed as most
important element of business management that has direct impact over individual performance
along with overall efficiency of business entity. In the context of retail sector, each organization
is giving extra attention to influence motivation level of staff member. In this regard, the present
research is scheduled To assess the influence of employee motivation on organizational
productivity: A study on John Lewis partnership. As per the aim of investigation, researcher has
formulated some objectives that include assessment of several motivational factors, identification
of different tactics of employee motivation used by retail firm and impact on highly motivated
employees on business performance. This investigation increases understanding of management
about different tools through which retail firm encourages the performance of staff with
reference to organizational goals.
For completion of whole investigation with an appropriate manner, researcher has used
an appropriate research methodology in which researcher has applied different tools to generate
appropriate outcomes. As per the qualitative nature of study, different tactics such as qualitative
method, descriptive research design, interpretivism philosophy and deductive research approach
have been selected by investigator. Researcher has applied both primary and secondary sources
for collection of wide range of data. A sample of 12 managers who are working in John Lewis
partnership has been taken by using non-probabilistic sampling. Thematic analysis is carried out
to examine views of manager in the context of present investigation. On the basis of primary and
secondary assessment, researcher has concluded that consideration of interrensic motivators
along with different external elements such as appreciation, rewards, efficient working
conditions, equal opportunities to grow etc. provides an opportunities to business to influence
individual performance of staff along with productivity of firm in the from of sales, satisfaction
of consumers etc.
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TABLE OF CONTENTS
CHAPTER 1: INTRODUCTION....................................................................................................1
1.1 Background of the study........................................................................................................1
1.2 Rationale for the study...........................................................................................................2
1.3 Research aim..........................................................................................................................3
1.4 Research objectives................................................................................................................3
1.5 Research questions.................................................................................................................3
1.6 Chapter structure....................................................................................................................4
CHAPTER 2: LITERATURE REVIEW.........................................................................................1
2.1 Introduction............................................................................................................................1
2.2 Definitions.............................................................................................................................1
2.3 Factors affecting the employee motivation in retail organization........................................1
2.4 Identification of different the tools for enhancing the motivation level workforce...............4
2.5 Evaluating the link between employee motivation and productivity of an organization......7
2.6 Conclusion.............................................................................................................................9
CHAPTER 3: RESEARCH METHODOLOGY.............................................................................1
3.1 Research type.........................................................................................................................1
3.2 Research design ....................................................................................................................3
3.3 Research philosophy..............................................................................................................3
3.4 Research approach.................................................................................................................4
3.5 Data collection.......................................................................................................................4
3.6 Sampling technique................................................................................................................5
3.7 Data analysis..........................................................................................................................6
3.8 Validity and reliability of data...............................................................................................6
3.9 Ethical consideration..............................................................................................................6
3.10 Limitation of research ........................................................................................................7
CHAPTER 4: DATA ANALYSIS AND FINDINGS.....................................................................8
4.1 Introduction............................................................................................................................8
4.2 Results and analysis ..............................................................................................................8
4.3 Conclusion...........................................................................................................................21
CHAPTER 5: CONCLUSION AND RECOMMENDATION.....................................................22
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5.1 Conclusion...........................................................................................................................22
5.2 Recommendation ................................................................................................................23
REFERENCES..............................................................................................................................25
APPENDIX....................................................................................................................................29
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CHAPTER 1: INTRODUCTION
1.1 Background of the study
The success of an organization is highly correlated with productivity and efficiency of
staff members. In this regard, motivation level of employees is being identified as a most
important element of the organizational success. The management of every organization always
tries to boost up the morale employees that increases efficiency of business entity along with
productivity of workers (Bessant, 2011). As per the current market trends, staff management is
one of the crucial tasks for an organization. This is because the organizational productivity and
efficiency of employees both are interrelated elements. To influence motivation level employees
along with productivity of employees, an organization considers several tools. Further, managers
are required to consider different elements while developing strategies to influence morale of
staff members. In this context, efficient working conditions, involvement of employees in
decision making process, appropriate incentive plans and other facilities are playing important
role for attainment of productivity objectives among staff members (Alsos, Ljunggren and
Pettersen, 2013). Employees of an organization is termed as key resource of firm and manager
can influence overall efficiency of workers associated with different departments by developing
several strategies as per the expectations of staff members.
Therefore, the present investigation is carried out to assess the influence of employee
motivation on organizational productivity. In this context, John Lewis partnership has been taken
as an organization for handling various tasks of investigation. It is a leading employee-owned
company of UK. As per the objective of investigation, researcher makes efforts to assess various
elements of employ motivation and the impact of highly motivated employees on the
productivity of company.
Background of company
John Lewis partnership is an employee-owned organization which is operating wide
range of departmental stores and supermarkets of John Lewis and Waitrose. This organization is
handled by a trust which is working on behalf of employees who are also known as partners.
Employees are also received some share of annual profit. Presently, business entity has
employed 88,700 permanent staff who are managing 45 John Lewis shops in all UK along with
342 Waitrose supermarkets (John Lewis partnership About us, 2015). The company was being
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found by John Spedan Lewis in 1864. The approach of employee-owned organization has been
found very effective tool to develop relationship with employees for long duration. Presently,
management has faced some reduction in productivity and efficiency of organization. In this
regard, the present research is carried out to assess the role of employee motivation to influence
overall productivity and efficiency of firm.
1.2 Rationale for the study
What is the research issue?
The issue of present research is to assess the influence of employee motivation on
organizational productivity. This investigation provides assistance to management of John Lewis
partnership in selection of most appropriate tools to influence morale of staff an per the business
objective (Erikson and Gjellan, 2008). The present research is scheduled to examine several
factors associated with staff motivation and its impact on overall productivity of retail
organization.
Why is it an issue?
The business entity has found reduction involvement of workers in various business
strategies as well as reduction in worker's efficiency has also addressed due to reduction in
motivation level of employees. All these factors are creating negative impact on the efficiency
and profitability of firm. In this context, the present investigation is tired to analysis various
elements associated with staff motivation to improve productivity of workers.
Why is it an issue now?
This present research is carried to examine several tools and tactics of staff motivation
that boost up the motivation level of employees who are working in John Lewis partnership that
helps management to resolve business issue of reduction in organizational productivity due to
decrease in the efficiency and productivity of employees (Peña, 2012). This study determines
various tactics and strategies to increase involvement and motivation level of staff member as per
the business goals.
What could this research shed light on?
This investigation is evaluating several factors that influence motivation level of
employees. This research tries to examine different elements of staff motivation that assists
manager of retail organization for linking up the motivational factors with different business
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operations through management is able to increase productivity of organization as well as
individual efficiency.
1.3 Research aim
The aim of present study is To assess the influence of employee motivation on
organizational productivity: A study on John Lewis partnership. In this regard, this
investigation examines several elements along with business operations of John Lewis
partnership.
1.4 Research objectives
For carrying out a research in a systematic manner, research objectives are playing most
important in scheduling of various activities along with collection of data. In the context of
present research, researcher is required to attain below mentioned objectives.
 To assess factors affecting the employee motivation in retail organization.
 To identify the tools employed by John Lewis partnership for enhancing the motivation
level of its workforce.
 To evaluate the link between employee motivation and productivity of John Lewis
partnership.
 To suggest effective ways to boost morale of employees within John Lewis partnership as
per the business objectives.
1.5 Research questions
For ensuring success of investigation with reference to aim and objectives, investigation
has to assess some feasible solutions and outcomes by focusing the research problems. In this
regard, it is essential for investigator to determine the research questions of present study which
are mentioned below:
1. What are the important factors affecting the employee motivation in retail organization?
2. What are the most effective tools that can be employed by John Lewis partnership for
enhancing the motivation level of its workforce?
3. How does the employee motivation influence the productivity of John Lewis partnership?
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1.6 Chapter structure
The efficiency of research outcomes is greatly influenced by the structure of
investigation. The structure of present investigation is mentioned below:
Chapter 1: Introduction
The section facilitates a basic overview and idea of investigation by discussing the
background of study as well as background of organization. In the present research work, this
portion of report evaluates some basic elements related to employee motivation and their impact
on productivity of retail firm. The section of introduction is playing important role to understand
the rationale of research by focusing aim and objectives of study.
Chapter 2: Literature review and conceptual frame work
The second chapter of report is Literature review in which researcher is carried out detail
theoretical analysis by evaluating various approaches and theories as well as past studies
associated with aim and objectives. In this section, researcher tries to examine various factors of
employee motivation and its role to efficiency of workers along with overall productivity of
business entity.
Chapter 3: Research design and methodology
The next section is considered as research design and methodology in which researcher
examines various research techniques and approaches that can be applicable for handling of
various tasks associated with current investigation. In this section, investigator is applied the
most appropriate and effective tools to develop a systematic framework to gain appropriate
outcomes and finding as per the objectives.
Chapter 4: Results, analysis and discussion
The fourth section of investigation is associated with data analysis in which researcher
applies different tools related data analysis for examining a wide range of information and facts
that have been acquired by primary and secondary sources. It is essential for researcher to
manage the evaluation and analysis of data with an appropriate manner and systematic for
generation and assessment of valid and reliable outcomes.
Chapter 5: Conclusion and Recommendations
The final section of this report is conclusion and recommendation in which researcher
provides an appropriate conclusion as per the findings of the section of data analysis. As per this
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section, investigator concludes whole investigation by considering the objectives. Some
recommendations are also provided by researcher to management as per the research issue.
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CHAPTER 2: LITERATURE REVIEW
2.1 Introduction
Literature review is termed as a most crucial task for researcher in which researcher tries
to examines wide range of facts and theories that have been published in various books, journals
and articles to draw appropriate conclusion by focusing aim and objectives of study. This section
provides in-depth knowledge and information associated with topic of investigation by carrying
out the detail analysis of views of different authors through which research is able to generate
appropriate research outcomes (Hall, 2008). With reference to current research, investigator
evaluates various theories and factors based on the employee motivation and their role to
influence productivity of workers. The section emphasizes on different findings and outcomes of
past researches through which researcher is able to influence effectiveness of outcomes of
investigation.
2.2 Definitions
According to Edwin and Robert (2007) “employee motivation is defined as the level of
energy, commitment of workers which are applied in their job. Therefore, employee motivation
is considered as a most important concern so as different theories related to incentives or
employee involvement are used by managers.”
Heibutzki (2015) has defined the motivation is employee's intrinsic enthusiasm that
influences an individual for accomplishment of various activities as per the requirement of job.
It is also termed as internal drive that influences to an individual towards the particular tasks.
According to Christopher and Pauls (2009) “Organizational productivity is defined as a
capacity of a business in the from of sales generation, fulfilment of employee's expectations,
handling of customers, management of wide range of business operations. All these factors are
considered as most important element of organizational productivity.”
Avery and et.al. (2007) have defined the productivity as a measure of efficiency of a
person, machine, factory and business as per the organization's ability for converting different
kinds inputs into useful output. It is considered as most important element of business operations.
2.3 Factors affecting the employee motivation in retail organization
The study of Chadwick (2008) has examined that retail organizations are facing tough
competition so as importance of highly motivated staff is increased. Author further has addressed
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that employee motivation directly influences productivity of business. Therefore, management
has to examine various factors associated with employee,s motivation for attainment of business
objectives with an appropriate manner. As per the researcher of Greasley and et.al. (2005) it has
been addressed that motivation level of employees within a retail organization is influenced by
several factors that include personal traits of an individual along with external factors. Personal
traits include attitude, social relationship, education, lifestyle etc. On the other hand, external
factors contain working conditions, monetary and non-monetary incentives, job position,
leadership, relationship with superiors etc (Afiouni, 2013). These factors are having significant
impact on motivation level of workers along with their efficiency.
Internisic Motivation
The research of Thomas (2010) has found that Intrinsic motivation among employees
come from the shear joy and pleasure of doing a task. In this regard, it is stated that the
motivation level of employees can be boost up by making work more interesting as per the like
and dislikes of an individual. Author further argued that an organization has to consider all
personal traits along with external factors while making different kinds of strategies for
improving performance and productivity of workforce by boosting morale of staff members
(Bakker and Schaufeli, 2008). For example: Satisfaction of employees through organization's
staff practices, wages system, performance measurement system etc. are influencing an
individual to give their best efforts. It is also considered as intrinsic motivation. Therefore, it can
be stated that retail organization has to consider personal interest of an employee while allocation
of different tasks and activities for boosting up the morale of employees.
Appreciation and recognition
Marrelli (2010) has addressed the appreciation and recognition as most important element
of staff motivation. In this context, author has determined the appreciation as a deepest desire in
nature. By providing regular appreciation for various task and activities along with proper
recognition, the management of business entity is able to establish good image of company
(Herzberg, Mausner and Snyderman, 2011). This approach has been found as a great tool to
influence the morale of employees for completion of different tasks and activities with an
appropriate manner. As per the investigation of Beck (2003) it has found that when an
organization involves employees belong from different departments in creation of business
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system and procedures then management is able to implement changes in work practices and
business strategies without any resistance of employees. In addition to that recognition for
unique ideas influences employees to manage different job operations in a batter way with full
efforts (Macey and Schneider, 2008). For example: Certificates and appreciation emails have
played important role to boost up the morale along with motivation level of employees within
business environment. These tools are also providing significant benefits in success and growth
of company. Therefore, it can be said that employee's involvement in work practices and
recognition for its work have been considered as most important motivators in the context of
retail industry.
Awards and Prizes
As per the views of Hennessey and Amabile (2005) it is stated that Awards and prizes are
acting as a great motivator to harness the power of healthy competition. It is always better to use
rewards that are meaningful and inspiring in context of retail organization. It is also termed as
achievements of employee that influence workers for handling various operations and job tasks
in such manner from which staff members are able to exceed the expectations of consumers
along with management (Rynes and et.al., 2004). So, achievements of an individual in particular
job operations have played important role for attainment corporate objectives. Long (2012) has
examined that job security is acting as an important element of employee's motivation. Being a
part of large organization, an employee feels more secure in terms of job security. In this regard,
an individual always tries to establish good reputation in particular organization which is
considered as a most important factor that boosts up the morale along with efficiency of workers.
Increase in job roles and good working conditions
The study of Barr (2015) has concluded that increase in responsibilities of an individual
within particular organization has been played an important role to motivate worker for
application wide range skills and learning for accomplishment of various projects and tasks in
best manner. New responsibilities are also providing various opportunities to employees for
advancement in skills, knowledge etc. as per the career objectives (Barr, 2015). Therefore,
enhancement of individual's responsibilities towards certain job operations and group tasks have
been found as a most effective tools in terms of staff motivation. For example: if responsibilities
of an individual is increased then an employee is having more opportunities to expand skill and
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application of all kinds of knowledge in different business operations. This approach provides
assistance to employees in creation of unique image within business entity. In the context of
present investigation, Bessant (2011) has stated that good working conditions are termed as most
significant factors of staff motivation. In this regard, it has been studied that the management of
business entity requires to provide creative working environment that must be safe, clean and
hygienic that encourages workers to preform different task within best possible manner. Author
further argued that employee can feel more attached with work place when organization permits
them to personalize their workplace with the help of some pictures and other things (Alsos,
Ljunggren and Pettersen, 2013). In this context of present investigation, this concept has been
identified as a most unique factor that regularly motivates employees for managing of various
job operations and handling of various tasks.
Fair management policies
As per the research of Erikson and Gjellan (2008) it has been addressed that fair
management policies are also playing important role to influence employees motivation. In this
regard, author has argued that if managers apply fair policies in determination of wages,
incentives and other benefits for workers then employees manages different job operations and
tasks with positive attitude. By using ethical procedures, company is able to assess trust of staff
members through which of motivation level of employees is increased.
2.4 Identification of different the tools for enhancing the motivation level workforce
As per the research of Peña, (2012) it has examined that management of business entity
applies several strategies and tools that influence employee motivation. This approach has been
found very effective for increasing the productivity and efficiency of workers. The research of
Wilkes, Yip and Simmons (2011) has addressed that an organization has to consider several tools
while developing several strategies for improving the motivation level of workers. In this regard,
they and their study has explained that top management have to consider several strategies such
as appropriate financial and non-monetary incentives, an efficient performance management
system, contentious communication, efficient working condition, good relationship with other
staff, regular conversation with top managers, equal opportunities to grow, appropriate skills
advancement and training program etc. to influence productivity along with motivation level of
employees (Biggs and Swailes, 2006). By considering approaches in staff management process,
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business entity is able to influence workers towards the organizational gaols and objectives. As
per the above elements, the study of Hall (2008) has found that financial and non-financial
incentives are identified as most effective tools for influencing motivation level of employees as
per the corporate objectives. Financial incentive like fair remuneration policy such as equal
wages for equal work is addressed as most important role to boosts up the morale workers
(Edwin and Robert, 2007). This is because trust of employees on business operations lead
positive impact in perception and motivation level of workforce that results improvement in
efficiency of workers.
Financial and non financial benefits
Heibutzki (2015) has stated that retail organization offers wide range of financial benefits
other than basic salary. These extra benefits are mainly associated with the performance and
efficiency of workers such as sales target, etc. In this regard, it has been assessed that extra
monetary incentives in the form of bonus and commission based on performance of workers are
playing important role to boost up morale of employee. In this context, author further argued that
managers have to develop fair policies associated with productivity measures and incentives
values that encourage workers for giving best efforts in each task and objective of company
(Christopher and Pauls, 2009). For example: If an employee is getting extra payment for its extra
ordinary performance than other employees of organization are also tired to increase their
productivity to assess financial benefits in the from of bonus, incentives etc. Therefore, financial
rewards have been considered as a most common and effective tools to influence perception of
employees. The study of Avery and et.al. (2007) has determined that non-financial rewards such
as promotion, growth, certificates, recognition etc. are considered as most important and
appropriate tools for influencing the motivation level of employees associated with the higher
level within retail business. Author further examined that management of business entity has to
develop appropriate opportunities for various employees within business entity in the from of
promotion and growth that encourages workers or staff of company for giving best efforts in
competition of various tasks and activities within best possible manner (Chadwick, 2008).
Furthermore, management requires to provide proper recognition to employees for their different
creative ideas and suggestion on different business issues and strategies that lead positive impact
on the performance of business along with productivity of company.
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Performance appraisal system and communication
The research of Greasley and et.al. (2005) has addressed that an efficient performance
management system is played important role for attainment of business objectives. This is
because an appropriate performance management system determiners the basis through which
the performance and outcomes of employees are measured as per the job roles and requirement
of different tasks. By using fair or clear performance evaluation approach, the management is
able to win trust of employees on the performance assessment procedures which is high
correlated with motivation level of employees (Afiouni, 2013). As per the views of Thomas
(2010) it is stated that application of fair and effective performance evaluation approach is also
acting as a tool of staff motivation. It influences workers for application all skills and knowledge
in various business operations and job tasks. For example: By using appropriate performance
appraisal tools such as 360 degree evaluation or balance score card, management is able to
provide proper information to employees about their performance in determination of incentives
for employees. It leads positive impact on behaviour and attitude of employees. The
investigation of Bakker and Schaufeli (2008) has defined that development of efficient
communication system between top managers and employees through which top managers and
staff of organization will be able to establish direct communication with each other. This
approach helps workers to share their work related and other issues along with suggestions on
various business decisions with top management. This thing increases involvement of workers in
various business operations and managers get innovative and creative ideas from staff that plays
important role to boost up the morale of employees (Marrelli, 2010). This is because employees
are able to resolve all issues and problems with an appropriate manner that increases
involvement of workers in different organizational activities.
Training and development schemes and equal opportunities
The investigation of Herzberg, Mausner and Snyderman (2011) has found that efficient
training and skills development schemes have played vital role in order to influence skills,
knowledge and ability of workers in positive manner. This approach also provides new
opportunities to employees regarding career growth in other organization along with
improvement in their efficiency. For example: If management selects employees for on the job
and off the job training with out any discrimination then workers create positive image of
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company in their perception which is considered as most effective approach to boost up morale
of staff. Otherwise, improper skill development policies lead dissatisfaction among workers. By
arranging different activities associated with skills development and education, business entity
encourages employees for attainment of business objectives with the improved skills and
learning (Beck, 2003). Therefore, it can be stated that efficient performance measures along with
new opportunities of skills development has been found great tools to influence the morale and
motivation level of workers. In addition to that the research of Macey and Schneider (2008) has
addressed that equal opportunities for growth within in retail organization has been examined as
a most effective tool that influences morale of employees along with their productivity towards
different goals and activities. By providing equal opportunities for growth, company can win
trust of staff member on various business plans and practices that encourages staff members to
give best efforts in handling to various tasks through they can create their unique image in front
of top managers.
2.5 Evaluating the link between employee motivation and productivity of an organization
As per the views Altman (2009) it is stated that employ motivation and productivity or
efficiency of retail firm both are interrelated concepts. In the context of present business
operations, every business entity tires to increase motivation level of workers in order to
influence overall productivity of company. In the field of retail industry, highly motivated
workers have used all skills and knowledge to attract workers towards the products and services
of particular organization (Hennessey and Amabile, 2005). Author further argued that employees
who are having high motivation level are actively participating in different business operations
and decision of organization by providing suggestion, feedback and innovative ideas (Greasley
and et.al., 2005). These factors lead positive impact on the overall efficiency of workers along
with productivity and profitability business entity.
The study of Rynes and et.al., (2004) has found that the application of monetary and non-
financial rewards as per the performance helps organization to motivate employees for
attainment performance and other target to get qualify for extra benefits. This approach
influences individual performance along with overall productivity of workers. Author further
argued that extra commission for achievement of sales targets in the context of retail industry is
considered as great tool to increase sales of company by improving individual productivity of
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staff members such as sales executives (Barr, 2015). For example: Incentives on extra sales have
been found one of the most common and effective tool to increase sales and profit of company
which is having direct impact on overall performance of company. The research of Long (2012)
has addressed that training and development activities influence skills, knowledge and
understanding of different latest practices for handling various job tasks with an appropriate
manner. This approach also leads positive impact on morale of workers due to they also get
opportunities for career growth for attainment career objectives. Therefore, workers make efforts
to increase their efficiency as per the requirement of different task (Bessant, 2011). In addition to
that improvement in individual productivity of workers is perfectly correlated with overall
performance of business entity as per the corporate goals of the company. The investigation of
Alsos, Ljunggren and Pettersen (2013) have derived that by increasing the involvement of staff
members in business decision making, management is not only influencing motivation level of
workers but also assessing wide range of innovative ideas and suggestion from workers on
various business issues and organizational gaols. On the basis of these ideas and feedback, the
management of organization is able to reschedule management practices and business goals
along with the support of employees through top authorities of company influences business
performance in the from of sales, profit and customer satisfaction with a positive manner (Peña,
2012).
Erikson and Gjellan (2008) have stated that application of monetary and non-monetary
rewards along with use of fair business practices for dealing with staff member have been
considered as a most important element of employee motivation. This tactic is identified as most
effective tool for building up the positive perception about firm in the mind of staff member
(Wilkes, Yip and Simmons, 2011). This thing enhances overall efficiency and capabilities of
company by assessing active participation of workers in various business operations and
management practices as per long and short term goals. All these elements lead positive impact
on productivity of firm. As per the views of Biggs and Swailes (2006) it is stated that by
boosting the morale of workforce, top administration of firm is able to assess support of workers
in implementation of new strategies and organizational policies. This technique has been found
very effective for managing the business as per the current market trends that lead positive
impact on productivity of company.
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2.6 Conclusion
On the basis of above literature review, it can be concluded that employee motivation is
having direct impact on the productivity of business. In this context, it has addressed that
management of an organization has to consider efficient working conditions, rewards, job
security and various other factors while making different business strategies associated with staff
motivation. This assessment has assessed that high motivated employees help organization in
implementation of changes, restructuring of business operations, etc. that increase overall
productivity of company. This study has identified that fair business practices for handling of
employees are playing most important role to influence individual efficiency of workers.
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CHAPTER 3: RESEARCH METHODOLOGY
Research methodology is defined as most important section of investigation. This is
because the success of a research is mainly associated with the efficiency and effectiveness of
research outcomes and findings. The validity and reliability of research outcomes is perfectly
correlated with different tools that have been applied by investigator as per the nature of
investigation (Beiske, 2013). As per the objectives of investigation, researcher examines various
philosophies and approaches to generate feasible outcomes. It is research framework in which
researcher evaluates effectiveness of different aspects of study are applied in the context of
present research work. The present research is carried out to analysis the role of employee
motivation on overall productivity of business entity. As per the nature of investigation, different
tools of research are applied below:
3.1 Research type
Research type determines the basic criteria that assists researcher in selection of various
tools for investigation as per requirement of investigation. An investigation is carried out either
by using qualitative or quantitative method. The qualitative study is applied to examine wide
range of theoretical information and the data which have been acquired from primary sources
(Ireland, Webb and Coombs, 2005). On the other hand, if researcher is tried to examine different
facts such as sales data and different kinds of financial information then investigator have to
manage different operations of investigations as per the norms of quantitative research. The
present research work is scheduled to assess the role of motivation for influencing the
productivity of business entity that reflects the qualitative nature of investigation so as researcher
has maintained whole research by considering the different standard of qualitative method of
research.
In the context of present investigation, qualitative research method is found very effective
for assessment of different ideas, theories, experience along with values based on different
aspects of employees motivation (Burke, 2007). This approach has been considered as most
effective tool for collection of wide range of information through which researcher is able to
draw an appropriate conclusion. But, quantitative research method is not appropriate as per the
nature of present investigation. This is because this approach is applied for measuring variables
and verifying existing theories or hypotheses or questioning them. Data is often used to generate

new hypotheses based on the results of data collected about different variables. Therefore,
quantitative method is not appropriate for present investigation.
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3.2 Research design
For handling of various operations of present study, investigator has selected descriptive
research design. As per the nature of investigation, descriptive research is more reliable as
compared to exploratory research design. The descriptive research has played important role in
collection of primary data. This design offers in-depth understanding about employee motivation
and their impact on overall organizational efficiency (Goddard and Melville, 2007). But, this
research design has some negative aspects in the from of confidentiality of information that leads
negative impact on outcomes of investigation. Apart from that some assumptions are also made
by researcher for handling of various tasks. Error in collection of data hamper the appropriate of
outcomes of study. On other hand, exploratory research design has found very useful when
investigator wants to increase understanding of subject matter by applying different approaches
of concept testing and using flexibility of data sources (Brace, 2006). Apart from that exploratory
research design is not appropriate in evaluation of qualitative data related to motivation level of
employees and business performance.
3.3 Research philosophy
There are two kinds of research philosophies such as interpretivism and positivism are
available for handling various tasks. Interpretivism philosophy has found most appropriate tool
for current investigation to analyse several factors related to employee motivation and their
impact on organizational efficiency. This is because data acquired through this approach has
termed as trustworthy and appropriate as per the nature of present investigation (Research
Philosophies – Importance and Relevance, 2009). his approach perceives reality as
intersubjectively that are based on meanings and understandings on social and experiential
levels. The main disadvantage of this philosophy is subjective nature of the study and
information that has been collected from different sources can be influenced by personal view
point. In contrary, positivism philosophy provides significant results in the context of
quantitative research. This is because a well-defined structure is followed by individual during
whole study as per the certain variables (Grafton, Lillis and Mahama, 2011). In context of
present study, researcher is tired to assess different factors associated with staff motivation and
their effect on organization that is feasible in positivism philosophy. Inflexibility of positivism is
limited the outcomes of study.
3

3.4 Research approach
There are two type of research approaches available such as inductive or deductive. As
per the nature of study, deductive research approach is considered as a most feasible approach.
This is because the deductive approach has been termed most effective tools for carrying out
systematic investigation on certain laws and principles as per the assumption associated with
employee motivation and their impact on overall efficiency of John Lewis partnership (Franklin,
2012). In the context of present investigation, this approach has some certain characteristics that
make this approach more effective in the context of present investigation such as simple,
powerful, exact and indispensable etc. But, deductive approach contains some negative elements
that hampers effectiveness of information such as unrealistic assumptions, incorrect verification,
static method, etc.
On the other hand, inductive approach has some positive elements that leads positive
impact on whole investigation that includes realistic in the context of present investigation,
assessment of statistics, dynamic and based on historic data (Corbetta and et.al., 2008). This
approach is having negative factors that influence different outcomes of investigation negatively
such as misinterpretation of data, uncertain conclusion, high costing, difficult to prove
hypothesis etc. All these factors are acting as barriers while handling various operations of
investigation. Therefore, deductive approach has been found most suitable tool for assessment
and evaluation wide range of data based employee motivation.
3.5 Data collection
A researcher considers several sources for collection of wide range of information. In the
context of present research work, researcher is tired to evaluate different aspect staff motivation
with in retail organization and their impact on performance of company. Therefore Researcher
has considered both primary and secondary sources of information to draw appropriate
conclusion with reference to research gaols (Chapman and McNeill, 2004). In the collection of
the primary data, investigator can use questionnaire, interviews and observation to assess
responses of different individuals. As per the nature of study, researcher has considered
questionnaire for assessment of primary data which is termed as most important tool of first-hand
information. This tool helps investigator for examining the perception of manager of John Lewis
4

partnership. But, there are some negative aspects identified such as high survey cost, improper
collection of data etc. All these elements have direct impact on validity of data.
On the other hand, a range of books, journals and online articles have been termed as
most appropriate tools or sources for collection secondary data. By assessing views of different
authors and outcomes of past studies, investigator is able to draw an appropriate conclusion as
per the goals of study (Ihantola and Kihn, 2011). This process has helped researcher for
examining of various theories of staff motivation along with personal traits through which
investigator is able determine appropriate findings as per the predetermined targets of
investigation. But, there are negative elements identified that influence data collection process
from secondary sources adversely. It includes high costing, time consuming etc (Bryman, 2008).
As per the positive aspects of both sources, investigator has selected both tools through which
investigator has an opportunity to enhance effectiveness of research outcomes.
3.6 Sampling technique
Probabilistic and non-probabilistic sampling approaches are available for research
through which researcher selects best sample for collection of primary data. In the context of
present study, Non-probabilistic sampling approach is selected by researcher for selection an
appropriate sample. This approach has found very effective for the present study
(Krishnaswamy, Sivakumar and Mathirajan, 2009). This is because researcher has focused on the
particular group of individual such as managers of John Lewis partnership. By paying extra
attention on particular group, investigator improves effectiveness and reliability of outcomes of
study. But, there are some negative elements are identified of this sampling approach such as
limited information and discrimination in selection of respondents. In the contrary, probabilistic
sampling has played important role when researcher wants to carry out random selection of
participants from big population. It saves the time and cost of research. But, consideration of
non-probabilistic for selection of an appropriate sample to assess responses on the topic of
assessment of role employee motivation on business productivity is not feasible due to researcher
is not able to focus on particular group of individuals (Whiteley and Whiteley, 2006). As per the
requirement of primary research, researcher takes responses from managers of John Lewis
partnership. A sample size of 12 managers is appropriate for present investigation.
5

3.7 Data analysis
As per the nature of investigation, researcher applies different approaches for evaluation
of primary and secondary data such as qualitative analysis and quantitative analysis. In the
present research work, Thematic analysis is applied by researcher to examine the data as per the
qualitative nature of study (Beiske, 2013). This tool helps researcher in evaluation of responses
of primary researcher in the contest of employee motivation with the help of graphs, pie chart
etc. It is very effective method which is applied for analysis of primary data. It is very time
consuming and require data support. On the other hand, application of quantitative analysis is not
appropriate in the context of present investigation (Creswell, 2013). This is because researcher
uses wide range of statistical data and applies spreadsheet and other tools for evaluation of
figures. This approach is not effective in evaluation of human behaviour as per the aim of present
investigation. A small error in statistic assessment process hampers the findings and outcomes of
research.
3.8 Validity and reliability of data
The validity and reliability of data has found most important element of study. This is
because it creates direct impact on feasibility of research outcomes in the context of aim and
objectives of study. In the context of present research work, researcher has selected wide range
of innovative strategies for ensuring validity of data. In this regard, first of all researcher has
considered valid sources of information as per nature of investigation(Evaluating Information:
Validity, Reliability, Accuracy, Triangulation, 2007). Furthermore, data evaluation is carried out
by using different computer tools and software that have reduced the chances of errors .
Application of proper security measures is termed as most important factor that helps researcher
in order to avoid misuse of information.
3.9 Ethical consideration
The present research is focusing to assess the impact on employee motivation on overall
efficiency of business entity. It reflects the qualitative nature of investigation therefore researcher
has taken view of managers of John Lewis partnership. As per the norms of ethical research,
investigator has maintained confidentiality of primary data along with personal information of
managers (Ireland, Webb and Coombs, 2005). Researcher has applied fair tactics for collection
of primary data in which researcher has developed appropriate strategies to avoid any kind of
6

discrimination. In collection of secondary data, investigator has considered fair resources.
Furthermore, researcher has ensured the safety of data by using high-tech tools and software.
3.10 Limitation of research
In the present research work, investigator has faced some issues that has limited the
outcomes of study. These issues are explained below:
 The qualitative nature of investigation has created issues for maintaining the
confidentiality of data that have acquired from different sources.
 Investigator has focused on views of manager that has limited the appropriateness of
information in the context of present study (Goddard and Melville, 2007).
 In collection of secondary data, investigator has faced several issues such as delays in
assessment of reliable information that have created direct impact on schedule of
investigation.
7

CHAPTER 4: DATA ANALYSIS AND FINDINGS
4.1 Introduction
It has addressed as a most important section of research. In this portion, research
examines the information and data that has been collected through primary sources with the help
of questionnaire. As per the nature of current study, By using the thematic analysis, researcher
has created various with reference to the questions that have been asked in questionnaire to
managers of John Lewis partnership about influence of employee motivation on productivity of
retail organization. Therefore, thematic analysis has found very effective and appropriate tools in
order to evaluate the views of managers in the context of employee motivation and their impact
on business performance. With the help of this section of research work, researcher is able to
interpreted results by considering the views of managers. By applying thematic analysis, research
uses different tables and diagrams to present views of employees as per the questions in this
section. Furthermore, a detail discussion is carried out about outcomes of investigation.
4.2 Results and analysis
Theme 1: Age Group
Age Frequency Percentage
21 - 25 years 1 8.00%
26 - 30 years 5 42.00%
31 - 35 years 4 33.00%
Above 35 years 2 17.00%
8
21 - 25 years 26 - 30 years 31 - 35 years Above 35 years
0
1
2
3
4
5
6
Age
Column B

Interpretation: As per the above mentioned diagram, researcher has tried to indicate personal
traits of manager in the from of age group that influences behavior and views of managers who
are working at different job position in John Lewis partnership. In this regard, it has been
addressed that maximum 5 out 12 managers were associated with the age group of 26-30 years.
After that 4 out 12 participants were having age between 31- 35 years and only 2 respondents
were having age above 35 years. Therefore, it has been addressed that the management of John
Lewis partnership have appointed young and dynamic workforce for different job position
associated with managerial and supervisory positions. This approach has played important role to
influence morale of employees (Bessant, 2011). This is because young age supervisors and
manager have found appropriate success in establishment of friendly relationship with other staff
member which is termed as most important element of organizational success. In addition to that
it can be stated that young age managers are able to provide wide range of innovative ideas to top
management as per the views of other staff that play important role to influence motivation level
of employees along with productivity of business entity.
Theme 2: Highly motivated workforce is a key of organizational success
Do you think high
motivated workforce is
a key of organizational
success? Frequency Percentage
Yes 9 75.00%
No 3 25.00%
9
75%
25%
Do you think high motivated workforce is a key of
organizational success
Yes
No

Interpretation: The above pie chart is showing responses of managers about role of highly
motivated workforce on organizational success. In this context, 75% of managers have accepted
that the success of business entity is greatly influenced by motivation level of employees.
Therefore, it can be stated that employees with high morale always try to do new things and
apply creativity and all personal and professional skills as per the job requirement that have
direct impact on performance of organization along with individual productivity of staff member
in the form of attainment of sales target, application of unique customer handling tools etc.
In addition to that outcomes from primary sources are also matched with the views of
Thomas (2010) in which author has determined that employ motivation and productivity or
efficiency of retail firm both are interrelated concepts. Therefore, every business entity applies
various strategies to increase motivation level of workers in order to influence overall
productivity of company as per the requirement of contemporary business environment (Bakker
and Schaufeli, 2008). In the field of retail industry, highly motivated workers have used all skills
and knowledge to attract workers towards the products and services of particular organization.
Theme 3: Most important factor that motivates employees within John Lewis partnership
What is the most
important factor that
motivates employees
within John Lewis
partnership? Frequency Percentage
Appreciation 3 25.00%
Financial rewards 4 33.00%
Increase in
responsibilities 3 25.00%
Fair business practices 2 17.00%
10

Interpretation: The above diagram identifies most important elements which are played
important role to enhance motivation within particular business organization. In this context,
maximum 4 out 12 managers of John Lewis partnership have selected financial rewards as a
most important motivator that boost up the morale of staff member. In addition to that
appreciation as a most important motivator has been selected by 3 managers. Furthermore,
remaining of 3 participants have considered that an organization influences morale of employees
towards the objectives of retail firm. Fair business practices have been termed as an effective
motivator element by 2 managers. In the context, the study of Bessant (2011) has identified the
appreciation and recognition as most important element of staff motivation. Furthermore, author
has determined the appreciation as a deepest desire in nature. In this regard, author has argued
that if managers apply fair policies in determination of wages, incentives and other benefits for
workers then employees manages different job operations and tasks with positive attitude
(Erikson and Gjellan, 2008). Therefore, it can be stated the appreciation, appropriate rewards and
fair business have created direct impact on motivation level of staff so as finding of primary and
secondary data are showing similar outcomes.
Theme 4: What obstacles stop employees performing to best effect
What obstacles stop
employees performing
Frequency Percentage
11
Appreciation
Financial rewards
Increase in responsibilities
Fair business practices
0 0.5 1 1.5 2 2.5 3 3.5 4
What is the most important factor that motivates
employees within John Lewis partnership
Column B

to best effect?
Lack of appropriate
recognition 2 17.00%
Few opportunities to
grow 5 42.00%
Inappropriate skill
advancement facilitates 4 33.00%
Lack of proper
supervision 1 8.00%
Interpretation: By considering the responses of managers provided in above diagram, it has
found that workers are facing several issues in retail firm that lead negative impact on their
performance. In this context, out of 12 managers of John Lewis partnership 5 said that
organization element like few opportunities to grow is acting as most important obstacle which is
influencing performance of staff manager in negative manner. 4 managers have considered
inappropriate skills advancement facilities such as training and development and remaining of 2
participants have selected lack of appropriate recognition as major barriers which are having
negative impact on staff performance. Only 1 manager has said that proper supervision is also
essential to boost up morale of staff members.
12
Lack of appropriate recognition
Few opportunities to grow
Inappropriate skill advancement facilitates
Lack of proper supervision
0 1 2 3 4 5 6
What obstacles stop employees performing to best
effect
Column B

These findings are also showing similar results to secondary analysis in which the
investigation of Herzberg, Mausner and Snyderman (2011) has addressed that efficient training
and skills development schemes have played vital role in order to influence skills, knowledge
and ability of workers in positive manner. This approach also provides new opportunities to
employees regarding career growth in other organization along with improvement in their
efficiency (Wilkes, Yip and Simmons, 2011). They and their study further found that equal
opportunities for growth within in retail organization has identified as a most effective tool that
influences morale of employees along with their productivity towards different goals and
activities.
Theme 5: Highly motivated workforce leads positive impact on performance of John Lewis
partnership
Do you agree that
highly motivated
workforce leads
positive impact on
performance of John
Lewis partnership? Frequency Percentage
Strongly agree 2 17.00%
Agree 5 42.00%
Neutral 3 25.00%
Disagree 1 8.00%
Strongly Disagree 1 8.00%
13

Interpretation: By considering above pie chart, it has found that out of 12 manager 2 strongly
have agreed that highly motivated workforce is greatly influencing the performance of John
Lewis partnership. 5 managers have agreed with the fact that performance of retail organization
is perfectly correlated with individual performance of workers. In this regard, 3 participants have
not provided any response in this context. Out of 12 respondents 2 managers have disagreed with
the fact. Therefore, it can be stated that motivation of staff member and productivity of retail
organization both are interrelated concepts. By influencing individual productivity and
satisfaction level of employees, management of John Lewis partnership is able to increase
overall business performance.
Further, findings of secondary study has also shown same where the study of Alsos,
Ljunggren and Pettersen (2013) have examined that that by increasing the involvement of staff
members in business decision making, management is not only influencing motivation level of
workers but also assessing wide range of innovative ideas and suggestion from workers on
various business issues and organizational gaols. It assists organization is able to restructure
management practices, policies along with business goals along with the support of employees
through top authorities of company influences business performance in the from of sales, profit
and customer satisfaction with a positive manner (Afiouni, 2013).
14
17%
42%
25%
8%
8%
Do you agree that highly motivated workforce leads positive
impact on performance of John Lewis partnership
Strongly agree
Agree
Neutral
Disagree
Strongly Disagree

Theme 6: John Lewis partnership can improve productivity and boost up the morale of
employees
How John Lewis
partnership can
improve productivity
and boost up the morale
of employees? Frequency Percentage
Providing efficient
working conditions 2 17.00%
Linking rewards with
productivity 4 33.00%
Using ethical practices
in staff management 2 17.00%
Involving employees in
decision making
process 4 33.00%
Interpretation: As per the above chart, researcher has addressed effectiveness of different
management policies and strategies that influence morale of employee. In this regard, out 12
managers 4 has selected the option of linking rewards (Monetary and non-monetary) with
15
Providing efficient working conditions
Linking rewards with productivity
Using ethical practices in staff management
Involving employees in decision making process
0 1 2 3 4
How John Lewis partnership can improve productivity
and boost up the morale of employees
Column B

productivity in which management linked up individuals target such as sales targets with rewards
that have direct impact in individual motivation level and performance. In addition to that 4
participants have selected the involvement of in decision making process as an important
motivator. Out 12 managers 2-2 have preferred the options respectively ethical business
operations along with efficient working conditions. On the basis of this assessment, it has
evaluated that management of retail requires to consider several elements for influencing the
motivation level.
On the other hand, the analysis of secondary data have provided similar results. In this
context Greasley and et.al. (2005) has evaluated that employees who are having high motivation
level are actively participating in different business operations and decision of organization by
providing suggestion, feedback and innovative idea. These factors lead positive impact on the
overall efficiency of workers along with productivity and profitability business entity (Alsos,
Ljunggren and Pettersen, 2013). In addition to that by using fair or clear performance evaluation
approach, the management is able to win trust of employees on the performance assessment
procedures which is high correlated with motivation level of employees
Theme 7: Employee goals and company goals aligned
Are employee goals
and company goals
aligned? Frequency Percentage
Yes 7 58.00%
No 5 42.00%
16

Interpretation: When managers were asked about the allegation of employee's individual goals
with business objectives within John Lewis partnership then 58% of managers have accepted that
business entity has created appropriate strategies for establishment of link between individual
goals of staff member along with corporate objectives of retail firm. In this context, 42% of
participants have said that that management of John Lewis partnership has failed to establish
prefect relationship with individual goals along with long term and short goals of business entity.
Therefore, it can be stated that business strategy of John Lewis partnership regarding linking of
employee's objectives with corporate targets is not excellent so as that management has to apply
several improvement in organization's policies that would increase involvement of staff member
in decision making process that have direct impact on motivation level of workers.
Further, outcome of secondary research have addressed similar trends where Biggs and
Swailes (2006) stated by linking business goals along with individual objectives of workers,
retail business entity is able to encourage workers towards the corporate objectives such as
change management, increase market share, increase satisfaction level of consumers.
Theme 8: Efficient working condition for employees influences employee motivation level
Do you think that,
efficient working
condition for
employees influences
employee motivation
level? Frequency Percentage
17
58%
42%
Are employee goals and company goals
aligned
Yes
No

Strongly agree 3 25.00%
Agree 6 50.00%
Neutral 2 17.00%
Disagree 1 8.00%
Strongly Disagree 0 0.00%
Interpretation: The above chart is indicating perception of different managers about importance
of efficient working condition to influence motivation level of staff managers. In this regard,
maximum 6 out 12 managers have agreed about the fact that efficient working conditions
provide an opportunity of employees to explore individuals skills and knowledge in handling of
various tasks and job responsibilities. Out of 12 participants 3 managers have strongly agreed
about the fact of appropriate working environment leads positive impact on motivation level of
staff members. Apart from that 2 managers have not provided any response and remaining 1
participant has provided his response in a negative manner. Therefore, it can be stated that by
developing an appropriate work environment, management of retail firm is able to influence
morale of staff members.
In this context, secondary research has shown similar outcomes in which the study of
Alsos, Ljunggren and Pettersen (2013) has evaluated that good working conditions are termed as
18
Strongly agree Agree Neutral Disagree Strongly Disagree
0
1
2
3
4
5
6
7
Do you think that, efficient working condition for
employees influences employee motivation level
Column B

most significant factors of staff motivation. Therefore, management of business entity has to
develop a creative working environment that must be safe, clean and hygienic that encourages
workers to preform different task within best possible manner. Author further argued that
employee can feel more attached with work place when organization permits them to personalize
their workplace with the help of some pictures and other things (Biggs and Swailes, 2006). All
these element have positive impact on individual outcomes
Theme 9: Employee motivation influence productivity of John Lewis partnership
How does employee
motivation influence
productivity of John Lewis
partnership? Frequency Percentage
Reducing turnover of staff 2 17.00%
Increase in involvement of
employees in business
planning process 3 25.00%
Increase in sales of
company 4 33.00%
Active participation in
change management
process 3 25.00%
19
Reducing turnover of staff
Increase in involvement of employees in business planning process
Increase in sales of company
Active participation in change management process
0 1 2 3 4 5
How does employee motivation influence productivity
of John Lewis partnership
Column B

Interpretation: With reference to above chart, researcher has tried to disclose the impact on
employee motivation on the productivity and efficiency of John Lewis partnership. In this, it has
addressed that out of 12 managers 3 have considered the active participation of employees in
change management process as a most important outcomes of highly motivated workforce. In
addition to that maximum 6 managers selected the option of increase in sales in questionnaire as
an impact of high motivation among workers. 3 participants have preferred increase in
involvement of staff members in business planning process as a most important benefit of high
level morale. Remaining 2 manager has found reduction in turnover of staff within retail firm
due to high satisfaction level.
Further, findings of secondary study has also shown same where different authors have
addressed that by boosting the morale of workforce, top administration of firm is able to assess
support of workers in implementation of new strategies and organizational policies (Biggs and
Swailes, 2006). This technique has been found very effective for managing the business as per
the current market trends that lead positive impact on productivity of company. Further, it has
evaluated that the application of monetary and non-financial rewards as per the performance
helps organization to motivate employees for attainment performance and other target to get
qualify for extra benefits. This approach influences individual performance along with overall
productivity of workers such as increase in sales.
4.3 Conclusion
On the basis of above analysis, it can be concluded that an organization has to consider
several factors such as financial and non-financial rewards, efficient work environment,
participation in decision making process etc. that influence motivation of staff within retail
sector. This assessment has found that by improving individual productivity of workers, top
management is able to improve overall efficiency of firm.
20

CHAPTER 5: CONCLUSION AND RECOMMENDATION
5.1 Conclusion
The growth of an organization is mainly influenced by efficiency of workers in particular
who are managing different job operation. Henceforth, employee motivation has been found as a
most important element that has direct impact on their efficiency along with the productivity of
company. In this context, present study is tired to assess the influence of employee motivation on
organizational productivity with reference to management practices of John Lewis partnership.
For carrying out the investigation with an appropriate manner, various objectives are
developed which were attained in an effective manner. The first objective was to identify
different factors affecting the employee motivation in retail organization which was achieved. In
this context, this investigation was found that morale of employees with in business entity is
influenced by both factors such as internisic motivation and external factors. External factors
include appreciation, rewards and prize, efficient working conditions and fair business practices.
All these factors are having significant impact on satisfaction of consumers along with their
involvement in different business operation of retail organization. These respondents have also
been supported by views and findings of various authors and researcher. As per the arguments
of different authors, it can be computed that appreciation from top manager has played important
role to boost up morale of staff member within John Lewis partnership. Further assessment of
secondary data has increased understanding of role of rewards and fair business practices on
performance of an employee within retail industry. Henceforth, it can be stated that findings
from primary data are matched with outcomes of secondary data evaluation. Therefore,
consideration of personal traits and work related factors in strategic planning process has been
played important role to influence morale workers.
The second objective of present research was to identify the different tools employed by a
retail organization for enhancing the motivation level of its workforce which was attained. In this
context, efficient working conditions, linking rewards with performance, increase in
responsibilities of workers, equal opportunities to growth etc. have been identified most
important factors which are used by retail firm for influencing the motivation level of workers.
Furthermore, it has found that highly motivated workforce is the most important element of
success and growth of business entity in retail sector. In addition to that manager of John Lewis
21

partnership has determined that involvement of staff in decision making process has played
important role to encourage staff member towards corporate goals. The results of primary
investigation is also backed by finding and research of various authors that have stated efficient
working environment, training and development facilities and equal opportunities to grow etc.
are influencing workers to apply all skills and knowledge in completion of various task and
responsibilities with a best manner. Therefore, it can be stated that results of primary
investigation have matched with finding of theoretical analysis. Henceforth, employees with
positive motivation lead positive impact on overall efficiency of retail firm.
Researcher has achieved an another objective of research which was to evaluate the link
between employee motivation and productivity of John Lewis partnership. In this regard,
managers of John Lewis partnership have explained that by boosting the morale of workers,
business entity is able to assess active participation of workers in various decisions along with
attainment of business targets in which employees give their best efforts as well as creative ideas
to improve performance of retail firm in highly competitive market. By influencing individual
performance and outcomes of staff members, retail firm like John Lewis partnership improves its
market share and profitability. Views and preference of managers have also been supported by
research outcomes and findings of different authors. As per the current research objective,
various author have found that employees with high morale are always tired to provide their
unique and creative ideas as per the requirement of different business decision and issues that
have positive impact on performance and productivity of company. Furthermore, active
participation of staff member in change management process has played to role to improve
performance and market position of business or retail organization as per the current market
trends. Henceforth, it can be computed that findings of primary investigation has matched with
the result of analysis of secondary data. It can be stated that employee motivation and business
performance both are correlated concepts.
5.2 Recommendation
On accomplishment of study, researcher has found that success of retail organization is
great depending on highly motivated workforce. As per the findings of investigation, some
recommendations are suggested to management of John Lewis partnership from which top
22

manager of retail organization will enhance motivation level along with business productivity.
The recommendations which are suggested by researcher explained below:
 First of all, it is recommended to management of John Lewis partnership that their retail
organization should carry out systematic research to assess distinct needs of employee
working at different job position within business entity. By assessing requirements of
workers, management will be able to assess motivating factors of different staff member.
On the basis of this information, organization can select different tools as per the
individual motivating factors to boost up the morale of staff members as per business
objectives.
 The administration of company should take regular feedbacks and views from employees
about the effectiveness of performance appraisal system through which management will
be able to remove deviations in performance evaluations system as per views of staff. It
develops positive perception among staff members about management decisions and
company will assess support of employees to improve business performance.
23

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APPENDIX
Questionnaire
1. Name-
2. Gender-
3. Occupation-
4. Age
 21 - 25 years
 26 - 30 years
 31 - 35 years
 Above 35 years
5. Do you think high motivated workforce is a key of organizational success?
 Yes
 No
6. What is the most important factor that motivates employees within John Lewis partnership?
 Appreciation
 Financial rewards
 Increase in responsibilities
 Fair business practices
7. What obstacles stop employees performing to best effect?
 Lack of appropriate recognition
 Few opportunities to grow
 Inappropriate skill advancement facilitates
 Lack of proper supervision
8. Do you agree that highly motivated workforce leads positive impact on performance of John
Lewis partnership?
 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly Disagree
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9. How John Lewis partnership can improve productivity and boost up the morale of employees?
 Providing efficient working conditions
 Linking rewards with productivity
 Using ethical practices in staff management
 Involving employees in decision making process
10. Are employee goals and company goals aligned?
 Yes
 No
11. Do you think that, efficient working condition for employees influences employee motivation
level?
 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly Disagree
12. How does employee motivation influence productivity of John Lewis partnership?
 Reducing turnover of staff
 Increase in involvement of employees in business planning process
 Increase in sales of company
 Active participation in change management process
13. Would you like provide any suggestion regarding improvement in staff management process
within John Lewis partnership
…........................................................................................................................................................
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