Employee Performance and Reward Strategies at M&S

This assignment examines employee performance and reward strategies employed by Marks & Spencer (M&S). It draws upon academic literature from sources like Shields et al. (2015) and Silverman (2016), alongside real-world examples provided in news articles from The Guardian and Retail Week, highlighting M&S's initiatives to enhance employee performance and engagement. The analysis also considers the impact of these strategies on M&S's overall success and challenges faced by the company in a competitive retail environment.

Running head: PROJECT DISSERTATION
The effect of motivation on employee performance
Name of the student
Name of the university
Author note

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Acknowledgement
By this research, I have experienced best possible learning of my life. By conducting this
research, I have learnt various concepts, models and theories. I first thank to the almighty
God. After that, I want to thank to my supervisor ______________ who is my friend,
philosopher and guide. I also thank my parents for being supportive and accommodative for
completing this research. I want to thank my friends for giving me the moral support while
conducting this research.

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Abstract
This is a research study, which depicts the effect of motivation on the performance of the
employees. Motivation is one of the key factors which can drive employees to provide better
performance and that are why modern managers are trying to find different ways of
motivating the employees. However, there is always a debate regarding the effect of
motivation on the performance of the employees. The quality of work force in an
organization is one of the key factors, which can provide competitive advantage to an
organization. This research paper deals with the case study on Marks & Spencer that analyzes
the effect of motivation on the workforce. Thematic analysis is the method, which is used, for
the analysis of the data and it is the secondary analysis of the journals and articles available
on the internet. There has been a constraint in time and it can be considered a big limitation
for the research. There is no comparative analysis with other companies in the market so the
scope of the research is quite narrow and is specific to the particular organization. However,
the motivational methods used by the organization are based on the various prevailing
theories, which have been validated with the help of this study. Thus, it can be determined
that employee motivation has a lot of significance on the performance of the employees in the
market.

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Table of content
Chapter 1....................................................................................................................................7
Introduction................................................................................................................................7
1.0. Introduction.....................................................................................................................7
1.1. Background of the study.....................................................................................................7
1.2. Aim of the Research..........................................................................................................11
1.3 Research objectives............................................................................................................11
1.4 Research Question..............................................................................................................11
Chapter 2..................................................................................................................................12
Literature review......................................................................................................................12
2.0 Literature review:...............................................................................................................12
2.1 Motivation..........................................................................................................................12
2.2 Related articles of employee performance:........................................................................16
2. 3 Maslow’s Hierarchy of needs............................................................................................19
2.4 Purpose of literature review...............................................................................................20
Chapter 3..................................................................................................................................22
Research methodology.............................................................................................................22
3.0 Research methodology.......................................................................................................22
3.1 Research Philosophy..........................................................................................................23
3.2 Research Approach............................................................................................................25
Clarification for the selection for the deductive approach.......................................................26
3.3 Data collection...................................................................................................................26
3.4 Data Analysis.....................................................................................................................29
3.5 Reliability and Validity......................................................................................................29
3.6 Ethical Consideration.........................................................................................................30

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Chapter 4..................................................................................................................................31
Findings and Analysis..............................................................................................................31
4.0 Finding and Analysis..........................................................................................................31
4.1 Evaluation of the impact of motivational strategies on employee performance................31
4.2 The significance of employee motivation on organizational performances......................35
Chapter 5..................................................................................................................................41
Conclusion................................................................................................................................41
5.0 Conclusion..........................................................................................................................41
5.1 Recommendation................................................................................................................42
Self-reflection...........................................................................................................................43
Reference..................................................................................................................................45

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List of figures
Figure 1......................................................................................................................................8
Figure 2......................................................................................................................................9
Figure 3: Research onion Model..............................................................................................23
Figure 4: Research Philosophy.................................................................................................24
Figure 5: Research Approach...................................................................................................26
Figure 6....................................................................................................................................35
Figure 7....................................................................................................................................36
Figure 8....................................................................................................................................37
Figure 9....................................................................................................................................38
Figure 10..................................................................................................................................39

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Chapter 1
Introduction
1.0. Introduction
This is a research, which depicts the effect of motivation on the performance of the
employees. Motivation is one of the key factors which can drive employees to provide better
performance and that are why modern managers are trying to find different ways of
motivating the employees. However, there is always a debate regarding the effect of
motivation on the performance of the employees. The quality of work force in an
organization is one of the key factors, which can provide competitive advantage to an
organization. This research paper deals with the case study on Marks & Spencer that analyzes
the effect of motivation on the workforce.
1.1. Background of the study
Workforce in one of the important asset of an organization and employee performance
is a factor, which will help an organization to improve the operation output, which in turn
will help in the increase of the net profit. Motivation is one of the important aspects that can
drive the employees to provide better output but there is no definitive proof that motivation
alone can influence the performance of the workforce (Cherian and Jacob 2013). However,
there are instances, which show that increasing the level of motivation is not the only factor
that can help in improvement of the employees, and both the variables taken in to
consideration cannot be taken as the equivalent. There are factors such as skill level of the
employee, tangible benefits and intangible benefits that affect the perception of the
employees toward motivation. These factors are discussed in detail in the chapter four of the

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study where the findings and the respective analysis identify the other factors and their
impact of the level of motivation of the employees. According to Suharto (2017), there are
instances where people are unable to perform even though they are highly motivated. The
skill level of the employees is also an important factor, which has to be taken in to
consideration. The research done by the author shows that the level of performance of the
employees becomes stagnant after a certain point of time and with further increase in the
level of motivation, the performance of the employees decreases. The tabulation of the
employee performance and motivation forms a bell shaped curve, which shows that the
employee performance becomes stagnant at some point and then starts decreasing. The
numbers of high performing employees in an organization are much less in number because
very few employees can reach that level of motivation so there is an distinction between the
top performers and the average performers in the organization. This is the very reason that
there is no level of impact on the performance of the employees due to to the motivational
factors.
Figure 1
(Source: Suharto 2017)

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Figure 2
(Source: Kuppuswamy et al. 2017)
There are lot of factors, which can be used to make improvements in the employee
motivation level, and managers in the modern era are trying to find news of motivating the
employees. The levels of performance of the employees are not increasing but the motivation
level is increasing. The author has suggested, people that are highly motivated are generally
scared of failure, which decreases the level of performance of the employees (Kuppuswamy
et al. 2017). There is certain amount of limitation to the performance of human and there are
other ways to make improvement of the performance of the employees. This research will try
to identify the extent motivation can be used to maximize the performance of the employees.
Figure shows the various factors that can be used to motivate the employees of the
organization. The above-mentioned factors can be used to improve the work force of the
organization. The sales of the products at Marks & Spencer are falling for the past few years
even though the company has made changes to the tradition supply chain of the organization
(Logan et al. 2017). The performances of the employees are a big concern for the

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organization as the company has lost a reasonable amount of consumers in the recent past.
Thus, research on this topic will help to identify the shortcomings of the organization in the
field of workforce environment. The analysis of the impact of motivation on the performance
of the employees will help Marks & Spencer to make changes in the policies in the
organization so that they can gain competitive advantage in the market (Marthouret and
Sigvardsson, 2016).
Various researches on the motivation of the employees brings forth theories which
can be divided into two different categories. Process theories and content theories are the two
categories mentioned above. The focus of the content theory is on the factors, which motivate
employees and various researchers such as McClelland, Maslow, and Herzberg has made
eminent contribution in this field of study (Shah and Beh 2016). The process theory focuses
on the occurrence of the motivation and researchers such as Vroom, Locke, Adam and
Latham made significant contribution to this theory (Kanfer, Frese and Johnson 2017).
However, a valid question has been posed by various researchers of the modern era that is it
possible to use outdated theories which has been formulated centuries back to improve the
quality of performance of the employees. Thus, various authors suggest that it is advisable for
managers to reconsider the old theories before applying it to the organization. However, there
are lot of authors who still feel that these theories are still applicable to the modern society
(Mekler et al. 2017). The two theories that have been mentioned are complementary to each
other and the differences in the theories will help to identify the exact strategies needed for
Marks & Spencer. There are some authors who feel leadership is the way to improve
motivation level of employees where as there are other writers who feel that recognition is a
way to improve the motivation level of the employees (Strauss, Parker and O'Shea, 2017).
Thus, it can be seen that there are lot of contradiction among various authors so in depth

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analysis has to be done to identify the impact and the strategies, which could be suitable for
Mark & Spencer.
1.2. Aim of the Research
The aim of the research to analyze the impact of motivation on the performance of the
employees in the company named Marks & Spencer. The study will determine how much
influence motivation has on employee performance and how the organization can utilize the
findings to make improvements in the policies of the organization.
1.3 Research objectives
 To evaluate the impact of motivational strategies on employee performance
 To critically analyze the significance of employee motivation on organizational
performances
 To recommend suitable employee motivation strategies for Marks & Spencer
1.4 Research Question
 What is the impact of motivational strategies on employee performance?
 What is the significance of motivation on employee performance?

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Chapter 2
Literature review
2.0 Literature review:
This study has two different variables; one is the motivation and the other one is the
employee performance. Both the variables are connected to the well being of the
organisation. Without the motivation factor the employee performance cannot be increased
and nor the employees will be interested in being a part of the organisation.
This study will discuss both the variables with the help of four relevant articles each on
motivation and employee performance to provide a clear view about effects of motivation on
employee performance.
The first four articles are on motivation and its theories:
2.1 Motivation
Reeve, J., 2014. Understanding motivation and emotion. John Wiley & Sons.
It is seen that through years that since the term motivation was invented, with the
changing time there has been various strategic use and many discovered insights about the
term and its ways of incorporation. This also introduces a discussion on how to motivate
others to increase their performance level along with highlighting the point that it intervenes
through many other sectors except workplace. Motivation is the way of inspiring someone to
do something, which will help the person to achieve the goals. From this particular paper, it is
known that motivation as a term and a method plays a vital role in the employee and
organisation relationship as it determines the behaviour of the employees. This inspires them
to work well by some factors like providing them job satisfaction, helping them achieve the

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goals, encouraging them for team work, providing them rewards and recognition and creating
enthusiasm among the employees regarding their work. It is also known that Motivation plays
an important role in the satisfaction level of the employees. According to the employees’
view, the ability of performing well always depends on the motivation and interest they have
in their work. Job satisfaction among the employees is partially related on the employment of
the organisation as well as that of the nation. Motivation will lead to the enhancement of the
employee’s performance and hence the organisation will reach its goal in an easier way.
Creativity cannot be injected in the organisation without the help of the employees. It is very
important for every organisation to plan, develop, rate, monitor and reward the employees.
Without planning on how the employees are needed to work the organisation will fail to
reach the desired goal. Every organisation needs a planning then the developing of the team
of employees then rating them according to their work and finally monitoring the work of the
employees. Hence, it can be said that it is the overall duty of the organisation to motivate
their employee and also need to arrange the award and recognition activity to motivate the
employees for their good performance. This paper also highlights the matter of
inconsistencies in motivation and the majorly found inconsistencies are in the employees and
that are sometimes a significant inconsistency, which is between the preference and the
behaviour and creates a difference in what the employees say and what they do, hence, there
is always a chance of low performance level.
Adams, N., Little, T.D. and Ryan, R.M., 2017. Self-Determination Theory. In Development
of Self-Determination Through the Life-Course (pp. 47-54). Springer Netherlands.
Self- determination theory is a very similar and relevant theory related to the topic.
practically emphasizes on the need of satisfaction for enhancing performance of the
employees. For the growth of the self-entity and satisfaction, the SDT theory plays a vital
role. The satisfaction and the professionalism are important factors that are only enhanced by

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the motivational concept. An employee can be personally satisfied with their work once they
get interested in their jobs. SDT theory states that it is better to find employees who are
already motivated and can perform their job well by leaving all the distraction aside rather
than motivating them to perform better because this will enhance the learning of the
employees more by themselves and not by any other third party. Still this theory is relevant
because it also believes that motivating the employees is necessary to increase the well-being
of the company. The SDT theory is based on three components, which are autonomy,
competence and relatedness. SDT theory states that without motivation the employees will
not be able to compete and perform better. They will just perform their job and they will
suffer from the loss of intrinsic motivation. Thus from the above it can be stated that the
employees need motivation to perform well and to maintain their standards of work.
Parijat, P. and Bagga, S., 2014. Victor Vroom’s expectancy theory of motivation–An
evaluation. International Research Journal of Business and Management (IRJBM), 7(9),
pp.1-8.
The other important and effective theories about motivation are the expectancy theory
and McGregor theory of motivation. The expectancy theory of motivation by Vroom states
that behaviour is the result of deliberate choices of the alternatives and the purpose of which
is to increase the amount of pleasure and reduce the amount of pain or suffering. The
expectancy theory that Vroom stated, has shown no interest in awards, the field this particular
theory highlights are the resources the employees have and its importance on the outcomes
and the outcomes that the employees. According to Vroom, the performances of the
employees are often dependant on the factors like their own talent, acquaintance and
experience. He said that effort, performance and motivation are linked together and this can
be described using variables Expectancy, Instrumentality and Valence. Expectancy is the
term that assures that when the efforts are increasing the performance of the employees will

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also increase and this is dependent on things like right resources, right skills, and necessary
support from the organisation. then comes the instrumentality, which is the term used to
define that if the employees are well performer then they will receive outcome. This is clearly
based on the relationship between the performance of the employees and the outcome they
get after the accomplishment. The other factors that determine the instrumentality are the
trust on the decision maker and transparency in the decision making body. Lastly, the valence
is the factor that an employee places over the expected result they get from the organisation.
If any employee is motivated by the amount of monetary incentive then that particular
employee will not accept extra time off.
Lawter, L., Kopelman, R.E. and Prottas, D.J., 2015. McGregor's theory X/Y and job
performance: A multilevel, multi-source analysis. Journal of Managerial Issues, 27(1-4),
p.84.
The McGregor theory of motivation is based on management and motivation. Douglas
McGregor presented two theories that are theory X and theory Y of motivation (Lawter,
Kopelman and Prottas 2015. The two theories contrasts each other and theory X points out
the importance of supervision and rewards among the employees and that of theory Y points
on the motivational factor as a practise for job satisfaction and this encourage the approach of
the employees to work without any supervision. Theory X states that employees are not so
much talented and skilled; this does not make them good enough to perform well. This
clearly states the actions of the employees need a supervision and record. The hard approach
of Theory X is dependent on the supervision and punishment factor. The soft approach of
theory X states that adapting a soft employee system will result in low output of the
employees. Theory Y believes that the employees are already motivated and they enjoy
working in the organisation and are not only influenced to work better due to the reward they
get from the organisation. Theory Y states that employees are effectively ready to undergo

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challenges and usher themselves to serve better performance. The employees intend to take
responsibility of their job as a whole and they do not always require any kind of supervision
but they only need motivation from time to time so that they can usher their performance
more and this theory Y practises a democratic leadership as the employees do not need
continuous supervision. The theory Y seems to be an optimal theory but it has many
drawbacks but it often leads to inconsistency in the performance of the employees. McGregor
theory of motivation affects the motivation of the employees and is broadly used to balance
the employees and their performance in the organisation. Although both the theories are
common still it is a future reflection of the change of the human behaviour. This theory helps
the management to evolve new method that will enhance the development of organisation.
The X and Y theory of management is similar to the Maslow’s hierarchy model of
motivation. Maslow’s model states that motivation is needed for the employees to reach
higher needs like social status, self-esteem. Maslow believes that through motivation the
employees can sense the feeling of achievement, realize their possible talents.
2.2 Related articles of employee performance:
Cherian, J. and Jacob, J., 2013. Impact of self efficacy on motivation and performance of
employees. International Journal of Business and Management, 8(14), p.80
The objectives of this article is to determine the role of motivation in the performance of
the employees. The methods adapted by other similar research are case study analysis,
quantitative method of research, through surveys, providing questionnaires related to
employee motivation and its importance. The methods used for research provides the exact
evaluation of the importance of motivation factor in the performance of the employees. The
research conducted on the selected topic are always to answer the question of how the
motivation and reward recognition factor affect on the employee performance and help it get

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better. The significance of the research was to analyse the importance of the motivation factor
for increasing the performance of the employees. The conducted study on this topic was all
about investigating the relationship between motivation and employee performance the other
methods used for the research was data analysis of the reliability statistics and through
descriptive statistics and interpretation. Both the variables motivation and employee
performance are correlated and hence the study conducted are relevant and has definite role.
This article states that it will give the employees extra motivation to perform well. The
performance of the employees is fully dependant on the ability and work setting of the
organisation as well as the motivation they get from the leaders.
Elnaga, A. and Imran, A., 2013. The effect of training on employee
performance. European Journal of Business and Management, 5(4), pp.137-147.
This article discusses that the employees who have already performed well fail to maintain
the consistency of their work and that is when they need training. The employee’s
performance often gets inconsistent often maybe due to the lack of confidence and thus the
work of both the employee and the organisation slows down. The inconsistency in employee
performance is also because the amounts of incentives the employees get are not the reason
that influences them to maintain their performance level. Even if when the amount is
matching the standards of the employees, still the employees lack in confidence. It is due to
the opinion, behaviour and objective gap that causes the inconsistencies in the employees and
this article highlights the importance of training of the employees to motivate them.
Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P.,
Johns, R., O'Leary, P., Robinson, J. and Plimmer, G., 2015. Managing Employee
Performance & Reward: Concepts, Practices, Strategies. Cambridge University Press.

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The article provides a brief idea about the effect of motivation factor works as a matter of
satisfaction among the employees related to their job. Lack of motivation impacts on the
performance of the employees and this creates a problem in the well-being of the company.
In any organisation the performance level is highly dependent on the employees and thus if
the employees lack motivation then there is a turnover of the organisation’s image and
reputation. To develop the efficiency in any organisation, the need of motivating the
employees is mandatory. The connection of the employees towards the organisation is highly
dependent on the organisation because if they fail to provide the employees with a proper and
cooperative work environment the employees will not be able to perform well. Developing
clear objectives about the aims of the company will provide the employees with better
performance. The motivation among the employees can also be practised by providing them
the opportunity to have a certain time within which they will be able to perform well. To
motivate the employee’s need of a friendly environment, cooperative seniors are mandatory.
The other factor that enhances the performance level of the employees is a platform where
they will be able to show their talent and perform well.
Bellé, N., 2013. Experimental evidence on the relationship between public service
motivation and job performance. Public Administration Review, 73(1), pp.143-153.
This article highlights many questions regarding the job performance and the role of
motivation. The questions regarding the importance of motivation in employee performance
are the effect of the participation of the employees in goal setting and its influence on the
performance of the employees. This article also highlights the individual differences between
the employees, which does have any relation to the effectiveness of goal setting of the
organisation, and lastly What kind of leadership will motivate the employees to provide
better performance. These questions highlighted by this article on employee performance
remains unanswered because every organisation has different set of goals and in those

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decisions, the employees are often not included. They are just assigned to their part of job and
these results to bad performance. Every employee has different point of view about the goal
setting of the organisation and if the employees are not well motivated to perform better they
lack in maintaining the effectiveness of the goals of the organisation.
2. 3 Maslow’s Hierarchy of needs
There are lot of theories that has been talked about in the context of motivation,
process theories and the content theories are the complementary theories and both the
theories take different approach. However, the critical analysis will not be completed without
the discussion of the content theory framed by Maslow. Modern managers face many
challenges and providing motivation to the employees is one of the most important aspects
(Cherry 2014). Motivation is a physiological process so the managers will have to understand
the psychology of the employees in the organization and this could prove to a effective way
of motivating the employees within the organization. According to the need theory, the
motivation factors of an individual are based on the needs that have not yet been fulfilled.
There are five basic needs that has been talked about the need theory of Abraham Maslow
and they are safety, social, physiological, self actualization and self esteem. Physiological
needs consist of the very basic human needs such food, air, shelter and clothing. Social needs
consist of the sense of belonging among the employees (Cao et al. 2013). A human cannot
survive alone in this world and they need other human beings to share their feelings so that
they do not feel isolated, alone and depressed. The managers will have to focus on teamwork,
which will increase interaction among the employees and in turn will help in fulfilling the
social needs. Safety needs of a person include all the aspect, which provide a sense of
security to the individual that may be financial security, social security and personal security.
Esteem needs consist of the need to boost an individual’s self-esteem and self-respect.

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Employees long for praise and recognition, which can boost the self-esteem of a person. The
last level of need that is described by Maslow is the Self-actualization needs in which a
person wants to reach full potential (Pinder 2014). This target can vary from person to person
depending upon the priorities of the individual.
This theory based on the needs of an individual fall sunder the content theory, which
only focuses on the factors needed for motivation. However, process theory provides a
different concept, which shows how the motivation occurs. The expectancy theory states that
the motivation of an individual is dependent on reward, appraisal and bonus (Hsu, Shinnar
and Powell 2014). This shows that personal goals of an individual are the factor, which will
drive motivation for the employees. The employees are calculative about their own
performance and they change their level of performance depending on the benefit they will
gain from the efforts they make. The expectation that high level of performance will help to
gain reward and recognition is the driving factor for the motivation of the employees.
The content theory shows the different factors that can be utilized for improvement in
motivation while process theory is able to identify the process of gaining motivation.
However, various researchers have suggested that these theories may not be effective in this
generation, as the workforce in the modern culture has changed significantly.
2.4 Purpose of literature review
Literature is not only provides the critical review on the employee motivation and
performance but also has helped to formulate the research question. The research question
will have to be on existing problems so that can it will provide some significant result. The
critical analysis has brought up new scope for analysis of factors on the modern workforce
culture. Moreover, it gives a scope to identify to new issues and agendas, which has not yet
been addressed by other researchers. The literature review will justify the work done in this

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paper by helping in providing insight on the work of various writers. There is contradiction
among various writers and there are lot of issues, which are still unresolved. This can be used
to identify a new important aspect that has never been identified before.

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Chapter 3
Research methodology
3.0 Research methodology
This chapter of the study successfully portrays the various approaches, research
methods and designs. The result of the research is dependent on the choice of methodology
for research and carries a lot of significance in the study. The identification of the research
method is important but the implementation and proper execution of the techniques have
equal importance. When the current study is concerned, the selection of the each of the
methods has been justified. The positives and the negatives associated with all the techniques
have also been discussed. According to Flick (2015), the methodology framework consist of
fixed set of assumptions in the model which are used to conduct the research. The most
appropriate and relevant objective of the research is the methodology and moreover, the
methodology should be as such that it can used to reproduce the methods and sue it in other
research studies of similar types.

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Figure 3: Research onion Model
(Source: Flick 2015)
3.1 Research Philosophy
Research philosophy consists of the nature, source and the development of the
knowledge. However, it may seem that the creation of knowledge is profound and intense but
there are mainly four different forms of philosophies that are used in the research. They are
positivism, interpretivism, post positivism and realism (Silverman 2016). Positivism is the
kind of philosophy, which is helps to reveal the hidden truth form the facts related to the
research context. It also helps to gain the factual knowledge and increase the scope for
observation. Interpretivism is used for the interpretation of the elements in the study and
integrates the interest of human. Pragmatism is the concept which only accepts the concept
when it is supported by the action. This methodology identifies different ways of interpreting
a theory and consists of multiple views. Realism is the methodology which is based on the
independence of the reality and is based on the scientific approaches in knowledge
development. The research methodology that has been used in this study is positivism.

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Figure 4: Research Philosophy
(Source: Silverman 2016)

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Rationalization for selecting positivism
Positivism is the philosophy of research that has been selected for this research paper
and this is because it helps to identify and extract the truth that is hidden. Moreover, it
improves the observation scope for the experiment and develops a scope that can be used for
descriptive study (Panneerselvam 2014). The development of the hypothesis for testing of the
variables and inclusion of the existing theories can be done with the help of the positivism
research philosophy.
3.2 Research Approach
In this research, the significance of the hypothesis is great as it helps to distinguish
between the inductive and deductive research. The validity of the various assumptions can be
tested by the deductive approaches and on the other hand, inductive approach is used to
formulate new generalizations and theories. The hypothesis is the beginning of the deductive
approach while the inductive approach is used for the implementation of the research
question (Mertens 2014). Therefore, for the current field of study the deductive approach is
the most appropriate one and that it has been selected.

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Figure 5: Research Approach
(Source: Mertens 2014)
Clarification for the selection for the deductive approach
The hypothesis that has been formulated for the research has to be rejected or
accepted to establish the existing theories and that is the main reason for adoption of the
deductive approach (Sekaran and Bougie 2016). The conclusion of the data can be drawn by
using the deductive approach and it helps to include the scientific approach. The formulation
of hypothesis is included in the study so inductive approach has been rejected.
3.3 Data collection
Secondary Data collection- The secondary analysis of the data will consist of the
thematic analysis and qualitative analysis of the data that has been collected from the
secondary sources. The research will analyze various journals and research papers based on

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impact of employee motivation on the performance of the employees in Marks & Spencer.
The thematic analysis will analyze the impact of employee in Marks & Spencer based on the
secondary sources available on the internet. There will be no primary data analysis and the
analysis will be based on the data available on the internet.
This is a study, which uses only one type of method for the analysis of the data. When
a study uses only one type of method for the analysis of the data it can known as mono
method (Sandelowski 2014). The data of the quantitative study is in the numerical form
where the quantitative analysis techniques are used to analyze the findings. However, in the
qualitative method the qualitative tools are used for analyzing the factors. When multiple
methods are used for the analysis of the study, the it can be considered as mixed method
simple (Edmonds and Kennedy 2016). This means that it will include both the quantitative
and the qualitative analysis of the data. However, when multiple method of similar type is
used for the study then it can be considered multi method (Punch and Oancea 2014). When
the multiple qualitative methods are used in the study then it can be defined as multi method
qualitative. When multiple quantitative methods are used for the analysis of the study, it can
be considered as multi method quantitative (Al Ariss, Cascio and Paauwe 2014). When
multiple qualitative and quantitative methods are used then it becomes a complex analysis
process. This complex analysis process can be considered mixed method complex. However,
it is not feasible to use mixed method complex in this study, as the research approach is
positivism and only one type of study will be suitable.
In experimental research, the research will manipulate one of the variables for the
study and rest of the variable for the experiment is randomized or controlled. The research
consists of one control group and the subjects in the study have been randomly assigned to
the variables among the researchers and the groups so the effect can be tested. The effects are
tested singularly, which means that at given point only one factor is validated and indentified.

27PROJECT DISSERTATION
The experimental research is also known as quasi experiment where the variables for the
research are manipulated for making observations of the various consequences (Mayoh and
Onwuegbuzie 2015). The experimental research is used for predicting various phenomenons
and to test the causality of the research. Survey is a procedure, which is used for the primary
collection of the data, and it is used in the quantitative analysis of the data. The sample size is
selected from the overall population to suit the needs of the experiment. A standardized
questionnaires is formulated which will consist of close ended questions to gather primary
data for the analysis of the data. The number of respondents will have to be decided and the
number of respondents will be selected depending upon the segment of the population that is
needed for the analysis of the data. However, there are some limitation which are attached to
the survey research method os other research method are used to fulfil that gap in the research
(Edmonds and Kennedy 2016).
Archival research consists of all the primary data that has been collected and held in
an archive. There can be various kinds of archival sources, which may include manuscript,
records, documents, sounds, objects and audiovisual materials. The analysis of these kinds of
data is considered to be the archival research. There are instances where relevant case studies
are used to provide comparisons with the present scenario. The case studies are used for
reference purposes and analysis of the secondary data. Ethnographic research method is
used in the qualitative analysis of the data and consists of variety of methods. The most
common type of ethnographic approach is the observation of the participants in the research
field (Al Ariss, Cascio and Paauwe 2014). It is a suitable method for analyzing the cultural
and the social aspect of the research topic. Action research is the analysis of the present
research method, which has been used for the improvement of the current method used for
the analysis of the study. This is a method which is more prevalent in the educational field
and used for identifying and analyzing the topic in the related to teaching, student behaviour

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and development of the curriculum. Action research can be of various types such as
collaborative action research, individual action research and school wide action action
research. Grounded theory falls under the inductive methodology and is a generalised
method for the systematic generation of new theories (Sandelowski 2014). This method of
research is used for developing new research method and qualitative analysis is the basis of
the analysis. This method is the reverse of the deductive method in which the companies and
the theories are formulated form the analysis of the secondary data. Narrative inquiry is the
qualitative method, which challenges the grounded theory. The focus on the study is the field
of the knowledge management and information management. This process includes the
collection and processing of data but has been criticized because it does not contain enough
to support it.
3.4 Data Analysis
The analysis of the data for the qualitative analysis has to be done by identifying the
common patterns in the interview answers. The conclusion from the prevailing studies will
have to be linked with the analysis of the data. The analysis of the data has been done by
linking it with the goals and objectives of the study (Brannen 2017). This study will only
consist of the thematic analysis of the data so the secondary from the company websites and
other reliable sources will be taken.
3.5 Reliability and Validity
When same instruments can be sued for multiple times to draw some conclusion for it
is known as Reliability. According to (Edmonds and Kennedy 2016), when there is high
degree of reliability in this study there will be some positive outcome in the study. During the
generation of the findings of the research if all the needs of the research methods are followed
then it is known as the validity of the research. (Hirschi and Selvin 2017) states that validity

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can be considered as the compulsory requirements for the execution of the research paper.
The appropriate measurement of the surveys and questionnaires related to the research can
also be considered as validity. The current study findings can be considered reliable, as it has
produced significant result for the research.
3.6 Ethical Consideration
When business and academic research is, concerned ethical ground can be considered
as one of the most significant aspect of the study. The data that has been used for the study
has been kept confidential to maintain the privacy of the research. The data have been taken
from the secondary data so it is made sure that the data is not taken from any patented
journal. However, even though the data has been taken from various journals nothing has
been plagiarised and consist of original analysis of the data.

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Chapter 4
Findings and Analysis
4.0 Finding and Analysis
This is a chapter which deals with the analysis of the secondary available from the
peer reviewed journals and other research papers. This research is based on a theme, which
will be used for the development of the key structure of the analysis part. The thematic
analysis will try to establish the existing theories that have been described in chapter 2 of the
study. However, there are certain limitations to this research because no primary analysis has
been done and all the data that has been provided is based on the secondary data from
company websites and other sources.
4.1 Evaluation of the impact of motivational strategies on employee performance
Marks & Spencer is one of the companies who is facing lot of challenges in the
market. The company is one of the leading retailers in the United Kingdom but has not been
able to generate the amount of revenue they should have. Sales of the food products are going
good but the sales of the clothing line are not up to the mark. The company is going through a
phase where the sales of the clothing line have hit the rock bottom. Thus, the company will
have to make use of the workforce to improve on the conditions they are going through.
However, the company has always been focused on motivating their employees and in the
year of 2010, the company introduced recognition programs for the employees and at the
same time launched a website for the wellbeing of the employees (Guardian 2017). The
program that has been introduced is named Spotlight and as the name suggests will highlight
the employees who has provided the organization with an exceptional performance.

31PROJECT DISSERTATION
The program will consist of gold, silver and bronze cards, which can be used to
collect rewards such as iPods, wines and watches. There is a catalogue for the prices and the
employees can choose any of the prizes from the catalogue to exchange the card for the prize.
Different categories are assigned to the schemes depending upon the level such as “stars of
the month”, “star of the quarter” and “star of the year”. The organization has also provide the
employees to work in charity by taking an paid leave which will help the workforce to be
included in the company’s corporate social responsibility possibility (Wood and Farrell
2017). This inclusion of the workforce in to the corporate social activities of the organization
will help in improving the level of motivation and team bonding. Moreover, the website that
has been created for the wellbeing of the employees helps in providing the employees with
benefits, video tasters, informative links, dial ins consisting of health experts and discussion
boards. This shows that the organization is making an effort to improve the level of employee
motivation. This is because of the fact that the company is aware of the fact the motivation
level will help to make improvements in the overall workforce of the organization, which in
turn will help in increasing the productivity of the organization (Wood 2017). However, as it
is already been discussed that motivation alone cannot be the factor for improving the
performance of the employees. The company is using cost cutting methods and different
technologies to engage employees in the organization activities. This is because of the fact
that the organization has been unable to make improvements in the sales of their clothesline
and has been slow in accommodating the ecommerce in to the business. The use of social
media platform and other technological platforms for increasing the engagement of the
employees has a positive effect. The personalities of the diverse employees vary so the
methods for increasing their level of motivation should be different (Calnan 2017). Thus, the
company will have to make sure that they are able to make changes to their workforce
otherwise; it will be tough for the companies to maintain their sustainability in the market.

32PROJECT DISSERTATION
The company has been focused on maintaining the diversity in their workforce by
creating equal opportunities for all the employees. The company has launched networking
programs for the empowerment of women, which shows that the organization is trying to
bring growth in to the organization by bringing in the personal growth of the employees. The
company is providing equal amount of encouragement to all the employees so that they bring
about growth. The organization has been able to create a two-way communication system,
which helps to communicate the goals and objectives of the stakeholders to the organizational
employees and helps in aligning the personal goals of the employees with that of the
organization (Paterson 2017). The company has taken initiatives to increase the number of
women working in the organization, which shows that the organization is trying to transform
the workforce. The organization is trying to provide their employees with skills, which will
help them to embark growth within them. It has already been mentioned that the organization
is trying to bring about a transformation in the workforce by accommodating them with the
corporate social activities of the organization. The company is helping the employees to
contribute to the environment by providing them with the green benefits. The employees are
provided with discounts on all the greens services, which include gas, electricity, solar
technology and loft insulation. This shows that the organization is considering the
performance management as an integral part of the business model of the organization
(Waller-Davies et al. 2017).
Performance management of the organization is trying to incorporate both the
supervisors and the employees so that they are to identify the common goals of the
organization. The employees are under constant monitoring so that their productivity can be
increased and annual appraisal meetings helps to identify the improvements that have to be
made and introspection about the ways of doing the business (Shah and Beh 2016). The
review of the performance of the employees will help the employees to rectify their faults and

33PROJECT DISSERTATION
the employees are provided with more training so that they can provide better services to the
consumers. This shows that Marks & Spencer has been able to motivate their employees by
engaging them with various activities within the organization. The attrition rate of the
company is low and the annual turnover rate is a proof of that (Headlines 2017). The
organization has set an example for the other companies by incorporating the improvement of
the workforce as one of the major objectives of the organization. The company has always
believed in increasing the engagement of the staffs of the organization and when then
organization was going through a tough time due to the closure of various (Shah and Beh
2016). The company had to reduce the number of workforce by letting some of the go but
they still focused on employee engagement and motivation to keep on improving their staff
processes. Surveys that have been conducted with the employees and the consumers portray
that the workforce of the organization is quite happy with the facilities the organization is
providing the employees and they feel the communication level is quite good within the
organization. This means that the organization possess a good two-way communication
channel, which will reduce the gap among the employees and their supervisors (Vale 2017).
This shows that Marks & Spencer has been able to motivate their employees with the
help of the strategies. Employee engagement is the key factor, which has helped the
organization in improving the quality of the workforce. The company provides with the
employees with flexibility and aims to create a motivated workforce. Thus, it can said that
motivation has a vital role to play in increasing the performance of the employees. Moreover,
various surveys suggest that employees in Mark & Spencer are highly motivated.

34PROJECT DISSERTATION
4.2 The significance of employee motivation on organizational performances
Employee motivation has significant impact on the performance of the organization
and the figures below will depict the impact of employee motivation on the performance of
the organization (Www2.cipd.co.uk 2017). The figure 6 shows the increase in the number of
stores of the Marks & Spencer in the last couple of years which will help to understand that
the organization hsa been able to expand their business so successful because of the efficient
workforce they have been able to create in the past decade.
Figure 6
(Source: Www2.cipd.co.uk 2017)

35PROJECT DISSERTATION
Figure 7
(Source: Managementtoday.co.uk 2017)
The figure 7 shows the revenue of the organization in terms of the various segments
of the product they are offering. This organization is lacking in the clothing lien due to
problems in the variety of the product. The rival companies in the market are able to gain
advantage due to the les variety in the clothing line offered by the organization. However,
two segments generate huge amount of revenue for the organization
(Managementtoday.co.uk 2017). This shows that the performance of the organization has
improved significantly due to the changes in the motivation strategies and employee
engagement policies.

36PROJECT DISSERTATION
Figure 8
(Source: Mowday, Porter and Steers 2013)
Figure 8 show the generation of the revenue in the food segment of the organization.
Thus, it can be understood from the graph that the company has been the market leaders in
the food segment for a long time (Mowday, Porter and Steers 2013). The repeat purchase
depends on the experience of the consumers so it means that the consumers with the overall
experience they are obtaining. Thus, from this we can understand that the level of service the
organization is providing to the consumers is exceptional and motivation of the employees
plays an important part in it.

37PROJECT DISSERTATION
Figure 9
(Source: Lazaroiu 2015)
The company is going through a tough phase in the all the segment in the year 2017
and the fall in the sales is more than the expected number. The analysts are shocked to see
such weak performance from the organization. The organization has focused on heavy
discounting as the strategy for the sale of the products but the sale in the all the segments
have dipped significantly (Lazaroiu 2015). Thus, even though motivation has significant
influence on the performance of the employees and the performance of the organization but
there is an extent to which it can influence the performance of the organization. Thus, the
motivation level of the employees becomes stagnant after a certain point of time and there are
very few employees who are motivated to the top most level. There are two motivational
factors one is tangible and the other is intangible; tangible are the external motivational
factors while the intangible are the internal motivation factors, most of the employees are
motivated by the external factors. The very few who are impacted by both the internal and the

38PROJECT DISSERTATION
external factors are the people who will be able to reach the top most level of performance.
The above figure has made it clear that even though motivation has significant impact on the
performance of the organization, it will be applicable to a certain extent (Elnaga and Imran
2013).
Figure 10
(Source: Hullberg and Sjögren 2016)
The figure shows the records of the survey of the performance and the attributes of
the employees. The majority of the employees of the organization are providing to the best of
their abilities and the organization has been able to draw the attention of lot of consumers in
the market. Thus, form the above fact we can determine that employee motivation has
significant impact on the performance of the employees. Marks & Spencer is able to maintain
their sustainability in the market only because of the fact that they are able to manage their
workforce in an effective manner (Hullberg and Sjögren 2016). The company has effectively

39PROJECT DISSERTATION
made use of the employee engagement to motivate the employees which in turn helped in the
increasing the performance of the organization.
Thus, it can be seen that even though the organization has incorporated the
motivational strategies in to the business model there are other factors, which are responsible
for the generation of revenue in the organization. The analysis of the secondary data has been
able to validate the existing theories that have been explained earlier. However, there are
certain limitations to this research as primary data not been included in the analysis.

40PROJECT DISSERTATION
Chapter 5
Conclusion
5.0 Conclusion
Thus, it can be concluded from the above research that employee motivation has a
significance effect on the employees of the organization. The analysis of the data from Marks
& Spencer shows that employee motivation has been critical factor in the success of the
organization. Marks & Spencer has made use of the innovative to improve the motivation
level of the employees. The organization does not believe in spending too much from the
budget of the benefits of the employees. The organization has been able to engage the
employees by improving the communication channel in the organization. The usage of the
social media network of the organization helps to unify the employees in the organization and
at the same time, the employees are being congratulated for the hard work they have been
putting in the organization. The company has implemented policies for the motivating
employees by appreciating the work they are doing. Moreover, the employees are provided
with rewards and awards, which will help to fulfil their personal goals and at the same time
will help keep the goals of the employees in alignment with that of the organization.
Thus, it can be seen from the findings and the analysis that the motivation is one of
the most significant factors, which has helped in sustainability of the organization. The
organization has been focusing on the usage of the innovative method of recognition, which
has helped the organization to recognize the employees who are displaying a good level of
performance. The organization considers the employees to be a part of the family and
provides them with continuous training to make them more involved in the different spheres

41PROJECT DISSERTATION
of the organization. The company has been using this recognition programs for a long time
and they will keep on innovating ideas so that they improve the work force environment in
the organization. However, there are certain limitations to this research as there are some
instances where increase in the level of motivation does not have an impact after a certain
point of time. This scenarios and factors are not included in the study and there are some
instances where there is ambiguity related to the research.
5.1 Recommendation
Marks & Spencer has been using the similar strategies for a long time to make
improvements in the motivation of the employees and they need to change their motivation
strategies that will help in improvement of the business model of the organizations. The
continuous improvement in the workforce should be the goal of an organization, the
workforce are the assets of an organization and keeping the workforce happy is the accurate
way to keep the employees motivated. The organization will have to focus on the other
factors other than the motivation of the employees. It is seen that even though the employees
are motivated the organization is unable to increase their revenue. Thus, the organization will
have to focus on the need of the consumers and implement strategies to overall customer
experience. The organization will have to use aggressive promotional strategies for
penetrating further in to the market. The company was dependent on providing discounts to
their consumers to attract them but this strategy will not work anymore as there are other
companies in the market who will be providing similar goods at cheaper prices. Thus,
organization will have to adapt to a different strategy if they want to keep on maintaining the
sustainability of the organization.

42PROJECT DISSERTATION
Self-reflection
This is a study, which has provided me with significant opportunities for gaining
knowledge in the field of employee motivation and performance. The literature review of the
project has given me perspectives of various authors who has defined motivation in a
different way. I have been able to identify the various factors, which are essential for the
improvement of the workforce of the organization. My knowledge regarding the management
of the organization has increased significantly and I have been able to identify my role as a
manager later on in my work life. The importance of workforce was not clear to me before
execution of the study but now I have gain knowledge regarding the various aspects of the
employee motivation and its importance. The level of significance the motivation was not
clear to me before conducting the study but now i have gained significant knowledge
regarding the implications of employee motivation and performance. I had limited knowledge
about the methodology of research and how the research for a dissertation has to be
conducted. However, I have been able to understand the various procedures and methods of
analyzing and studying the research.
I knew that employee motivation has importance in the performance of the
employees in the organization but I had no idea that employee motivation is included in the
main strategies and goals of the organization. I had the idea about the tangible benefits in an
organization but the different methods that has been used by the various organizations for the
improvement of the productivity was not known to me. I was able to gain knowledge about
the intangible ways of motivation. I have gained knowledge regarding the various methods of
analysis and the use of thematic analysis for the study took a lot of time, as there was limited
amount of data, which was suitable for the analysis.

43PROJECT DISSERTATION
During the commencement of the project, I have faced various problems and issues. I
had no idea about formation of objectives in the research. The collection of the primary and
the secondary data was very tough; it was difficult to find journals that are suitable for
conducting the secondary analysis. The selection of the methodology for the research was a
significant challenge for me, as I had no idea which method will be the appropriate and
provides me with the best results.
I was able to overcome the above-mentioned challenges by spending lot of time of
time on the objective of the research. Initially I formed the objective, which helped to
formulate the question for the research. The research question gave me direction regarding
the variables that has to be analyzed. It also helped me to identify the gaps in the existing
theories, which has helped to understand the project in a better way. The thematic analysis of
the data has helped me to gain a considerable amount of knowledge about Marks & Spencer.
The experience that I have gained in conducting this research will help me to conduct further
experiments in this field of study.

44PROJECT DISSERTATION
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51PROJECT DISSERTATION