Consequence of Inner and Outer Motivation on Employee Output during COVID-19: A Case Study of SH Spratt Group LTD

This dissertation investigates the impact of inner and outer motivation on employee output during COVID-19, with a case study of SH Spratt Group LTD. It suggests practices to enhance employee motivation levels in a post-pandemic world.

Student ID Number and Name
Dissertation 1
An investigation about the consequence of inner and outer
motivation on output of the workers during the COVID-19
crises. A case study of SH Spratt Group LTD.
Module Title
Business & Management Dissertation
Module Code (listed on Moodle
and in LTAFP)
QAB020X602S
Module Convenor
Academic Declaration:
Students are reminded that the electronic copy of their essay may be checked, at any point
during their degree, with Turnitin or other plagiarism detection software for plagiarised
material.
Word Count Date Submitted
1

Abstract
The present investigation focuses on the area of employee motivation during the
pandemic. It is important to enhance employee motivation in a post pandemic world in order to
reach higher levels of productivity and gain profit so that recovery can be made from the impact
of pandemic. The pandemic has negatively affected both internal and external motivation of
employees reducing their productivity levels. Some practices which can be adopted by
businesses to enhance employee motivation levels in the post pandemic world are improving
work life balance and providing employees better working conditions. Beside this, the current
project includes of the use of the quantitative research method in which data is collected with the
help of questionnaire and survey strategy. Further, significant analysis of findings as well as a
conclusion of key research facts has been also made.
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Contents
Abstract............................................................................................................................................2
Title: An investigation about the consequence of inner and outer motivation on output of the
workers during the COVID-19 crises. A case study of SH Spratt Group LTD...........................4
Introduction......................................................................................................................................4
Literature review..............................................................................................................................6
Methodology..................................................................................................................................12
Findings and analysis.....................................................................................................................16
Conclusion and recommendations.................................................................................................30
References......................................................................................................................................33
Appendix........................................................................................................................................38
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Title: An investigation about the consequence of inner and outer motivation on output of the
workers during the COVID-19 crises. A case study of SH Spratt Group LTD.
Introduction
The concept of employee motivation is centred around improving employee commitment
and dedication towards their performance and work for the company so that they make
significant contribution to the growth of the organization. In the current age where skill level of
workforce is a make or break factor for success of enterprises, many firms have adopted suitable
practices to enhance employee motivation. Improvement in employee motivation provides
enterprises competitive advantage as employees are inclined to improve their performance and
commitment towards the company (Adhitama and Riyanto, 2020). This leads to better company
performance across all growth indicators such as company productivity, revenue generated,
profitability and consumer satisfaction.
Previously investigators have conducted research on the area of employee coronation
including the factors which increase or decrease employee motivation and the psychosomatic and
behavioural factors processes which affect employee motivation. Different theories and
strategies have been proposed by scholars regarding the best ways of improving employee
motivation which are used by enterprises to enhance employee motivation. In the present time,
the COVID-19 healthcare crises have drastically changed the corporate world (Alkadash and
Alamarin, 2021). The rise of remote working, implementation of government guidelines about
safe working and negative impact of the global economy are some key areas where the pandemic
has made significant impact.
Employee hygiene, work-life balance, reward and recognition are some of the aspects of
employee motivation which are modified because of the healthcare crises till affecting the world.
The working conditions and priorities of employees in context of motivation have also been
affected by the healthcare crises. The COVID-19 healthcare crises have altered the factors which
contribute to high employee motivation (CIPD, 2021). Therefore, it is important to conduct
research on the area so that businesses are able to make modifications in their employee
motivation strategies and continue enhancing employee motivation even in a post-pandemic
world.
The topic of the research is employee motivation during the COVID- healthcare crises.
The reasoning behind selecting this topic is that the healthcare crises of COVID-19 has had long-
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term influence on employee conduct, expectations and workplace environment. Conducting
research on the impact of the healthcare crises on various areas of workforce management can
provide much needed guidance to businesses on what changes need to be made in their people
management practices in a post-pandemic world. Therefore, the consequences of the healthcare
crises in the important area of employee motivation need to be studied so that corporate
enterprises have reliable information about ways of improving employee motivation (Bahagia
and Putri, 2020).
This research is essential because it can support growth of the corporate sector after the
negative impact of COVID-19 by adopting suitable practices to increase employee motivation
and get successful results. In addition to this the research also focuses on the internal and
external employee motivation during the COVID-19 healthcare crises which can provide detailed
information to businesses about the changes in employee motivation before and after the
healthcare crises. In this way the investigation will provide essential insight to business for
encouraging high motivation in the post pandemic world so that they can recover from the
negative impact of the healthcare crises quickly.
Another reason for investigating the topic of internal and external employee motivation
during the global healthcare crises of COVID-19 is the personal interest in the area of employee
motivation and employee behaviour. The changes in employee behaviour and motivation
because of external environment factors such as global healthcare crises are a fascinating area
with personal interest because it depicts the ways in which organizational behaviour and
employee productivity is related with employee motivation. The change in employee motivation
negatively and positively affects organizational behaviour while also affecting the productivity
level of the enterprise (Bawono and Setyadi, 2021) The research on the subject of internal and
external motivation during the pandemic for the workforce of SH Pratt Group LTD is important
as it will provide profound knowledge on the ways of increasing employee motivation in the
world affected by the healthcare crises.
The research methodology about the investigation is provided in detail so that the
research conclusion is attained by using accurate and justified methodology. The research
methodology which will be used in this investigation for reaching effective conclusion includes
the usage of quantitative research design, positivism research philosophy, deductive research
approach, survey questionnaire, primary and secondary data collection, cross-sectional time
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horizon and frequency data analysis. Each of the choices for the research methodology are
explained with evaluation and justification in this investigation. In addition to this detailed
literature review, data analysis and findings are also properly provided along with suitable
conclusion and justified recommendations.
Research aim:
The aim for this investigation is developed after taking into account the consequences of
pandemic on employee motivation and its influence on workforce productivity across business
sectors. The aim of this research is “To complete critical examination of the consequences of
motivation in context of employee output during the pandemic”. A case study on SH Pratt Group
LTD.
Research questions
 What are the consequences of pandemic on SH Pratt Group LTD in context of workforce
output?
 What is the aftermath of pandemic on inner and outer motivation of SH Pratt Group LTD
workforce?
 What are the practices adopted by SH Pratt Group LTD to enhance motivation of its
workforce throughout COVID-19?
Research objectives:
 To examine the consequence of pandemic on workforce output in context of SH Pratt
Group LTD.
 To evaluate the outcome of pandemic on internal and external motivation of SH Pratt
Group LTD workforce.
 To assess the practices adopted by SH Pratt Group LTD to enhance motivation of its
workforce throughout COVID-19.
Literature review
This section forms out a vital part of every study which comprises of systematic review and
analysis of the pre-existing set of the data. Thus, literature review set out base and provides a
better framework for further investigation that supports better knowledge creation and
understanding level about the specific topic. The current literature review is based on the topic of
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the examination of the consequences of motivation in context of employee output during the
pandemic for which a set of online articles and journals are reviewed a discussion of which is
provided is below:
Outcome of COVID-19 healthcare crises on the worker output
According to the views of, Fakhri, Silvianita and Yulias, (2021) the COVID-19 healthcare
crises has changed the global workplace landscape as businesses had to follow the government
guidelines in order to stop the spread of the pandemic. Many different industries ad to change the
fundamental ways about completing daily operations because the of the healthcare crises and
alarm about any of the employees being infected by the virus. Every functional area of the
organization had to be modified with the usage of digital technology to ensure that employees
keep doing their daily jobs through remote working instead of coming to the organization (Jiang
and Shen, 2020). Therefore, employee interaction and daily working operations were changed
significantly. This also affected employee productivity as they had to ensure that they are able to
perform effectively even in work from home environment. It has been analysed that many
industries including exporting, importing and manufacturing sectors were suffering from lower
employee productivity as employees faced burden when dealing with work from home
environment and suddenly shifting to remote working model instead of office working (Sun and
Bunchapattanasakda, 2019).
One of the primary areas which was affected because of changes in working conditions was
employee productivity (Fraij, 2021). This is because employees had to face new working
environment with new guidelines. Similar situation was also faced by office working employees
as they had to deal with changed rules and regulations when working from office. In case of
United Kingdom many offices were implementing the government guidelines as they provided
reliable information about protecting employees from the spread the virus. This included
masking up when attending the office and implementing seating policy which ensures that there
was a detachment of two meters between each employee. Apart from this many business
organizations also implemented protocols regarding contactless experience during lunch hours.
Finally, businesses were also enforcing hygiene and sanitization policies to ensure that
employees are protected from coming in contact with the virus at all times (GOV, 2022).
The changes in rules and regulations made significant impact on employee productivity as
they had to ensure high quality of their work is maintained while protecting themselves from
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virus. The result was rise in safety risks for employees who are working by attending the office
on a daily basis. One of the primary reasons behind low employee productivity for the time
period of the pandemic was many employees felt stressed with the uncertain working conditions
regarding their health. Risk factors at workplace such as safety risk or accidental risk are some of
the main concerns of employee which affect their productivity. This is because many employees
are not able to maintain positive work-life balance to get highest satisfaction. In case of the
employees who are working from home, the satisfaction level also plummeted as many workers
felt that they had to manage twice of the work. It has been seen and observed that the suddenly
shifting of the entire working operations of the employees to remote working instead of office
working is affecting there working pattern and productivity level (Hitka and et.al., 2022). This
increased their stress as well as alienation from the social life they had before the healthcare
crises. Businesses had to take various steps to ensure that employee productivity remained high
despite changes in working environment. This included taking help of new technology to
improve working environment for remote working employees and arranging policies to ensure
that safety risks for employees attending the office was reduced. All this was done to ensure that
employee productivity is increased to the pre-pandemic levels (Rahman and et. al., 2022).
According to the point of view of Bahagia, R. and Putri, L.P., 2020, the healthcare crises
of COVID-19 has negatively affected employee motivation and overall performance of
employees. The impact of Covid-19 hits every area and its business function which is the
disadvantage for the overall industry. It is impacting on the employee’s productivity and
performance as well it also has significant effect on the industry's performance and productivity.
The low employee productivity caused by the healthcare crises is a point of concern for many
businesses as effective employee productivity is needed to quickly recover from the pandemic. It
is impacting on the customers and profitability because due to this situation people are not able
to go anywhere because of government rules and regulation that is made for the people's health
& safety. the impact of Covid-19 affects the value of the product and reducing the sales of the
product which is affect industry's profitability and sales (Izzah, 2020).
It is impacting on the customer's expectation which tend to have increased due to Covid-19
and it is also impacting the growth of the industry which is reduces by the high quality demand
of the customers. These all impact of Covid-19 hits the sector and its performance which is
reduce the productivity and sales of the product as well. The changes in employee’s productivity
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and performance affects the working and environment of the different business sectors. The
impact of Covid-19 industry attains the low performance and productivity of the employees
which affects the industry earning as well. The impact of Covid-19 creates many challenges for
the employees where they are not able to give their best in their working. Employee performance
and productivity is reducing because of Covid-19 creates many challenges such as many health
issues, salary issues, communication issues and many more. The overall impact of Covid-19,
employees are not working properly and effectively which is the one of the biggest
disadvantages for the industry (Mwita, 2020)
Effect of healthcare crises on internal and external motivation
As per the view of Kahil, (2021) the pandemic has negatively affected internal and
external motivation of employees as internal motivation to work is reduced by the health and
safety risks. According to the point of view of the Fraij, (2021), impact of Covid-19 comprises of
the reduction in the motivation of employees as it creates many heath challenges and issues for
the employees. The challenges and issues of health decrease the motivation of the employees
because of this they are not able to work effectively and proper manner. On the other hand,
external motivation of employees is also lowered as the pandemic has negatively affected the
economy leading to uncertainty about reward, bonuses or other forms of external financial
motivation. Covid-19 situation affects the motivation of employees which reduce the industry's
performance and productivity. The impact of Covid-19 has negative impact on the motivation of
employees. The motivation of employees is playing a vital role within all set of company or
industry to gain and have higher competitive advantage but due to Covid-19 motivation of the
employees reduces day by day which affects o their performance, working, and communication
(Lazim, Salim and Wahab, 2020). It affects their skills, knowledge, communication and well-
being because they are not motivated towards the work and industry is not able to attain their
effective performance. The import and export sector's profitability and productivity is reducing
due to low performance of the employees which is depends on their motivation.
Motivated employees are able to attain the goals and objectives of the industry but due to
Covid-19 it has become the biggest challenge for the industry because of ineffective motivation
and communication level. Motivated employees are able to create positivity and make the staff
motivated as well but due to Covid-19 situation they are failed to spread positivity and
motivation. These all impacts affect the employee’s performance as well as industry's
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performance. The impact of Covid-19 on the motivation of the employees creates many negative
challenges and issues for the industry where they are facing the issues in profitability,
productivity, performance achieving goals and objectives, positivity within the industry and
many more. These all challenges affect the overall industry and its performance which is the
disadvantage for the future growth (The impact of COVID-19 on the retail industry and the next
actions to be taken. 2021).
Suitable practices for enhancing employee motivation during the healthcare crises.
According to the views of Meilani and Barry, (2021) both internal and external motivation of
employees is required to ensure that committed and dedicated employees ae present in the
organization. It is essential for businesses to invest in policies and programmes which promote
employee motivation as it help the company retain the most talented individuals at the
organization. The two areas which are considered by enterprises during improvement of
employee motivation are internal employee motivation and external employee motivation.
During the healthcare crises many businesses adopted different strategies to improve employee
motivation (Mahmoud and et.al., 2020). One of the primary strategies used by organizations for
improving employee motivation was supporting employees maintain their work life balance
when using remote working facilities of the organization. In the current employees value their
work life balance and the conventional thinking to devote one’s entire time to organizational
activities and endeavours is considered mentally taxing and healthy. Businesses also offer
consumers work life balance options through greater working flexibility to ensure that they
remain within the organization. High work life balance is considered a positive characteristic of
workplace and is counted within the employee benefits (Top 15 Employee Motivation Tips and
Benefits, 2021).
According to the point of view of Sun, L. and Bunchapattanasakda, C., 2019, there are
many strategies and ways taken by businesses to motivate the employees. Thus, these companies
and businesses are used to provide many training sessions that helps in boosting their motivation
and skills for the industry. They provide many rewards and incentives policies to their employees
which helps them to motivate the staff and employees towards the work. They used to motivate
their staff by taking online session which helps in health & safety during the Covid-19. They
provide remote working facility that helps in leading and maintaining their health & care. They
maintain their culture of industry as positive that is boosting their motivation towards the
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industry. These all strategies and ways has been taken by multinational firms and enterprises for
motivate their staff and employees for attaining their best and effective performance (Nilasari,
Nisfiannoor and Devinta, 2021). Motivation of employees is one of the most important part for
every industry and organisation and it is play a very critical role because it is helps to attain the
effective and efficient working of the employees which helps to increase the productivity and
performance of the industry. These all strategies and ways helps the industry to achieve the goals
and objectives of the industry and increase the profitability of the industry. The strategies and
ways helps to increase the motivation and skills of the employees that supports the organisation
to have the effective and efficient working. The overall impact of these motivation strategies and
ways comprises of the fact that it helps the corporate organizations to make the industry more
productive and effective which is the advantage for the industry and its growth.
Justification and Contextualisation
The above conducted research is presenting that the many changes are caused by Covid-
19 that are creating and leading out the changes on the overall employee productivity and
motivation. Further, it has been seen that as per the job characteristics theory, the design of the
job tends to have a vital impact on the level of the internal motivation and it ultimately effect the
working outcomes. But, these set of the effects can be medicated and removed with the help of
the individuals and other contextual factors. Thus, it is important for the organisation to have
better understanding of the covid-19 changes and its impact on working of employees to ensure a
higher level of motivation in employees (Safuan and Kurnia, 2021). Beside this, as per the goal
setting theory it has been also analysed that employees tend to have a decrease within their
motivation due to unclear and unjustified goals. Thus, during the times of covid-19 it is required
by the organisation to set a clear and achievable goal to make work easier. Beside this, steps
should also be taken to improve the motivation level in order to mitigate and reduce the chances
of the frustration and higher stress at workplace. The research gap identified from the above
literature review is that there has not been much investigation on the most suitable practice for
improving employee motivation in the world affected by the COVID healthcare crises. This
research gap will be filled by the present investigation as quantitative research will be used to
understand suitable practices adopted by businesses to ensure that employee motivation remains
high even during a high impact situation such as global healthcare crises.
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Methodology
The term research methodology can be defined as the appropriate set of methods which are
utilised in order to regulate and analyse the information about the topic (Vespestad and Clancy,
2021). Further it also tends to allow the readers in the process of evaluating the overall reliability
of the information. The methodology comprises proper measures which are used to evaluate the
information about a topic (Goldstein, 2022). The research methodology for the present
investigation includes variety of elements including research philosophy, research strategy,
research approach, time horizon, data collection, research design, data analysis along with brief
sections explaining access and ethics and limitation of the research.
Research philosophy - The area of research philosophy involves looking at the view
adopted by individuals to ensure that the research is being completed in an effective manner.
Selection of suitable research philosophy helps to guide the entire research and provides
direction to drawing suitable conclusion for the investigation. In case of the present investigation
the choices available for selecting a suitable research philosophy are positivism and
interpretivism (Yarovenko and et. al., 2021). The advantage of positivism research philosophy is
that it helps in analysing numerical data and supports quantitative analysis. On the other hand,
the disadvantage of positivism philosophy is that it leads high amount of time consumption
(Gupta and Gupta, 2022). Thus, the ideal philosophy for completing this investigation is
applying the positivist research philosophy as it favours the standardizations set by the scientific
methodology. In this case attaining the standardization of the scientific methodology seem to be
lacking realistic view of the world because in reality the social world is too complex to ideally
follow the scientific methodology as proposed in the positivism philosophy. The other option
available for completing the research is interpretivism approach. In this case the advantages of
interpretivism approach is that it helps examine the primary themes of the investigation so that
accurate conclusion is drawn (Irshaidat, 2022). On the other hand, the disadvantage of the
interpretivist approach is that it leaves space of researcher bias affecting the final outcome of the
investigation. This means that individuals have to be more careful when adopting the
interpretivist approach as it might affect the final outcome and lead to lower validity and
reliability. In the present investigation the selected philosophy is positivism research philosophy.
The primary advantage for usage of positivist research philosophy for the present investigation is
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that it is representative and reliable when making a comparison to interpretivism research
philosophy.
Research Approach- The specific section of the research methodology aims to select the
most suitable plan for completing the investigation which includes phases of wide ranging
presuppositions along with detailed instructions on ways to complete the investigation. The
respective section of the investigation framework is essential as it directs the most suited ways
through data is collected and has direct link with the final research conclusion which are drawn
by the researcher (Lachs and et. al., 2021). It is also defined as the plan which comprises of
various steps in relation to broad moulds of the data’s interpretation and collection. It is one of
the broader method in the research and that is why it is must to identify the research approach as
it will lead to affect the decision taken in the terms of data collection. The two options which are
available to the investigator for completing the investigation in case of the research approach are
deductive research approach inductive research approach. The advantage of using the inductive
research approach is that it introduced higher levels of flexibility while the disadvantage is that it
can be time consuming for the researcher and delay reaching conclusion. The research approach
which is used for completion of this investigation is the deductive research approach
(Abdolahpour and Kolahkaj, 2022). The advantage of the deductive research approach is that it
leads to introduction of the possibility to showcase the relationship between the present variables
in the research. This advantage is beneficial for the present investigation. On the other hand the
disadvantage of selecting the deductive research approach is that it results in limited scope of
creativity for completing the investigation. Despite this disadvantage the justification for
selecting the deductive research approach is that it increases the likelihood of quantitative
measuring of variables which is suitable for getting reliable results with higher validity. Beside
this, the making use of the deductive approach is also suitable and justifiable as it supports and
brings out an effective way to support better testing and scanning of the facts.
Methodology and research design- The two alternatives available for deciding the suitable
research design for the investigation are quantitative method and qualitative method. The
quantitative research design focuses on using numerical data and quantified information for
completing the investigation (Nayak and Singh, 2021). On the complete opposite end is the
qualitative design which is depended in the descriptive information for finishing the investigation
and finding the research conclusion. The advantage of using the quantitative design is that it
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promotes objectivity by increasing reliance on specific numerical data instead of descriptive
data. On the other hand, it has the disadvantage of applying the quantitative research design is
that it results in setting up research model being more challenging. The advantage of using the
qualitative research design is that it helps find the themes of the investigation (Avci, 2021). The
primary negative aspect of using the qualitative design is that it leads to huge time consumption
and there is also no option for verifying the results gained form the invitation. Thus, for current
investigation making use of the quantitative nature of method is seemed more appropriate and
justifiable as it leads to effective way of data collection in numeric facts and it reduces the
impact of researcher bias on the final outcome.
Research strategy- This component of the investigation framework refers to the stage based
course of action which is used by the investigator to ensure that the research is completed in the
set deadline (Azwati, Setiawan and Purwati, 2022). In addition to this, the usage of suitable
research strategy supports in directing the view point of the researcher in the right direction so
that the final outcome is of high quality. In this way the investigation becomes better by selecting
appropriate strategy for the investigation. There are many choices which can be taken for
completing the research in this component of the investigation framework (Pandey and Pandey,
2021). Some of the alternatives from which suitable research strategy can be selected are survey
questionnaire, case study research strategy and experimental research. For the present
investigation questionnaire is selected. The advantage of selecting questionnaire is that it
supports quick data collection along with ensuring the gathering of the information from a larger
number of respondents. On the other hand, the disadvantage is possibility for miscommunication
as respondents might misunderstand the questions. Despite the disadvantage the justification for
selecting the questionnaire as the research strategy is that it helps in collecting large amount of
data in a quickly as well as in an inexpensive manner. Beside this, to ensure the effective data
collection within the present investigation utilization of the online questionnaire has been made
which is completed and shared with the help of Survey Monkey platform.
Time Horizon - It is mainly defined as the time frame of the research and it represents the
time duration of the research in which research can be accomplished. Under this the researcher
evaluates the time horizon in relation to the objectives of the research (Pereira and et. al., 2021).
The present research uses cross-sectional time horizon out of cross sectional and longitudinal.
Under which the data is collected from the samples at a decided time. Along with it, in this
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horizon the researcher can collect the data only once from the samples. That is why it can also be
said that there will be no repetitions while gathering the data. The main aim of the research is to
ascertain the various features at a particular time (Binnie and et. al., 2021). Furthermore, it can
also be explained as the time frame under the research and it is the time duration and time frame
of the research in which research can be completed. Along with it, the main goal of the research
is to determine the numerous features at a particular time.
Data collection method- This component of the investigative framework focuses on
determining the most effective ways of collecting data. This part of the research methodology is
concerned with deciding the most suitable manner through which information is gathered so that
the final outcome is gained with the help of accurate data collected from relevant sources.
Selecting suitable data collection method is important because it helps the researcher identify
appropriate data sources of the research so that it is based on suitable information (Saeed and Al
Qunayeer, 2021). The two options available for data collection are primary data collection and
secondary data collection. Majorly it is used to describe the ways and goals for the research is
being conducted. For the present investigation the selected data collection method is both
secondary and primary data collection method. The advantage of using both primary and
secondary data collection methods is that it helps improve the data sources being used for
completing the final investigation (Camic, 2021). In this way the final investigation includes
information which is justified through available research and raw data gained form primary
research.
Data analysis- It is the process of inspecting the data with the main goal to find out the
useful information related to the chosen topic. The two options available for completing data
analysis are frequency data analysis and thematic data analysis. Frequency data analysis are
defined as the research analysis option which involves usage of statistical tools to analyse and
represent data (Tanwir, Moideen and Habib, 2021). On the other hand, thematic analysis is
concerned with application to textual and descriptive information. For the present investigation
the data analysis too which is used for the investigation is frequency analysis. The primary
advantage of using frequency analysis is that it supports effective representation of data so that
every individual is able to understand the conclusion draw from the investigation (Dhungana,
2021). Raw data can be presented in an effective manner through frequency analysis as it uses
statistical tools such as bar graphs and pie charts. In case of the present investigation the data
15

analysis technique used is frequency data analysis which is shown with the help of bar graph.
This is an effective way of representing data as it makes information easier to understand and
makes it visually appealing.
Assess and Ethics- This section of the research looks at the accessibility and ethical aspects
of the investigation (Ferris, Lebovitc and Allard, 2021). In case of the present investigation the
areas of accessibility and research ethics are taken into consideration so that the final outcome of
the investigation is attained in an ethical manner without affecting the accessibility of the
research. The principle of research ethics is followed throughout the investigation to guarantee
that any mistakes regarding research ethics would not take place and it also ensures and leads to
higher authenticity and reliability of facts. It can also be referred to the gathering of many
principles which are used in order to guide the research practices and designs related to the
research (Dubey and Kothari, 2022). Under which the principle which is required to follow in the
following research such as voluntary participants, confidentiality, informed consent, potential for
harm, results communication, anonymity and many others.
Limitations- The primary limitation of this investigation is that it does not detailed and
provide an in-depth and theoretical way of information about the positive and negative impact of
various employee motivation practices during the pandemic (Mosbah and Wahab, 2021). The
lack of specific evaluation in this investigation affects the overall usability of the research
outcome as it does not provide an overall critical view of the various employee motivation
practices which can be used by businesses during the pandemic and instead provides explanatory
information about the best practices which are prevalent during the pandemic. In addition to this
another aspect of this research which showcases its weakness is the lack of usage of digital
technology to protect respondent data. It is important for investigators in the modern age to
protect the data of respondents so that it remains confidential and research ethics principles are
followed throughout the research (Hill and et. al., 2021). If digital technology such as encryption
had been used during the research the investigation would have improved as respondent data
would have been kept under the best protection.
Findings and analysis
This section of the project comprises of the analysis of the key findings of the results. To
ensure a systematic and clear presentation of the collected data use of the frequency table is
made which supports better analysis of facts. It has been seen that the frequency table supports
16

and leads to the better distribution of observations based on the options thus, it is helpful to
understand which options are more suitable and often in the dataset.
Q1) Were you employed during the coronavirus crisis? Frequency
a) Yes 24
b) No 5
Q2) What is your gender? Frequency
a) Male 14
b) Female 15
Q3) What has worsened in your work life specifically during the
coronavirus crisis?
Frequency
a) Strict Lockdown 9
b) Higher stress and anxiety level 5
c) Strict social distancing norms 6
d) Higher risk of getting infected 4
e) Increased de-motivation at workplace 5
Q4) What has improved your working life specifically during the
coronavirus crisis?
Frequency
a) Higher emphasis on workplace flexibility 6
b) Focus on better health measures and precaution 9
c) Regular sanitization of workplace 8
d) Option of work from home ` 6
Q5) Has the quantity of your weekly working time changed as a
result of the coronavirus crisis?
Frequency
a) Strongly decreased 3
b) Decreased 3
c) Unchanged 6
D) Increased 14
e) Strongly increased 3
Q6) Has the quantity of your weekly caring duties changed as a
result of the coronavirus crisis?
Frequency
a) Strongly decreased 2
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b) Decreased 3
c) Unchanged 6
D) Increased 16
e) Strongly increased 2
Q7) I am compensated fairly relative to my local market needs. Frequency
a) Strongly disagree 0
b) Disagree 2
c) Neither agree nor disagree 7
d) Agree 11
e) Strongly agree 9
Q8) The company is supporting me and considering my wellbeing
during this period in particular?
Frequency
a) Strongly disagree 1
b) Disagree 4
c) Neither agree nor disagree 2
d) Agree 7
e) Strongly agree 15
Q9) Has your work performance changed during the Coronavirus
crisis?
Frequency
a) Strongly decreased 0
b) Decreased 1
c) Unchanged 11
D) Increased 10
e) Strongly increased 7
Q10) I would describe my employer as an organisation that cares for
people.
Frequency
a) Strongly disagree 1
b) Disagree 1
c) Neither agree nor disagree 5
d) Agree 8
18

e) Strongly agree 14
Analysis and interpretations of facts
The data analysis and interpretation comprises of the process of uncovering the set trends
and patterns in the data to create and support meaning and understanding about the collected
research facts and data. Use of the pie charts and table is made to supports the better analysis and
interpretation of research data:
Figure 1:Employed during the coronavirus crisis, 2021
Interpretation
On the basis of the above bar graph, it has been analysed that from a total of the 29
participants, 24 were employed during the times of the coronavirus crisis while 5 respondents
were tending to be unemployed during the coronavirus crisis. Based on the this, finding an
analysis can be made out that the coronavirus tends to have a negative impact on the employment
of the people that is because of the strict social distancing norms along with other Covid-19
provisions. Further, a link of this finding is also seen with the secondary source of data that tend
19

to reflects that some of the employees are not able to continue there working during the times of
corona crisis as the pandemic created many changes as well as restrictions (Sapta, MUAFI and
SETINI, 2021).
Figure 2: Gender of the selected participant, 2021
Interpretation
With respect to above diagram, it has been analysed that the form the total of the selected
participants 14 respondents were tend to be male while the 15 were female. It has been seen and
analysed that because of the pandemic of the covid-19 both male and female are tending to get
affected in a similar manner. Both male and female are equally suffered from the strict covid-19
norms along with the fact of having similar changes within the employment norms.
20

Figure 3: Worsened in your work life specifically during the Coronavirus crisis,2021
Answer choices Responses
a) Strict Lockdown 31.03% 9
b) Higher stress and anxiety level 17.24% 5
c) Strict social distancing norms 20.60% 6
d) Higher risk of getting infected 13.79% 4
e) Increased de-motivation at workplace 17.24% 5
Interpretation
In accordance to the findings of the current study, it has been reviewed that the covid-19
has Worsened the life specifically during the Coronavirus crisis as it has been seen that 9
participants believes that strict lockdown are a way that worsen their life. Further, it has been
also analysed that the 5 participants were having a thinking that higher stress and enhanced
anxiety is also reflecting the worsen impact of covid-19 on life of people. Along with this, it has
been also analysed based on the current survey that the strict social distancing norms is also a
challenge lead by the covid-19 while 4 participants tend to be in favour of the higher risk of
getting infected which reflects the Worsened impact faced specifically during the Coronavirus
crisis while the remaining 5 participants also has favoured for the increased de-motivation at
workplace as worsen impact of coronavirus crisis. Further, the worsen impact of the covid-19
crisis has been also analysed and reflected by the literature review which presented that the many
21

challenges and issues are being faced by employees during covid-19. These negative impact of
the covid-19 presented and supported by secondary research includes of the new employment
policies along with wearing of mask and maintain proper social distancing norms that created a
sense of de-motivation in employees (Sembiring and et.al., 2020).
Figure 4: Improved your working life specifically during the Coronavirus crisis, 2021
Answer choices Responses
a) Higher emphasis on workplace flexibility 20.60% 6
b) Focus on better health measures and precaution 31.03% 9
c) Regular sanitization of workplace 27.58% 8
d) Option of work from home ` 20.68% 6
Interpretation
The above presented statistical graph is presenting that the out of the 29 respondents, 6
were having a thinking that higher emphasis on the workplace flexibility is the Improved
working life specifically during the Coronavirus crisis while the 31 % respondents were in
favour of the focus on the better health measure and precaution. Beside this, it has been also seen
that 8 participants were having a view point that regular sanitization of workplace is also
showing an improved working life during corona crisis. Apart from this, the 6 remaining
respondents has also seemed to have a thinking that option of the work from home is the most
attractive and efficient improvement that has been seen within the working life during the times
of coronavirus crisis. Beside this, a link of the current survey can be made with the literature
22

review as it also presented and emphasis on the fact that many modification and changes are
made within the employment policy to support an improved working while coronavirus crisis. It
has been also observed that the higher emphasis on the welfare of employees along with
supporting improved medical facility and flexible working has been also seen that are presenting
the improved working life during the times of the coronavirus crisis (Wilson, 2021).
Figure 5: The quantity of your weekly working time changed as a result of the Coronavirus
crisis, 2021
Interpretation
According to the above stated bar graph it has been seen that the 3 participants were
having a view point that quantity of the weekly working is seemed to be strongly decreased as
the time changed as a result of the Coronavirus. Thus, an analysis can be made that the
modification made within the working schedule of the employees are negatively impacting their
23

productivity as they are not much habitual and used to for that. Further, 3 other respondents have
also favoured the decreased quantity of the weekly working that has been created as a result of
the Coronavirus. The reduction within the quantity level and productivity of the employees has
been also supported by the literature review the higher chances and risk of getting infectious at
workplace along with sudden change in the working schedules lead to a sense of chaos and
confusion that hampered the performance level of the employees. Further, it has been also seen
and observed that the 6 participants were having a view point that quantity of the weekly
working time tend to remain unchanged as a result of the Coronavirus. Beside this, it has been
also reviewed that the 14 participants were having a view point that the quantity of their weekly
working time has been increased as a result of coronavirus as they are now having the flexible
working schemes thus they do not have any fixed working hours that lead to an enhancement
within their weekly working time. Further, 3 participants were also there who were having a
thinking that quantity of your weekly working time has been strongly increased as a result of the
Coronavirus crisis because of flexible working arrangements (Wiradendi Wolor, 2020).
24

Figure 6: The quantity of your weekly caring duties changed as a result of the Coronavirus
crisis, 2021
Interpretation
On the basis of the above stated graph it has been seen and find out that a change within
the quantity of weekly caring duties has been seen as a result of the Coronavirus crisis as 2
participants believe that the quantity of the weekly caring duties has been strongly decreased
while the 3 were in the favour of the decreased. Apart from this, it has been also seen that the 6
participants were having an opinion that the quantity of the weekly caring duties remain
unchanged while 16 respondents tend to supports for increased quantity of the weekly caring
duties as a result of coronavirus. Apart from this, 2 participants were also there who tend to have
a view point of having strongly increase within the quantity of weekly caring duties changed as a
25

result of the Coronavirus crisis. It has been also reflected through the literature review the
coronavirus crisis has led to higher chances of getting infected and ill along with leading a rise in
anxiety and stress level therefore a string rise within the weekly caring duties has been seen
(Ypapanti and Constantoglou, 2021).
Figure 7:I am compensated fairly relative to my local market needs., 2021
Interpretation
The above diagram is reflecting that the none of the participants from a total 29
respondents seemed to be strongly disagree with the fact that they are compensated fairly relative
to the local market needs as it has been seen that covid-19 has a negative impact on the
compensation. Further, it has been also seen that 2 participants were disagree on the fact that
compensated fairly relative to local market needs while 7 respondents supported the neither
agree nor disagree. Along with this, it has been also seen that 11 participants were agree on the
26

statement while 9 seemed strongly agree on the fact that they are compensated fairly relative to
the local market needs. Compensation is an important external motivating factor for employees
(Zhang and et.al., 2020).
Figure 8: The company is supporting me and considering my wellbeing during this period in
particular, 2021
Interpretation
On the basis of the above bar graph it has been seen that only 1 respondent was strongly
disagree with the fact that their company is supporting me and considering my wellbeing during
this period in particular while 4 were disagree. Further, it has been also seen that 2 participants
were having a view point of neither agree nor disagree on the fact that company is supporting
and considering wellbeing during this period in particular whereas 7 seemed to be agree and
27

other 16 were strongly agree on this fact. It has been also seen and reflected by the literature
review that the during the times of covid-19 a larger number of companies are tend to support
their employees with improved medical facility and flexible working to have higher wellbeing
(Min, Ki and Yoon, 2021).
Figure 9: Has your work performance changed during the Coronavirus crisis, 2021
Interpretation
Based on current study, it has been seen and find out that the none of the participants
were agreed with the fact that there works performance changed during the Coronavirus crisis
while 1 supported for decreased option along with 11 other participants who favoured for
unchanged in their work performance during the coronavirus crisis. It has been analysed that the
covid-19 tends to have a negative impact on the work performance of employees as it leads to
higher stress and anxiety level so a decrease within the work performance has been seen during
28

times of coronavirus. But it has been also seen and reviewed that the 10 participants favoured
increased in work performance while 7 supported strongly increase in the work performance
during the coronavirus. Thus, an analysis can be made that the flexible working arrangements
and higher medical and caring from the companies supported an increase within the work
performance during the times of the coronavirus crisis (Lheureux, and Parmentier, 2022).
Figure 10: I would describe my employer as an organisation that cares for people, 2021
Interpretation
It has been analysed with the help of the above bar graph that 1 participant were having a
view point of strongly disagree with the fact that employer as an organisation cares for people
while 1 other respondent tend to be disagree. Further, it has been also find out that 5 participants
seemed neither agree or disagree while 8 were agree and other 14 were strongly agree on the fact
that employer as an organisation cares for the people. This, has been also supported by the
29

literature review as the during the times of covid-19 the employer become more caring and
attentive towards the health and well-being of employees to support better performance and
motivation level (Ritz, Vandenabeele. and Vogel, 2021).
Conclusion and recommendations
Conclusion
It has been concluded from the above research that global pandemic was the toughest
situation that is faced by everyone. The Covid-19 creates many issues and challenges for all the
businesses and organisations which affects the overall process and activities. Covid-19 is that
situation which hits hard every part and area of the organisations or businesses. The overall
impact of Covid-19 was negative which also creates many health and hygiene issues for the
peoples. The impact of Covid-19 provides work from opportunities to the people where they are
allowed to work from home. The impact of Covid-19 changes the working environment of the
industry because there is low performance of employees due to Covid-19. It has been analysed
that the impact of Covid-19 changes the employee's performance and productivity because
during the Covid-19 employees are not able to work properly because some has medical issues,
some has other issues. The impact of Covid-19 creates the challenges for the employees which
affects their effective working conditions and environment. The challenges of Covid-19 hit the
employee’s motivation towards the work and organisation which affects the industry
performance and profitability. It has been analysed that employee’s motivation is one of the most
important part for the best performance of the industry but due to Covid-19 motivation of
employees is decreasing day by day. The low performance of employee affects the industry and
its operation very hard which attain many disadvantage. It has been analysed that there are
strategic ways that is used by the company to increase the employee’s motivation which help
them to increase the employee’s performance as well. They provided healthy and positive
working environment for the employees which helps in motivation of employees. They listen
their employees issues and problems for maintaining the positive relation with employees as it is
also help them to increase their motivation. These all strategies help the company to attain the
best performance of the employees that helps in employee motivation. It is also concluded that
the employee’s motivation is necessary for the effective productivity and performance of the
company. Covid-19 crisis can be managed by measuring the problem and issues and solve it for
30

the better development. For better growth and performance, it is required that the employees are
able for doing their best which can be possible by increasing the motivation and performance. It
has been analysed that Covid-19 crisis was the situation which can be handle by maintaining
sanitization, hygiene, cleaning-ness and many more.
Recommendations
There is some recommendation for the SH Pratt Group Ltd. for increasing the employee’s
motivation after the Covid-19 situation which will help to get the best performance from them.
The impact of Covid-19 creates many challenges for the employers and businesses but the
recommendation will help to overcome from the crisis. The Covid-19 impacting the business
operations and function of the industry therefore, the recommendations will help to increase the
performance of the business and manage the operations and function. The recommendation is
based on the ways that supports the mitigation of the negative impact of Covid-19 which are as
given below-
 Learning and Development: Learning and development is the part of training of the
employees that helps to attain many advantages such as it is developing the employee's
skills, motivation, knowledge and many more. So, it is recommended to the company to
be able to learning and development of employees which will helps them in employee’s
development. This recommendation is also helps to increase the employee’s performance
which will increasing the company's performance as well.
 Boost energy and motivation: Boost energy and motivation of employees is also the
way to boost the company's performance and productivity. It is helpful to attain the best
performance of the employees and development. So, it is recommended for the company
to boost the energy and motivation of the employees which will helps them to attain the
best performance of the employees and also lead to higher employee’s motivation. This
recommendation will also help to achieve the goals and objectives of the company
(Uchino and et. al., 2021).
 Working environment: The working environment should be healthy and positive
because it is helps to get the effective working of the employees. So, it is recommended
to the company to maintain the working environment positive and healthy which helps to
increase the customer’s numbers and also increase the employee’s motivation towards the
work.
31

 Relation with employees: For attaining best performance and productivity of the
employees, it is necessary to have the good relationship with the employees. So, it is
recommended for the company to build and maintain the relation with employees which
will helps to increase their performance. It will also help to attain more effective
performance and productivity of the employees. It will be the advantages for the
company because it will help to increase the profitability level of the employees.
 Reward and promotions: Providing rewards and promotions system is one of the best
way to increase the employee’s motivation. So, it is recommended to the company to
provide the system of reward and promotions on performance based which will increase
the motivation of the employees. The recommendation will also help to attain effective
working and performance of the employees (Basnet and et. al., 2022).
 Guidance: Guidance also plays a vital role in employee’s development which helps to
guide them about their work and role in the company. So, it is recommended to the
company to guide their employees for the development and motivation which will helps
to collect more effectiveness and growth in their work. This recommendation also helps
to improve the company's performance and productivity which is the benefit to attain the
higher profitability of the company.
32

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Appendix
Q1) Were you employed during the coronavirus crisis? Frequency
a) Yes 24
b) No 5
Q2) What is your gender? Frequency
a) Male 14
b) Female 15
Q3) What has worsened in your work life specifically during the
coronavirus crisis?
Frequency
a) Strict Lockdown 9
b) Higher stress and anxiety level 5
c) Strict social distancing norms 6
d) Higher risk of getting infected 4
e) Increased de-motivation at workplace 5
Q4) What has improved your working life specifically during the
coronavirus crisis?
Frequency
a) Higher emphasis on workplace flexibility 6
b) Focus on better health measures and precaution 9
c) Regular sanitization of workplace 8
d) Option of work from home ` 6
Q5) Has the quantity of your weekly working time changed as a result
of the coronavirus crisis?
Frequency
a) Strongly decreased 3
b) Decreased 3
c) Unchanged 6
D) Increased 14
e) Strongly increased 3
Q6) Has the quantity of your weekly caring duties changed as a result
of the coronavirus crisis?
Frequency
38

a) Strongly decreased 2
b) Decreased 3
c) Unchanged 6
D) Increased 16
e) Strongly increased 2
Q7) I am compensated fairly relative to my local market needs. Frequency
a) Strongly disagree 0
b) Disagree 2
c) Neither agree nor disagree 7
d) Agree 11
e) Strongly agree 9
Q8) The company is supporting me and considering my wellbeing
during this period in particular?
Frequency
a) Strongly disagree 1
b) Disagree 4
c) Neither agree nor disagree 2
d) Agree 7
e) Strongly agree 15
Q9) Has your work performance changed during the Coronavirus
crisis?
Frequency
a) Strongly decreased 0
b) Decreased 1
c) Unchanged 11
D) Increased 10
e) Strongly increased 7
Q10) I would describe my employer as an organisation that cares for
people.
Frequency
a) Strongly disagree 1
b) Disagree 1
c) Neither agree nor disagree 5
39

d) Agree 8
e) Strongly agree 14
QUESTIONNAIRE Frequencies
40