Impact of Employee Motivation on Organizational Performance: A Case Study of Cole’s Supermarket

This research proposal includes a preliminary literature review on employee motivation and organizational performance, a research aim and research questions, a research plan including data collection and analysis methods, Gantt chart schedule, and data sources. The research aims to investigate the impact of employee motivation on organizational performance of Cole’s supermarket, Australia.

Running head: PROJECT PROPOSAL

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Table of Contents
Preliminary literature review.......................................................................................................................3
A focused research aim and at least one research question..........................................................................7
A research plan, including an overview of your proposed methods of data collection and data analysis;
Gantt chart schedule; and clear presentation of data sources.......................................................................7
References.................................................................................................................................................10
Appendix...................................................................................................................................................12

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Preliminary literature review
RO1: Conceptual and theoretical understanding regarding motivation
According to Grimmer Miles and Grimmer (2016), motivation is defined as a power that
strengthens attitude, provides a way to behave and set off the tendency to continue. This
determination assesses that an individual should satisfactorily energetic and clears regarding
their destinations in order to accomplish their assured targets. It is an internal drive to satisfy the
unsatisfied requirements and the will to attain. Motivation is a process that starts with
physiological and psychological wants which stimulates a performance. It is intended to
complete the objectives.
Theories of employee’s motivation
Schepers Nijssen and van der Heijden (2016) illustrated that employee motivation is a significant
policy for managers to gain effectual job management between employees in organizations. A
motivated workforce is responsive towards particular goals and objectives that must accomplish
and therefore they direct its efforts in that track.
In favor of this, Del Alonso-Almeida Bagur-Femenías and Llach (2015) explained that as per the
expectancy theory, a person would be encouraged by performing two expectancies. Expectancy
is the chances that an individual can grab by making efforts and it leads to attaining the desired
performance. The second expectancy is the chances of particular performance which will lead to
some preferred results. In the case of not rewarding efforts, employees cannot be highly
encouraged to attain a certain task. This theory also primarily depends on motivators to spell out
the causes for occurring particular attitudes in the workplace. External rewards can be viewed as
inducing motivational conditions that stimulate the attitudes of an individual in against to

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intrinsic motivators. In addition, behaviors of individuals are originated from internal forces like
performance is enjoyed by a workforce because it is interesting and challenging and so on.
In contrast to this, Cravens Oliver Oishi and Stewart (2015) opined that the goal setting theory
defines that goal as what a person makes efforts to succeed. It is the aim of performing certain
actions in the upcoming period. The basic assumption of setting the goal is instant regulates the
human performances. There are different research indicates that smart goal may lead to
improving performance and that complex goal. When an individual accepts the goal then chances
of getting feasible outcomes is higher as compared to other easy goals.
In support of this, Fu and Deshpande (2014) evaluated that goal setting has different
motivational techniques. The first motivational technique is that goals ate personally significant
with motivating and also tend to emphasize on the attention of a person regarding what is
essential and relevant. Another mechanism is that goals affect the determination that
demonstrates the expanded efforts on a particular task at a certain particular time. The more
complex a goal is to attain the higher persistence. The last technique of motivation that illustrates
goals can be influenced indirectly by leading to stimulation, discovery, and use of knowledge
with feasible strategies.
RO2: Impacts of employee’s motivation on the performance of Cole’s supermarket
According to von Bonsdorff Janhonen Zhou and Vanhala (2015), the extent to which an
employee is encouraged in their work but it relied on how well those workforces are competent
to produce in their task. Motivation is expected to obtain favorable effects on quality
performance. Workforces who are characterized by the high extent of motivation depict the
higher performance and life satisfaction. Having a high extent of motivation is valuable for
workforces and low motivation may influence the performance of employees. Moreover, the

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motivation may lead to a high extent of initiatives and creativity from workforces and in which
monitoring is complex. Motivation is highly significant to make sure the high-quality
performance.
In support of this, Kanyurhi and Bugandwa Mungu Akonkwa (2016) evaluated that the quality of
an employee’s performance can be determined by different individual determinants of
employee’s performance. The first determinants of individual performance are a self-rating
measure of employee’s performance through a program alias SAP. The performance of
workforce illustrates eight-point scales on how well an individual is performing the tasks. The
second determinates of performance are the degree to which the workforces are intended to
complete the tasks but it is not a key element of their job description. The workforces are asked
to make a record on the SAP regarding their readiness in order to attain the task that is projected
from them frequently and to think profitably regarding how an organization work for improving
itself. The last determinants of performance are the number of days an individual is absent.
RO3: Strategy of motivation to motivate the employees that can lead to improving the
organizational performance: A case study of Cole’s supermarket
According to Lo Abang Azlan Ramayah and Wang (2015), the reward is a key cause of
satisfying the workforces as it directly persuades their performances. It is a key management tool
that optimistically contributes to the effectiveness of an organization by influencing the behavior
of an individual or group of people. All organization use promotion, pay, bonuses and other
kinds of rewards to lead and encourage high extent of performance among workforces.
In contrast to this, Carlos Pinho Paula Rodrigues and Dibb (2014) stated that empowerment
facilitates benefits to the company and makes sense of pleasure and belonging among
workforces. Empowered workforces emphasize on their job and work-life with additional

Employee’s motivation Organizational performance
Intrinsic factor Extrinsic factor
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significant and leads to constant development in the work process with coordination. Workforces
execute their premium innovation and opinions with the wisdom of eagerness, belonging and
delight in the authorized company.
In support of this, Castanheira (2016) stated that trust is referred to as the observation of one
about others, decision to be made based on behavior, speed, and their judgment. When an
organization wants to enhance their performance and also wants to be succeeding, trust plays a
fundamental role. But, it should be preserved in order to make sure the existence of an
organization and to enhance the motivation among workforces. It could also demonstrate the
interpersonal with intrapersonal effects and persuades the relations inside and outside of the
company.
Conceptual framework
From the above conceptual framework, it can be illustrated that employees can be motivated by
different factors such as extrinsic factors and intrinsic factors. There is two variable i.e.
independent and dependent variable. In this way, the independent variable is the employee’s
motivation and the dependent variable is organizational performance. The organizational
performance is depending on the motivation of employees. Hence, the organization should

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motivate their employees by using an effective motivational strategy such as rewards,
empowerment, and trust (Zablah, Carlson, Donavan, Maxham III, and Brown, 2016).
A focused research aim and at least one research question
The main aim of this research is to address the impact of the motivation of employees on
organizational performance of Cole’s supermarket, Australia. Following research questions will
be responded through this research to complete the main aim of this investigation:
RQ1: what is conceptual and theoretical understanding regarding motivation?
RQ2: what are the impacts of employee’s motivation on the performance of Cole’s supermarket?
RQ3: how an employee’s motivation can be utilized for increasing the performance of Cole’s
supermarket?
A research plan, including an overview of your proposed methods of data collection and
data analysis; Gantt chart schedule; and clear presentation of data sources
Research plan
The research plan is used to conduct the research in a systematic manner. This research plan
involves the proposed methods of data collection, Data analysis, Clear presentation of data
sources, and Gantt chart.
Proposed methods of data collection
For this research, both primary and secondary data collection method would be used to gather the
information regarding research concern. Primary data would be beneficial to capture the fresh
and first-hand information regarding research concern. It would be beneficial to obtain the
reliable and valid outcome. In such a way, primary data would be gathered from primary sources
like survey through a questionnaire. In addition to this, secondary data would be used to get the
authentic information in minimum time. These data are already published and second handed

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data (Karatepe and Aga, 2016). There are different sources of secondary data such as journal
articles, textbooks, academic publication and online articles, and online sources.
Data analysis
Data would be analyzed by using the statistical tool in order to gather the appropriate
information. The statistical technique would be effective to measure the pooled data regarding
research issues. Furthermore, Ms-excel software is used to represent the collected data via
different charts, graphs, and table. It would be beneficial to understand the research concern in a
comprehensible manner (Mostafa, and Gould-Williams, 2014).
Clear presentation of data sources
For this research, a mixed research methodology will be used to acquire the information
regarding the research issue. This method will be suitable as it will incorporate the characteristics
of both quantitative and qualitative research design. Quantitative research design would be
appropriate to gather the numeric information regarding research issue such as, survey through
questionnaire will be used to acquire the information. Along with this, qualitative research
design would be feasible to capture the theoretical information associated with research issues
such as the literature review (Navimipour, and Soltani, 2016).
Gantt chart
Gantt chart is used to represent the graphs and tables of activities which would be performed in
the research (Karatepe and Aga, 2016). The following table would be used to assess the activities
and their time period that will be taken by a researcher:
Research milestone Initial
Day
Last Day Duration
(Days)
Single page project 28-07-18 01-08-18 5

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plan
work on research
proposal
02-08-18 12-08-18 12
Review of literature 13-08-18 13-09-18 30
Data collection 14-09-18 14-11-18 60
Data analysis 15-11-18 15-12-18 30
Final report
submission
16-12-18 31-12-18 16
Single page project plan
work on research proposal
Review of literature
Data collection
Data analysis
Final report submission
28-07-18
02-08-18
13-08-18
14-09-18
15-11-18
16-12-18
5
12
30
60
30
16
Gantt chart
Initial Day
Duration (Days)
From the above Gantt chart, it can be stated that there are different activities which would be
conducted to complete the research such as, single page project plan, work on the research
proposal, Review of literature, Data collection, Data analysis and Final report submission. The
above chart depicts that the data gathering techniques will take more time as compared to other
activities.

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References
Carlos Pinho, J., Paula Rodrigues, A., & Dibb, S. (2014). The role of corporate culture, market
orientation and organizational commitment in organizational performance: the case of
non-profit organizations. Journal of Management Development, 33(4), 374-398.
Castanheira, F. (2016). Perceived social impact, social worth, and job performance: Mediation
by motivation. Journal of Organizational Behavior, 37(6), 789-803.
Cravens, K. S., Oliver, E. G., Oishi, S., & Stewart, J. S. (2015). Workplace culture mediates
performance appraisal effectiveness and employee outcomes: A study in a retail setting.
Journal of Management Accounting Research, 27(2), 1-34.
del Alonso-Almeida, M. M., Bagur-Femenías, L., & Llach, J. (2015). The adoption of quality
management practices and their impact on business performance in small service
companies: the case of Spanish travel agencies. Service Business, 9(1), 57-75. Available
at: https://repositorio.uam.es/bitstream/handle/10486/675817/adoption_alonso-
almeida_sb_2015.pdf.pdf?sequence=1
Fu, W., & Deshpande, S. P. (2014). The impact of caring climate, job satisfaction, and
organizational commitment on the job performance of employees in a China’s insurance
company. Journal of Business Ethics, 124(2), 339-349.
Grimmer, L., Miles, M. P., & Grimmer, M. (2016). The performance advantage of business
planning for small and social retail enterprises in an economically disadvantaged region.
European Journal of International Management, 10(4), 403-421.
Kanyurhi, E. B., & Bugandwa Mungu Akonkwa, D. (2016). Internal marketing, employee job
satisfaction, and perceived organizational performance in microfinance institutions.
International Journal of Bank Marketing, 34(5), 773-796.

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Karatepe, O. M., & Aga, M. (2016). The effects of organization mission fulfillment and
perceived organizational support on job performance: The mediating role of work
engagement. International Journal of Bank Marketing, 34(3), 368-387.
Lo, M. C., Abang Azlan, M., Ramayah, T., & Wang, Y. C. (2015). Examining the effects of
leadership, market orientation and leader-member exchange (LMX) on organizational
performance. Engineering Economics, 26(4), 409-421.
Mostafa, A. M. S., & Gould-Williams, J. S. (2014). Testing the mediation effect of person-
organization fit on the relationship between high-performance HR practices and
employee outcomes in the Egyptian public sector. The International Journal of Human
Resource Management, 25(2), 276-292.
Navimipour, N. J., & Soltani, Z. (2016). The impact of cost, technology acceptance and
employees' satisfaction on the effectiveness of the electronic customer relationship
management systems. Computers in Human Behavior, 55, 1052-1066.
Schepers, J. J., Nijssen, E. J., & van der Heijden, G. A. (2016). Innovation in the frontline:
Exploring the relationship between role conflict, ideas for improvement, and employee
service performance. International Journal of Research in Marketing, 33(4), 797-817.
von Bonsdorff, M. E., Janhonen, M., Zhou, Z. E., & Vanhala, S. (2015). Team autonomy,
organizational commitment and company performance–a study in the retail trade. The
International Journal of Human Resource Management, 26(8), 1098-1109.
Zablah, A. R., Carlson, B. D., Donavan, D. T., Maxham III, J. G., & Brown, T. J. (2016). A
cross-lagged test of the association between customer satisfaction and employee job
satisfaction in a relational context. Journal of Applied Psychology, 101(5), 743.

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Appendix
Exhibit 1: Gantt chart
Research milestone Initial
Day
Last Day Duration
(Days)
Single page project
plan
28-07-18 01-08-18 5
work on research
proposal
02-08-18 12-08-18 12
Review of literature 13-08-18 13-09-18 30
Data collection 14-09-18 14-11-18 60
Data analysis 15-11-18 15-12-18 30
Final report
submission
16-12-18 31-12-18 16
Single page project plan
work on research proposal
Review of literature
Data collection
Data analysis
Final report submission
28-07-18
02-08-18
13-08-18
14-09-18
15-11-18
16-12-18
5
12
30
60
30
16
Gantt chart
Initial Day
Duration (Days)