FINAL PAPER 35 35 FINAL PAPER Name of the university Name of the student Name

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Name of the student
Name of the university
Author note

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Table of Contents
Chapter 1: Introduction....................................................................................................................3
1.1 Background of the topic.........................................................................................................3
1.2 Research aim..........................................................................................................................3
1.3 Research objectives...............................................................................................................4
1.4 Research questions.................................................................................................................4
1.5 Research hypothesis...............................................................................................................4
Chapter 2: Literature Review...........................................................................................................5
Chapter 3: Methodology..................................................................................................................9
3.1 Research philosophy..............................................................................................................9
3.2 Research approach...............................................................................................................10
3.3 Research design...................................................................................................................10
3.4 Data collection methods......................................................................................................11
Chapter 4: Findings and analysis...................................................................................................12
4.1 Findings from the survey.....................................................................................................12
4.1.1 Descriptive statistics.....................................................................................................12
4.1.2 Frequency distribution..................................................................................................13
4.1.3 Reliability analysis........................................................................................................15
4.1.4 Correlation analysis......................................................................................................15
4.1.5 Regression analysis.......................................................................................................16

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4.2 Findings from the interview.................................................................................................17
Chapter 5: Conclusion and recommendations...............................................................................18
5.1 Conclusion...........................................................................................................................18
5.2 Research gaps......................................................................................................................19
5.3 Future research agenda........................................................................................................20
5.4 Recommendations................................................................................................................20
References......................................................................................................................................23
Appendices....................................................................................................................................27
Appendix 1: Survey...................................................................................................................27
Appendix 2: Interview...............................................................................................................33

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Topic: The impact of employee motivation on employees' job satisfaction: a case of
Woolworths
Chapter 1: Introduction
1.1 Background of the topic
Job satisfaction of the employees enable the businesses in increasing the efficiency of the
business operations while addressing the different issues that are being encountered in
accordance with the process inefficiency. According to Al-Madi et al. (2017), factors relating to
employee motivation and empowerment specifically enables an organizational manager
increasing the satisfaction and commitment of the employees while operating in their respective
job positions. The process designs and the recognition for the initiatives along with increased
clarity through communication are the major factors that motivates the employees to perform in
accordance with the common objectives of the businesses. Fiaz, Su and Saqib (2017) stated that
recognition of the efforts and the initiatives that are taken by the employees for meeting the
common objectives of the organizations have considerable contribution towards retaining the
commitment of the employees. Moreover, Ali (2019) opined that the training and development
of the employees helps the organizational managers in influencing the operational efficiency
while operating in accordance with the common objectives of the venture. However, there are
specific issues that are being faced by the organization while keeping their workforce motivated
and empowered. In this connection, the research will take the initiative of identifying the
concerns that are being faced by Woolworths in keeping the workforce satisfied and retaining the
commitment of the same towards their operational efficiency.

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1.2 Research aim
The aim of undertaking the research is to analyze the impact of employee motivation on
employees' job satisfaction.
1.3 Research objectives
The objectives for the study will be:
 To identify the contribution of employee motivation in the organizational performance
 To examine the different aspects of motivators and employee satisfaction
 To analyze the correlation between employee motivation and satisfaction while operating
in Woolworths’ situation
 To suggest recommended activities for Woolworths to improve employee motivation
with the purpose of improving their satisfaction
1.4 Research questions
The research questions for the study will be:
 What is the contribution of employee motivation in improving organizational
performance?
 What are the different aspects of motivators and employee satisfaction?
 How are employee motivation and employee satisfaction correlated to one another while
operating in Woolworths’ situation?
 What are the recommended activities that might be considered by Woolworths to
improve employee motivation with the purpose of improving their satisfaction?
1.5 Research hypothesis
H 0 – Employee motivation does not affect employees' job satisfaction

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H 1 - Employee motivation affects employees' job satisfaction
Chapter 2: Literature Review
The motivation of the employees play an important part in retaining the commitment of
the same towards the organizational processes. It has been noted that the motivated employees of
an organization contributes effectively towards improving the productivity along with
collaborative functioning towards achieving the common goals of growth and expansion
(Candradewi and Dewi 2019). However, it has been noted that most of the companies consider a
customer centric model with the purpose of improving the scope of business sustenance and
growth while disregarding the needs of the human resource. The absence of significant amount
of considerations on the welfare and motivational needs of the employees might affect the
capabilities of the organization in supporting the sustenance and growth of the operational
systems while addressing the common goals of the venture.
Transparency of communication is one of the major factors that affects the commitment
and trust of the employees while operating as per the common goals of the business (Froese et al.
2019). The maximized involvement of the stakeholders in the different operation of an
organization provides the business with a competitive edge over the existing players. The two
way communication between the management and the employees contributes to the efficiency of
the process structure and the core operational efficacy. According to Nurun Nabi and Dip TM
(2017), transparency of communication enables an organization in promoting active participation
among the employees in the different organizational needs. The collaborative functioning of the
management with the employees and making all the business stakeholders aware of the different
business processes through effective communication supports in maximizing the engagement of
the employees (De Sousa Sabbagha, Ledimo and Martins 2018). The inter- trust factor is often

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influenced by clear communication between the management and the employees leading to
higher rate of satisfaction among the same and a motivated approach towards the operations.
Again, the rewards and recognition activities of the organizations plays a major role in
improving the capability of the organizations in keeping the workforce motivated. The rewards
are provided by the business organizations to the employees for empowering and praising their
initiatives and hardships towards the operational efficiency of the business model. Hewagama,
G., Boxall et al. (2019) stated in a research that reward programs are conducted by most of the
businesses with the purpose of building a positive workplace environment and an inter-team
competition. However, Fatmasari, Al and Wulida (2018) opined that most of the companies
avoid the HR best practice of rewarding the employees for their contribution due to the increased
cost of operations. The disregard for the rewards and recognition related aspects have curtailed
the capability of the organizations in keeping their workforce motivated and empowered towards
meeting the business objectives and goals. According to Hitka et al. (2019), incentive schemes
play a pivotal role in upholding the interests of the business stakeholders like the employees
while empowering the same to improve their performance. The monetary benefits that are
offered by the organizations specifically aims at adhering to the wellbeing of the employees
while motivating the same to bring forth significant improvements in their performance.
Therefore, the organizations plan their incentive schemes while adding as an extra perk to the
remuneration that the same provides to the employees. Khan et al. (2019) reflected on the
performance appraisals as means of driving innovation in the business processes and bringing
forth eventual modifications in the performance criteria of the employees while aligning with the
common objectives of growth and expansion. The grade pays and compensation that are
provided by the businesses enables the same in adhering to the common wellbeing and

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sustenance related needs of the employees (Novianty and Evita 2018). Application of the
concept of Maslow’s hierarchy of needs I the context of judging the behavioral aspects of the
workforce have significantly contributed in the enumeration of the HR best practices for the
organizations. It has been observed from a cross sectional study that the employees in retail
organizations are provided with lower grade pays which gradually affected the rate of staff
turnover in the sector (Kuo et al. 2019). Therefore, it might be noted that remuneration along
with employee rewards and recognition are the major factors that contribute to the increasing
capabilities of the organization in empowering, motivating and retaining the commitment of the
employees.
Organizational culture and leadership approaches play a major role in retaining the
commitment of the employees while operating in a competitive market environment. Kianto,
Vanhala and Heilmann (2016) stated that the approach of the leaders towards the employees and
the application of LMX values helps in strengthening the bond between the employees and the
management while collaborating towards achieving the common goals. Moreover, Panatik and
Nojumuddin (2018) opined that the LMX model (Leader- Member Exchange) critically
evaluates the manner in which the collaboration between the management and the workforce
improved organizational performance. In this connection, the top-down and bottom up
communication standards are followed by the management with the objective of integrating with
the workforce. In most of the cases, it has been found that the managers take the initiative of
implementing employee centric policies with the purpose of retaining the commitment and
loyalty of the stakeholders towards the smooth functioning of the business model (Lorincová et
al. 2019). Moreover, the positive workplace culture empowers the activities of an workforce
while empowering their contribution towards achieving the common objectives of the business.