IMPACT OF LACK OF MOTIVATION AMONG EMPLOYEES.

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Running head: IMPACT OF LACK OF MOTIVATION AMONG EMPLOYEES
A STUDY TO ANALYZE THE FACTORS BEHIND THE LACK OF MOTIVATION
AMONG EMPLOYEES AND ITS IMPACT ON THE EMPLOYEE PRODUCTIVITY: A
CASE STUDY OF WHITE OAKS SALOON BAR AND DINING
Name of the Student:
Name of the University:
Author’s Note:

1IMPACT OF LACK OF MOTIVATION AMONG EMPLOYEES
EXECUTIVE SUMMARY
The research conducted this report on “Factors behind employee de-motivation and its impact on
the employee productivity: A case study of White Oaks Saloon Bar and Dining”. The past
literature related to the concerned topic clearly indicates that the concept of employee motivation
is important from the perspective of employee performance and thereby organizational growth.
Thus, the researcher decided to analyze the factors which contributed towards the lack of
motivation faced by the workers at White Oaks Saloon Bar and Dining.
The researcher for the conduct of this study took the help of pragmatic research philosophy,
descriptive research design and deductive research approach. Furthermore, primary data was
collected from the 9 workers of White Oaks Saloon Bar and Dining through the usage of the
research strategy of survey and this data was analyzed through the usage of the quantitative data
analysis method.
The researcher found that in the particular context of White Oaks Saloon Bar and Dining the
high work stress, ineffective management practices, the negative attitude of the manager, lack of
employee engagement activities, lack of training and development programs and others
contributed towards the lack of motivation faced by the workers at work. Thus, it is important for
White Oaks Saloon Bar and Dining to take into account these factors for overcome the issues or
the challenges presented by the problem of lack of motivation among the workers.
The researcher on the basis of the results of the report had suggested the usage of effective
management practices, usage of training and development programs, adequate wages and
employee engagement for White Oaks Saloon Bar and Dining. These recommendations are
likely to help the restaurant effectively motivate its workers and also help them to adequately

2IMPACT OF LACK OF MOTIVATION AMONG EMPLOYEES
handle their work load. This in turn is likely to help White Oaks Saloon Bar and Dining to
overcome the negative effects of the issues presented by the lack of motivation among its
workers.

3IMPACT OF LACK OF MOTIVATION AMONG EMPLOYEES
Table of Contents
Chapter 1: INTRODUCTION.........................................................................................................6
1.1 Background of the Study...................................................................................................6
1.2 Overview of White Oaks Saloon Bar and Dining.................................................................6
1.3 Research Problem..................................................................................................................7
1.4 Research Aim.........................................................................................................................8
1.5 Structure of the Report...........................................................................................................8
Chapter 2: LITERATURE REVIEW..............................................................................................9
2.1 Introduction............................................................................................................................9
2.2 Concept of Lack of Employee Motivation............................................................................9
2.3 Factors affecting Lack of Employee motivation.................................................................10
2.3.1 Salary and Remuneration..............................................................................................10
2.3.2 Work Stress and Pressure.............................................................................................11
2.3.3 Awards and Recognition...............................................................................................11
2.3.4 Cultural Influence.........................................................................................................12
2.4 Concept of Employee Performance.....................................................................................13
2.5 Correlation between lack of Employee Motivation and Employee Performance...............14
2.6 Research Questions..............................................................................................................14
2.7 Conceptual Framework........................................................................................................15
2.8 Literature Gap......................................................................................................................15

4IMPACT OF LACK OF MOTIVATION AMONG EMPLOYEES
2.9 Summary..............................................................................................................................16
Chapter 3: RESEARCH METHODOLOGY.................................................................................17
3.1 Introduction..........................................................................................................................17
3.2 Research Philosophy............................................................................................................17
3.3 Research Design..................................................................................................................17
3.4 Research Approach..............................................................................................................18
3.5 Data Collection Method.......................................................................................................18
3.6 Research Technique.............................................................................................................18
3.7 Sampling Method.................................................................................................................19
3.8 Data Analysis Method.........................................................................................................19
3.9 Ethical Considerations.........................................................................................................19
3.10 Summary............................................................................................................................20
Chapter 4: RESEARCH FINDINGS.............................................................................................21
4.1 Introduction..........................................................................................................................21
4.2 Primary Data Analysis.........................................................................................................21
4.2.1 Descriptive Analysis.....................................................................................................21
4.2.2 Statistical Analysis........................................................................................................22
4.3 Summary..............................................................................................................................25
Chapter 5: DISCUSSION..............................................................................................................30
5.1 Introduction..........................................................................................................................30

5IMPACT OF LACK OF MOTIVATION AMONG EMPLOYEES
5.2 Discussion of the Findings from the Survey........................................................................30
5.3 Summary..............................................................................................................................34
Chapter 6: RECOMMENDATIONS.............................................................................................35
Chapter 7: CONCLUSION AND LIMITATIONS.......................................................................37
7.1 Conclusion...........................................................................................................................37
7.2 Possible Outcomes if the Suggested Recommendations are implemented.........................37
7.3 Limitations of the Report.....................................................................................................38
References......................................................................................................................................39

6IMPACT OF LACK OF MOTIVATION AMONG EMPLOYEES
Chapter 1: INTRODUCTION
1.1 Background of the Study
As stated by Wang et al. (2017), workplace productivity of the workers greatly depends on
the level of their motivation which in turn is being determined by a plethora of other factors.
Han, Bonn and Cho (2016) are of the viewpoint that the job design, reward and recognition,
leadership or the management approach followed by the business corporations, work-life
balance, employee engagement and others are some of the major factors which influence the
aspect of employee motivation. Adding to this, Shaikh, Shah and Shaikh (2018) have noted that
the employees who are highly motivated feel less work stress and also likely to have a higher
level of wellbeing as well as job satisfaction. These in turn positively affects the employee
productivity and thereby helps the business corporations to attain the desired level of growth
(Akgunduz and Eryilmaz 2018). However, at the same time it had been seen that lack of
motivation among the employees not only adversely affects employee productivity or for that
matter the quality or the quantity of the work performed by them but also negatively affects the
day-to-day operations of the business corporations (Yeh and Huan 2017). It is in the light of
these aspects that the researcher had decided to undertake this particular report.
1.2 Overview of White Oaks Saloon Bar and Dining
White Oaks Saloon Bar and Dining, located at 115-117 Greville St. Prahran VIC,
specializes in offering different varieties of cocktails and South American food to the customers.
For instance, the menu of the concerned restaurant consists of a wide array of craft beers, wine,
spirits and cocktails and these in turn have made it the central hub for the South American food
or for that matter the beverage lovers in the recent times. In addition to these, it had been seen

7IMPACT OF LACK OF MOTIVATION AMONG EMPLOYEES
that the concerned restaurant is operational for the past five years and in order to effectively
manage the backstage and the front-stage activities it had around 9 employees. Furthermore, on
weekdays the restaurant opens for dinner whereas in the weekends it also offers lunch services to
the customers. More importantly, the restaurant under discussion here offers the opportunity to
the customers to organize different kinds of events like birthday parties, bar tender competition,
anniversaries and others which in turn had substantially enhanced the customer engagement and
thereby helped in the growth of the restaurant. However, the most important problem that the
restaurant is presently facing can be attributed to the aspect of the lack of motivation among its
workers because of which in the past six months 4 to 5 employees have left the restaurant.
1.3 Research Problem
In the context of White Oaks Saloon Bar and Dining, it had been seen that the employee-
employer relationship is not congenial. Furthermore, it is seen that there is a low level of
motivation among the employees working both in the backend and the frontend of the restaurant.
For instance, lack of insurance policies, high employee maintenance cost, lack of adequate
working space and others have directly contributed towards the problem of lack of motivation
among the employees that White Oaks Saloon Bar and Dining is presently facing. More
importantly, the low motivation of the employees has started to take a toll on their job
satisfaction and this in turn had substantially enhanced the employee attrition rate of the
restaurant. These in turn is presently affecting the quality as well as the quantity of the services
offered by the restaurant to its customers and the restaurant is even struggling to adequately
complete its day-to-day operations which are needed for the services which it offer. It is with the
objective of finding recommendations for these issues that the researcher had undertaken to write
this report.

8IMPACT OF LACK OF MOTIVATION AMONG EMPLOYEES
1.4 Research Aim
The aim of this report is to analyze the factors behind the lack of motivation among the
workers and its impact on employee productivity of a company in the particular context of the
“White Oaks Saloon Bar and Dining”.
1.5 Structure of the Report
The structure that had been followed for the completion of this report is being outlined by
the below given figure-
Figure 1: Structure of the Report
Source: (Created by the Author)
Chapter5:Discussion

9IMPACT OF LACK OF MOTIVATION AMONG EMPLOYEES
Chapter 2: LITERATURE REVIEW
2.1 Introduction
This chapter of the report sheds light on the theoretical concepts highlighted in the past
secondary literature. The researcher thus takes the help of the models, concepts, frameworks and
others elucidated in the past secondary literature related to the concepts of lack of motivation
among the workers, employee performance and also the factors which affect the lack of
motivation among the workers to shed more light on the topic that had been selected.
2.2 Concept of Lack of Employee Motivation
AlBattat, Som and Helalat (2013) are of the viewpoint that lack of employee motivation
refers to the state of the employees in which they do not feel the required intrinsic or the internal
drive to give the right amount of effort or actions to the work-related tasks that had been given to
them. Adding to this, Lee and Ok (2016) have noted that the individuals need to have adequate
amount of internal or intrinsic drive for the purpose of adequately completing the different job
roles or for that matter the tasks that are being allocated to them within the different business
corporations. More importantly, as stated by Hur, Moon and Jun (2016), the concept of lack of
employee motivation becomes a pivotal one from the perspective of the workers or the staff
related to the hospitality or the tourism industry since the profitability of the corporations related
to these industries greatly depends on the quality of the services which are being offered by the
workers to the tourists or the customers. Furthermore, along with the toll that it takes on the
aspect of the quality or the quantity of work which is being performed by the workers, it also
reduces their job satisfaction level and thereby enhances the attrition rate of the corporations as
well (Siengthai and Pila-Ngarm 2016). Recent researchers have clearly revealed the fact that the
workers are required to have the right level of motivation so as to perform their job roles as per

10IMPACT OF LACK OF MOTIVATION AMONG EMPLOYEES
the expectations of the target market that they serve or for that matter as per the expectations of
the corporations that they work for (Chand and Ranga 2018). Thus, it becomes important for the
business corporations to take the help of adequate measures so as to enhance the employee
motivation and thereby overcome the issues or the challenges posed by lack of employee
motivation.
2.3 Factors affecting Lack of Employee motivation
2.3.1 Salary and Remuneration
As per Adam’s Equity theory of motivation, offering equal amount of wages of
remuneration to the workers performing the same kind of tasks or for that matter the job roles
substantially motivates the workers and thereby greatly improves both the quantity and the
quality of the work which is being performed by them (Hanaysha and Tahir 2016). However, as
discussed by Lu and Gursoy (2016), the problem arises since within the different business
corporations it had been seen that the workers are being offered remuneration on the basis of the
nature of the work roles that they perform, their qualifications, prior job experience and other
aspects. More importantly, often it is seen that the workers who perform more laborious or
important jobs are being offered below-par remuneration in comparison to others and this in turn
causes a substantial amount of de-motivation among them (Lee, Back and Chan 2015). Thus, it
becomes important for the business corporations to follow the system of “Equal Work Equal
Pay” for the remuneration that they offer to their workers. This in turn will help the business
corporations to adequately motivate their workers and thereby overcome the issue of lack of
employee motivation.

11IMPACT OF LACK OF MOTIVATION AMONG EMPLOYEES
2.3.2 Work Stress and Pressure
Horng et al. (2016) are of the viewpoint that the work stress or for that matter the work
pressure that the workers are required to handle within the cauldron of a particular business
corporation greatly influences their motivation level. As discussed by Punjaisri and Wilson
(2017), if the work stress or the work pressure faced by the workers is too high then this not only
adversely affects their wellbeing but at the same time starts to make them feel less motivated as
well. More importantly, a high level of work stress faced by the workers adversely affects the
effective fulfillment of their basic needs within the workplaces of the different business
corporations which are important from the perspective of productivity and wellbeing
(Darvishmotevali, Arasli and Kilic 2017). Furthermore, the entity of work stress also adversely
affects the work-life balance of the workers as well which in turn substantially contributes
towards the lack of motivation faced by the workers. In addition to these, Vroom’s Expectancy
theory states that the behavior displayed by the workers is the end result of the conscious choices
made by them which are intended to maximize their pleasure within the business corporations
(Tsai et al. 2015). However, the high work stress faced by the workers adversely affects the work
pleasure of the workers and thereby contributes towards the lack of employee motivation (Guest
2017). Thus, it can be said that the high work stress or work pressure faced by the workers within
a particular business corporation is an important factors which affects the entity of employee
motivation.
2.3.3 Awards and Recognition
According to Putra, Cho and Liu (2017), rewards and recognition is an important
measure which is being used by the contemporary business corporations for the purpose of
motivating their workers. Lundberg, Gudmundson and Andersson (2009) have noted that the

12IMPACT OF LACK OF MOTIVATION AMONG EMPLOYEES
workers tend to feel motivated when they see that their hard-work or effort is being appreciated
by the business corporations. The usage of the machinery of awards and recognition is in
synchronicity with Hertzberg’s Dual Factor Theory of Motivation which states that there are
primary two kinds of factors or entities within the workplaces of the different business
corporations (Jayaweera 2015). For instance, the positive factors positively affect the entity of
employee motivation whereas the negative factors adversely affect the same (Tudor 2011). Thus,
it can be said that the usage of the construct of award and recognition substantiates the positive
factors within the workplaces of the different business corporations and thereby influences the
workers to maximize their job performance. Therefore, awards and recognition are important
factors which affect the entity of employee motivation and the usage of the same helps the
business corporations to overcome the negative connotations of the lack of employee motivation.
2.3.4 Cultural Influence
Kusluvan et al. (2010) have noted that the organizational or the workplace culture is an
important determinant of the entity of employee motivation and thus it is important for the
business corporations to formulate adequate or congenial workplace or organizational culture.
Adding to this, Kandampully and Suhartanto (2000) have stated that a positive workplace culture
substantially helps the workers to maximize their job productivity by facilitating both their
personal and professionals development. More importantly, it had been seen that the usage of an
adequate organizational or for that matter workplace culture encourages the workers to take the
help of creativity, design thinking and others within the framework of the work which is being
performed by them and this in turn not only improves the quality or the quantity of work that is
being performed by them but also reduces the work stress felt by them as well (Wang 2016).
This in turn enhances the wellbeing of the workers, helps them to attain work-life balance, the

13IMPACT OF LACK OF MOTIVATION AMONG EMPLOYEES
required level of engagement with their colleagues and others which are instrumental in reducing
the lack of motivation faced by the workers on the score of the work that is being performed by
them. DiPietro and Condly (2007) are of the viewpoint that an important feature of the business
corporations with congenial workplace or organizational culture is the fact that they take the help
of the job characteristics theory for the purpose of reducing the work stress and the de-
motivation faced by the workers. For instance, through the adequate usage of this particular
theory the business corporations have been able to create the kind of job design for the workers
wherein they do not have to perform repetitive tasks. As discussed by Kim (2009), an important
cause for the lack of motivation among the workers is the fact that they are required to perform
repetitive tasks which often become very monotonous in nature and this in turn substantially
enhances the lack of motivation faced by them. Thus, the business corporations are using the job
characteristics theory through which they are not required to perform repetitive tasks. This had
enabled the business corporations to not only enhance the skill sets of the workers but also
effective reduce the lack of motivation faced by them on the score of the work roles that they
perform as well.
2.4 Concept of Employee Performance
Chiang et al. (2008) have noted that employee performance refers to the effectiveness or
the efficiency with which the workers are being able to perform the tasks or the job roles which
are being delegated to them within the business corporations. Adding to this, Lee, Back and
Chan (2015) have observed that the entity of employee performance also denotes the manner in
which the workers behave within the workplaces for the completion of the tasks or the projects
that they are required to complete. More importantly, the entity of employee performance is
important since along with affecting the productivity of the teams or for that matter the groups to

14IMPACT OF LACK OF MOTIVATION AMONG EMPLOYEES
which the individual workers are associated with it also affects the overall organizational
performance as well (Hur, Moon and Jun 2016). Furthermore, it had been observed that there are
various factors which influence employee job productivity like motivation or the lack of
employee motivation, work stress, organizational culture, leadership or the management
approach followed by the business corporations, job design and others (Punjaisri and Wilson
2017).
2.5 Correlation between lack of Employee Motivation and Employee Performance
As stated by Hanaysha and Tahir (2016), the entities of lack of employee motivation and
employee performance are directly linked with each other and it had been seen a low level of
motivation among the workers on the score of the job that they perform substantially reduces
their job productivity. Tsai et al. (2015) are of the viewpoint that the workers who do not feel the
required internal or the intrinsic drive to give the required amount of effort towards the job roles
that they perform would not be able to offer the required job productivity to the business
corporations that they work for. Thus, it becomes important for the business corporations to take
into account the aspect of lack of employee motivation for enhancing the job productivity given
by them.
2.6 Research Questions
On the basis of the concepts articulated in this chapter, the researcher had formulated the
below given research questions-
1. What are the factors which reduce the employee motivation and thereby make them feel
less motivated in White Oaks Saloon Bar and Dining?

15IMPACT OF LACK OF MOTIVATION AMONG EMPLOYEES
2. What is the impact of lack of employee motivation on employee performance in White
Oaks Saloon Bar and Dining?
3. What are the measures that White Oaks Saloon Bar and Dining can take for resolving the
problems posed by the issue of lack of employee motivation?
2.7 Conceptual Framework
Figure 2: Conceptual Framework
Source: (Created by the Author)
2.8 Literature Gap
The researcher while browsing through Google Scholar for past secondary literature on
lack of employee motivation and its impact on employee performance found that while
numerous scholarly researches have been conducted on employee motivation and employee job
productivity very few articles have been written on the impact of lack of employee motivation on
employee job productivity. More importantly, by specifically conducting this research on small

16IMPACT OF LACK OF MOTIVATION AMONG EMPLOYEES
restaurants the researcher intends to show the manner in which they can effectively overcome the
issues posed by lack of employee motivation and thereby enhance their productivity and also the
nature or the quality of services that they offer.
2.9 Summary
To sum up, the researcher in this chapter of the report had discussed the important
theoretical concepts related to the topic of lack of employee motivation and its impact on the job
productivity of the workers. The ideas propounded in this chapter of the report will enable the
researcher to undertake a critical discussion of the findings obtained from the interviews.

17IMPACT OF LACK OF MOTIVATION AMONG EMPLOYEES
Chapter 3: RESEARCH METHODOLOGY
3.1 Introduction
This chapter of the report elucidates the research methodological framework that the
researcher used for the completion of this report. More importantly, the researcher had also
offered adequate justification for the usage of the different components of the research
methodological framework while highlighting the ethical considerations which were taken into
account by the researcher.
3.2 Research Philosophy
The researcher out of the three most commonly used research philosophies, namely,
interpretivism, positivism and pragmatic research philosophy, took the help of the pragmatic
research philosophy. McCusker and Gunaydin (2015) are of the viewpoint that an important
assumption of the pragmatic research philosophy is the fact that the usage of one perspective or
viewpoint cannot help the researchers to effectively answer the researcher questions or for that
matter the research objectives that they have formulated. Adding to this, Quinlan et al. (2019)
have noted that the researchers for the purpose of effectively answering the research questions
need to take into account different perspectives or viewpoints. Thus, the researcher took the help
of this particular research philosophy so as to analyze the research questions formulated in
“Chapter 2” from different perspectives.
3.3 Research Design
The researcher out of the three most commonly used research designs, namely,
descriptive, explanatory and the exploratory research designs took the help of the descriptive
research design. As discussed by Smith (2015), the researchers opting for the usage of the

18IMPACT OF LACK OF MOTIVATION AMONG EMPLOYEES
descriptive research design need to correlate the findings obtained from the analysis of the
primary or the secondary data collected for the research with the research questions. Thus, the
researcher took the help of the descriptive research design since it will the researcher to link the
findings with the research questions and thereby gain the necessary coherence in the report.
3.4 Research Approach
The researcher had opted for the use of the deductive research approach out of the two
most commonly used research approaches, named, inductive approach and the deductive
approach. Taylor, Bogdan and DeVault (2015) are of the viewpoint that the researchers opting
for the use of the deductive research approach need to take the help of different theoretical
frameworks, concepts and others for testing the validity of the hypotheses and the research
objectives formulated by them. Thus, the researcher will have the opportunity to test the
reliability or for that matter the validity of the primary data derived from the employees of White
Oaks Saloon Bar and Dining through the usage of this research approach.
3.5 Data Collection Method
The researcher out of the two most commonly used data collection methods, namely,
primary data method and the secondary data collection method had opted for the use of primary
data collection method. More importantly, the research strategy of survey had been used for the
purpose of collecting information regarding the lack of motivation among the employees and its
impact on employee performance from 9 employees of White Oaks Saloon Bar and Dining.
3.6 Research Technique
The researcher intends to take the help of the research technique of survey for the
collection of the information or the data needed for the completion of the study. The usage of this

19IMPACT OF LACK OF MOTIVATION AMONG EMPLOYEES
research technique will enable the researcher to collect firsthand primary data from the 9 workers
of the White Oaks Saloon Bar and Dining which in turn would help the researcher to understand
the factors that had contributed towards the lack of motivation among the workers and its impact
on their job productivity.
3.7 Sampling Method
The researcher had opted for the usage of the convenient sampling method which is
generally being used for the collection of the required data or information from the sample of the
population which is easily available. Thus, the researcher surveyed all the 9 workers of the White
Oaks Saloon Bar and Dining since they were readily available for the conduct of the survey.
3.8 Data Analysis Method
Quantitative data analysis method had been used for the analysis of the data which was
gathered from the 9 employees of White Oaks Saloon Bar and Dining through the usage of
survey. The selection of this data analysis method had been influenced by the fact that the
researcher opted for the collection of primary data through the usage of the research strategy of
survey.
3.9 Ethical Considerations
The participants in the survey were informed beforehand regarding the purpose or the
reason for the conduct of the survey and the survey was conducted following the rules or the
regulations of White Oaks Saloon Bar and Dining. Furthermore, the researcher ensured the fact
that the participants were not being asked any personal or private questions and also the names of
the participants had been kept completely confidential. More importantly, the information
provided by the participants would be protected as per the precepts of the Data Protection Act. In

20IMPACT OF LACK OF MOTIVATION AMONG EMPLOYEES
addition to these, the researcher had followed the precepts of academic writing and thereby tried
to avoid plagiarism by giving the required credit to the authors via in-text citations and reference
list whose works were used for the completion of this report.
3.10 Summary
The researcher in this chapter of the report had offered an insight into the research
methodological framework that had been followed for the completion of this report. More
importantly, the researcher took the help of the pragmatic research philosophy, deductive
approach, descriptive design, primary data collection method (survey), quantitative data analysis
method and others for the completion of this report.

Running head: IMPACT OF LACK OF MOTIVATION AMONG EMPLOYEES
Chapter 4: RESEARCH FINDINGS
4.1 Introduction
This chapter of the report undertakes an analysis of the data or the information collected
from the employees of the White Oaks Saloon Bar and Dining. The researcher for the adequate
analysis of the primary data had taken the help of the statistical tools of descriptive analysis,
correlation and others.
4.2 Primary Data Analysis
4.2.1 Descriptive Analysis
Figure 2: Descriptive Analysis

22IMPACT OF LACK OF MOTIVATION AMONG EMPLOYEES
The results of the descriptive analysis clearly indicate the fact that all the workers of the
White Oaks Saloon Bar and Dining are male and the majority of them have a Bachelor’s Degree.
This is an indicative of the fact that the workers of the concerned restaurant have the required
qualification to complete the different tasks that are being delegated to them within the
framework of the concerned restaurant. More importantly, the results of the descriptive analysis
also indicate the fact that the majority of the workers of the restaurant under discussion here have
worked in the concerned restaurant for approximately 3-6 months. This is an indicative of the
fact that the problem of lack of employee motivation had enhanced the employee attrition rate of
the concerned restaurant which in turn is signified by the fact that the majority of the workers of
the restaurant have worked only for 3 to 6 months in the restaurant.
4.2.2 Statistical Analysis
The statistical tool of correlation helps the researchers to effectively understand the
correlation or the relationship between the different variables that they have selected for analysis
in the study. More importantly, if the value of correlation derived by the researchers is “0 to -1”
then a negative relationship or correlation exists between the variables that had been selected by
them. On the other hand, if the value of the correlation obtained by the researchers is between
“+1 to 0” then a strong positive relationship or for that matter correlation exists between the
variables that had been selected by them.
Correlations
Salary WorkStressAwardsCultureEmployeeProductivity

23IMPACT OF LACK OF MOTIVATION AMONG EMPLOYEES
Salary Pearson
Correlation
1 .231 -.159 -.577 .069
Sig. (2-tailed) .550 .683 .104 .859
N 9 9 9 9 9
WorkStress Pearson
Correlation
.231 1 .095 -.157 .208
Sig. (2-tailed) .550 .807 .686 .591
N 9 9 9 9 9
Awards Pearson
Correlation
-.159 .095 1 .737* -.746*
Sig. (2-tailed) .683 .807 .023 .021
N 9 9 9 9 9
Culture Pearson
Correlation
-.577 -.157 .737* 1 -.661
Sig. (2-tailed) .104 .686 .023 .052
N 9 9 9 9 9
EmployeeProductivity Pearson
Correlation
.069 .208 -.746* -.661 1

24IMPACT OF LACK OF MOTIVATION AMONG EMPLOYEES
Sig. (2-tailed) .859 .591 .021 .052
N 9 9 9 9 9
*. Correlation is significant at the 0.05 level (2-tailed).
The result of the correlation analysis conducted by the researcher clearly indicates that a
strong positive relationship or for that matter correlation exists between the variables of
employee productivity and the wages or the remuneration that is being offered to the workers.
This finds explanation from the fact that monetary motivation is perhaps one of the best forms of
motivation which is applicable to all the individuals. However, as the results of the survey
clearly indicate that the majority of the workers of White Oaks Saloon Bar and Dining are not
satisfied with the kind of wages or remuneration that is being offered to them by the concerned
restaurant. Thus, it becomes important for the restaurant under discussion here to offer adequate
wages or remuneration to its workers so as to effectively motivate them and thereby overcome
the issues presented by the lack of employee motivation.
The correlation also indicates the fact that a negative relationship or correlation exists
between the variables employee productivity and rewards. For instance, it had been seen that the
organizations wherein excessive emphasis is being placed on the aspect of awards and
recognition the workers start to take the help of different unethical measures or for that matter
shortcuts for the completion of their work so as to enhance their productivity. Thus, it becomes
important for White Oaks Saloon Bar and Dining to offer effectively regulate the amount of
awards and recognitions that is being offered by it to its workers. White Oaks Saloon Bar and

25IMPACT OF LACK OF MOTIVATION AMONG EMPLOYEES
Dining needs to ensure the fact that the rewards offered by it are effectively motivating its
workers but not develops a greed culture within its framework.
Figure 3: Impact of Employee Motivation on their job productivity
Figure 3 clearly indicates the fact that the majority of the workers of White Oaks Saloon
Bar and Dining believe in the idea that the enhancement of their motivation level is likely to
positively influence their productivity. Thus, it becomes important for the concerned restaurant
to take the help of adequate measures like offering adequate wages to the workers, training
programs, rewards and recognition and others for the enhancement of employee motivation
which in turn will positively affect their productivity.
4.3 Summary
This chapter of the report had presented the result of the analysis of the primary data
which was collected by the researcher through the usage of the research strategy of survey. This
data is likely to help the researcher to effectively answer the research questions which were
developed in “Chapter 2”.

Running head: IMPACT OF LACK OF MOTIVATION AMONG EMPLOYEES
Chapter 5: DISCUSSION
5.1 Introduction
This chapter of the report undertakes a critical analysis of the findings obtained from the
survey conducted with the 9 employees of the White Oaks Saloon Bar and Dining in the
particular context of the ideas propounded in the literature review section of the report. This
discussion in turn enabled the researcher to effectively answer the research questions of the
report.
5.2 Discussion of the Findings from the Survey
The results of the primary data analysis clearly indicates the fact that the majority of the
workers of White Oaks Saloon Bar and Dining faced a substantial amount of stress within the
organizational setting of the concerned restaurant. More importantly, the results also indicate the
fact that this high work stress faced by the workers not only adversely affected the quality or for
that matter the quantity of work performed by them but also substantially contributed towards the
lack of motivation experienced by the majority of the workers as well. Furthermore, this had also
reduced the intension of the workers of the concerned restaurant to work in the same which in
turn becomes apparent from the fact that the majority of the workers of the concerned restaurant
have worked for only 3 to 6 months in the same. Moreover, it had been seen that there are only
two workers within the restaurant White Oaks Saloon Bar and Dining who have been associated
with the concerned restaurant for more than 7 months.
Horng et al. (2016) have noted a high level of work stress or work pressure faced by the
workers substantially reduces employee motivation which in turn reduces their intention to
persist with the concerned job. Adding to this, Darvishmotevali, Arasli and Kilic (2017) have

31IMPACT OF LACK OF MOTIVATION AMONG EMPLOYEES
observed that the management practices which are being followed within a particular business
corporation also substantially influences the wellbeing of the workers and thereby the work
stress faced by them. More importantly, it had been seen that high work stress or for that matter
work pressure faced by the workers substantially reduces the quality or the quantity of work
which is being performed by them and thereby adversely affects the overall prospects of the
business corporations with which they are associated with. Furthermore, Punjaisri and Wilson
(2017) have noted that a high level of work stress faced by the workers also hinders the effective
fulfillment of their basic psychosocial needs within the organizational setting and thereby
substantially reduces the level of their motivation. Thus, in the particular context of the White
Oaks Saloon Bar and Dining it can be said that the high work stress faced by the workers
coupled with the ineffective management practices followed by the same had not only reduced
employee motivation on the score of the job that they perform but also enhanced the attrition rate
of the restaurant as well.
The results of the primary data analysis also reveals the fact that the majority of the
workers of White Oaks Saloon Bar and Dining consider the organizational or the workplace
culture of the restaurant to be highly ineffective. This coupled with the ineffective management
practices followed by the concerned restaurant had greatly reduced the motivation level of the
workers of the restaurant. Kusluvan et al. (2010) have suggested that congenial organizational or
workplace culture coupled with adequate management or leadership practices helps the business
corporations to create the kind of environment wherein the workers feel motivated to perform as
per their maximum potential. In addition to this, Wang (2016) has noted that the managers and
the leaders are required to follow adequate practices which in turn not only helps in the creation
of a congenial organizational or workplace culture but also helps them to motivate the workers

32IMPACT OF LACK OF MOTIVATION AMONG EMPLOYEES
significantly and thereby substantially reduces the work stress faced by them. However, almost
all the nine workers of the White Oaks Saloon Bar and Dining who participated in the survey
complained that the workplace culture of the concerned restaurant was highly ineffective and this
in turn contributed towards the problem of lack of motivated faced by them. Thus, in the
particular context of the White Oaks Saloon Bar and Dining it can be the two major factors,
namely, the ineffective management practices and the high work stress had substantially reduce
employee motivation which in turn is causing the problems or the issues that the restaurant is
presently facing.
The results of the correlation analysis indicates that a strong positive relationship exists
between the wages or the remuneration which is being offered to the workers within White Oaks
Saloon Bar and Dining and the level of motivation. Lu and Gursoy (2016) have noted that
monetary benefit is one of the most important forms of motivation that the different business
corporations commonly use for the purpose of enhancing employee motivation. Adding to this,
Hanaysha and Tahir (2016) have noted that the business corporations which offer adequate
wages or remunerations to their workers are generally being able to enjoy higher employee
productivity and vice versa. As discussed by Lee, Back and Chan (2015), the business
corporations by offering adequate wages to their workers have the opportunity to effectively
fulfill the economic needs of their workers which in turn helps them to effectively motivate
them. This in turn gets manifested in the job productivity of the workers and thereby the overall
organizational productivity and profitability as well. Thus, it becomes important for White Oaks
Saloon Bar and Dining to effectively enhance the wages or for that matter the remunerations
which are being offered by it to its workers so as to positively motivate them which in turn
would enhance their job productivity.

33IMPACT OF LACK OF MOTIVATION AMONG EMPLOYEES
The results of the correlation analysis also indicates the fact that a negative relationship
or for that matter correlation exists between the variables awards and recognition and the entity
of employee productivity. Putra, Cho and Liu (2017) are of the viewpoint that rewards and
recognitions are one of the most important techniques through which the business corporations
have the opportunity to effectively enhance employee motivation. However, Lundberg,
Gudmundson and Andersson (2009) have noted that offering too many awards and recognitions
to the workers makes them complacent and this in turn rather than positively affecting the overall
productivity negatively affects the same. Thus, it becomes important for the business
corporations to take the help of awards and recognition only to the extent that it helps in the
enhancement of employee motivation and not creates a greed culture within the organizational
setting. Therefore, it is important for White Oaks Saloon Bar and Dining to formulate its award
and recognition policy taking this particular aspect into effectively consideration and thereby
create the kind of award policy which will help it to effectively enhance employee motivation.
In short, the nine employees of White Oaks Saloon Bar and Dining who participated in
the process of survey stated that there are various factors which had contributed towards the
problem of lack of motivation faced by the workers within the concerned restaurant. For
instance, some of the most important ones in this relation are the problem of high work stress,
organizational or workplace culture, ineffective management practices used by the restaurant and
others. More importantly, Hanaysha and Tahir (2016) in “Chapter 2” have suggested that the
business corporations are required to take the help of adequate job design, work-life balance,
adequate organizational culture, effective management practices and others for reducing the high
work stress faced by the workers. However, in the particular context of the restaurant under
discussion here it is seen that these practices are not being followed adequately which in turn had

34IMPACT OF LACK OF MOTIVATION AMONG EMPLOYEES
substantially enhanced the issue of lack of motivation felt by the workers and thereby contributed
towards the high attrition rate of the concerned restaurant. Thus, it becomes important for White
Oaks Saloon Bar and Dining to take the help of adequate management practices, effectively
reduce the high work stress faced by its workers, improve the organizational or for that matter
the workplace culture which is being followed within the concerned restaurant and other
measures. These practices or for that matter the measures are likely to help White Oaks Saloon
Bar and Dining to effectively overcome the issues presented by the lack of employee motivation
by effectively motivating them. This in turn is likely to help White Oaks Saloon Bar and Dining
to effectively enhance the workplace productivity of the nine workers who are presently
associated with it as well.
5.3 Summary
The research in the above discussion undertook a critical discussion of the findings
obtained from the primary data collected from the workers of White Oaks Saloon Bar and
Dining. More importantly, the researcher had linked the data obtained from the employees of
White Oaks Saloon Bar and Dining with the ideas presented in the literature review so as to
effectively answer the research questions and also to attain the required coherence in the report
as well. These in turn have helped the researcher to effectively answer the research questions
which were developed in “Chapter 2” and also propose the recommendations or the suggestions
that White Oaks Saloon Bar and Dining needs to follow for overcoming the issues presented by
the lack of employee motivation.

35IMPACT OF LACK OF MOTIVATION AMONG EMPLOYEES
Chapter 6: RECOMMENDATIONS
The researcher on the basis of the results of this report would suggest the below given
measures for White Oaks Saloon Bar and Dining which it can use for reducing the issues
presented by lack of employee motivation. The most important ones are listed below-
 Usage of Effective Management Practices: The majority of the employees of White
Oaks Saloon Bar and Dining complained regarding the negative approach of the
Manager and also the ineffective management practices followed by the restaurant which
in turn enhanced their work stress and also the lack of motivation experienced by them.
Thus, it is likely that the usage of adequate management or leadership approaches would
enable the restaurant to motivate the workers to maximize their performance and thereby
reduce the issue of lack of employee motivated felt by them as well.
 Usage of Training and Development Programs: The usage of adequate training
programs helps the organizations to offer the required skill sets or knowledge to the
workers which in turn reduces the work stress faced by them and thereby the problem of
lack of motivation. Thus, it is suggested for the management team of the restaurant to
organize regular training and development programs which will not only offer the
required skill sets to the workers but also enable them to perform as per the required
standard as well. This in turn is likely to help the restaurant to overcome the issues
presented by the lack of employee motivation.
 Adequate Wages or Remuneration: Almost all the employees who participated in the
survey complained that they are not being offered adequate wages by White Oaks Saloon
Bar and Dining despite the hard work which is being performed by them. Thus, it is

36IMPACT OF LACK OF MOTIVATION AMONG EMPLOYEES
suggested for the restaurant to offer adequate wages or remunerations to its workers
which in turn would help them to overcome the different issues that it is presently facing
on the score of lack of employee motivation.
 Employee Engagement: Employee engagement is one of the most important constructs
which is being used by the different business corporations for reducing the work stress
faced by its workers. Thus, it is likely that through the adequate usage of the construct of
employee engagement the restaurant would be able to substantially reduce the de-
motivation faced by the workers by promoting engagement among them.

37IMPACT OF LACK OF MOTIVATION AMONG EMPLOYEES
Chapter 7: CONCLUSION AND LIMITATIONS
7.1 Conclusion
The results of the report clearly indicates that the lack of employee motivation is a major
cause of worry for the White Oaks Saloon Bar and Dining and in the present times had not only
adversely affected the employee performance but also enhanced its attrition rate as well. More
importantly, it had been seen that there are various factors which had contributed towards the
lack of motivation experienced by the workers of White Oaks Saloon Bar and Dining. For
instance, the high work pressure or work stress, the ineffective management practices, the
negative attitude of the manager, lack of training and development programs, lack of employee
engagement, inadequate job design and others are some of the most important factors which have
directly contributed towards the issue of lack of motivation at work faced by the workers of
White Oaks Saloon Bar and Dining. Thus, it becomes important for White Oaks Saloon Bar and
Dining to take into account these factors and effectively motivate the workers so as to overcome
the issues or for that matter the threats posed by lack of employee motivation.
7.2 Possible Outcomes if the Suggested Recommendations are implemented
 Effective Management Practices: The adequate usage of this recommendation would
enable the restaurant to not only improve its organizational or workplace culture but also
help in the reduction of the high work stress faced by the workers. This in turn is likely to
help the restaurant to adequately motivate the workers and thereby overcome the issues
presented by employee de-motivation.
 Training and Development Programs: The usage of this recommendation will help the
restaurant to offer the required skills to the workers which in turn would help them to

38IMPACT OF LACK OF MOTIVATION AMONG EMPLOYEES
adequately completely their work. More importantly, this will help the workers to
adequately cope up with the work stress and thereby overcome de-motivation at work as
well.
 Adequate Wages or Remuneration: The usage of this recommendation by the
restaurant will enable the restaurant to effectively motivate its workers which in turn
would help it to overcome the issues presented by the lack of employee motivation.
Furthermore, the usage of this particular recommendation would also enable White Oaks
Saloon Bar and Dining to effectively enhance the job productivity of its different workers
which in turn is likely to positively affect the prospects of the concerned restaurant.
 Employee Engagement: This usage of this recommendation is likely to help the
restaurant promote engagement among its different workers and thereby reduce the work
stress faced by them. This in turn is likely to help the restaurant to motivate its workers
significantly.
7.3 Limitations of the Report
The researcher because of time and resource constraints was able to collect data only
through the usage of the research strategy of survey and no interviews were being conducted for
substantiating the data or the information collected through the usage of the tool of survey.
Furthermore, because of accessibility issues only 9 employees were being surveyed for the
collection of the data needed for the completion of this report which in turn had significantly
narrowed down the scope of this report since the entire report is based on the data or the
information provided by only 9 individuals. These in turn are the two major limitations of the
report.

39IMPACT OF LACK OF MOTIVATION AMONG EMPLOYEES
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