Employee Retention and Motivation Factors

The provided document is a comprehensive study on employee retention and motivation factors. It presents a literature review on employer branding and its impact on employee retention, as well as discussions on the psychology of employee recruitment, selection, and retention. The study also delves into research methodologies for neurodevelopmental outcomes in children born preterm or with low birth weight. Additionally, it covers various articles and books on qualitative research, crime prevention through environmental design, driver behavior, and accident research methodology. A questionnaire is included to gather data on employee motivation factors such as salary, respect from supervisors, promotional opportunities, and high-level motivation for working at Tesco.

RESEARCH
PROJECT

Table of Contents
Chapter 1: Introduction....................................................................................................................1
Research title..........................................................................................................................1
Research brief and background..............................................................................................1
Research aim..........................................................................................................................1
Research objective..................................................................................................................1
Research question...................................................................................................................2
Chapter 2: Literature review............................................................................................................2
Employee’s motivation and employee’s retention.................................................................2
Relationship between employee motivation and employee retention....................................3
Chapter 3: Research methodology ..................................................................................................4
Research Strategy...................................................................................................................4
Research Approach.................................................................................................................4
Research philosophy...............................................................................................................5
Research approach..................................................................................................................5
Research Design.....................................................................................................................5
Data collection........................................................................................................................5
Data analysis...........................................................................................................................6
Ethical consideration..............................................................................................................6
Chapter 4: Data analysis..................................................................................................................6
Data Analysis and Interpretations..........................................................................................7
Chapter 5: Conclusion and Recommendations..............................................................................10
Conclusion............................................................................................................................10
Recommendation..................................................................................................................11
REFERENCES..............................................................................................................................12
Appendix........................................................................................................................................14
Questionnaire........................................................................................................................14

Chapter 1: Introduction
Research title
To analyse the impact of motivation on employee retention: A case study of Tesco Ltd
Research brief and background
Employee retention program is said to be effective when systematic effort is made to
create and foster environment that encourage and support to remain employed by maintaining
strategies and practices in place that address their diverse need. It is very significant for the
organisation to retain their employees so that their cost of recruitment, training and development
can be reduced. As the loyal employees shows good image to the customers and this leads to
attract and retain large number of customers (Abou Khadra and Chen, 2017). Other than that is
the task of the human resource management to maintain their employees in such a way they can
stay and work for the venture for the long period of time. Employees’ retention wills never fall
shortage of opportunities if person. When the person or employee is happy with the organisation,
then it is easy for them to be in the venture for the long term but if the employees is not happy
with the firm, then he or she has right to switch to the other business or venture.
Other than that employer should know how they can attract and retain employees and use
the different strategies by which they can retain the employees for the longer period. There may
be many strategies which can be implemented by the employer but motivation is one of the
important factor which can boost the employees on day to day basis which can serve them the
different beliefs (Hayes, 2017). One of the important beliefs that employer have is that monetary
benefits can be the highest employee motivator.
Research aim
The key aim of the researcher is “To analyse the impact of motivation on employee
retention: A case study of Tesco Ltd”
Research objective
 To explore the concept of employee’s motivation and employee’s retention
 To identify the relationship between employee motivation and employee retention
 To analyse the impact of reward, security and salary on motivation and its effect on
employee retention
1

 To examine the impact of working condition, promotion and interesting work on the
motivation and the employee retention.
Research question
 What is employee’s motivation and employee’s retention?
 What is relationship between employee motivation and employee retention?
 What is impact of reward, security and salary on motivation and its effect on employee
retention?
 What is impact of working condition, promotion and interesting work on the motivation
and the employee retention?
Chapter 2: Literature review
Employee’s motivation and employee’s retention
According to the view of Gilani and Cunningham, (2017) motivation is the way by which
employee get the commitment, energy and creativity when he or she is completing his or her
responsibility and authorities. There are several tasks and operations that are need to be done by
the employee, which need motivation to complete them. If the employee is not having
motivation and then doing the work, then it can not be done in the effective and efficient manner.
It is one of the important concern of the employer to motivate employees so that they can use
their skills and knowledge in the appropriate manner and complete the task. Other than that
innovation is also one of the important aspect which every organisation need. These innovations
always come from the employees and if the employee is highly motivated then innovative ideas,
thoughts can be achieved by the organisation and it helps them to gain the competitive
advantage. Thus, it can be said that there are several benefits that can be attained by the both
employer and employee when the workers are working with the motivation.
In the contradicting view of Goldstein and Semedo, (2017) it has been founded that there
several motives that every employees have which encourage them to attain them. This will help
them to enhance their performance and image in the organisation. It can be said that motivation
is the forces acting on and with in the person to direct and initiate behaviour. Motivation states
the differences in the intensity of the behaviour. This is the reason the person like to work in one
situation rather it can happen he or she does not like to work in the other circumstances.
Motivation is being linked with the employee moral which states that employee have positive
and negative behaviour towards his or her work. Other than that it can be said that motivation is
2

the invisible, hypothetical and internal construct which can be reflected by the behaviour. Thus,
the employer need to find the factors by which they can able to motivate the employees in order
work in the effective and efficient manner.
According to the view of Ambrosius, (2018) employee retention is the voluntary move
by the organisation in order to create the firm environment in such a way that employee fell
comfortable and being engage for the long term. Retention is one of the challenging task of the
every organisation in today's world. If the organisation and employer are not able to retain the
employees then there are several disadvantages faced by the venture. The cons can be high cost
for the recruitment and selection of the employees, loss of productivity and profitability, loss of
business opportunities, poor customer reports etc. Maintaining the stable employees in the
organisation is one of the factor which helps the firm to gain the sustainable competitive
advantage.
In the contradicting view of Basu, (2017) retention is the way by which organisation and
employer prevent the loss of quality employees from the organisation and if they loose them
then their performance and productivity can be diminished. Retention have become the
challenging for the organisation, this is because efficient employees can anytime shift to the
other venture.
Relationship between employee motivation and employee retention
According to the view of Hantoft and Boman, (2017) motivation and retention have very
close relationship with each other. If the employee is highly motivated for his or her wok, then
he or she will wok for the organisation for long term. Motivation plays very significant role in
the employee satisfaction and employee retention. This is because there is nothing work better
than the motivation in order to serve the satisfaction and which leads to the employee retention.
Motivation is the factor which work as the catalyst to the success of the individual. Team
managers and leaders need to motivate employees regularly so that they can extract best out of
the employees. And the employees perform well, then it is responsibility of the manager to
appreciate them.
In the contradicting view of Abou Khadra and Chen, (2017) there are several factors that
can be used by the managers and leader to motivate the employees and retain them for the longer
period. Compensation plays very significant role in motivation of employees. If the organisation
3

is paying according to the work done by the employees, then he will get motivated. Other than
that fair and equal remuneration should be done to motivate the employees. Other than that
environment condition is also one of the important factor which helps the employer and leader to
motivate and employee and ultimately it will help them to retain the workers. If the venture is
engaging employees in decision making process and appreciate the ideas and thoughts given by
them, this will help them to retain employees for the longer period.
Chapter 3: Research methodology
Research Strategy
It is one of the important aspect of the research methodology which helps the researcher
to determine way by which data can be collected and analysed in an appropriate way so that
proper results can be founded. There are two types of research strategy that are qualitative and
quantitative. The implementation of this method depends upon the objective of research. When it
is concerned about the qualitative research, study includes theoretical aspect. On the other hand,
in the quantitative research, scholar use the different methods such as regression, correlation, t-
test, a nova test and standard deviation. The key objective of the researcher is to determine the
ethical issues of emotional advertising in influencing the subconscious minds of consumers. In
order to attain the objective, researcher have selected qualitative research strategy. The reason
behind to select this qualitative research is to conduct deep analysis by which investigator can
develop deep understanding about the subject (Hayes, 2017). Qualitative research can applied in
the dissertation in order to collect an appropriate information and obtain accurate outcome of
study. This research can assist investigator in analysing the ethical issues of emotional
advertising in influencing the subconscious minds of consumers.
Research Approach
It is also one of the important chapter in the research methodology which helps the
investigator to analyse the information in effective manner. With the help of this chapter
researcher implement the different tools to analyse the data in order to find the appropriate result
and patterns. With help of inductive research approach, investigator can obtain an appropriate
outcome. Other than that it do not have any place for the hypothesis so the researcher is free to
alter its direction for the study. Thus, this type of research approach is less structured as compare
to the deductive. On the other hand when it is concerned about the deductive research approach,
4

it starts with the hypotheses and being applicable to the large samples. Thus, this type of
research approach is being very much structured (Gilani and Cunningham, 2017). The key aim
of the researcher is to determine the ethical issues of emotional advertising in influencing the
subconscious minds of consumers. In order to attain this objective, researcher have selected the
inductive research approach. With the help of this research approach investigator can develop
effective knowledge about the subject and collect the secondary data for obtaining the result.
Other than that he or she can able to create the deep understanding about the subject to find the
appropriate solution of the problem.
Research philosophy
This can be determined to be the belief in respect with analysis, collection and evaluation
of the data. These are of four types which are interpretivism, realism, positivism and
pragmatism. Among these, the research will make used of positivism so that key focus of the
research is made on aim and objectives that are set by the researcher.
Research approach
There are two different ways that helpful enough to conduct the research. In this context,
it includes from general to specific and from specific to general. There are two of approaches
which are inductive and deductive. Among these, the researcher will make use of deductive
approach in which general information will be focused and then specific data will be covered.
Research Design
This is determined to be blue print in which it provides proper steps that has to be
considered in conducting the research. These are of three types which are exploratory,
descriptive and exploratory (Goldstein and Semedo, 2017). Among these, the research will make
use of descriptive study. In this there are three different type of methods involved and the
researcher will make use of case study method.
Data collection
It is important that proper methods are applied so that data can be gathered. There are of
two types which are primary and secondary. Among these, the research will select the primary
data collection with the help of survey. This is effective enough to develop in depth
understanding for the research topic.
5

Data analysis
It is the way by which researcher analyse and interpret the data. There are two ways by
which data can be analyses that are SPSS and Thematic. As the qualitative research design have
been selected by the researcher so the thematic analysis will be done .
Ethical consideration
Researcher has to make sure that proper steps are taken for conducting the research. As it
was discussed, the secondary research is taken into consideration and it is important that data are
not used as it is as it increases the risk of plagiarism. Further, all the secondary data will be
properly cited so that authenticity can be shown.
Chapter 4: Data analysis
Theme 1 Your status or position in this organization
Factors Number of respondents Percentage Total respondents
Junior staff 5 62.5 8
Senior staff 4 37.5 8
Theme 2 Salary and other fringe benefits helps the employee to gain motivation for their work
Factors Number of respondents Percentage Total respondents
Strongly agree 3 37.5 8
Agree 2 25 8
Neutral 1 1.25 8
Disagree 1 1.25 8
Strongly Disagree 1 1.25 8
Theme 3 Respect and fair treatment receive from my supervisor serve you motivation
Factors Number of respondents Percentage Total respondents
Strongly agree 4 50 8
Agree 2 25 8
Neutral 1 1.25 8
6

Disagree 1 1.25 8
Strongly Disagree 0 0 8
Theme 4 Optimistic about promotional opportunities helps you to be in the organisation for
the longer period
Factors Number of respondents Percentage Total respondents
Strongly agree 3 37.5 8
Agree 2 25 8
Neutral 1 1.25 8
Disagree 1 1.25 8
Strongly Disagree 1 1.25 8
Theme 5 High level of motivation helps you to work for the Tesco for long duration
Factors Number of respondents Percentage Total respondents
Strongly agree 4 50 8
Agree 2 25 8
Neutral 1 1.25 8
Disagree 1 1.25 8
Strongly Disagree 0 0 8
Data Analysis and Interpretations
Theme 1 Your status or position in this organization
7

Junior staff Senior staff
0
0.5
1
1.5
2
2.5
3
3.5
4
4.5
5
5
4
Column B
Interpretation and analysis: There are 8 employees that have been selected in order to
analyse the subject. From this graph, it has been analysed that there are five employees who are
working at the junior level. On the other hand, there are four employees that are working at the
senior level. Thus, it can be said that the information is being collected from both of the
employees who are at the senior and junior level.
Theme 2 Salary and other fringe benefits helps the employee to gain motivation for their work
Strongly agree
Agree
Neutral
Disagree
Strongly Disagree
0 0.5 1 1.5 2 2.5 3
3
2
1
1
1
Column B
8

Interpretation and analysis: There are 8 employees that have been selected in order to analyse
the subject that is to find that weather salary and fringe benefits helps employees to gain the
motivation. From this graph, it has been analysed that 3 out of 8 employees have been strongly
agreed that their motivation have been increasing with the help of salary and fringe benefits.
Other than that 2 employees have stated that they agree that fringe and salary benefits helps
employees to gain high motivation.
Theme 3 Respect and fair treatment receive from you supervisor serve you motivation
4
2
1
1
Strongly agree
Agree
Neutral
Disagree
Strongly Disagree
Interpretation and analysis: There are 8 employees that have been selected in order to analyse
the subject that weather Respect and fair treatment receive from your supervisor serve you
motivation. 50% of the employees have stated that they are strongly agreed that respect and fair
treatment helps them to gain the high level of motivation. Other than that 25% of the respondent
have stated that they are agreed that respect and fair treatment motivates them.
Theme 4 Optimistic about promotional opportunities helps you to be in the organisation for
the longer period
9

Strongly agree
Agree
Neutral
Disagree
Strongly Disagree
0
0.5
1
1.5
2
2.5
3
3
2
1 1 1 Column B
Interpretation and analysis: There are 8 employees that have been selected in order to analyse
the subject. 37.5% of the respondent have stated that they are strongly agreed that promotional
opportunities helps them to work in more motivated manner. This is because this motivation
helps them to gain promotion in the organisation.
Theme 5 High level of motivation helps you to work for the Tesco for long duration
Strongly agree
Agree
Neutral
Disagree
Strongly Disagree
0 0.5 1 1.5 2 2.5 3 3.5 4
4
2
1
1
0
Column B
10

Interpretation and analysis: There are 8 employees that have been selected in order to analyse
the subject. 50% of the respondent have stated that motivation and employee retention have good
relationship with each other. They have stated that when the employee is highly motivated for
his or her responsibilities, then he or she can survive for the longer duration in the firm.
Chapter 5: Conclusion and Recommendations
Conclusion
It can be concluded that in the coming era which is the era of competition, where large
number of companies exit in the market place, so the employees have very large options to
switch to the other organisation. Employee who find good career opportunities, pay package,
other services etc. to the other venture then the employee will switch to that firm only. It can be
said that it is very challenging task for the venture to retain the skilled and quality employees in
the firm. This is the because there is scarcity of the human resources in the market. There are
several ways by which employees in the organisation can be retained such as wages, promotion,
training and delegation of authority and responsibility. The key function of the management is to
take care of these things which can helps them to gain and retain employees in the firm. If the
organisation is not able to retain employees, then it can happen that it may increase the employee
turnover in the venture.
Recommendation
It can be recommend from the research project that employer need to motivate employees
time to time so that they can work in effective and efficient manner and work for the
organisation for longer period. Loyal employees are key to the success of organisation. This is
because loyal employees bring several benefits to the organisation. Thus, the venture need to
implement the different strategics by which they can motivate employees in order to retain them.
Other recommendations which helps the organisation to retain employees by the Tesco are as
follows:
 Employee should be compensate fairly and no discrimination should be taken place in the
organisation regarding the compensation.
 Employees should be given favourable environment where they can work in highly
motivated manner.
11

 Proper reward should be given to the employees who are putting large efforts to gain
high productivity and profitability. This will help them as well as other employees to
gain motivation and put their efforts at the maximum level.
12

REFERENCES
Books and Journal
Abou Khadra, W. and Chen, G., 2017. Can learning organisation and affective commitment
contribute towards employee retention: the case of engineering organisations in the Gulf
Cooperation Council Countries?.
Ambrosius, J., 2018. Strategic talent management in emerging markets and its impact on
employee retention: Evidence from Brazilian MNCs. Thunderbird International Business
Review. 60(1). pp.53-68.
Basu, P. S., 2017. Improving Employee Retention through Employee Engagement–A Case
Study from an Indian Automotive Industry.
Gilani, H. and Cunningham, L., 2017. Employer branding and its influence on employee
retention: A literature review. The Marketing Review. 17(2). pp.239-256.
Goldstein, H. W. and Semedo, C., 2017. The Psychology of Employee Recruitment, Selection
and Retention. The Wiley Blackwell Handbook of the Psychology of Recruitment, Selection
and Employee Retention. pp.1.
Hantoft, J. and Boman, J., 2017. Should I Stay or Should I go?; A single case study examining
employee motivational factors impact on employee retention.
Hayes, J., 2017. Employee Retention in the Canadian Gaming/Casino Industry: A Study of the
Effects of Customer Service Aptitude, and Essential Skills Math on Short Term Employee
Retention (Doctoral dissertation, Trident University International).
Humphries, B., 2017. Re-thinking social research: anti-discriminatory approaches in research
methodology. Taylor & Francis.
Kurinczuk, J. J. and Morris, J., 2016. Risk factor models for neurodevelopmental outcome in
children born very preterm or with very low birth weight: a systematic review of
methodology and reporting. American Journal of Epidemiology.
Nieswiadomy, R. M. and Bailey, C., 2017. Foundations of nursing research. Pearson.
Patino, C. M. and Vollmer, W. M., 2016. Building Research Capacity In Middle And Low-
Income Countries Through Research Methodology And Career Development Education.
13

In D102. FIGURING OUT WHAT WE DON'T KNOW: ADVANCES IN MEDICAL
EDUCATION (pp. A7567-A7567). American Thoracic Society.
Silverman, D. ed., 2016. Qualitative research. Sage.
Vaioleti, T. M., 2016. Talanoa research methodology: A developing position on Pacific research.
Waikato Journal of Education. 12(1).
Vera, Y. and Fabian, N., 2016. Crime prevention through environmental design.
Wåhlberg, A., 2017. Driver behaviour and accident research methodology: unresolved
problems. CRC Press.
14

Appendix
Questionnaire
Question 1: What is your status or position in this organization?
 Junior staff
 Senior staff
Question 2: Do you agree that salary and other fringe benefits helps the employee to gain
motivation for their work?
 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly Disagree
Question 3: Do you agree that respect and fair treatment receive from my supervisor serve you
motivation?
 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly Disagree
Question 4: Do you agree that Optimistic about promotional opportunities helps you to be in the
organisation for the longer period?
 Strongly agree
 Agree
 Neutral
 Disagree
15