Employee Engagement and Organizational Impact

This assignment presents a survey regarding employee engagement within an organization. It comprises three sections: Q6 focuses on employees' sense of fulfillment, acceptance of challenges, and belongingness. Q7 investigates the influence of engagement on service delivery, customer loyalty, and employee training. Finally, Q8 explores the impact of rewards and recognition on employee retention through factors like learning opportunities, job security, and thoughts about quitting.

Impact of Reward
Management on
Employee Retention:
Sainsbury

ABSTRACT
Retention of any employee would be meaning that what and how company is putting the
efforts in order to regain or make all employees stay within company for longer duration of time.
This is very much important in all the sense in respect of employee been able to work well, in
order to their productivity, their performance, profitability of company and ultimately
sustainability of company within market. All the above mentioned things are very much
significance in way firm is working with good and efficient people. Sainsbury is regarded as the
2nd largest supermarket brand in UK having about 16.9% shares in this sector which is owned by
Qatar investment with about 21.99% of shares of profit. The whole group is having 3 sub-
divisions which are bank, supermarket and Argos (which is providing utilities like that of gas and
energy service within whole market of UK). So in total company is having about 1.81 million
employees as on 2017 it becomes necessary for company to look forward about the retention
policy of Human Resource department of group. Reward system ensure that monitory and non-
monitory needs of the people can be fulfilled so that they feel happy in the organization and
perform their work effectively. Workers are the life blood of company as they directly interact
with customers. They are the one who present the products and services to people. In such
condition if they feel unhappy in the workplace then they do not deal with the consumers well.
This affects revenues of the entity and create difficulty for the firm to sustain in the market for
longer duration. Brand image is considered as essential and useful tool that assists in garbing the
attention of customers in market and helping them all to choose the best one from various others
in same market. With the help of good brand image of company they could easily be making
their customers retained within same firm which is termed to as brand loyalty.

ACKNOWLEDGEMENTS
I'm expressing my gratitude with love and sincerity to them who were associated with me to
accomplish this project work. All the hard work, devotion towards duty and the love or tolerance
which my supervisor has shown I'm grateful to. At the end I want to thank my family and friends
for their involvement and cooperation in my data collection on conducting my research work on
the To evaluate the effect of reward management on employees retention: A case study on
Sainsbury.

TABLE OF CONTENTS
CHAPTER 1: INTRODUCTION....................................................................................................1
1.1 Research Aim:..................................................................................................................1
1.2 Research objectives:.........................................................................................................2
1.3 Research background........................................................................................................2
1.4 Research problem.............................................................................................................2
1.5 Research purpose..............................................................................................................3
1.6 Research Questions..........................................................................................................3
1.7 Significance of the study:.................................................................................................3
1.8 Structure of dissertation....................................................................................................4
1.9 Time scale:........................................................................................................................4
CHAPTER 2: LITERATURE REVIEW.........................................................................................1
2.1 Introduction......................................................................................................................1
2.2 Concept of employee retention and reward management................................................1
2.3 The process of innovation for effective reward management so that operations of firm is
raised.......................................................................................................................................3
2.4 Maintaining brand image of company so that customers is getting the best form of service
delivery...................................................................................................................................4
2.5 Business activities which are implemented within Sainsbury to retain employees.........5
CHAPTER 3: RESEARCH METHODOLOGY.............................................................................8
3.1 Introduction:.....................................................................................................................8
3.2 Research philosophy:........................................................................................................8
3.3 Research design:...............................................................................................................9
3.4 Research approach:...........................................................................................................9
3.5 Data collection:...............................................................................................................10
3.6 Data Analysis:................................................................................................................10
3.7 Sampling:........................................................................................................................11
3.8 Reliability and Validity:.................................................................................................11
3.9 Ethical consideration:.....................................................................................................11
3.10 Limitation:....................................................................................................................12
CHAPTER 4: RESULTS and DISCUSSION...............................................................................13

4.1 Introduction:...................................................................................................................13
4.2 Data collection and interpretation:.................................................................................13
CHAPTER 5: CONCLUSION and RECOMMENDATIONS......................................................31
5.1 Conclusion:.....................................................................................................................31
5.2 Recommendations:.........................................................................................................32
REFERENCES..............................................................................................................................35
APPENDIX....................................................................................................................................39

TABLE OF FIGURES
Figure 1: Length of working into the company with current employer........................................15
Figure 2: Non-financial rewards into the job.................................................................................16
Figure 3: Desiring to get the non-financial reward at work...........................................................17
Figure 4: Salary and rise in the pay after good performance.........................................................19
Figure 5: Satisfaction with current financial policy of rewarding into company..........................20
Figure 6: Satisfaction with the promotional opportunities in company........................................21
Figure 7: Supervisor is encouraging on good performance...........................................................22
Figure 8: They are informing about the changes in organisation..................................................23
Figure 9: They are giving positive feedback on employee without any biasness.........................24
Figure 10: They are supportive in work done................................................................................24
Figure 11: Sense of fulfilment after completion of work..............................................................26
Figure 12: Acceptance of all challenges at work...........................................................................27
Figure 13: Sense of belongingness with the company...................................................................27
Figure 14: Service delivery is as per customer expectation..........................................................29
Figure 15: Quality of service keeps customers loyal and hence repeated visits take place...........30
Figure 16: Employees are trained in their respective functional areas..........................................31
Figure 17: Learning and development...........................................................................................32
Figure 18: Job security...................................................................................................................33
Figure 19: Often think about quitting current job as soon as possible..........................................33

To evaluate the effect of reward management on employees’ retention: A case study on
Sainsbury.
CHAPTER 1: INTRODUCTION
Retention of any employee would be meaning that what and how company is putting the
efforts in order to regain or make all employees stay within company for longer duration of time.
This is very much important in all the sense in respect of employee been able to work well, in
order to their productivity, their performance, profitability of company and ultimately
sustainability of company within market. All the above mentioned things are very much
significance in way firm is working with good and efficient people. As it takes lot of time, efforts
and cost to any company when they are hiring professionals within their organisation for the
right type of vacancy which is there (Akhtar, AhmedKhurro and Mehmood, 2018). If company
are recruiting people and making their attempt in order to gain right person for the right kind of
job then they should also be putting their efforts to retain and regain the employees especially
who are good for the company and its profitability. Mere, recruiting or selecting people would
not be enough for any firm they also need to identify need, want and problems of employees who
are working within which would be helpful for company to make them all stay in company that
too for longer duration.
Sainsbury is regarded as the 2nd largest supermarket brand in UK having about 16.9%
shares in this sector which is owned by Qatar investment with about 21.99% of shares of profit.
The whole group is having 3 sub-divisions which are bank, supermarket and Argos (which is
providing utilities like that of gas and energy service within whole market of UK). So in total
company is having about 1.81 million employees as on 2017 it becomes necessary for company
to look forward about the retention policy of Human Resource department of group (Wilke,
Rakes and Nolan, 2018). In this present dissertation we would be analysing the effect and cause
of reward management on its retention of employees within company. The second aspect of the
theory would be gaining knowledge about what is reward management and how would this be
affecting the employee retention policy of company which is Sainsbury.
1.1 Research Aim:
To evaluate the effect of reward management on employees retention: A case study on
Sainsbury.

1.2 Research objectives:
 To understand the concept of employee retention and reward management.
 To understand the process of innovation for effective reward management so that firm
will be able to raise performance of operation.
 To maintain the brand image of business enterprise so that customers will be able to
deliver effective services
 To study the business activities for retaining employees at Sainsbury
1.3 Research background
The whole research would based on how reward management would be helping the
company in retention of their employees so this is required for us to analysis the meaning and
importance of all terms. Employees of any company are looked up to as assets for that company
who are ensuring profits and sustainability of company in all its terms (Ghani, Hashim and
Rahman, 2018). They are helping their organisation in its growth and development phrase which
then in tern is liable to give reward to those employees who are regarded to as the best for
company. This would be dealing with greater impact on reward and recognitions factors of firm
that is getting or engaging employees to work in more better than before and also from others. It
was also seen that employee turnover is quite a common issue within companies as if workers
are not able to perform in set or desired way or they are not satisfied with firm or its policy then
they attempt to leave their job. This would be termed to as employee turnover or searching for
better and new options in way to leave particular job.
1.4 Research problem
The main research problem is quite clear in this term which is how would reward and
recognitions in company is allowing the employees to get themselves retained within same
company for longer duration of time. As in current scenario it is seen in many firms that
employees are been on very frequent bases leaving and switching on to their jobs with the other
or better one (Wright, Di Lorenzo and Bercovitz, 2018). This is ultimately hampering the
customers of firm and this in tern is effecting many other parts of company like that of its
profitability, goodwill, brand value, sustainability and market sharing as well. So company
should be taking care of all these things which are directly linked and associated with retention
of employee. If employees are been retained and they are working within company for longer

duration of time then they would be helping company to grow and develop its market share with
the diversified product portfolio.
1.5 Research purpose
The basic aim of any company would be concerned with earning of higher profits so that
they could be retained within market for longer duration of time. If they was able to influence
their employees so that they are associated with company and not leaving them in starting phrase
of their job then they would be able to work in market for longer duration of time as well ( Para-
González, Jiménez-Jiménez and Martínez-Lorente, 2018). They both are equally proportionate
with each other if one is increasing then other would be increasing as well. So the purpose of this
research or dissertation would be evaluating what is the effect of reward management in
Sainsbury on the employee retention with the company. This would be effecting their service
quality if the company is engaged into reward and recognitions management of those employees
who are doing good in their work. Company must be engage in training and development part of
employees which would be leading to employee satisfaction and their motivation to do work in
proper and correct manner.
1.6 Research Questions
1. What is the concept of reward management and employee retention?
2. How is the process of innovation useful in reward management so the firm is able to raise
performance of operations?
3. How are both employee retention and reward management linked to each other?
1.7 Significance of the study:
This dissertation could be important for those who are doing research on same topic of
reward and recognitions management and its effect on the employee retention. Like on
researchers including those who are professional in this work who are earning from this research
work or paper. Other than them it would also be important for those who are pursuing PhD as
their study matter meaning for those students who are taking Human Resource management as
their subject of PhD. Dissertation would also be necessary for company itself that is Sainsbury so
they could be easily understanding what is the meaning and importance of reward and
recognitions for company. This will be showing them path about how could they be able to

include various tactics that is related to rewards and recognitions part of employees and how this
be affecting their retention process.
1.8 Structure of dissertation
Introduction- the opening part of any dissertation which is defining the actual meaning of what
is research all about and how would this be depending upon other factors of dissertation. This
would also be including about background and details about company or sector on which study
we would be doing. Introduction part will be including many sub-division like that of research
aims and objectives, research questions, significance, purpose and background of company and
about the topic on which we would be researching upon.
Literature review- this is second part of any dissertation which is telling us about various authors
who have written their books, journals and articles about on the same topic which we are
studying. This would also be including theme based study so that we are able to analysis the
factors which are impacting employee retention in respect to reward and recognition
management.
Research methodology- this is the set of methods and techniques which researcher would be
applying throughout the set dissertation like which type of research philosophy they are using or
which data collection method they are applying. This is concentrating about the data collection
and analysing part which is most important part of any research or dissertation paper.
Results and discussion- this is an important part which is telling us what we have found out or
what we have analysed about in whole dissertation. This part is concentrating upon secondary
and primary data collection that we would be interpreting after collecting the data from both type
of source.
Conclusion and recommendations- this is the end part of dissertation which is telling what we
were supposed to do, how we have done the whole research part and what are the results and
conclusion about whole topic. Under these recommendations are also included which is giving
suggestions about what could be modified or corrected.
1.9 Time scale:

Activity 1st
Week
2nd
Wee
k
3rd
Wee
k
4th
Wee
k
5th
W
ee
k
6th
Wee
k
7th
Wee
k
8th
Wee
k
9th
We
ek
10th
We
ek
Initiation of the plan
for the project
Establishing conceptual
framework based on
the studies in journals
and literatures
Establishing conceptual
framework based on
the studies in journals
and literatures
Preparing the
questionnaire for the
selected respondents
Raising the
questionnaire to the
participants selected
and collecting adequate
secondary qualitative
data
Reviewing and
analysing the data
gathered from the
primary & secondary
source of data
Carry out &

Record Research
Discussion and
Conclusion
Final Report
Editing & Completion

CHAPTER 2: LITERATURE REVIEW
2.1 Introduction
This is an important chapter that enables to provide in depth understanding about the
research topic. There are much research carried out by other investigators on similar topic and
these are effective enough to make sure that learning can be developed for the current topic.
There are many issues faced by companies due to employees (Goetsch and Davis, 2014). When
they are not able to perform with their full efficiency, then it has negative impact over the
business. All the objectives are focused on so that with the help of different type of literature
those are focused on can be analysed and interpreted. All the objectives there are listed by the
investigator are taken into consideration and they are as follows:
2.2 Concept of employee retention and reward management.
As per Khan and Ahmad, (2011) there are many departments that work together with
goals to develop strong customers. In this context, it includes marketing, human resource,
finance, etc. Further, there are many numbers of firms around the world that deliver their
customers with similar type of products and services. In order to attain their desired goals, there
are strategies that are implemented (Kwenin, Muathe and Nzulwa, 2013). For each of the
activities that are set, it is required to have support from the side of workers. According to
Armstrong, Brown and Reilly, (2011) workers are the face of company as they have direct
interaction with customers. They are the one who present the products and services to people. In
conditions when they type of roles performance by them are not effective enough, then it
negatively affects the growth. There are can be many reasons due to which employees fail to put
on their full efforts to support the firm to grow. Khan, Aslam and Lodhi, (2011) stated that there
may be reasons like demotivation, lack of training and development, no reward system, etc.
When a worker is not able to perform effectively, then they leave the firm. There are different
types of issues that are faced by companies when employees leave. With this respect, it includes
negative impact over business operations, new employees are required to be hired, cost for
training, etc.
Retention of workers is important so that all the operations can be carried out and the
profits that are made by employees are high when compared with the one who are newly hired
(Goetsch and Davis, 2014). On the other hand, there are strategies used by firms so that they are

able to make sure that employees moral are boosted up. In order to perform any role, it is
required to have motivation as this encourages working with interest and willingness. As per the
one of the strategies that are used by the firms is to provide employees with rewards as it makes
them to understand the work effectively and it also increases competition. Other than this, it also
includes strategies like effective communication so that the problems that are faced by workers
can be identified. As per Khan and Ahmad, (2011) there are certain set of expectations that
employees have when these are not fulfilled, then it affects the level of motivation and
willingness towards work. In addition to this, management need to have frequent interaction with
their employees so that they are able to identify the problems that are faced. Interaction from
employees help to know the problems and management can take up steps with the help of which
the rate of performance and growth level can be raised (Kwenin, Muathe and Nzulwa, 2013).
According to Khan and Ahmad, (2011) has been said that it is very essential to
understand the effect of the employee retention to make this process effective the people need to
work in the most effective and appropriate manner. The employees whoa re engaged in the
hazardous process they need to provide safety for their health. As per the view Goetsch and
Davis, 2014 it has been stated that the benefits to the employees are they point in order to
maintain the employee retention in the firm. The employees need to provide good salary and
wages benefit so that they can be able to survive in the firm for the longer period. According the
view of has been said that positive workforce is the main motive with the help of which the
workers care able to work in the organization in the effective manner. In this manner the firm
need to pass the effective laws and legislation so they are able to perform the activities in
effectual and expert manner.

All the tools and techniques which are been effective within organisation should be easily
motivating and satisfying employees of the firm. So this would be coming under the
management of reward of workers which means that they are formulating and implementing that
strategy which is aimed to give reward of their good work into organisation. This process should
be fair and equal for all the workers within the organisation especially those who are putting their
hard work. The reward management would also be helpful for all the managers in a way that they
could easily handle and control the working of their employees through the way of comparison
of the working. As per the view of Gilani and Cunningham, (2017) it was said that organisation
which is providing good amount or level of reward to their workers would be surely
experiencing higher employee retention within their firm.
According to the view of Turner, 2018 has been said that the innovation is the major
issue which is need to be taken by the organization during the various intervals. With the help of
the innovative approaches the firm is able to do its operation in the effective and efficient
manner. The Sainsbury need to produce those produce which is able to gather the attraction of
various number of customers. The innovations the wonderful technique with the help of which
firm is able to maintain its brand image in the market for the longer period. To work in this
manner the organization need to take effective steps so that they are able to hire the skilled
workforce with the help of them they are able to do all the activities in the innovative manner.
According to the view of Schenk, (2017) it has been stated that this kind of facility are very
helpful in relation to maximum amount of profitability and productivity.
2.3 The process of innovation for effective reward management so that operations of firm is
raised.
Innovation would be termed to as new and more effective ways to operate and do daily
routines work which could be hard in easy and sophisticated way. This could be anything related
to a new idea, device or a method but all it should be related to making work easy and accessible
for people. Innovation could also be defined as more better use of technology which is now in
use so that it is becoming more organised for us to use that. It could be analysed in all the field of
economy from education to agriculture and from business to transportation. However, this
process of innovation should be implemented in such a way that this is enabling the employees
of organisation to work in environment which is easier to work and that is must be meeting up
the new requirement as well. So all the reward and recognition should be in such a way which is

both creative and innovative within context of firm and enabling employees to bring up more
new ideas. Schenk, (2017) said that both these, innovation and human capital could be rated the
top most priority for organisation to implement within framework of company. In many
organisations there could be seen the research and development department which is working to
analyses that what all innovation it could put into working of organisation which aims at solving
the issue. So it is important that organisation is making innovation a good habit for all the
employees during various interval of time. To work in this manner the organisation need to taker
effective steps so that they are able to hire skilled workforce with the help of them they are able
to do all activities in innovative way. This is required by all the organisations which are working
into market so that they are making firm and employees more creative.
According to the view of Lee and Steers, (2017) it has been stated it is very essential to
maintain the brand image of the firm in market with the help of this kind of activities the firm is
bale to attract the various number of customers. The employees will towards it if they are
providing good monetary benefits. The customer retention is the key element which is need to be
focused. The good technology is always helpful in relation to bring the wide variety of the
innovation in the business enterprise. This kind of the activities are very helpful in order to
enhance the brand image of the business enterprise. This kind of the activities are very helpful in
relation to maintain the large amount of profitability and the productivity. As per the view of
Shonubi and Hamid, (2017) it has been stated that the good and effective product in the
organization is the result of hard-working of the employees. In order to carry out the research in
the effective manner it is very essential to understand the need of the customer. With the help of
effective facility to the employees the firm is able to maintain the employees' retention rate.
According to the view of Elmadağ and Ellinger, (2018) it is stated that this kind of
facility are very much helpful in relation to maximise the amount of profitability and
productivity. Thus, innovation could be marked as most wonderful technique with the help of
which any firm is able to maintain their brand image in the market for longer period. This
innovation is very many prioritising into the business all around the world which is making
positive impact by encouraging all employees to come up with their new and innovative ideas. It
was also analysed that if the organisation are making their employees happy and satisfied they
are also then putting some amount of efforts to give their best to the company. In this way out
financial incentives are not the only tool which could be taken as reward to employees

opportunities like that of promotion or recognition should also be included within the reward
sessions (Turner, 2018).
In many of the research and studies it was looked up that intrinsic motivation like that of
happiness from within would be making more stronger base of motivation from extrinsic one. If
any employee is making their efforts in making something creative or unique idea is been given
as per their part then this would be getting recognised into organisation. Lee and Steers, (2017)
elaborated that this giving reward to employees would be making them to stay within
organisation for longer duration of time. Thus, innovation is directly linked with reward and
recognition and this is associated with retention of employee for longer duration of time.
2.4 Maintaining brand image of company so that customers is getting the best form of service
delivery.
Brand image would be defined to as impression of company or its product and service
within market area whether regional or international especially that which is held into the
perception of real consumer of that product or service. So this is very much important that
company and its employees are able to make and then maintain this brand image of their firm
with the help of their endless efforts. Reina, Byron and Hom, (2018) viewed this brand image as
the most essential and useful tool which is helpful in garbing the attention of customers in market
and helping them all to choose the best one from various others in same market. With the help of
good brand image of company they could easily be making their customers retained within same
firm which is termed to as brand loyalty. If the employees are been able to attract more number
of customers into company than this would be allowing them to get good monetary benefits. This
type of activity are very much helpful in relation to maintain large amount of profitability and
productivity of employees. The good amount of technology would be always useful order to
relation to bring wide variety of innovation in business enterprise.
Brand images of company and its products would be enabling customers to get the best
form of service delivery by all employees as they would be maintaining this image. So company
should also be making the way out for customers to complaint about what all things they want to
change within working of firm. This would be helping management in channelising what could
be done to remove this negative feedback of customer and how could they change to make
organisation good. This could only be done at time when organisation is making some efforts in

retention of their employees who are regarded to as fruitful for their company as said by Shonubi
and Hamid, (2017). Sainsbury could be making use of all social media channels in order to
deliver values to their customers which is thus building up their brand image. If impression of
firm is very good in market then this would be enabling management to grow their base in
market with the help of more customers.
According to the view of Bhalla, Sidhu And Kaur, (2017) it has been stated that it is very
essential to understand that the organization need to be understand from the each concept so that
the effective and efficient business activities can be run to make it more successful. The firm
need to provide various kind of the benefit to the employees so that they re able to survive in the
firm for the longer period. This kind of the activities are very helpful in order to earn large
amount of profitability in the business. The employee retention is the important advantage with
the help of this they are able to attract the large number of customers in the market. With the help
of the good approach and best strategy the firm is able to maintain the employee retention. This
kind of activities are very essential in order to facilitate the and promote the market.
All these activities are helpful in order to enhance the brand image of business enterprise
like that of employee motivation and their retention as then they could be selling product of
company at more higher rate. So ultimately if firm is giving reward and recognition to employees
for good work which is done by them they would be putting more efforts in doing productive
work which would be termed as beneficial for delivery in service to customers. Bhalla, Sidhu
And Kaur, (2017) included that company which is helping their employees to come forward and
talk about new ideas which are related to work are always encouraging for all employees who are
putting their efforts in making the product and service of company more effective.
2.5 Business activities which are implemented within Sainsbury to retain employees.
All employees who are working within organisation and helping company to attain all
goals and mission of company are the most efficient workers. So management should be making
many efforts which are heading towards retention of employee who would then be helping
company so that they could make profits out of what company has invested. Sainsbury is
regarded to as top company which is engaged into employee involvement and thus their
satisfaction and retention. They are putting their efforts so that company is getting the best and
very well qualified employees who are working into and then they all are retained. Sainsbury is
also having frequent meetings with their employees like at daily huddle this is one step towards

their retention. In this meeting Sareen, (2018) included that both employer and employee would
be discussing about all targets and achievements so that they are been able to analysed what are
the problems which employees are facing and how it could be sort out.
There are various ways which should be implemented within Sainsbury so that they are
been able to retain their employees in way which it is need. The first and foremost efforts which
they need to put is recognising the achievements of employees are the giving them all rewards
for the good work that is done by them. Hoffman and Tadelis, (2018) elaborated that the methods
like appreciating them when they have achieved the target, giving them bonus of their good
work, promoting them with good profile and giving them profit sharing ratio. All these ways
could be enhancing the employee productivity and thus profitability of firm as a whole and they
will be achieving all set targets of company. Company should be adopting ways in which they
could be obtaining the feedback and complaint of their employee which would be helpful in
formulating and modification into their policy regarding to workers.
So in Sainsbury they are using new methods like that of connecting employees with new
media channels which they called to as colleague panel. This would be reporting on the corporate
social responsibilities issue that too on quarterly basis collaboration with their regular financial
updates. Elmadağ and Ellinger, (2018) also said that those companies which are prioritising with
their customers satisfaction as the foremost they surely are making full attention to their
employee engagement. So the customer could also be treated as the most important source of
gaining profits within organisation as with the help of them only we could be assuring profits of
firm. Within firms like that of Sainsbury there is seen the feedback that is obtained by staff and
customer appears to be very much similar or closely linked to each other. They are also engaged
in monthly survey from their regular customers so that they could easily find out what is there in
the mind of customer and what changes do they are demanding for.
As the company is been bound on to different values like that of providing the best
quality of food, safe and healthy food products and focusing on giving the best price as
compared to other competitive market prices. Keegan, Ringhofer and Huemann, (2018) said that
if any firm is having these values and goals so it is important that they are giving their best in
making all these things into one particular and single line as well. If company is been engaged in
giving the best reward and recognition to particular employees especially to them who are

working hard for their company. Then in this way they could be getting themselves into
company which is retaining most of the employees into organisation that too for longer duration
of time. If they are benefiting their employees they would also surely giving company benefit by
attracting more number of customers into their company as said by Patil, (2018).

CHAPTER 3: RESEARCH METHODOLOGY
3.1 Introduction:
In order to conduct the whole dissertation in good and proper manner it is very much
important that researcher is analysing all sort of important and valid research methodologies that
too which are related to topic. Research methodology is that long way process which not only
define as what are the data collection method we would be implementing and what are the
sampling techniques that are useful (Hunleth, 2011). On the same time they would also be
talking about why one particular method is been applied and why the other one is not been
applied while performing the procedure of dissertation or any research project. So to conduct the
appropriate research it is very essential to undertake all the activities in correct and proper
manner which would be telling that these all are been able to run its operation in effective
manner.
3.2 Research philosophy:
This could be defined to as particular belief or guidelines which would be related to our
research so that we are able to come out with specified conclusions and then also recommend
what we could improve. They are been basically derived by the questions which are been stated
at the starting of any dissertation so it is possible that research is using more that one type of
research philosophy (Khupe and Keane, 2017). Within this it is very much important that
researcher is gathering proper and appropriate results so that all relevant and useful information
could be gathered very easily. Majorly it is having two types of methods which are to be applied
namely positivism and interpretivism so which one to be used in consideration of researcher who
is conducting whole research. If in any kind of research we are using humans within our study
like we are taking their views or observing them all this could be defined to as we are using
interpretivism type of research philosophy. But if within any kind humans are not been used as
an actor or their views are not considered then this would be known to as positivism.
As we would be including the views of human i.e., we will be asking questions to about
20 employees of Sainsbury in its various departments via questionnaire. So this is called the
interpretivism philosophy of the research which will be examining what are the tools of reward
management and how effective they are on their employees.

3.3 Research design:
This will be including all guidelines and rules that would be telling what we have to do
and how it is to be done within the whole research project. The main aim is to achieve all targets
and objectives that is been laid down in order to meet up those aims and objectives of research.
These research design could be known to as the navigator which is showing us the path of
correct or meet up the objective (Hunleth, 2011). Will b telling us what is to be done and how it
is to be done what would be the set pattern or way out in doing certain things. There are various
types of research design like that of literature review, descriptive or the experimental which
would be telling us how to achieve the objective set at the starting of dissertation. The at the end
we would be including the concluding and recommending part which is telling us whether the
aim and objective is achieved or not. Mainly it is of three kinds that are applied into the
dissertation part like that of exploratory, experimental and descriptive.
The first one would be telling about the topic that too into very deep study would be
conducted so that we are able to find out more about employee retention and what is the effect on
it that if reward is been given to employees. So we would be taking into consideration
descriptive type of research design which is telling us more about the topic without building up
the hypotheses for the set topic of our research. This type of research design would only
describing characteristics of particular individual or that of a group of people.
3.4 Research approach:
These would be including which type of data to be collected for each type of research like
if the researcher is collecting numerical data so they should be using quantitative approach and if
qualitative data would be in use then only qualitative research approach should be used. So there
research approach is dealing with the type of data and type of research which is to be collected
there are two type of research approach namely inductive and deductive (Khupe and Keane,
2017). In the former one it would be focusing on information with the help of inductive approach
and the other one would be related to testing into the theory of various kinds of experiments
would be done.
So we would be taking the inductive approach as only qualitative form of data and data
techniques should be into use of this research should be included. As in the dissertation we
would also be using human and their knowledge about in this topic of rewarding and its impact

on employee and their retention within the context of Sainsbury organisation. It would be easy
for us to apply the qualitative approach if we are considering the human behaviour and their
impact if they are been given the reward for good work.
3.5 Data collection:
The most important and necessary work which is done into this whole research work
would be that of collecting the relevant and reliable data which is accurate at the same time. Data
collection is supposed to be an art of extracting only the important data and taking out the
irrelevant information (Fay, 2017). All the other part of research or study would be based on this
vital part only as without this researcher would not be able to make out any conclusion neither he
would be able to include any recommendation. There are basically two types or sources of data
collection namely primary and secondary sources. Both the sources are very much important in
all types of research as we need to utilize all data which is relevant to our topic and this could be
there in any type of research sources. Primary data is that which is using only the direct or new
data into their study like that of preparing and asking questions to some relevant and important
person in form of questionnaire and interviews. While on the other hand secondary could be
defined to as indirect or already used data into some other place whether they are included in
some books or articles.
So in this present dissertation we should be using both type of data including primary
data which would be extracted from about 20 employees of Sainsbury organisation in form of
asking them questions. On the other hand secondary data would be that which is already
published in some kind of written documents in form of books or journals.
3.6 Data Analysis:
This could be defined to as next or another important step in dissertation they could be
like that of interpreting the collected data so that some meaningful summary or conclusion is
been made out. This could only be done after the useful data is been collected from both the
sources including primary and secondary one (Larsen, Buss and van den Berg, 2017). So there
are also two techniques which are to be used in order to find out the conclusion or end result of
the dissertation. On is qualitative techniques and other one is quantitative technique. In the
former one all the data which is collected should be analysed using simple methods which is

called to as thematic analysis and other one would be using tools like that of Excel or SPSS to
make the valid and resourceful results.
In this current dissertation we should be using only qualitative approach of data analysis
which is the thematic one. The data would be collected from 20 employees of all departments of
Sainsbury and then themes would be prepared and collected data would be analysed in order to
make out the results from that data collected.
3.7 Sampling:
This would be choice of people or data that which data and which type of human
interference should b included within this part. Sampling should be that technique that is telling
that which type of participants are to be used and then how would they all be involved into our
dissertation or research project (Sych, 2017). For instance we would be using about 20
employees of Sainsbury who are from all various departments of the organisation.
So we would be using simple random techniques of sampling which would be having
equal and fair chance of each part of population to be included and each part to be excluded.
3.8 Reliability and Validity:
Both these parts are very much important and critical areas which is telling about how
should the data look like and what it should be having into it. Reliability would that which is
telling that information that is to be collected must be reliable enough to be used. Like we should
be taking or extracting the data from that source which is known to us or which is more reliable
Wikipedia could never be used (Harding, 2017). While validity is that extent to which the data
could be utilized as per the part of research that is talking about the moral issue that need to be
included.
3.9 Ethical consideration:
All the data which we are collecting must be not be that which is used by us in one
particular research without taking any consent of the participants or without their knowledge.
Then after this data was taken this must be kept into safe and secure place like stored into
devices like that of pen drive or other hard copy form (Lufkin and Rey, 2017). This is the ethical
consideration which all the researcher need to maintain in all their work so that they are not
falling under any kind of problem related to legal or ethical one.

3.10 Limitation:
All the things or points which are not leading us to correct or relevant decision making or
conclusion is not been drawn could be called to as limitation of that particular research (Sim,
Saunders, Waterfield and Kingstone, 2018). Like in this current dissertation the limited use of
participants which is only 20 employees should be one of the major and most important
limitation. Other one could be not the use of any tools of quantitative technique like that of SPSS
which would be helping us more to find out the relationship between reward management and
employee retention plan of the company.

CHAPTER 4: RESULTS and DISCUSSION
4.1 Introduction:
This is that part which would be telling us about what the collected data does is
interpreting or telling us. What conclusion and on the bases of this what recommendations could
be made and how we could be using this into more other research on the same topic by using
other participants and other form of data (Collison and Marchesseault, 2018). This part is
important in its own area stating about the results that we are analysing into this dissertation so
we have collected about 8 questions from 20 employees of Sainsbury who were the participants
of this questioning and then their answers were collected and interpreted in thematic analysis
form.
4.2 Data collection and interpretation:
Theme 1: Length of working into the company with current employer.
Particulars Respondents
0-2 years 6
2-5 years 6
5-10 years 4
More than 10 Years 4
Total 20
Interpretation:

Figure 1: Length of working into the company with current employer.
About 20 employees of Sainsbury were included to give their views and answers about
for how long are they working into the current job. So 6 of them all 20 employees said that they
are working within this company for 0-2 years only while other 6 of them said that they were
working in there for about 2-5 years. Other 4 of them said that they were for a longer duration
which is between 5-10 years and for more than 10 years there were also 4 of them. This shows
that retention policy of company is not that much good as company is not putting that much
efforts within this (Alavi, Archibald and Cleary, 2018). So it was required that company must be
engaging themselves into good and effective policy for retention and helping their employees to
resolve their issues and problems as well.
Theme 2: Non-financial rewards into the job.
Particulars Respondents
Yes 10
No 5
No idea 5
Total 20
Interpretation:

Figure 2: Non-financial rewards into the job
There were 10 employees out of 20 who said that they were getting non-financial reward
like that of recognition or promotion if they are doing good work or their performance is better.
While 5 of them said that they did not received any non-financial benefits from their company in
return of their good work. Rest 5 of them were having no specified idea about this policy of
company as they all were new to the company.
As we have learnt from the literature review that company must be engaging their
management into giving important non-financial and the financial benefits. These both type of
benefits could be used or taken as the tool or techniques of good management or retention of the
employees who are hard working for longer duration of time.
Theme 3: Desiring to get the non-financial reward at work.
Particulars Respondents
Yes 15
No 3
No idea 2
Total 20

Interpretation:
Figure 3: Desiring to get the non-financial reward at work
As per the theme out of 20, 15 employees stated that they are interested in receiving the
non-financial rewards from the organisation, which can turn out to be beneficial for them in
future other than increase in their salaries and wages. Such kinds of employees lay focus upon
getting recognition and consideration in the organisation rather than receiving some amount of
increment in their salaries. While on the other hand there are 3 employees who mentioned that
they are not interested in receiving non-financial benefits, as they work for money and it is the
prime requirement for them. The remaining 2 employees are neutral and have no idea regarding
the asked question. The non-financial rewards includes other kind of benefit that can also prove
to each very helpful for the employees and their families. Such benefits also help in getting a
special kind of identification and recognition in the company. Moreover, it can be said that to
retain the jobs and employment in the organisation Sainsbury has to improve the rewards
techniques which will be helpful as to have adequate efficiency, profitability and productivity.
Kindly tick only one option from the questions given in table.
5= Strongly Agree, 4= Agree, 3= Neither Agree nor Disagree, 2= Disagree, 1= Strongly
Disagree

Theme 4: Factors affecting the employee engagement.
No Factors Strongly
agree (1)
Agree (2) Neutra
l (3)
Disagr
ee (4)
Strongly
disagree
(5)
Total
a Salary and rise in the pay after
good performance
9 3 2 3 3 20
b Satisfaction with current
financial policy of rewarding
into company.
10 3 4 2 1 20
c Satisfaction with the
promotional opportunities in
company.
11 2 3 2 2 20
Interpretation:
Salary and rise in the pay after good performance.

Figure 4: Salary and rise in the pay after good performance
This part was carrying that what are those factors that are used by company to affect the
employee engagement. So 9 out of 20 employees strongly agreed the salary and rise into their
pay scale if their performance is good enough would be affecting the engagement of employee
the most. Like if they are not getting good pay or salary then employees would not be engaged in
any part of management. While 3 of them only agreed with this part 2 of them were neutral.
Whereas there were 3 employees who said that they completely disagree with it that higher pay
scale would be meaning involvement of employees. Rest 3 of them also disagreed with this part
saying that this would not be happing if their salary is higher.
Satisfaction with current financial policy of rewarding into company.

Figure 5: Satisfaction with current financial policy of rewarding into company.
As we have studied in the above theme that financial rewards and important than that of
non-financial one. So 10 out of 20 employees said that they were strongly agreeing with the part
that they were satisfied with the current rewarding policy of company. 3 of them said that they
were only agreeing with this part while 4 of them were neutral. There were 2 employees who
said that they strongly disagree with the part that company is providing those good financial
benefits or they are happy or satisfied with this. While on the other hand 1 of them said that he
was in complete disagreement with company's financial policy of rewarding.
Satisfaction with the promotional opportunities in company

Figure 6: Satisfaction with the promotional opportunities in company
They were also asked the question about promotional techniques of company and
whether they were satisfied with them all. So 11 of them said that they are highly satisfied with
the promotional opportunities which they are getting from company and 2 of them said that they
only agree with this. 3 of them were neutral on this as they were having no such idea about the
promotional opportunities within Sainsbury. 2 of then disagree on this part they did not found
company making any kind of efforts into the promotional techniques for the employees. While 2
of them highly disagree with the part including that company is not at all having any kind of
promotion tools or techniques with them.
Theme 5: Support of supervisor in organisation.
No Factors Strongl
y agree
(1)
Agree
(2)
Neutral
(3)
Disagr
ee (4)
Strongly
disagree
(5)
Total
a Supervisor is encouraging on good
performance.
14 2 2 1 1 20
b They are informing about the
changes in organisation.
8 4 3 3 2 20
c They are giving positive feedback 13 4 1 1 1 20

on employee without any biasness.
d They are supportive in work done 9 3 2 3 3 20
Interpretation:
Supervisor is encouraging on good performance.
Figure 7: Supervisor is encouraging on good performance.
By considering the above listed them it has been asked to 20 respondents regarding the
support of their supervisor and leaders. It has been ascertained as per their opinion that the
supervisors are encouraging for their good performance. Thus, 14 employees are strongly agreed
with this statement as they believe that their leaders and supervisors are quiet encouraging. On
the other side that are few employees which are issues with their supervisors at workplace. It was
required as per the part of supervisors that they must be encouraging their employees especially
when they are performing very well.
They are informing about the changes in organisation.

Figure 8: They are informing about the changes in organisation.
Similarly, it has been asked that their supervisor informed them before they make any
organisational changes on which majority of 8 employees represent the favourable output and
they strongly agreed over it, 4 of them were only agree, 3 were neutral, 3 were disagreed and 2
are strongly disagreed. Thus, it can be said that the business has to work upon increasing the
communication in the organisation as to have better news spread regarding the changes incurred
in the business operations. Whatever are the changes which are to be made into their policy or
any structure it is the responsibility of supervisor or managers that they are informing to
employees. It is the right of workers into any organisation to know about the changes in policy or
structure if it is related to them then only.
They are giving positive feedback on employee without any biasness.

Figure 9: They are giving positive feedback on employee without any biasness.
It has been asked to employees regarding their opinion for the supervisor's feedback to
their employees as per biasness. Therefore, 13 employees were strongly agreed with this and
they said that there has been biasness in the decision of supervisors as to make feedbacks among
employees. This is quite important as it is one of the quality or characteristic of supervisor that
they not bias as on their employees. Favouritism should not be practiced into any organisation so
this should not be included. It is important for them to give positive feedback on employees
without on any discrimination grounds.
They are supportive in work done

Figure 10: They are supportive in work done
It has been asked regarding their opinion towards the observation that they are supportive
to them at work. Thus, 9 employees believe that they are very supportive at the workplace and in
the work done by them. Thus, the supervisors are very helpful to them in motivating as well as in
improving their efficiency to perform the jobs. Rest of them were not agreeing that their
supervisors are supportive so this must be included as per on their job roles.
Theme 6: Level of employee engagement into the company.
No Factors Strongly
agree (1)
Agree (2) Neutra
l (3)
Disagr
ee (4)
Strongly
disagree
(5)
Total
a Sense of fulfilment after
completion of work.
10 5 2 1 2 20
b Acceptance of all challenges at
work.
16 1 1 1 1 20
c Sense of belongingness with
the company.
8 4 3 3 2 20

Interpretation:
Sense of fulfilment after completion of work
Figure 11: Sense of fulfilment after completion of work
Employees were also asked about what is the level of employee engagement into the
company and how is this helpful for them. So 10 out of 20 employees said that if they are getting
relaxation or sense that their work is been completed then only they would be finding that they
are been involved within the firm. 5 of them agreed with this part 2 of them were neutral having
no specified idea or knowledge about level of employee engagement within company. 1 of them
said that he was completely disagreeing with it and 2 of them said that they only were disagreed
stating that company must be putting some more efforts so that employee could feel that they are
been engaged with firm.
Acceptance of all challenges at work

Figure 12: Acceptance of all challenges at work
16 out of 20 employees said that if they are accepting all the challenges within or during
the work then only they could feel that they are been engaged within company. Rest each one of
them said that they either agreed, were neutral, disagreeing or strongly disagreeing on this part
that if they are accepting all challenges within company then they may b or may be not able to
experience level of employee engagement in Sainsbury. This is good sign of development of
employees if they are ready to take up challenges at work of all sorts and they are also growing
by this way.
Sense of belongingness with the company

Figure 13: Sense of belongingness with the company
This is also important task of management if employee are been having their engagement
then they would be having the sense of belongingness with Sainsbury. So 8 out of 20 employees
said that only if they are having this feeling that the company is their own and in that order if
they all are working then only they could experience the level of their engagement. 4 of them
only agreed with this part 3 of them were neutral on this as they are having no clear idea about it.
3 of the employees were disagreeing with it that they are having any kind of sense of
belongingness with company and they find it a way to get themselves involve into. 2 of they
were clearly stating that they disagree on complete bases that this would be affecting them or
not.
Theme 7: Impact of employee engagement on performance of organisation.
No Factors Strongly
agree (1)
Agree (2) Neutra
l (3)
Disagr
ee (4)
Strongly
disagree
(5)
Total
a Service delivery is as per
customer expectation.
12 2 2 2 2 20
b Quality of service keeps
customers loyal and hence
10 3 4 2 1 20

repeated visits take place
c Employees are trained in their
respective functional areas
13 4 1 1 1 20
Interpretation:
Service delivery is as per customer expectation
Figure 14: Service delivery is as per customer expectation
The next question which was asked to them was related to what was the impact of
employee engagement on the performance of company. So 12 out of 20 employees which are the
highest of them said that they could be delivering the best quality service to their customers that
too as per their expectations. 2 of them agreed with this point 2 of them were having neutral idea
about this as they said that this might have any impact on service delivery to customers. While 2
of them disagreed with this part and 2 of them was total disagreeing with this part stating that
they did not felt that employee engagement is anything to do with the service which thy are
delivering to their customer.
Quality of service keeps customers loyal and hence repeated visits take place.

Figure 15: Quality of service keeps customers loyal and hence repeated visits take place
10 of the employee highly agreed with that if they are been engaged more into
organisation then they would be giving quality service to customer and that would thus be having
repeated visit of that customer. 3 of them only agreed with this 4 of them were having no
specified idea. 2 of them disagreed onto this and 1 of them was strongly disagreeing with this
and said that their engagement into company would not be having any impact on the quality of
service which they are giving to their customer and this to their loyalty. This would be helping
company to increase and grow their base of consumers are buyers which is assisting in further
grow and increment of sales.
Employees are trained in their respective functional areas

Figure 16: Employees are trained in their respective functional areas
13 of the employee highly agreed with this point that if employees are trained then this
would be impacting their engagement on performance of their organisation. 4 of them only
agreed with this rest each 1 of them was either neutral, or disagreeing and was highly disagreeing
with this point that this would be helping. They also said that training of the employee is
anything to do with engagement of them into the performance of their organisation. Training is
very important on the part of employee development and retention into company.
Theme 8: Impact of employee rewarding on their retention within organisation.
No Factors Strongly
agree (1)
Agree (2) Neutra
l (3)
Disagr
ee (4)
Strongly
disagree
(5)
Total
a Learning and development 12 2 2 2 2 20
b Job security 9 3 2 3 3 20
c Often think about quitting
current job as soon as possible.
2 3 3 4 8 20
Interpretation:

Learning and development
Figure 17: Learning and development
If the employees are getting the reward then this would be affecting their retention within
organisation on ultimate bases. So 12 of the employee highly agreed that their retention and
rewarding would be impacting their learning and development processing. While 2 of them
agreed with this part. And rest 2-2 each of them either was neutral or they were highly disagreed
or were only disagreed with this point.
Job security

Figure 18: Job security
While on the other hand 9 of them also said that if they are getting reward and they are
been retained within firm this would be affecting their job security that they would not be
thinking to leave the current job. 3 of them said that they only agreed with this point 2 of them
was neutral and 3 of them was disagreeing with this point. Rest 3 of the employees said that they
highly disagreed with the part that job security would be the impact of employee rewarding on
their retention within organisation for longer duration.
Often think about quitting current job as soon as possible
Figure 19: Often think about quitting current job as soon as possible

Only 2 of them said that they are highly agreeing with this point that they are thinking of
leaving their job as soon as possible as they are not getting good rewards from company. 3 of
them said that they are also thinking the same 3 of them were neutral about this part. Whereas 4
of them disagreed that they not thinking to quit their current job and 8 of them were highly
disagreeing with this.

CHAPTER 5: CONCLUSION and RECOMMENDATIONS
5.1 Conclusion:
From the above research it can be articulated that reward management is considered as
essential tool that motivates workers and help then in retaining in the workplace for longer
duration. Rewards and recognition is the tool that reduces employee turnover in the business. It
impacts on the overall performance of workers and support in the growth of the firm. Reward
system ensures that monitory and non-monitory needs of the people can be fulfilled so that they
feel happy in the organization and perform their work effectively. Workers are the life blood of
company as they directly interact with customers. They are the one who present the products and
services to people. In such condition if they feel unhappy in the workplace then they do not deal
with the consumers well. This affects revenues of the entity and creates difficulty for the firm to
sustain in the market for longer duration. There are can be many reasons due to which
employees fail to put on their full efforts to support the firm to grow. Reward system is the
technique that encourages the people that to perform well and accept changes. Monitory and
non-monitory rewards fulfil basic needs of the employees thus, they feel satisfied. Each firm
aims to retain its skilled workers in the firm for longer duration but it cannot be achieved until
employer offer them additional benefits and give them full support. This can create healthy
workplace environment and assist the people in feeling well. By this way talent can retain in the
firm longer duration and can provide effective services to consumers as well.
Above study can be summarized as reward system is the beneficial tool that helps the
firms in raising brand image of the company. Brand image is considered as essential and useful
tool that assists in garbing the attention of customers in market and helping them all to choose
the best one from various others in same market. With the help of good brand image of company
they could easily be making their customers retained within same firm which is termed to as
brand loyalty. If the employees are been able to attract more number of customers into company
than this would be allowing them to get good monetary benefits. This type of activity are very
much helpful in relation to maintain large amount of profitability and productivity of employees.
The good amount of technology would be always useful order to relation to bring wide variety of
innovation in business enterprise. Taking feedback time to time with the workers aids in
enhancing relationship with the team members and analysing their feeling. By this way
management becomes able to make effective strategies that can help in gaining success in the

market. Taking feedback from the staff members make them fee valued and involved, by this
way they share their innovative ideas with the higher authorities that assist in improving business
operations so that entity can perform well and can sustain in the market for longer duration.
Brand picture is the most fundamental and valuable apparatus which is useful in garbing
the consideration of clients in market and assisting them all with choosing the best one from
different others in same market. With the assistance of good brand picture of organization they
could without much of a stretch be making their clients held inside same firm which is named to
as brand steadfastness. On the off chance that the workers are possessed the capacity to pull in
more number of clients into organization than this would enable them to get great financial
advantages. Development could be set apart as most magnificent strategy with the assistance of
which any firm can keep up their image picture in the market for longer period. This
development is a lot of organizing into the business all around the globe which is having
beneficial outcome by urging all workers to think of their new and creative thoughts. It was
likewise dissected that if the association are fulfilling their representatives and fulfilled they are
additionally at that point putting some measure of endeavours to give their best to the
organization.
5.2 Recommendations:
On achieving the objective of study that reward system is one of the critical approach for
upgrading the representative inspiration and maintenance in the lodging association, underneath
a few recommendations are promoted. These proposals will cause the Sainsbury to persuade the
staff of their inn and furthermore encourage holding talented and effective representatives in
their inn. Association should offer the both money related and non-financial prizes to their
representatives. In spite of the fact that lodging is putting forth both money related and non-fiscal
advantages to their representatives however to improve the inspiration and to hold the workers,
Sainsbury should actualize some more advantages for their workers. Nearness of these elements
in their business will assume huge part in worker inspiration and representative maintenance.
Retail firm should offer money related motivating forces to their representatives regarding
worker reward, fiscal remittances, assemble impetuses, prizes and intentional advantages.
Administration of firm can design these monetary rewards based on classification of
representatives.

Budgetary prizes of Sainsbury are to be arranged in such a way, to the point that they
ought to be interface with the execution of lower level representatives with execution of larger
amount workers. By and by retail firm isn't putting forth any such advantage which is connected
between the exhibitions of workers of various level. Change in execution of lower level workers
ought to be founded on money related prizes and the advantage of this change ought to likewise
be given to their directors. As it was because of endeavours of directors just which have impact
the representatives to perform better and accomplish brings about capable way. As far as
executing non-fiscal prizes, Sainsbury should adulate and perceive their staff. It is one of the
vital components which fulfil the inward needs of the representatives that association esteems
their workers. Other factor is advancement which portrays that the part and obligations of the
staff in inn has expanded as they have secured higher position. Offering of this reward will spare
the costs of the worker and furthermore the offering of incidental advantages, for example, free
get-away, well being and protection benefits.

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26.

APPENDIX
Questionnaire
Section 1 Demographic details:
Employee Name: ________________________
Designation:________________
Gender:___________
Section 2
Q1 How long are you working for your current employer?
A. 0-2 years B. 2-5 years C. 5-10 years D. 10+ years
Q2. Are you provided with any non-financial rewards in your job?
A. Yes
B. No
C. No idea.
Q3. Are you desiring to get any non financial reward at your work?
A. Yes
B. No
C. No idea.
Section 3

Kindly tick only one option from the questions given in table.
5= Strongly Agree, 4= Agree, 3= Neither Agree nor Disagree, 2= Disagree, 1= Strongly
Disagree
Q4. What are the factors that are affecting employee engagement?
N
o
Particulars Strongly
Agree
(5)
Agree
(4)
Neutra
l (3)
Disagree
(2)
Strongly
Disagree
(1)
a Salary and rise in the pay after good
performance
b Satisfaction with current financial
policy of rewarding into company.
c Satisfaction with the promotional
opportunities in company.
Q5. Supervisor support in organisation.
N
o
Particulars Strongly
Agree
(5)
Agree
(4)
Neutra
l (3)
Disagree
(2)
Strongly
Disagree
(1)
a Supervisor are encouraging on good
performance.
b They are informing about the changes
in organisation.