Impact of Organisation Culture on Employee Motivation: A Study on Harrods

This research proposal aims to analyze the impact of organization culture on employee motivation at Harrods. The proposal will shed light on authentic integral arenas of research, to develop competent working productivity diversely and prioritize best initiatives for companies within recent time.

Business management

TABLE OF CONTENT
INTRODUCTION.........................................................................................................................3
Background of the study..............................................................................................................3
Rationale......................................................................................................................................3
Aim...............................................................................................................................................4
Objectives.....................................................................................................................................4
Literature review..........................................................................................................................4
Research Methodology................................................................................................................7
Timeline:.......................................................................................................................................10
REFRENCES...............................................................................................................................13

INTRODUCTION
Business management holds huge essential role for strengthening working engagement
among new procedures, where impact of organisation culture on employee motivation plays
essential role. The recent research proposal will determine in depth research on analysis of
impact within organisation culture goals. Harrold’s is one of the best brand, having varied range
of products highly fashionable and innovative. Proposal will shed light on authentic integral
arenas of research, to develop competent working productivity diversely and prioritise best
initiatives for companies within recent time. The proposal wll also develop analysis on
methodology, methods and techniques to be used in further extended detailed research. It will
essentially develop rise on employee motivation, importance of organisation culture and
developed determined priorities for gaining working results shaped up accurately.
Background of the study
Organisation culture plays keen role for cultivating positive employee motivation within
workforce, where companies are adopting new positive working culture for advancing towards
long term positive goodwill. Harrods has over 5000 brands, with designer fashionable luxury
beauty products, fine jewellery items and furniture services within online and in store
availability. The organisation culture platforms has direct stringent correlation towards
developing confident expertise, higher working leveraged pace among working scenarios for
extensive commercial advancement actively. Harrolds being one of the best company has been
primitively building best HR strategies and shaped up goals for technical innovation, and
determined keen functional pace goals. There has been also new innovation formed up in HR

specifics based on extended technical targets, for strengthening working vision optimised up on
ne parameters.
Rationale
Business management and developing appropriate organisation culture plays crucial role
for companies to bring on new fundamental goals framed within long term scenarios, where new
culture competencies play vivid role for increasing employee motivation. Rationale behind
analysing impact of organisation culture on employee motivation can be analysed that it further
enables companies to frame loyalty within workforce. Harrods as one of the biggest brands aims
to enhance new business management aspects, and strengthen up organisation culture standards
for developed working vision profoundly within longer time period. Also companies new
strategies, in business management plays keen role for enhancing new extended vision
optimisation and prioritize technical working innovation within working run.
Aim
To analyse impact of organisation culture on employee motivation: A study on Harrods.
Objectives
 To explore the concept of organisation culture
 To analyse the concept of employee motivation
 To analyse impact of organisation culture on employee motivation at Harrods
 To recommend strategies to Harrods for enhancing organisation culture for developing
positive employee motivation
Research questions
 What is the concept of organisation culture?
 What is the concept of employee motivation?
 What is the impact of organisation culture strategies, and its impact on employee
motivation?
 What are some of the new strategies that can be implemented for enhancing organisation
culture, to develop positive employee motivation?
Literature review
The aim of conducting literature review is based on aspects where secondary research
sources will be analysed to get in depth review of various authors, and critically develop crux

within findings. It can be analysed that by understanding aspects correlated to literature, proper
analytical research will be done for developed working findings actively and to technically
develop new informative research parameters.
Organisation culture within business
As per the views of Pererv, and et.al, (2018), organisation culture has profound influence
on companies’ business strategies, workforce development advancing among corporate
scenarios. The role of organisation culture can be analysed to be significantly crucial for keen
new strengthened vision, positive motivation growth functionally and to enhance optimised goals
within longer time goodwill. Research within recent study has examined critical analysis, where
organisation culture personified vision for motivating impact on employees and to harness
innovation within extended time period. It also signifies that by developing positive organisation
culture within business grounds, new scale competencies and profound abilities for advancing
competencies is evolved on rapidly. The new trainings and advancement in developed working
culture witnesses’ company to expand new vision primitively and shapes optimistic aspects
creatively.
. Organisation culture within business has high working importance, for intricate functional
working engagement among new determined goals. Also leaders and managers in recent time
are4 taking best steps for shaping extensive competent strategic expansion. Research by authors
have also shed light on recent working aspects, where business vision-oriented productivity plays
keen role for gaining extensive scale evolved on. Empowered culture, innovation and creativity
and advanced working scenarios with leadership excellence centric are some keen factors which
plays optimistic role for strengthening vital engagement positively. Culture of safety, highly
plays keen essential aspect to develop fundamental vision for framing new rules and strategies
enables business for responding effectively. Organisation culture also connects to determine
extensive scale growth rise based on accurate working findings and determine new keen
parameters, on longer time run. There are various strategies which can be taken place in
organisation culture enhancement bt business leaders and managers, for enhancing employee
motivation profoundly.
Employee motivation

As per the views of Lorincová and et.al (2019), Employee motivation can be analysed to
be highly essential whre they feel valued, committed and engagement is variedly diversified. The
employee motivation aspects plays crucial role for strengthening their working pace, determining
strategic rise based on extensive commercial working scenarios. There are various theories and
styles of leading teams, where managers and leaders have to be innovative for accepting
diversity which motivate employees for extensive working efficacy. It further paces business
goals to be developed on to enable organisation culture strengthened productivity, which further
frames competitive productivity within business grounds. Culture development can be also
further analysed to face challenge of new innovation in demand, high creative pace enhancement
within long term aspects for strengthening employee motivation scenarios. Organisation culture
plays keen role for strengthening and developing working innovation, where new technical
strategies adoption enhances scope for keen working optimisation in longer run. There has been
also new strategies worked on by companies, where leaders and managers are critically taking up
best steps for optimised working engagement. By developing positive working environment, new
creative pace and brainstorming sessions employees are being able to showcase new talent. This
further personifies new motivation parameters to be improvised on, where extended technical
goals are there. It also determines long term working goals to be synchronized on actively,
where leaders and managers are critically taking up best steps for motivating workforce
diversely.
Another author Ozkese (2019) Critically contradicts the fact and focuses importance on
challenges for employees to be motivated where companies need to ideally be dynamic and shed
in depth light on new paradigms informatively. Employee motivation holds challenges where
critical working pace develops specific pace to be organised on, which extensively determines
keen essential aspect to be diversely dynamic. The research in recent findings have also analysed
that employee motivation determines new technical strategies, where analysis specifies that
competent fundamental vision is evolved on for gaining motivation. Also, leaders and managers
need to be dynamic, and innovative to bring technical growth worked on among cultural growth
scenarios specifically. Research by author has shed light on parameters based on extended
technical growth domains, where businesses by adopting new business decisions are able to
evolve on new extended organisation culture advancement specifically. The recent findings have

also worked on findings where employee motivation can be improvised only by strengthened
new creative goals, training delivery and extended competent knowledge expansion.
Impact of organisation culture strategies, and its impact on employee motivation
As noted by Jensen (2018), rganisation culture strategies has strong crucial impact on
employee positive motivation goals within working growth. Organisation culture strategies such
as practising brainstorming sessions, taking up new training sessions and developing advanced
leadership and management goals enhances abilities profoundly. Employees look forward to
develop proper new fundamental targets within extended time period, and work within positive
work culture which specifies optimistic management. Also research within study also sheds light
on fact that companies’ leaders and managers need to develop fundamental diversity in
organisation culture, for strengthening vital commitment in workforce. It can be also analysed
that impact of organisation culture strategies have pivotal influence, for technical vision
optimised based on critical extended goals optimisation. Research in recent study also shed in
depth focus on fact that organisation culture informatively has impact on employee morale, keen
working specifics based on critical working results. There is further synchronised development
advanced on for strengthening new keen arenas of motivation, where employees motivation
profoundly determines accurate results to be organised up effectively.
However, on other hand another author van der Kolk and et.al, (2019), critically sheds
light on fact that impact of organisation culture strategies that there is rise on investments within
capital grounds, higher risk of un certain business decisions and risky fluctuations. The author
contradicts fact that organisation culture strategies play critical role, and there has to be adhesive
decisions taken regarding working expertise functionally within longer run. Research within
recent study also sheds light on fact that organisation culture strategies can be developed on, with
prior focus on extended new investments and changes evolving in competitive industry. There
are various aspects where employee motivation parameters critically play keen role for
developing informative business grounds diversely. Also, companies in recent time have high
capital risks and uncertainty within decisions, which critically plays keen role for gaining
working vision framed on longer extended time period (Reizer and et.al, 2019).

Research Methodology
Aim of using research methodology is to gain analysis on reasoning behind approach to
research, analysis on collection methods and methods to analysis where this plays crucial role for
developing appropriate findings (Idowu, 2017).
Research type: There are two types of research which can be segregated into qualitative and
quantitative types. The qualitative research focuses on non- numerical data displayed in
theoretical concepts, opinions and experiences where theoretical resources are evaluated.
Quantitative research are numerical findings. For present research, qualitative research type will
be used, for proper competent research analysis done in systematic manner. Also, analysis on
impact of organisation culture on employee motivation can be effectively understood when done
in qualitative type. The reseach will be done in qualitative type, where analysis of non-numerical
data will be worked on for determined productive findings and also determining keen aspects
within longer time run.
Research approach: There are two types of research approaches which are inductive and
deductive research approach, where inductive research approach is systematic procedure for
analysing qualitative data based on specific evaluation objectives. Deductive research approach
aims at testing existing theory, where results are varied For recent research, inductive research
approach will be used as it allows flexibility and attends close details about specific theory. By
implementing inductive research approach, crux of data can be accessed for vital research
findings to be organised in proper format. Also inductive research approach enables information
to be aligned in crux, which enhances findings for researcher to be developed in accurate manner
(De Sousa Sabbagha, Ledimo and Martins, 2018).
Research philosophy: There are two types of research philosophies, which are interpretivism
and positivism. Interpretivism research philosophy is based on subjective views, opinions and
emotions analysis where it further critically enhances research results to be evolved. Positivism
on other hand, is research philosophy where factual knowledge gained through observations. For
recent research, interpretivism research philosophy will be undertaken as it enables study to be
evolved on with great level of depth. Primary data generated via interpretivism is based on high
level of validity, is accurate for implementing accurate working results. Interpretivism research

philosophy enhances abilities to be organised in accurate format, and enhance validity within
findings for research to be authentically informative.
Data collection: There are primary as well as secondary data collection methods which can be
analysed based on authentic methods, detailed working results and critical working optimisation
within extended working efficacy. Primary data collection is based on method, where it is
collected from first hand sources and are highly informative, accurate for gaining further
extensive detailed results. Secondary data is done by analysing results worked on within articles,
published materials within online data findings. For the present study, primary as well as
secondary data will be used for strengthening vitality and informative content to b researched on
with efficacy (Xing, Sun and Zhang,2021). It will also evolve on towards gaining determined
aspects improvised, and strengthen up benchmarks in profound criteria. Survey will be
conducted to collect primary data from the employees of Harrods.
By taking up primary data, reviews of respondents which are employees will be gained
on within research. Also by taking up secondary data, more recent findings will be evaluated
within report and also further extensive new development will be done. It can be also analysed
that by determining keen technical results, the accurate findings will be more worked on for
leveraged growth rise based on accurate productive details to be enhanced on.
Data analysis: Thematic analysis will be done in present research study, presented in pictorial
representation and graphs which will enable research to be authentic and also organised in proper
format. Also data analysis method plays critical role for determined strengthened vision
optimisation, based on accurate long scale goals. As thematic research method in data analysis is
replated with analysis done in qualitative findings, it enhances information to be developed on in
informative way. The thematic results will prioritize details to be authentically correct,
systematically worked on within working findings for more technical strengthened vision. It can
be also analysed that thematic analysis usage will develop competitive results to be framed on,
and generate critical working innovation.
Sampling: There are two methods of sampling which are probability and non-probability
sampling.Probability sampling is where researcher relies on own judgement, when choosing
members for participating in survey. Non probability on other hand involves selection of portion
of finite population, which does not attempt to select random sample form population. For the

present study, simple random sampling technique will be used as it will be unbiased and
effective method of sampling. Sample size of 30 respondents will be taken from the employees
of Harrods, as the respondents will be selected on non-biasness parameters and determine results
to be accurate.
Research limitations: The recent research is specifically related to Harrods company, where this
set limitation of research aspects. Also, capital and time factors hold limitations as findings
within research are based on optimising vital results presented in format with limited resources.
Validity and reliability: The analysis results used in research will be accurate, valid and sourced
from reliable sources. It will make sure that validity is there within research study, which will
enhance keen information pace on longer time frame goals for strengthening accuracy.
Ethical considerations: The respondents will be signing ethical forms, which will make sure that
information attained are with proper consent aspects. There will be no form of biasness in
results, and data organised will be ethically obtained. There will be usage of only valid
information, which will make sure plagiarism is avoided effectively on extended parameters.
Respondents’ information will be kept secure, which will be also specifically done for gaining
working results organised on for strengthened results (Al-Madi and et.al, 2017).

Timeline:
Activities Week 1 Week 2 Week 3 Week 4 Week 5 Week 6
Setting
research
goals and
objectives
Literature
review
Research
methodolog
y
Analysis of
data
findings
Submission
Feedback

REFRENCES
Books and Journals
Al-Madi, F. N and et.al, 2017. The impact of employee motivation on organizational
commitment. European Journal of Business and Management, 9(15), pp.134-145.
De Sousa Sabbagha, M., Ledimo, O. and Martins, N., 2018. Predicting staff retention from
employee motivation and job satisfaction. Journal of Psychology in Africa, 28(2),
pp.136-140.
Idowu, A., 2017. Effectiveness of performance appraisal system and its effect on employee
motivation. Nile Journal of Business and Economics, 3(5), pp.15-39.
Jensen, J.D., 2018. Employee motivation: A leadership imperative. International Journal of
Business Administration, 9(2), pp.93-98.
Lorincová, S., and et.al, 2019. Employee motivation as a tool to achieve sustainability of
business processes. Sustainability, 11(13), p.3509.
Ozkeser, B., 2019. Impact of training on employee motivation in human resources
management. Procedia Computer Science, 158, pp.802-810.
Pererva, P., and et.al, 2018. Evaluating elasticity of costs for employee motivation at the
industrial enterprises. Problems and Perspectives in Management, 16(1), pp.124-132.
Reizer, A., and et.al, 2019. Employee motivation, emotions, and performance: a longitudinal
diary study. Journal of Managerial Psychology.
van der Kolk, B and et.al, 2019. The impact of management control on employee motivation and
performance in the public sector. European Accounting Review, 28(5), pp.901-928.
Xing, L., Sun, J.M., Jepsen, D. and Zhang, Y., 2021. Supervisor negative feedback and
employee motivation to learn: An attribution perspective. Human Relations,
p.00187267211038514.