Research Methodologies - Boots UK Ltd

Research
Methodologies
(Submission 2)

Table of Contents
CHAPTER 1: LITERATURE REVIEW INTRODUCTION .........................................................1
CHAPTER 2: LITERATURE REVIEW MAIN BODY.................................................................2
Motivational theories in context of an organisation....................................................................2
Role of motivational theories in reduction of high employee turnover......................................3
Impact of high employee turnover on business performance of Boots......................................4
Alternative ways for overcoming issue of high employee turnover over the performance of
Boots...........................................................................................................................................5
CHAPTER 3: LITERATURE REVIEW CONCLUSION..............................................................7
REFERENCES................................................................................................................................8

Topic: “To identify the role of motivational theories in reduction of high employee
turnover”. A study on Boots UK Ltd.
CHAPTER 1: LITERATURE REVIEW INTRODUCTION
Literature review is explained as summary of the earlier examination in particular
subject area. This is theoretical framework and also various sources related to particular
subject area. There are various sources through which secondary data can be collected
like books, journals, internet sources, websites etc. This part is search as well as
evaluation of available literature in particular subject area. This documents state of art
with regards to subject on which research needs to be conducted. Literature review ai ds
in developing the in- depth evaluation through examining viewpoints and opinions of
authors (Cohen, Blake and Goodman, 2016). It shows that researcher have an in- depth
grasp of subject and understand the research fits in to existing agreed knowledge. This
considered the three main stages such as introduction, main body and the conclusion.
Introduction part provides the outline of activities which provide the information about
concept to carried out main body. After this, main body of literature review is about
writing as well as explain regarding main aim of literature review. It provides answers of
research questions and give detailed information regarding the specific subject. In this,
conclusion is a last part and this represents potential outcome that is analysed through
an investigator by conducting the detailed research. In present study, literature will give
information regarding area of determining the role of motivational theories in reduction
of high employee turnover.

CHAPTER 2: LITERATURE REVIEW MAIN BODY
Motivational theories in context of an organisation
As per opinion of Smriti Chand (2019) Motivation is reason for goals, actions and
willingness for people. It is one of most necessary reason that can inspire an individual
to move forward. In an organisation, management motivate employees by using
different ways such as provide training, rewards etc. Through this, their skills will be
improved along with their performance level. The motivational theory is tasked with
searching what derives people to work towards attaining specific goals. In this,
businesses are more interested in the motivational theory because the motivated people
are productive and also leading to proper utilisation of resources (Ertas, 2015). Different
motivational theories are given below:
Maslow Hierarchy of Needs
It is motivational theory that comprising five tier model of the human needs. It
extended an idea to consists observations. It is charted set of the human needs which
are necessary for a person to attain self- actualisation and development. Different
components included in Maslow Hierarchy of Needs mention below:
Psychological needs- These needs are related to basic life of a person such as
clothing, food, shelter, air and water. These are related to survival as well as
maintenance of the human. Under this, manager can be account for the psychological
requirements of staff members through giving comfortable working situations to them
and reasonable working hours.
Safety needs- These needs provide to person with sense of well- being and
security, financial security, health protection from any accidents personal security and
other effects are considered in to the safety needs (Hom and et. al., 2017). In this,
manager should be account for safety requirement of employees by giving them job
secularity, safe working environment etc.
Social needs- It is related to feel sense of acceptance and belongingness. In
this, social needs are necessary so that a person can not feel depressed, isolated and
alone. In an organisation, there is a need to manager to communicate positively with
team members and also promoting better work life balance.

Esteem needs- These refers to needs for respect and self- esteem which are
more necessary that gaining the respect from others. There is a need to manager to
appraise performance of employees and offering them additional responsibilities (Huang
and et. al., 2013).
Self- actualisation needs- These needs explain requirement to a person to
search its potential. Firms are enabling the people in order to express in an innovative
manner.
Alderfer's ERG theory
It is an extension of the Maslow Needs of Hierarchy where it is categorised in
three categories such as Existence needs, Growth needs and Relatedness Needs.
Different needs are given below:
Existence needs- It comprises all those needs which related to safety and
psychological aspects of people. Both are grouped in to single category due to same
nature and impact on individual behaviour.
Relatedness needs- These are related to social needs that an employee seeks
to develop relationship with other employees. These requirements cover Maslow’s
social needs and part of the esteem needs that derived from relationship with the others
(Jung, 2012).
Growth needs- These needs cover self- actualisation needs which are internal
to employee like personal growth. These needs influence employees to explore
potential in existing working environment.
Role of motivational theories in reduction of high employee turnover
As per opinion of David Ingram (2019), Employee motivation theories attempt to
develop effective models to understand what motivates the people to enhance their
performance at workplace. Employee motivation helps in enhance employee loyalty and
productivity that helps in reduce high employee turnover in an organisation. Employee
turnover is explained as number of workers which leave company and replaced through
new staff members, measuring the employees turnover can helps to managers to
examine the main reasons for turnover (Khan, 2014).
According to Maslow hierarchy needs, people require the certain things and
should be meet to satisfy them effectively. The basic needs which are required through

person are food, clothing and the shelter. After satisfy these needs, employer needs to
emotional safety and security from job. Social need is a kind of belongingness that an
employee developed with other staff at workplace. They work in a team for attaining
specific objectives. The esteem and self actualisation is also the needs whose focus on
motivate employees by appraise them so that they can able to find innovative ways.
From this, conclusion has been derived from Maslow Hierachy of Needs is that
employees mainly work for more than the money. If company will provide the positive
working environment, job security, employee engagement, appraisal then employees
will work in positive manner and will sustain at workplace for long period of time. It will
helps in reduce employee turnover of an organisation (.Madera, King and Hebl, 2012).
There is a need to management of an organisation to recognise this through developing
a team and also recognising for job to well done.
Alderfer's ERG theory states that people need existence, relatedness and the
growth. Motivation and performance can be enhanced through providing better
opportunities to people in order to fulfil their requirements in balanced manner. This
theory is version of the Maslow hierarchy of needs that suggest that all the human
needs can be satisfied and employees are satisfies their new need. It is helpful in
providing the better opportunities to employees at workplace and management include
them in decision making process. In this manner, employees feel that they are the most
important part of company and retain for long period of time.
Impact of high employee turnover on business performance of Boots
According to opinion of Miki Markovich (2019) High employee turnover means
having the inexperienced employees which lead to the low employee productivity. Firm
with the high turnover has several issues and searched to minimise number of staff
members which leaving company and also seeking for employment elsewhere. Impact
of high employee turnover effects on productivity, employee satisfaction and revenues
(Malik and Naeem, 2013). Boots is largest beauty chain and pharmacy led health. In
this organisation, there are large number of employees working and their main focus is
to providing high quality services and make feel better to consumers. This firm work
hard to hire talented people and continue to pay the cost for recruitment, on boarding
and also provide training to mew people at other places. The employee turnover is

situation where staff members exit company for different reasons and it impacting
company in negative terms. The high employee turnover is sign of the low morales
between workforce of company and it impact on productivity of firm. In Boots, there are
more employees working in attaining specific objectives. The high turnover means
basic experience level across company. In business, employees with less knowledge
and experience and are not able to perform in better manner. The high employees
turnover impact on employees performance in negative manner. In this, employees will
leave company for many reasons like they are not feel comfortable to work in existing
environment, conflict arise, absenteeism and some of the other factors. From this they
will leave company and will develop negative impact on organisational performance.
Alternative ways for overcoming issue of high employee turnover over the performance
of Boots
On the basis of Mike Kappel (2019), High employee turnover presents complex
issue to company. It is a responsibility of Human Resource Manager to hire the well
qualified and experienced employees so that they can able to perform their job in a
better manner. Unsatisfied employees negativity impact on business objectives as well
as performance level. In context to minimizing high employee turnover is based on
working environment that manager of Boots company should provide to employees
(Stanley and et. al., 2013). They thrive when working environment supports them for
achieving their set objectives. There are some ways given below to overcome from
problem of high employee turnover over Boots performance:
Hiring right people- From start, hiring right people would minimize turnover. The
manager of Boots should have clear idea of different kinds of people which they want to
recruit for each position. Company encouraged to use the particular leadership style
and personality traits to employing them effectively.
Create positive relationship among employer and employee- Good feedback
and communication among employees and management helps in minimise all issues.
Positive relationship among commitment and communication was to be detected
importance for the management to assure that the communication channels open for
transmission of information. In order to create positive relationship, manager can

include employees in decision making process and listen their suggestions so that they
can be motivated and work effectively (Mauno and et. al., 2014).
Enhancing organisational commitment- Boots can enhance the organisational
commitments through giving them fair working environment. High committed staff
members wish to associated with company and also advance organisational objectives.
Through obtaining the commitment from staff members, it can helps in develop positive
impact on organisational performance (Yang, Wan and Fu, 2012).

CHAPTER 3: LITERATURE REVIEW CONCLUSION
From the above mention report it has been concluded that motivation is one of
the main factor that enhance performance level of employees. Company finds effective
ways to motivate employees so that they can focus on attaining common objectives. In
conducting literature review part, researcher has been used secondary sources such as
books, internet, websites etc. It helps in provide answers of research questions in
detailed manner. There has been studied about the different motivational theories like
Maslow hierarchy of Needs and Alderfer's ERG theory. Both theories are interrelated
with each other and their focus on satisfying needs of employees by providing them
rewards, appraise their performance, positive working environment, job security and
many others. The role of various theories has been discussed in detailed manner for
making business successful. The different motivational theories are helpful in minimize
high employee turnover. The employee turnover is ratio comparison of number of staff
members that should be replace in specific period of time. In this, there are several
factors which plays necessary role in employee turnover rate of an organisation. It has
been studied that the high employee turnover rate negatively impact on performance
level of business as there are many different issues faced by the company. In order to
overcome from the arisen issues related to high turnover, there are different ways
adopted through an organisation and focus on improving the business performance at
large.

REFERENCES
Books & Journals
Cohen, G., Blake, R. S. and Goodman, D., 2016. Does turnover intention matter?
Evaluating the usefulness of turnover intention rate as a predictor of actual
turnover rate. Review of Public Personnel Administration. 36(3). pp.240-263.
Ertas, N., 2015. Turnover intentions and work motivations of millennial employees in
federal service. Public Personnel Management. 44(3). pp.401-423.
Hom, P. W. And et. al., 2017. One hundred years of employee turnover theory and
research. Journal of Applied Psychology.102(3). p.530.
Huang, G. H. and et. al., 2013. Reducing job insecurity and increasing performance
ratings: does impression management matter?. Journal of Applied Psychology.
98(5). p.852.
Jung, C. S., 2012. Why are goals important in the public sector? Exploring the benefits
of goal clarity for reducing turnover intention. Journal of Public Administration
Research and Theory. 24(1). pp.209-234.
Khan, M. A., 2014. Organizational cynicism and employee turnover intention: Evidence
from banking sector in Pakistan. Pakistan Journal of Commerce and Social
Sciences (PJCSS). 8(1). pp.30-41.
Madera, J. M., King, E. B. and Hebl, M. R., 2012. Bringing social identity to work: the
influence of manifestation and suppression on perceived discrimination, job
satisfaction, and turnover intentions. Cultural Diversity and Ethnic Minority
Psychology.18(2). p.165.
Malik, M. E. and Naeem, B., 2013. Towards understanding controversy on Herzberg
theory of motivation. World Applied Sciences Journal. 24(8). pp.1031-1036.
Mauno, S. and et. al., 2014. Occupational well-being as a mediator between job
insecurity and turnover intention: Findings at the individual and work department
levels. European Journal of Work and Organizational Psychology. 23(3).
pp.381-393.
Stanley, L. and et. al., 2013. Commitment profiles and employee turnover. Journal of
Vocational Behavior. 82(3). pp.176-187.
Yang, J. T., Wan, C. S. and Fu, Y. J., 2012. Qualitative examination of employee
turnover and retention strategies in international tourist hotels in Taiwan.
International Journal of Hospitality Management. 31(3). pp.837-848.
Online
Kappel, M., 2019. 5 Ways To Reduce Employee Turnover. [Online]. Available through:
<https://www.forbes.com/sites/mikekappel/2017/08/09/5-ways-to-reduce-
employee-turnover/#7e4e70ba5001>.
Ingram, D., 2019. Motivation Theories & Employee Turnover. [Online]. Available
through: <https://smallbusiness.chron.com/motivation-theories-employee-
turnover-11785.html>.
Chand, S., 2019. Motivation Theories: Top 8 Theories of Motivation – Explained!.
[Online]. Available through:
<http://www.yourarticlelibrary.com/motivation/motivation-theories-top-8-theories-
of-motivation-explained/35377>.

Markovich, M., 2019. The Negative Impacts of a High Turnover Rate. [Online].
Available through: <https://smallbusiness.chron.com/negative-impacts-high-
turnover-rate-20269.html>.

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