An Exploration of Motivational Strategies in Retail Sector: A Study of Tesco

Read the assignment content very carefully and create a short summary for the provided content in a paragraph.

RESEARCH PROJECT
An analysis of how Tesco, Woolwish uses motivation management to
enhance employee performance

EXECUTIVE SUMMARY
The success of any organization depends on performance of the staff members and the level
of motivation. From a long run, high level of significance is witnessed in motivation and employee
performance. This report is going to analyse how Tesco, Woolwish uses motivation management to
enhance employee performance. The objective of study is to assess the relationship between
motivation and employee performance. The report measures the motivation management practices
which are carried out in Tesco organization. Primary and secondary information is collected for the
present investigation. For gathering primary information questionnaire method is used in which
employees of Tesco, Woolwish are asked to fill responses. For secondary information, various
sources have used such as books, journals, business reports, online articles and so on. From the
report, it was found to be highly committed to motivate the workers. The company motivates
people through the non-monetary incentives.

Table of Contents
EXECUTIVE SUMMARY..................................................................................................................2
Chapter 1 Introduction .........................................................................................................................4
Research objectives .........................................................................................................................4
Significance of Study.......................................................................................................................5
CHAPTER 2 : LITERATURE REVIEW.............................................................................................6
CHAPTER 3 : RESEARCH METHODOLOGY.................................................................................9
Research Methodology....................................................................................................................9
Research Paradigm..........................................................................................................................9
Research Approach..........................................................................................................................9
Strategy..........................................................................................................................................10
Time-frame....................................................................................................................................10
Data Collection..............................................................................................................................10
Sampling........................................................................................................................................11
Ethics and Access Issues................................................................................................................11
Chapter 4 Data Analysis Findings......................................................................................................13
Chapter 5: Conclusions and Recommendations.................................................................................19
Reflective Statement...........................................................................................................................20
References .........................................................................................................................................21
Appendix 1 ........................................................................................................................................23

CHAPTER 1 INTRODUCTION
Motivation is considered as an outstanding approach whose main motive is to generate
enthusiasm within the organization to accomplish desired goals and objectives of the company.
Further, high level of significance is present in order to keep customers of the enterprise happy by
keeping all the staff members satisfied. This allows business in enhancing overall productivity
along with the performance. Apart from this, it is well known fact that success of every organization
depends on performance of the staff members and this in turn allows in gaining competitive
advantage (Beardwell and Claydon, 2007).
With the help of current study, an analysis has been made to study how Tesco, Woolwich
works to raise and develop employee morale. Further, the emphasis has been laid over assessing the
different motivational practices which play an effective role in gaining the employee performance
and organizational productivity. The UK has giant retail industries with ample of firms who are
competitively working in order to strengthen their customer’s base (Overview of the retail sector in
the UK. 2016). For this, one of the largest company that is Tesco focuses highly on employees. This
is the reason that tends this retail firm to gain large market share in the competitive business
environment. The growth prospectus has been evidenced from the consistently rising growth rates
which contribute to be as major factors.
In respect to above stated aspect, it has been found that optimum utilization of working
practices of staff members, their potential enhancement through motivational theories and reward
practices and efforts for employee retention are some key aspects which are highly considered into
account by the Tesco. These factors and efforts add competitive advantage to the working of the
cited firm. Along with this, Tesco keeps activities which are associated with the overall employee
performance, their work commitment, dedication and efforts in the successful working of the
company in the entire retail sector of the UK.
Research objectives
The objectives of this research study are described as follows:
1. To determine if there is a positive relationship between motivation and employee
performance.
2. To measure the motivation management practices which are carried out in Tesco
organization.
3. To determine which motivational techniques or factors motivate the work force most or least
at Tesco company.
4. To analyze whether employees of this company are satisfied with their working
environments or not.

Significance of Study
Over the time, motivational levels of employees have been changed because of the changing
expectations of employees and their continuous demand of improved workplace. The present
research work \ is going to help in gaining greater insights about the key aspects which motivates
the employees in today's competitive scenario. The study has been conducted by taking into
consideration the Tesco company as a case study. It will help to gain an understanding that what
factors motivates the employees at the workplace. The significance of current investigation can be
said for contributing in making improvements in management practices in order to comply with the
employee needs. It is because the research will identify that up to what extent their employees are
satisfied with their job content and contexts and it can make a clear path to design strategies for
employee motivation

CHAPTER 2 : LITERATURE REVIEW
Motivation can be considered as the crucial part of the human resource function. As per the
viewpoint of Hartman (2006), in order to stay competitive in the dynamic market, an organization
must bring innovation in the market. But this can be achieved only by motivating employees and
the motivation is the main push through which workforce can remain committed towards a firm. If
they are committed then they generate and implement innovative ideas so as to foster growth in the
company. Definition of motivation is described by Ankli & Palliam (2012) that “people who are
having the capacity for responsible actions, an inbuilt aspiration for learning and understanding
things as well and along with the desire of doing good at work and play.” In a similar manner, Dahl
& Smimou, (2011), has described the motivation as “a factor which exist among the individual who
possess the potential to affect the way, strength and eagerness of behaving towards the work.”
According to the statement of Gagne and Deci (2005), motivation occurs because of the
positive reactions which arises from the engagement in work practices and it also has a key impact
on the organizational performance. In support to this, Ankli & Palliam (2012) presented their
opinion that external pressures or other incentives are less motivational to workers then the intrinsic
values that includes job satisfaction, challenging job, responsibilities, authorities and many more.
Ivancevich (2006) explained that when an individual get salary satisfaction then only they get
highly motivated and more productive. On the contrary, Cheung & Wong (2011) stated that better
benefits and other monetary incentives motivate the workforce most then only salary. However, the
question remained that if money or intrinsic values of job motivate the staff members then it infers
that money is the highest motivational tool for employees. But this can be best understood by the
theories of motivation and those theories explains the behaviours and attitudes of employees toward
the work.
According to the theory of Agrawal (2010) motivation can be best explained. He has a high
concern for the employee motivation. This theorist has put forward a hierarchy of needs and has
said that each need is satisfied one at a time. Those five needs consist of physiological need, safety
need, social need, esteem need and self-actualisation need. On the contrary, Anitha, J. (2014) has
criticised this theory and has said that every individuals are not satisfied with similar need however,
different individuals are motivated by different needs.
Furthermore, another popular motivation theory is Herzberg's two factor models. The two
factors are hygienic factors and motivational factors. The former is known as factors related to job
context and the later is also called as the factors related to job content. In an opinion of Herzberg,

intrinsic factors which are related to work value is sustainable for long term which self motivate the
employees then the hygienic factors that are salaries, work environment, etc. They all are extrinsic
factors and they motivate the employees for shorter term. Along with that, Beardwell and Claydon,
(2007) has also supported this view. On the other hand, the motivational theory of Taylor has laid
more emphasis on the monetary incentives as the most important motivational factors. For example,
the company like TESCO motivates their employees through employee reward programme. These
are one of the incentives to motivate their workforce. This is how TESCO performs in similar to
Taylor's model.
According to Taylor´s research, it was found that people purely work for money, hence, it is
a motivational factor for them. In the investigation carried out in the form of case study of Tesco,
it has been witnessed that Tesco's Employee Reward Programmes have been designed while
considering Taylor”s theory. The financial reward packages provided by the entity are one
motivating factor. Nonetheless, a number of factors other than money which motivate people in
both their personal and working lives are there used by the mentioned entity. In some aspects, Tesco
is evident for moving far beyond Taylor and gives more than just a normal pay increase. This is to
be said that the organization supports varied lifestyles of individual employees through relevant and
targeted benefits.Along with that, the firm goes beyond this theory and it combines both the
financial and non-financial incentives in order to boost the morale of employees in order to take out
good performance out from them through motivation. Furthermore, the organization considers the
distinctive lifestyle of their employees by using targeted benefits. They provide incentives and
benefits like discount cards, free private healthcare, pension schemes, shared ownership and many
more (Tesco Plc, 2014). The business entity believes that non-financial factors can also motivate
employees for improving their performances. The company motivates people for improving their
personal skills to achieve promotions. The cited organization creates a good working environment
in which employees can feel valued, for this purpose business increases the level of communication
and ask for their opinions.
According to Martin and Fellenz (2010) by investing in employees through training and
development programme, it is likely to increase motivation of employees because it enhances their
skills, knowledge along with the increase in a high level of job satisfaction. In order to elaborate
employee skills, TESCO organize training programs and in turn provide rewards and promotions
based on the performance of workforce (Tesco Plc, 2014); Further, this raises intrinsic values on
employee work. Moreover, according to McClelland theory, there are three factors which motivates
the employees most. These consist of affiliation, achievement and power which are all included into
motivational factors of Herzberg’s. Generally, employees are motivated by financial and non-

financial elements. Managers are require to understand which factor works best for their employees.
As per the study of Martin and Fellenz, (2010), they stated that staff members are highly motivated
when company uses the combination of both factors as all the individuals have varied needs which
should be satisfied.
Furthermore, driving employee engagement puts a positive impact on their performance
(Anitha, 2014). McShane and Glinow (2003) commented that employee engagement helps in
capturing the hearts of employees in order to insert an intrinsic aspiration for excellence among
them. Further, by allotting financial incentives which are based on employee performance, TESCO
emphasizes more on employee engagement because they will get rewards for hard work. The study
conducted by Anitha (2014) which is based on the determinants of employee engagement and its
effect on performance, she found out that the working environment, team and co-worker
relationships are the key factors which trigger the engagement at workplace and this in turn raises
the performance of employees. Additionally, good leadership that involve employee's suggestion in
decision making process, consider their concerns and in turn create a healthy working environment,
they all assist in inspiring employees to perform in a better manner which could be beyond their
expectation (Cheung & Wong 2011). As per the expert view of May et.al, (2014) a supportive
business environment will enable employees to become more creative without the fear of failing. It
is because of the predominant importance for managers to understand those factors which initiate
the employees to possess a positive attitude towards job in order to gain a high performance level
(Beardwell & Claydon, 2007). As stated by Cheung and Wong (2011), the credibility of a firm is
highly reflected by employee engagement. Furthermore, Anitha (2014) progressed that engagement
can also be driven by acquiring the right people performing the right roles and having right
managers. Therefore, it is necessary to motivate employees in order to drive their engagement and
to enhance overall job performance levels which will help in ensuring a successful business.

CHAPTER 3 : RESEARCH METHODOLOGY
Research Methodology
In this section, research procedures will be outlined in order to provide a view that how the
research project will be carried out. This is comprised of research paradigm, research approach,
strategy, time-frame, data collection and analysis methods, sampling, ethics and access issues.
Along with that, limitation of the study has also been mentioned.
Research Paradigm
It is essential to have a high structured research as per the Anderson (2009) so that
hypothesis could be tested accurately and can have a proper layout of detailed information. Since
the study aims to measure the correlation between two variables so a positive philosophical posture
will be adopted. According to McGivern (2006) this approach is considered as the main approach
over the years and is used for social science research because it interprets the as it is situation. This
approach will help in expressing the reality of opinions which have been put forward by the
employees of TESCO. Reason for adopting this approach is that it is more objective and less
subjective in nature that would help the researcher to avoid subjective outcomes or assessments
from their own opinions.
Validity and Reliability of the research
Validity: As put forward by Creswell (2014), in order to check the successful achievement of
internal validity then it is necessary that outcome of the dependant variable is completely reliant on
the independent variable. Thus, there will be attainment of internal validity if there is a complete
reliance of dependant variable on the independent variable. It is very important to construct validity
of every research and the researcher cannot underestimate the essentiality of it. Linking results to
concepts will help in improving on construct validity of this research. For enhancing this it is
supposed to be measured or revealed in the study. Also the content of the survey is based on this.
The extent to which responses from several departments do not differ will also be a test of its
validity.
Reliability: In order to test the reliability of this study, the nature of the research should be highly
objective. The objective outcomes will not favour bias whilst interpreting results.
Research Approach
In order to define the nature of the relationship between motivation and performance
because it is the main focus of the research. This will allow the researcher to adopt a research of an
explanatory nature. It is good for the study as explanatory approach response causal relationship.
The major benefit of using an explanatory approach is that it will facilitate to round up

concluding stage of the research work which is based on findings. This is in contrast to the
exploratory research approach as it studies past published works (McNabb 2008). Using a
rationalist philosophical posture which is stated earlier, a deductive approach will be used in the
survey in order to assist the researcher to interpret the findings. The deductive approach which will
be used in the study will be derived from structured interviews and questionnaires.
Strategy
Quantitative research method will be utilized through surveys. This research approach is
viewed as the most beneficial while doing the research of issues as it need a clear understanding of
the most important factors which predict outcomes. Along with that it helps for an identification of
factors which trigger particular consequence. The testing of relationship between the variables is
involved in the given hypothesis which involves in the study (Yin, 2003). Therefore, deductive
method is applicable in such cases because it is opposed to the qualitative method which has led to
the formulation of a hypothesis whilst raising objectivity in analysis. By using deductive approach it
eases data collection from wide range of participants. This is a big advantage of using the present
method. Further, being numerical in nature, it facilitates statistical analysis and interpretation of
results.
Time-frame
A cross sectional time frame will be employed instead of a longitudinal time frame. It also
considers the time constraints on the study. It is very useful for the short term research projects. The
complete research will be undertaken for an eight weeks period of time.
Data Collection
By following the use of a cross sectional time frame by the researcher, collection of data will
be done at a point of time.
Primary Data
Structured questionnaire and interviews is the main sources of primary data. The
significance of these sources is that it maximises the time usage and make data collection process
easy. Employees will provide their response through the closes ended questions which will have
multiple choice options. By doing so, researcher will enabled to avoid gathering or receiving
information which may not be useful in the research study. Such questionnaire will ensure that only
necessary information which is required for the analysis has been received. Further, questionnaire
will be filled by the respondents privately and thus it will encourage the genuine responses from the
participants in a positive manner.
People have diverse ways of responding which may lead to misinterpretation of certain

questions. This may result in wrong responses. This issue can be rectified by accompanying
interviews along with the questionnaire. This will help to clear the doubts of participant and also
this will have more realistic understanding of their opinions. As said, structured interviews would be
conducted with the respondents along with the questionnaire filling.
Secondary Data
As it is known that secondary data are those which is already researched by others. In
respect to the present investigation various sources have used such as books, journals, business
reports, online articles and so on. Many of the articles written on TESCO's management practices
are used for the collection of secondary data.
After the collection of data, result will be quantified from the questionnaires in a percentage format
so as to analyze the data in an easier manner. To analyse the data thematic analysis method will be
used to make specific themes and to interpret the data.
Sampling
If there is a use of quantitative approach then it is advisable to employ a probability
sampling method. This is because it is the most suitable method for the study. For making the
process easier, stratified sampling size can be used which in turn will enable the researcher to
acquire lot of information from several departments. The reliability and validity of the study will
improve when the researcher will use stratified sampling method because representation of
workforce from various department will be assured. In order to successfully carry out the survey, 65
respondents will be selected for gathering information. However, a sample size of 65 participants
will be allocated for the survey. Along with that, survey will be spread among various departments
and functional areas. Stratified sampling process is outlined as per the below mentioned structure:
Finance 10
Marketing 15
Customer service 35
Senior Management 05
Total 65
Ethics and Access Issues
Floridi & Sanders (2002) explained that every entity that are an information object, is of
integral importance. Therefore it deserves moral respects. It should be assured that the information
of the employees, who are a part of this research, should be kept confidential. Along with that,

participation must be by their will and not by compulsion. Not only this, if they are feeling
uncomfortable then they should be free to withdraw their response at any point of time during the
course of study. This is considered as morally right because none of the respondents could be bound
for the research study. This falls in the ethics in research study which involves moral standards
while planning, carrying out and recording research results. Prior to the beginning of the research,
employees will be provided a briefing on the purpose of the survey, why it is being carried out and
will complete a consent form. Moreover, the permission will be taken from the director of TESCO
Woolwich in order to gain access for undertaking the research study. Further, this is based on the
fact that researcher is a part time employee at the outlet of TESCO Woolwich.

CHAPTER 4 DATA ANALYSIS FINDINGS
The present section is going to represent the analysis of data that has been collected from
primary sources. For this project, the data have been collected from primary sources via
questionnaire and interview section. For questionnaire, the employees of various departments of
Tesco have been approached. For the analysis of data, thematic analysis method is applied which
will help in analysing the information via representing various themes.
Theme 1 Demographic Profile of respondents
Age Number of respondents
Below 20 years 15
20-25 Years 17
25-30 Years 13
Above 35 Years 20
Total 65
From the primary data analyse, it was found that most of the respondents were in the age of
20 -25 years who have taken part in the investigation. After them 15 respondents aged below 20
years, hence, data represents that most of the customer employed in Tesco are in the young age. On
the other hand 20 respondents were of above 35 Years, hence, it can be said that more experienced
person have taken part in the investigation.
Gender
Gender Number of respondents
Male 40
Female 25
The questionnaire section represents that most of the employees who have taken part in the
investigation were male. 40 respondents were male, on the other hand, 25 respondents were female
in the survey. Hence , the data represents that the mentioned company employs more male
employees.
Education

Education Number of respondents
Matriculation 5
Bachelor 25
Master's degree holder 20
PHD 10
Other 5
From the survey, it has been witnessed that most of the employees in Tesco possess a
Bachelor degree. It can be said that after graduation they choose to join in Tesco company. There
were 25 employees who are bachelor, in addition to that, 20 respondents were having MBA degree
however, they are placed at senior position
Working department
Education Number of respondents
Finance 10
Marketing 15
Customer service 35
Senior Management 5
In the primary investigation, it was found that there were total 35 respondents who are in
customers service department in Tesco. On the other hand, 15 employees who have taken part in the
investigation are working in marketing departments. In addition to that 10 employees were from
finance department who have taken part in the investigation. In this line, 5 employees were found to
be in senior management.
Theme 2 Association with the organization
Association with Number of

organization respondents
Less than 1 years 15
1-3 years 10
3-5 years 18
5-10 years 12
More than five years 10
In the primary data collection section, the respondents have been asked that how long they are
associated with the organization. In addition to that the respondents have said that many they are
working from last 3-5 years in the organization as 18 respondents were found in the criteria. In
addition to that 15 respondent have been found working in the organization from last 1 year.
Theme 3 Financial motivational strategies motivates you more
What types of motivational
strategies motivates you
more Number of respondents
Financial incentives 22
Non-financial incentives 23
Both 25
When the respondents were asked, what motivational strategies motivates them more, then
most of the employees have said that there were 22 respondents who value financial initiatives most
highly. On the other hand, 23 respondents were there who want to have non-financial incentives.
However, the responses indicated that there were total 25 respondents who want both type of
motivational strategies.
Theme 4: Salary is an important factor for motivation
Salary is an important
factor for motivation
Number of
respondents
Strongly Agree 15
Agree 27
Neutral 10

Disagree 5
Strongly disagree 8
In the questionnaire section the respondents were asked about there views if salary is an
important factor for motivation. In respond to this question, 27 respondents were agreed to the
questionnaire. In addition to that there were total 15 respondents who were strongly agreed to the
statement. Total 10 respondents were neutral to the statement, and total 5 were disagreed.
Theme 5 : Employees are motivated by incentives plans provided by Tesco
Employees are motivated by
incentives plans provided by Tesco
Number of respondents
Strongly Agree 25
Agree 20
Neutral 5
Disagree 9
Strongly disagree 6
From above table, it can be assessed that how employees are motivated by incentives plans
provided by Tesco. From the analysis section, it has been witnessed that many of employees were
strongly agreed to the statement. On the other hand, 20 employees were there who are agreed to the
statement. Hence, from the primary data analysis, it can be said the employees of Tesco are
motivated by incentive plans.
Theme 6: Employees are motivated by monetary rewards or other benefits
Employees are motivated by monetary
rewards or other benefits
Number of respondents
Strongly Agree 18
Agree 25
Neutral 9
Disagree 8
Strongly disagree 5

In the questionnaire section, the respondents were asked if they are motivated by monetary
rewards or other benefits provided by Tesco. In this aspect, the respondents have said that most of
them are motivated. There were total 25 respondents who were agreed to the statement on the other
hand 18 respondents were there who were agreed to the similar fact. In addition, to that there were
9 respondents who were not agreed with the statement. 8 employees disagreed on such statement.
Theme 7: Work of employees is positively affected at challenging jobs provided by managers
Work of employees is positively affected at
challenging jobs provided by managers Number of respondents
Strongly Agree 15
Agree 35
Neutral 2
Disagree 7
Strongly disagree 6
After asking 65 participants that whether the employees are motivated by the challenging
job or not, it has been assessed that 35 respondents are agreed to the fact that they get motivated or
affected from the challenging job by their manager. Further, 20 respondents strongly agree on this
point. Along with that 2 employees are neutral that sometimes it affects them and sometimes not.
However, 7 employees are disagreed on the fact that challenging job does not motivate them in fact
they get motivated from other incentives. Whereas, 2 respondents are strongly disagreed from this
fact.
Theme 8: Tesco understands the value of motivation
Tesco understands the value of
motivation Number of respondents
Strongly Agree 15
Agree 30
Neutral 8
Disagree 8
Strongly disagree 4
From this result of questionnaire, it can be interpreted that, Tesco understands the value of
motivation. It is because 15 respondents strongly agree that Tesco considers the value of motivation

highly. Along with that 30 respondents are agreed with this point that motivation is highly valued by
this firm. Furthermore, 8 employees are neutral that is they are not sure that whether Tesco consider
the value of motivation or not. Whereas, 8 candidates are disagreed with this fact because there are
chances that they are not satisfied with the motivational techniques of Tesco. Along with that, 4
respondents are strongly disagreed with this matter.
Theme 9: In case company will reward you for good work then you will contribute to more
excellence in Job
In case company will reward you for good
work then you will contribute to more
excellence in Job Number of respondents
Yes 40
No 7
Can't say 18
After receiving the responses from the respondents about this question, it has been
interpreted that most of the employees are committed with the organization and they will work hard
if they would be timely motivated by providing reward as incentives. Thus, it is required by the
company to give them reward on a regular basis. Further, 7 respondents said that they could not
contribute for excellence in job even if they will be rewarded for the good work. It is because their
excellence depends upon the type of reward they will receive. However, there are 18 participants
who are not sure that whether they would contribute to more excellence or not. As they are not
highly committed and they doubt the reward system of Tesco.
Theme 10 Incentives and other benefits will influence your work performance and
productivity
Incentives and other benefits will influence
your work performance and productivity Number of respondents
Influence 45
Does not influence 5
Can't say 10

As per the question asked from the employees of Tesco that incentives and other benefits
will influence their work performance and productivity or not, it has been assessed that 45
respondent's performance will get influence through the incentives and other related benefits. Thus,
it can be inferred that incentive program of Tesco is highly efficient. Further, 5 employee's work
performance and productivity will not get influenced by the incentives and other benefits provided
to them. It may be because they get motivated through the non-monetary incentives or it may be
that these respondents do not find the incentive programs of Tesco effective. However, 10
respondents are neutral about the fact and are not sure that whether the incentives and other benefits
will influence the work performance and productivity of employees of Tesco or not.
Limitations of research
The major limitation of the study was to acquire the primary information from the selected
population. It took a huge time in the collection of primary data in the investigation therefore, it
becomes hard to investigate. The limited time available for the study is the major limitation.
Nonetheless, maximum possible information was collected by the researcher in the available time
so that aim of the study could be accomplished. The small sample size could be a limitation the
information that the researcher could have obtained had a larger sample been used for collecting
data.

CHAPTER 5: CONCLUSIONS AND RECOMMENDATIONS
The present investigation was aiming at identifying the impact of motivation on the
performance of employees working at Tesco. For this research the data have been collected from
primary as well as secondary sources. In the secondary investigation, it has been found that
incentives are less motivational to workers then the intrinsic values that includes job satisfaction,
challenging job, responsibilities, authorities and many more. In addition, various motivational
theories have also been explained in secondary investigation's section. But it was found that when a
employee get salary satisfaction then only they get highly motivated and more productive. In
addition to that it was also found that better benefits and other monetary incentives motivate the
workforce most then only salary. The data indicated that TESCO performs in similar to Taylor's
model and firm goes beyond this theory and it combines both the financial and non-financial
incentives in order to boost the morale of employees and to improve the productivity of business.
The company provides incentives and benefits like discount cards, free private healthcare, pension
schemes, shared ownership and many more. In addition to that, in the secondary data collection, it
has been discussed that employee motivation effects the work performance. In addition, various
factors such as working environment, team and co-worker relationships are important to motivate
people and to increase the performance of employees. It was also found that staff members are
highly motivated when company use the combination of both factors as all the individual have
varied needs which should be satisfied. From the primary investigation, it was found that most of
the employees are working from last 3-5 years in the organization as 18 respondents were found in
the criteria. On the other hand, 15 respondents are found working in the organization from last 1
year. The employees of Tesco are motivated by incentives plans and the challenging job motivates
employees for the better performance. The employees of Tesco are motivated with motivational
techniques of Tesco and the company was found to be highly committed to motivate the workers.
The company motivates people through motivated through the non-monetary incentives.
Recommendations
 From the investigation, it becomes clear that there is a positive relationship between
motivation and employee performance and it is required for managers to identify the factors
that motives people. The managers of Tesco have to understand those factors which initiate
the employees to possess a positive attitude towards job so that performance level can be
increased ata the workplace.
 To motivate people at the workplace good leadership is to be adopted by managers that
involve employee's suggestion in decision making process. This is witnessed that company
has to come up with more non financial benefits so that employees cab be motivated for

good performance.
 The findings of primary and secondary data have shown that TESCO requires to come with
financial and non-financial incentives in order to boost the morale of employees and to
improve the productivity of business. The mentioned company is recommended that
experienced employees can be provided with non- financial benefits however, newly joined
workers can be motivated via providing monetary or financial benefits.
 The business entity has to identify the need of individual worker and must try to find out the
factors that motivate workers hence, in this manner performance and productivity can be
increased.
 The staff working at Tesco can be motivated to kept well-motivated that will lead positive
attitude towards work hence, it will positively performance and productivity.
REFLECTIVE STATEMENT
The present investigation has increased my knowledge in respect with the research field and
have provided me an opportunity to make in-depth research into Tesco, a leading retail company of
UK. This study has helped me to increase my personal and professional experience as a researcher.
Along with that I have gained lots of theoretical and practical knowledge about how to carry out an
investigation on a subject matter. Furthermore, I have also learned about the survey methodology
and primary research. Analytical skills of mine have raised after completing literature review and
data analysis. In addition to this, the present study has also helped me to increase the knowledge
and experience in terms of motivation and its linkage with organization performance. I have also
understood different strategies of organizations which have been adopted by the firm for motivating
their workforce. Additionally, this study has improved grammatical knowledge and writing skills of
mine. Lastly, current research study has also enhanced my knowledge and experience in different
manner.
Way to future study
The preset investigation is carried out while using both primary and secondary information
to collect range of data, however, questionnaire is used as a method of primary data collection. In
case of future investigation, another methods of data collection can be used like as interviews in
which the managers of cited company can be approached for data collection. In addition to that,
statistical analysis would be used for assessing relationship between motivation and employee
performance

REFERENCES
Anitha, J. (2014) “Determinants of employee engagement and their impact on employee
performance”, International Journal of Productivity and Performance Management, 63(3),
pp. 308-323
Cheung, M.F.Y & Wong, C. (2011)“Transformational leadership, leader support and employee
creativity”, Leadership & organisation development journal, 32(7), pp.656-672
Agrawal, S. (2010). Motivation and Executive Compensation. The IUP Journal Of Corporate
Governance, 9(1), pp. 27-46.
Anderson, V. (2009) Research methods in human resource management, 2nd edition, London:
Chartered institute of personnel and development
Ankli, R.E. & Palliam, R. (2012) Enabling a motivated workforce: exploring the sources of
motivation; Development and Learning in Organisations: An International Journal, 26(2),
pp.7-10
Beardwell, J., & Claydon, T. (2007) Human Resource Management: A Contemporary Approach, 5th
edition, Harlow Essex: Pearson Education Ltd
Carter, D.E & Porter, S. (2000) Validity and reliability. In Cormack, D(Ed) The Research Process
in Nursing , 4th Ed, Oxford, Blackwell Science
Creswell, J., W. (2014) Research Design: qualitative, quantitative and mixed methods, 4th Edition,
London: SAGE Publications Inc.
Dahl, D.W. & Smimou, K. (2011) "Does motivation matter? : On the relationship between
perceived quality of teaching and students' motivational orientations", Managerial Finance,
Vol. 37 Iss: 7, pp.582 – 609
Fowler, F.J (2008) Survey research methods (Applied Social Research Methods), 4th Ed, California:
Sage Publications Ltd
Hartman, A. (2006) “The role of organisational culture in motivating innovative behaviour in
construction firms”, Construction Innovation, 6(3), pp. 159-172
Hyde, K. (2000) “Recognising deductive processes in qualitative research”, Qualitative Market
Research: An International Journal, 3(2), pp.82-90
Ivancevich, J.M. (2006) Human Resource Management, 10th edition, London: McGraw Hill
Education

Martin, J. & Fellenz, M. (2010) Organisational behaviour and management, 4th Ed, Hampshire:
Cengage Learning Business Press
May, D.R, Gilson, R.L & Hartner, L.M. (2004), “The psychological conditions of meaningfulness,
safety and availability and the engagement of the human spirit at work”, Journal of
Occupational and organisational psychology, 77(1), pp.11-37
McGiven, Y., (2006). The Practice of Market and Social Research, 2nd edition, London: Pearson
Education
McNabb, D. E. (2008) Research Methods in Public Administration and Non-profit Management:
Quantitative and Qualitative Approaches, 2nd Edition, New York: M.E. Sharpe, Inc
McShane, S.L & Glinow, V (2003). Organizational behaviour, London: McGraw Hill Education
Online
Overview of the retail sector in the UK. 2016. [Online]. Accessed from
<https://www.prospects.ac.uk/jobs-and-work-experience/job-sectors/retail/overview-of-the-retail-
sector-in-the-uk>.[Accessed on 6th April 2016]

APPENDIX 1
Questionnaire
Age
 Below 25 years
 25 - 30 years
 30 - 35 years
 Above 35 years
Gender
 Male
 Female
Education
 Matriculation
 Bachelor
 Master's degree holder
 PHD
 Other
Working department
 Finance
 Marketing
 Customer service
 Senior Management
1. How long you have been associated with the organization?
 Less than 1 years
 for managers to understand those factors which initiate the employees to possess a positive
attitude towards job in order to gain a high performance level 1-3 years
 3-5 years
 5-10 years
 More than five years

2. What types of motivational strategies motivates you more?
 Financial incentives
 Non-financial incentives
 Both
3-8 Kindly choose one among five point likert scale ranging from “Strongly Agree” to “Strongly
Disagree”
3. According to you salary is an important factor for motivation
 Strongly Agree
 Agree
 Neutral
 Disagree
 Strongly disagree
4. You are motivated by the incentives plans provided by
 Strongly Agree
 Agree
 Neutral
 Disagree
 Strongly disagree
5. You are motivated by monetary rewards or other benefits
 Strongly Agree
 Agree
 Neutral
 Disagree
 Strongly disagree
6. Your work is positively affected at challenging jobs provided by managers
 Strongly Agree
 Agree
 Neutral
 Disagree
 Strongly disagree
7. Your organization understand the value of motivation
 Strongly Agree
 Agree