Role of Motivation on Organisational Performance

This research paper evaluates the role of motivation on organizational performance, with a case study of Walmart Canada. It discusses the importance of motivation, statement of the problem, significance of the study, purpose, research questions, and hypothesis.

ROLE OF MOTIVATION ON ORGANISATIONAL PERFORMANCE
Assessment of the Role of Motivation on Organizational Performance
Paramjit Singh (1814798)
University Canada West
Professor: Dereje Bezabih
Six Hundred RSCH RESEARCH
21 July 2019

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Research title
Assessment of the role of motivation on organizational performance, a case of
Walmart, Canada. The research has studied the role that motivation plays in the development
of the organizational performance. The research thus has a very interesting topic and can
provide a great source of information regarding the subject.

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Abstract
The research proposal presented here has proposed to undertake a research that will address
the different kinds of the organizational support of the business. The organizational support
of the business will be thus play an important for the success of the business in the most
efficient manner. Motivation has been a key source of business success for the organizations.
The implementation of the motivational factors thus can be helpful for achieving all the goals
of the organization. The proposal has thus presented a brief overview of the main research
that will be undertaken in the future. The future of the organizations depends directly on their
ability to motivate the employees. The proposal starts with a brief overview of the research
and presents a discussion on the subject chosen for study. The research proposal has
presented the purpose and the questions that will get answered in the research. The proposal
thus answers the different answers related to the research topic and makes use of the available
options that makes the research a success. The proposal also presents a brief review of the
secondary literature and the different methods that needs to make the research. Lastly, the
research has presented a clear overview of the different time schedule that gets to use to
deliver the research in different phases.

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Table of Contents
Research title..............................................................................................................................2
Abstract......................................................................................................................................3
Introduction/Background...........................................................................................................5
Statement of the Problem...........................................................................................................7
Why is this topic important........................................................................................................8
Significance of this study...........................................................................................................8
Purpose of the Study..................................................................................................................9
Research Question....................................................................................................................10
Research Hypothesis................................................................................................................11
PART I.....................................................................................................................................11
Literature Review.....................................................................................................................11
Annotated Bibliography...........................................................................................................12
Literature Gap..........................................................................................................................18
Comparison in between the chosen articles.............................................................................18
PART II....................................................................................................................................19
Literature Map..........................................................................................................................19
Figure 1: Literature Map......................................................................................................19
Methods to answer your research question and their justification...........................................19
What kinds of instruments, variables, materials, or sources will be used? Reasons for using
mixed methods and the justification if they were sequential, concurrent or transformative.. .20

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The kinds of data/information that is planned to be collected.................................................20
Two or three alternative ways you could gather data/information for this research................21
Choosing the research participants and their sources..............................................................21
Sampling methods and sample size..........................................................................................22
If not using research participants, who will be used as the target audience of the data?.........22
How will analysis the data or information be collected? How will this validate the findings or
the conclusions?.......................................................................................................................23
What ethical issues will the research project present?.............................................................23
What biases might be bringing to the research and how that bias will be addressed...............23
Part 4........................................................................................................................................24
Project Work Plan and Deliverables........................................................................................24
Time plan.................................................................................................................................24
Figure No 2: Gantt chart.......................................................................................................25
Budget of the Research............................................................................................................26
References................................................................................................................................27

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Introduction/Background
Motivation is imperative for each business as it enables the firm to operate its
business and get higher benefits. Effective compensation could encourage an employee to
conducting suitable behavior towards their allocated work. It will make be imperative to
make a favorable image of the firm among employees (Conrad, Ghosh, & Isaacson, 2015).
The organization could develop an imperative policy with respect to compensation and
increase the productivity of employees. In the current era, the performance of workforces
could be vital caused by improving the growth of the firm as well as employees (Li, Barrick,
Zimmerman, & Chiaburu, 2014). The company could comprehend workers who perform
outstanding and the person who has the need for training and development. It would be
effective in obtaining the real outcome. A proper observation shows that all phases of
employment like personnel decision regarding job rotation, personal decision, and job
augmentation (Fiaz, Su, & Saqib, 2017).
Further, observation shows that motivation is effective for operating each individual
and the needs of the approaches combination. Motivation could be determined as the mixture
action and encouragement. The performance could opinion of the multiplicative acts of
encouragement as well as capability (Li, Barrick, Zimmerman, & Chiaburu, 2014).
Moreover, the motivation model has relied on the procedure of governing the selection by the
individuals and lower level of organism among the voluntary act. The workforce inspiration
could play an imperative role in management field both practically and theoretically
(Mikkelson, York, & Arritola, 2015).
It can be evaluated that one of the imperative act of human resource executive to
inform each employee towards their allocated work by encouraging them. It would be

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effective in getting effective data to meet the aim and objectives of the task of organizations.
Thus, motivation is a procedure that enables an individual to move forward towards the goal.
Detailed discussion on the subject shows that the inspiration the behavior of the person is a
crucial factor for the inspiration process. Investigator put forward theories which tried to
examine the propose approaches which could explain the human inspiration (Bedarkar &
Pandita, 2014).
Statement shows that the “hierarchy of needs theory” put forward by Maslow is a
major theory for the assignment. An organization could gain their understanding of different
methods named as extrinsic, intrinsic motivation. This motivation could directly be affected
the performance of the employee hence the company should need to deeply evaluate it and
reach the purpose. Inspiration is imperative for the people as it supported to accomplish the
task of organization. Illustration shows that if a person gets inspired then he would definitely
effect on their productivity. Inspiration workforces could lead to improve the possibilities of
achieving the goal. In the organization, one employee who is less motivated could perform
not well as compare to the person who is highly motivated. It could be effective for
increasing the growth of the firm (Hameed, Ramzan, & Zubair, 2014).
The following research will be addressing the different kinds of the motivational
factors and the perspectives of the business in the most systematic and efficient manner. As
mentioned earlier, the purpose of the project based on inspiration and special factors to make
the employees dedicated towards the work and improve the professional performance of the
organization in the best possible manner. Motivation is an integral part of the globalized
business world of the modern days. Almost each and everything of the modern day business
world has its origins based on motivation. The use of the motivation can engage the
employees in a positive manner with the organization. Therefore, the proper understanding of
the motivation and the factors related to the same can be used for attract and maintain a true

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and dedicated workforce. Therefore, the research, which attracts the discussion of the modern
trends of business, is important in the following regards.
Statement of the Problem
In the recent modern competitive organization, the business firm is facing the growing
challenges towards the engagement, beliefs, retention, and recruitment for their workforces.
Results also shows that multiple studies at the global level demonstrated that workforces who
are passionate towards their job as well as company then it has a large impact on the overall
performance of the employee. It would lead to higher employee productivity. The number of
organizations affected by a lack of employee motivation also increases (Ganta, 2014).
The private sector organizations could be struggling higher due to the lack of
employee motivation thus it is founded that organization should be needed to consider this
tool for getting higher competitive advantages. Private-sector employees were more
struggling more as compared to other organizations. Examination shows that the inspiration
is about a mixture of direction, guidance, rewards, and resources that could motivate to
maintain the way of a process. It could be effective for the accomplishment of the
organizational task. In addition, it illustration put forward shows that a large number of
people could be simply attracted to a large number of people by considering the motivational
tool (Zameer, Ali, Nisar, & Amir, 2014).
In the existing business era, it is imperative for the firm to manage their human
resource management. It could also support to manage the competition level. Different
evaluations based on the study shows that the management team could be imperative in
controlling the workforce imperatively. The motivational tools could be most vital be for the
attainment of the organizational task. Results shows that the employee feels encouraged by
considering financial sources and reach at the reliable conclusion (Shahzadi, Javed, Pirzada,
Nasreen, & Khanam, 2014).

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Why is this topic important
This study is effective for the researcher as it could be effective in collecting
information about employee productivity and employee emotions. This study conducted on
the employees of Walmart because they have shared their opinion as well as views towards
the role of employee motivation on employee productivity. The survey also has an impact on
the overall performance of the research outcome.
The study performed in Canada is imperative in collecting information about the
research matter. This could be imperative in evaluating the relationship between employee
productivity and employee motivation. This study will also lead to comprehending different
research skills that would be effective for improving research skills. It could lead to getting
positive responses if the researcher will being a part of any retail department.
Significance of this study
Inspired workforces are needed in the rapidly changing their atmosphere (Maduka &
Okafor, 2014). The study is significant as because it deals with the critical subject of
motivation among the employees. The subject is highly significant as because the modern day
business organizations generally attains profitability through the performance of the
employees. The performance of the employees has links to the success of the organization in
the market in a direct manner. The motivation of the employees needs special attention given,
the modern day business needs. Most of the business organizations and their management
have evaluated the use of the motivational factors and implemented them to inspire and
motivate the employees of the business to earn extensive profits. The study is significant for
the companies that fails to understand the force created by motivational factors to increase the
performance standards of the organization.
The subject prefers the use of the different perspectives related to motivation, which is
one of the major elements of the following study. The different perspectives of motivation

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helps to make the most of the market factors and employ the motivated people to address the
different issues. It is important for the employees to make use of the different kinds of the
resource sources, which comes forward in the research based on motivation and its role in the
performance of the employees. The study thus signifies the strategic implementation of the
motivational factors to address the issues related to the subject.
Purpose of the Study
The purpose of this study is to evaluate the role of employee motivation on employee
productivity, a case of Walmart, Canada. The objective of this study are as follows:
 To comprehend the employee motivation and employee productivity
 To address the role of employee motivation on employee productivity, a case of
Walmart, Canada.
 To recommended strategies for improving employee motivation of the employee and
gain employee productivity, a case of Walmart, Canada.
The role of the employee based motivation and its impact on the performance of the
employees forms the main subject of the study and detailed research. The subject itself is
highly significant, as it will be identifying the various perspectives related to the
motivational factors. The motivational factors generally plays a crucial and strong role to
determine the performance and profit of the organization. Different other researches
based on the same subject has clearly proved that the more better and dominant the power
of motivation, the better will be the success and profit of the company. Thus, in other
words, the presence of a better motivational strategy helps the organization to put a step
forward to address the different issues of the organization. However in most of the cases
it is seen that a percentage of the companies generally fail to address the issues with
motivation. Therefore, the study has a definite purpose, as it will present a proper picture
and solution to the organizations, which fails to implement proper motivational strategies.

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Therefore, the management of the companies, which has issues in understanding the
motivational perspectives and features, will be the direct benefits of the research results.
The anticipated outcomes for the research will be as follows,
a. Present the best motivational factors to the employees
b. Presentation of the strategies of motivation
c. The role played by the motivational factors to develop a person as a successful
professional
Research Question
 What is the meaning and concept of employee motivation and employee productivity
 What is the role of employee motivation on employee productivity, a case of
Walmart, Canada?
 What are the strategies for improving employee motivation of the employee and gain
employee productivity, a case of Walmart, Canada?
Research Hypothesis
 There is a positive relationship between employee motivation and employee
productivity
 There is no relationship between employee productivity and employee motivation.
 My research is answerable by taking the relevant information and data from journals
and textbooks.
PART I
Literature Review
According to Manzoor (2012), employee motivation has been depending highly on
the societal impact potential as per the job they are performing in Walmart. To be specific,
the activities that performed by the employees as per their designations have been acting
important.

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Again, according to Rajhans (2012), the treatment that received by the employees
currently working their respective organization, which is Walmart in this case affects the
motivation. The rewards that they receive for the job that they are performing also acts as a
motivating factor. The team that the employees put into also plays an important role in
motivating them. The salary scale that provided are the main parts in this section.
Again, as per Aarts & Itansa (2016), financial incentives affect the work performance.
The motivation provided to the employees segments in two sections, namely intrinsic and
extrinsic motivation. As per intrinsic and extrinsic motivation, a direct relation, starts it
establishment for Walmart, is important. Extrinsic motivation can often considered to relate
in a negative manner to the motivation process of the employees and are moderately
undesired in case of Walmart. Whereas in case of intrinsic motivation, it is considered to
have a positive impact on the functional process of the employees.
As per Balkin, Roussel & Werner (2015), usage of self-determination theory and
motivation crowding theory might be benefitting the work process of Walmart. In role job
performance as well as increased creativity can gained due to proper motivation.
Again, according to Mostafa, Gould‐Williams & Bottomley (2015), approach
motivation has been affecting the functional process towards positive motivation.
Constructive voice during the sectioning of workplace and hence wise affecting the
contingent self-esteem of the employee. Formulation of tailored policies of the employees
might be affecting the motivation of the employees.

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Annotated Bibliography
Article 1: Mostafa, A. M. S., Gould‐Williams, J. S., & Bottomley, P. (2015). High‐
performance human resource practices and employee outcomes: The mediating role of public
service motivation. Public Administration Review, 75(5), 747-757.
This article focuses with the higher and better performance from the employees. As
per this article, Human Resources Practices have been affecting the employee outcome.
Performing employee motivation with the help of the HPHRPs will be benefitting in
influencing the employees as per providing proper commitment. A proper understanding of
the relationship in between the employees and the employers helps in motivating the
employees of Walmart.
Article 2: Kuppuswamy, N., Saminathan, V., Udhayakumar, M., Vigneash, L., &
Gopalakrishnan, P. (2017). The Role of Motivation on Employee Performance in an
Organization. International Journal of Scientific Research in Computer Science, Engineering
and Information Technology, 2(3), 396-402.
This article is mainly concerned with proper understanding of the reasons that make
motivating the employee’s gets important. This section includes definition of the basic
terminologies regarding motivation and the essential ingredients that are required for
motivating the employees. Proper understanding of the Alderfer’s ERG theory presents itself
in this article. The needs of the employees and proper provisioning presents here.
Article 3: Kuvaas, B., Buch, R., Weibel, A., Dysvik, A., & Nerstad, C. G. (2017). Do
intrinsic and extrinsic motivation relate differently to employee outcomes? Journal of
Economic Psychology, 61, 244-258.

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As per the article, the employees receives two motivational types from the respective
organizations. The two types are namely Intrinsic and Extrinsic in nature. This article
properly describes the relationship in between the increase in efficiency of the employees and
motivational theories. As per this article, intrinsic motivation has been benefitting the
functioning of the employees.
Article 4: Ishaque, A., Rehman, S. U., Tufail, M., Khan, Q., Shah, M., & Khan, Y. (2017).
Impact of Employee's Satisfaction with Performance Appraisal System on Employee Work
Performance: Mediating role of Intrinsic Motivation. Journal of Managerial Sciences, 11.
This article discusses about the mediating role of intrinsic motivation that deals with
the employee’s satisfaction regarding provisioning of the appraisal system as per work
performance. Empirical study type helps in proper assessment of variables that needs
analysis. Data analysis makes the main task here with the help of the correlation and
regression process. Intrinsic work motivation has been the major concern of the article.
Article 5: Porter, T. H., Riesenmy, K. D., & Fields, D. (2016). Work environment and
employee motivation to lead: Moderating effects of personal characteristics. American
Journal of Business, 31(2), 66-84.
As per this article, the main concern that here is the identification of the candidates
who will be acting as organizational leaders. This proper selection of the leaders will be
responsible for motivating the employees. Determining the substantial role of the employee’s
motivation to leads performance.
Article 6: Balkin, D. B., Roussel, P., & Werner, S. (2015). Performance contingent pay and
autonomy: Implications for facilitating extra-role creativity. Human Resource Management
Review, 25(4), 384-395.

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This paper presents itself on the self-determination theory and hence wise performing
motivation crowding theory as per the identifying specific conditions as per the performance
of the contingent pay for in role jobs. Performing extra role creativity aspect discusses in this
article. Moderating factors gets consideration in this section. This section includes
performing ex post basis of pay. Discussion regarding the generalized performance issue is
also a major task completed here. Performing employee regarding providing of tensity pay.
Article 7: Ma, C. (2016). The role of approach and avoidance motivation in employee voice:
The moderating effect of ostracism and contingent self-esteem. International Journal of
Productivity and Performance Management, 65(6), 744-759
This paper discusses performing developing of model that includes constructive and
defensive voice behaviour. Discussion regarding the role of ostracism in workplace and
contingent self-esteem gets performed. The paper is conceptual in nature and bases itself on
the quantitative study performance. Usage of empirical methodology is also a major
performance.
Article 8: Suri, S. (2016). Repercussion of Job Design on Employee Motivation and
Performance. International Journal in Management & Social Science, 4(12), 271-278.
This article focuses on performing encounters regarding challenges that are faced
regarding identifying of the skill sets and motivational factors of employees. With higher
satisfaction provided to the employees, motivation of the employees increases. Developing
job-designing performance regarding productivity of the employees.
Article 9: Aarts, E. H. L., & Itansa, M. M. (2016). Employee organizational commitment:
The role of HRM practices, public service motivation, and job satisfaction.

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This paper empirically compares the impact of performance of the employees and the
motivational aspects. Designing of the commitment model has performed for providing HRM
practice emphasizing of the importance developing a proper sense of identity as per the
identity of involvement. Proper assessment of HRM perception performance in a manner that
pessimistic and optimistic approaches is presented. Tasks that are to be performed for higher
sectioning of the job satisfaction and hence wise performing proper aspiration of the high
commitment HRM is also performed. Providing proper job satisfaction considers the
performance of a better assessment for motivating the employees.
Article 10: De Vito, L., Brown, A., Bannister, B., Cianci, M., & Mujtaba, B. G. (2018).
Employee motivation based on the hierarchy of needs, expectancy and the two-factor theories
applied with higher education employees. IJAMEE.
This paper focuses on performing several motivation strategies for performing higher
employee engagement. Providing satisfaction and commitment as well as performance in
workplace is concerned. Discussing motivational environment as traditional compensation
level as per the motivational theories have been discussed in this paper. Providing proper
development opportunities needs to performance as per understanding of the employee’s
perception regarding the satisfaction of the employees. This paper also discusses about the
Maslow’s Hierarchy of Needs is also stated. Discussion regarding Vroom’s Expectancy
theory along with Herzberg’s Two Factor theory performance. Proper definition of the
aspects that will lead to higher job acceptance presents itself in this article.
Article 11: Osabiya, B. J. (2015). The effect of employee’s motivation on organizational
performance. Journal of public administration and policy research, 7(4), 62-75.

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This paper is concerned with the transformational leadership as well as high performance
work system, which motivates the employees to perform well. Creation of job management
has been one of the major aspects that is, considered for performing improved performance of
the employees. Relationship in between the significance of motivation and the employees is a
major point of discussion. Relation in between motivation and execution of the task in also
stated in the paper.
Article 12: Ibrahim, M., & Brobbey, V. A. (2015). Impact of motivation on employee
performance. The case of some selected Micro Finance Companies in Ghana, 2(5), 45-62.
This article presents the proper estimation of the impacts that generates regarding the
impacts of employee motivation affecting the performance of the same. Leadership strategies
as well as the recognition of the employees along with the employee’s appraisal also gets
discussed. Sampling performed in this article is also important. This is the main reason that
proper assessment of the data that gets generated from the sample audience.
Article 13: Rajhans, K. (2012). Effective organizational communication: A key to employee
motivation and performance. Interscience Management Review, 2(2), 81-85.
This article is focused on complex and varied important factors that reflects the
morale and hence wise performing the bettering the performance of the employees. Again, it
states that proper motivation provisioning has been bettering the quality of service provided
by the employees. Empathizing with the employees have been the major factor that affects
the motivation of the employees as per this article.
Article 14: Shahzadi, I., Javed, A., Pirzada, S. S., Nasreen, S., & Khanam, F. (2014). Impact
of employee motivation on employee performance. European Journal of Business and
Management, 6(23), 159-166.

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As per this article, the main aspect that is considered is the understanding of the force
that has been affecting the employees regarding attaining specific goals and objective of the
organization. The fact that all organization wants to use the resource that they have to the
fullest, this includes the fact that all the employees are to be highly motivated for giving their
fullest in completion of their tasks. This article focuses on the employee motivation,
employee performance, and intrinsic rewards that receives by the employees.
Article 15: Manzoor, Q. A. (2012). Impact of employee’s motivation on organizational
effectiveness. Business management and strategy, 3(1), 1-12.
This article focuses itself on the identification the important factors that will be
affecting the employees and motivating the same with the help of the examining of the
relationship in between the organizational efficiency increase. Positive relation in between
employee motivation and organizational effectiveness established in this journal.
Literature Gap
The proposal has identified a number of different papers based on secondary sources
that will be forming a crucial part of the research. However, the proposal has put forward and
suggested the use of these articles, the similarities and the differences in between most of
them had identified a number of existing gaps. These gaps tend to disturb the balance in
between the perspectives of the research. The first article of Mostafa Gould‐Williams &
Bottomley (2015) focuses of the performance of the employees while the articles of
Kuppuswamy et al. (2017) has presented the understanding of ERG theory. Then again, the
article of Kuvaas et al. (2017) determines the motivational types of the organizations. Thus,
this all provides an operational literary gap, which can only be addressed through the
selection of articles that will consider all the elements of the research perspectives.

Employee Motivation
Rewards and Recognition
Societal Development
Financial Incentives
Self Determination
Employee Performance
Job Satisfaction and Commitment
Positive Workplace Environment
Organizational Performance
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Comparison in between the chosen articles
In case of comparing these 15 articles, the main aspect stated is that all the articles
have a different approach towards covering the varying topics of the motivation provisioning.
Again, it can be stated that few of the articles are very well referenced, which leads to the fact
that copyright issues are not present. This is the major reason that every article has a
differential and unique approach. This ensures that better assessment of the performance of
the study. This ensures that data that is used will not be facing any issue that relates itself to
copyright infringement. Again, it gets highlighted that differential referencing is performed.
PART II
Literature Map

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Figure 1: Literature Map
(Created by Author)
Methods to answer your research question and their justification
The research questions presented in this particular case gets completed by the research
process altogether where the research questions would be framed in such a way that
answering them one after another would specify the solution to all the problems that has been
identified in the research (Rosenthal, 2016). This major step needs to clear answers in this
paper. The motivation factors that derives itself in the Walmart case and the ways by which
they provides answers is the primary factor for the answering of the research questions. The
intrinsic and extrinsic factors of motivations segments out to find out how different activating
factors behind employee motivation gets figured. Thus, the justified way to answer the entire
research question with the same qualitative analysis method is the best way to address the
research questions.
What kinds of instruments, variables, materials, or sources will be used? Reasons for
using mixed methods and the justification if they were sequential, concurrent or
transformative.
The sources used for this purpose were justified to be the research papers got selected
for the literature review and the bibliography analysis generated by the methods related to the
topic (Fink, 2015). This selection for the relevant literature justifies the topic done by
previous researchers and taking ideas from their researches and has been used as a secondary
source.
The analysis that used in this regard is the concurrent research design that uses the
utility of both the qualitative and the quantitative data collection methods (Taylor, Bogdan &
DeVault, 2015). The research uses the qualitative analysis from the secondary source to find

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out how other researchers have presented their views about the employee motivation factors
and then these have formed the basis of ideating the quantitative data collection from the
primary sources from participants through questionnaire methods.
The kinds of data/information that is planned to be collected
The planning for the research includes the collection of data through questionnaires.
The basis is on the primary qualitative data collection methods through the findings gathered
by the literature review on the topic of employee motivation in case of Walmart. Apart from
this, the employee motivation factor is responsible for the performances of the employees in
an organization (Silverman, 2016). These develops into a much better function and
transforms into a questionnaire format so that the people willingly involved in the
questionnaire as participants would answer them and that would be collected as quantitative
and measurable data to form further base for the analysis of these questions and the
realization of the results.
Two or three alternative ways you could gather data/information for this research.
There are other different ways of gathering data required for this research. This can be
justified as a procedure for data collection as well. The target is mostly, the type of
quantitative data to be collected; it is in the form of questionnaire presented to the sample
participant. However, it also gets completed with the help of over the phone conversion
where they can present their views on the questions over a call or it can also be possible if
these questions are represented over the online forms and passed on to the participants
through their email IDs (Drake, Rancilio & Stafford, 2017). In this way, they could be able to
answer their required questions and take part in the research for the data collection methods,
without being bodily present for the research methods.

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Choosing the research participants and their sources
The research participants selected for this purpose would be the people who are
currently working for Walmart and other retail business stores so that their involvement
within the entire research gets considered and analyzed. Their total involvement and their
motivation levels would be extensively required for this purpose (Patten, 2016). On the other
hand, there might be other involvements of the people associated with Walmart and
belonging to the executive posts within the organization.
Sampling methods and sample size
The sampling method chosen for this purpose would only be focusing on the people
chosen to be the participants based on their occupation and association with Walmart and
other retail business organizations and no other criteria (Hoddinott et al., 2018). The sample
size selected is because of the format of the questionnaire. It is justified if 50 people out of
the willing participants chosen can be part of the research and their answers gets considered
as the quantitative data for further analysis.
If not using research participants, who will be used as the target audience of the data?
Who would most benefit from the research, and why?
The most important factor of this research is associated with the choosing of the
people as the participants in this research to consider their answering of the questionnaires as
the convergent comparison and quantitative evaluation data (Brett, 2016). Their usage as the
research participants is crucial for the research. However, without its consideration, the
quantitative data would be collected from the other research papers where the questionnaires
have been conducted to find out the relevant data for this research. The target audience
selected here needs to be the employees if Walmart for this case as well.

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The people that would be the most benefitted from this research would be the
executives that run their businesses. These based on the retail industry and those who have
least idea about how employee motivation factors have been affecting the people working
within the organization. Apart from this, observation shows about how these have been also
affecting upon their individual performance to affect the entire organization as a whole.
How will analysis the data or information be collected? How will this validate the
findings or the conclusions?
The analysis of the data taken from the questionnaires would be conducted with the
help of regression analysis method for finding out what percentage of the people have either
accepted the possibility of the questions and how many have rejected them (Hoddinott et al.,
2018).
The validation of the findings would be justified in this case as there would be a
proper format of the data collection procedure as well as the proper enhancement of the
factors by which the participants would be adhering to the terms and conditions of the
research (Rosenthal, 2016). The validation is justified by the ethical ways in which the
research needs conduction.
What ethical issues will the research project present?
There can be issues about ethical conduct since the matter related to the
considerations of data collection from people presented in the organizations who receives a
clear picture about their identity as they already work for Walmart and they might want
privacy about their identity (Patten, 2016). These reveals itself by mistake, which is again
unethical, but for this, a contract-based questionnaire needs development so that these
problems can be avoided.

ROLE OF MOTIVATION ON ORGANISATIONAL PERFORMANCE
24
What biases might be bringing to the research and how that bias will be addressed.
Since the people working for the organization of Walmart get selected as the sample
participants, there might be biased answers from their part and this is one issue that can
jeopardize the entire research altogether (Fink, 2016). Therefore, these problems needs
identification right from the beginning of the research. Any problem related to the biased
answers needs proper highlight, and these answers can discard themselves for not harming
the results of the overall research.
Part 4
Project Work Plan and Deliverables
Time plan
Task Name Duration Start Finish
Research Proposal Timeline
Advanced Research
104 days Mon 09-09-19 Thu 30-01-20
Selection of the Research
Topic
1 day Mon 09-09-19 Mon 09-09-19
Approval of the Research
Topic
2 days Tue 10-09-19 Wed 11-09-19
Researching and the
Development of the Aims and
Objectives
6 days Thu 12-09-19 Thu 19-09-19
Selection of the Title 12 days Fri 20-09-19 Mon 07-10-19
Selection of the Objectives 2 days Tue 08-10-19 Wed 09-10-19
Initial Research 12 days Thu 10-10-19 Fri 25-10-19
Assembling all the
Preliminary Data
8 days Mon 28-10-19 Wed 06-11-19
Researching the Data 6 days Thu 07-11-19 Thu 14-11-19
Compiling the Data 14 days Fri 15-11-19 Wed 04-12-19
Submission of the Draft 1 day Thu 05-12-19 Thu 05-12-19
Continuation of the
Research
20 days Fri 06-12-19 Thu 02-01-20
Assembling New
Information
10 days Fri 06-12-19 Thu 19-12-19
Identification of the
Sample
1 day Fri 20-12-19 Fri 20-12-19
Selecting The Number of
Sample Size
4 days Mon 23-12-19 Thu 26-12-19
Interviewing The Sample
Population
5 days Fri 27-12-19 Thu 02-01-20
Researching on the
Available Data
20 days Fri 03-01-20 Thu 30-01-20
Compiling the Total Data 10 days Fri 03-01-20 Thu 16-01-20
Assembling and Preparing
the final Report
9 days Fri 17-01-20 Wed 29-01-20
Final Submission 1 day Thu 30-01-20 Thu 30-01-20

ROLE OF MOTIVATION ON ORGANISATIONAL PERFORMANCE
25
The above shown table has provided the detailed time plan of the research that will be
the main timeframe of the research. The research will comprise 104 days to complete. This
includes the period from that of the selection of the research topic to its date of final
submission. The project, which will be officially start from 9 September 2019, will be finally
submitted on 30th of January 2020. This total period will comprise a number of phrases like
that of submission of the draft on 5 December and then again the milestone on the end of the
interview process. The total process then finally ends on 3oth January 2020. The Gantt chart
for the research has also been provided in the proposal.
Figure No 2: Gantt chart
Source: (As created by the Author)

ROLE OF MOTIVATION ON ORGANISATIONAL PERFORMANCE
26
Budget of the Research
Resources Budget
Primary Data Collection $4000
Research participation expenses $2500
Other expenses $1500
Total $8000

ROLE OF MOTIVATION ON ORGANISATIONAL PERFORMANCE
27
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