To understand the impact of employees’ satisfaction on business development

`
To Understand the Impact of
Employees Satisfaction on
Business Development
1

`
ABSTRACT
Present research is based on impact of the employee satisfaction on business development.
The aim of this research is “To understand the impact of employee's satisfaction on business
development.” A study on H&M. It is necessary for company to motivate the staff members for
sustaining employees and enhancing productivity of business. For conducting the literature
review part, there have been secondary sources used such as articles, journals, websites etc. In
conducting the research methodology, research onion has been considered by using different
layer. In literature review, positive and negative attitude of employees towards working
environment has been discussed. Empowerment, flexibility and give the employee recognition
are some main factors which company used to motivate employees has been examined through
secondary sources. There have been positivism philosophy, deductive research approach,
questionnaire strategy, quantitative research choice, primary data collection method, cross-
sectional time horizon and random sampling method used. There has been questionnaire
developed by collecting data from primary method because this gives the authentic information
regarding specific subject area. The key findings stated that employee motivation is beneficial
for enhancing the productivity and profitability of business. This helps in male employees loyal
and sustaining them at workplace for long period of time.
2

`
3

`
4

`
TOPIC: “To understand the impact of employee's satisfaction on business development.”
CHAPTER 1- INTRODUCTION
1.1 Overview of research topic
Companies, in order to have a hold in market area it is important that they win in the
workplace i.e. their employees and other staff members because they are the one who can further
add profits or growth. However, this can be fulfilled by foster employee satisfaction so that they
can show their best abilities in providing benefits. Employee Engagement: Engagement of
employees always helps them in driving their performance because workers have better
understanding if their roles and responsibilities (Alegre, Mas-Machuca and Berbegal-Mirabent,
2016). As a result, this will enhance productivity level and benefits can be seen in the company’s
performance. Customer Satisfaction: Employees who are more engaged in workplace activities
are tend to be more loyal and doesn’t feel hesitated in putting extra efforts while serving their
valuable customers. Thus, this could help company in establishing a better relationship between
them and customers. Henceforth, subsequently it will improve sales and better customer
satisfaction.
1.2 Background of the research
Organisations are the important part of nation that aid in building economy and
infrastructure. This would be the reason that development of these is important in nature because
help in overall nation's growth. The success of organisation depends over many factors such as
conditions present in market, internal capabilities, employee's satisfaction etc. The factors which
are present in market are called external in nature. On these, organisation does not have control.
This would be the reason that the impact of these is quite unexpected and high. Effective use of
strategic development models and planning is the option that help to recover from the negative
impact of such changes. Internal capabilities includes the aspect of resource availability.
Presence of good number of resources always aid in performing better functions (Babalola,
2016). If not able to maintain that then this creates negative impact in process of attaining market
opportunities.
Workforce’s fulfilment is also one of the matter that impact the process of business
development. This is so because employee's are main asset of an organisation and completion of
business objectives totally depends over their effective performance of business functions.
5

`
Employee's satisfaction refers as the positive attitude of employees towards the policies and
working situations present within an organisation. This also depicts as the persistence of positive
working environment where all can work with each other in team and accomplish goals on time.
Satisfaction of employees presents as their high involvement and engagement within business
activities that leads towards development of business in positive direction.
The organisation considered for carrying further research along with attainment of
appropriate findings in relation to the topic is H&M. This is a multinational organisation where
large number of employee's are working in all over the world (Chandra, 2016). The successive
level of an organisation depicts the satisfaction level of employees. The same is further
researched and justified from the identification of findings.
1.3 Background of the organization
Hennes and Mauritz (H&M), is a Swedish international corporation which majorly deals in
clothing and trade. The firm is recognized for its fast-fashion for all age group whether men,
women, teenagers or children. Currently, company is operating its business in around 50
countries with approximately 4,743 stores. Erling Persson, who founded this company nearly in
the year 1947. First store soled only women’s clothes and was opened in Vasteras, Sweden and
later second store sold men’s clothes which was opened in 1964. Hennes and Mauritz (H&M), ha
a significant role in providing goods and products online and with the online process company
offers its shopping facilities in nearby 33 countries. Besides this, corporation is environmentally
conscious as they are taking an initiative of selling second-hand clothes by requesting its
customer for dropping off any of their clothes. In term of outcome, it will assist organisation in
reducing their use of raw materials and other sources.
1.4 Rationale of the research
The justification behind carrying this investigation is about ascertainment of the role of
employee's satisfaction in development of business activities. This will help to clear out the
concept that appointing employee's in large number does no help to attain success. This would be
possible in the situation when they are fulfilled with the functioning conditions of an
organisation and provides their full support in completion of individual and organisational targets
(Coyne and et. al., 2017). In this regard, the primary reason behind responsibility this study is to
assess how employee satisfaction within the company may assist in developing its growth and
success as well. This investigation also support investigator in improving their abilities and
6

`
awareness towards the particular investigation subject. With the assistance of this, researcher can
simply draw a suitable conclusion and make it more reliable. Furthermore, it is also carried out
with the aim of investigator self-investigator as they easily improve their personal skills that
assist in attaining optimistic outcomes at the end of the results.
1.5 Research Aim
“To understand the impact of employee's satisfaction on business development.” A study
on H&M.
1.6 Research objectives
 To study the attitudes of the employees towards their work environment.
 To identify factors that motivates the employees.
 To understand the relationship between employee, job satisfaction and performance of
the entity.
1.7 Research questions
 How is the approach of the workers differing towards their work environment?
 What are the factors that motivates the employees?
 What is the connection between employee, job contentment and presentation of the
organisation?
1.8 Structure of the research
This part plays a vital character in determining the entire study that may assist successfully
developing the effective and successful investigation. It also defines entire information about
each and every chapter that contributes in providing their actual analysis towards the particular
research subject and region as well.
Chapter 1: Introduction
This part of study plays an important role in providing overview of research topic that
assist researcher in shaping the positive and dependable results at the end of the investigation
(Hanaysha and Tahir, 2016). Along with this, it also includes aims and goals, rationale of the
study, background of the investigation project, overview of company and many more. All these
are may assist in attaining making whole research in reliable way.
Chapter 2: Literature review
7

`
It is also important as it provide detailed and in-depth data about the investigation subject
with the purpose of drawing a suitable conclusion at the end of the study. In addition of this, it is
a part of secondary sources of data collection that provide published data that tis already used by
others and another research as well. One of the main advantages of this chapter is to provide
detailed information about specified topic that contributes in recovering the possibilities of
accomplishing consistent objectives.
Chapter 3: Research methodology
This section is also measured as a significant part that provide framework of
methodologies that may help researcher to collect applicable information. Mainly, it is related to
the procedures that implement or apply by surveyor in order examine the actual facts towards the
particular research theme (Choi and et. al., 2016). In this regard, researcher is accountable for
choosing right and suitable system and techniques to undertake the study in successful manner.
Chapter 4; Data analysis
It is significant for researcher to effectively analyse collected data and information that
may assist in determining the actual results within the investigation. In this, researcher use
thematic analysis that helps them in effectively presenting collected data in various graphical
representations. This will make engagement in accomplishing steadfast outcomes in an
appropriate way.
Chapter 5; Conclusion and recommendation
This section of study conclude entire activities that supports in developing reliable data
that hold in captivating right and appropriate judgment within the study to make it successful and
authentic. Along with this, this section also includes effective and necessary improvement that
required within the company and research as well. By this, investigator can develop a valid
investigation to attain positive results (Huang and Su, 2016).
8

`
CHAPETR 2: LITERATURE REVIEW
This is one of the important sections of whole research as it includes theoretical
framework on the basis of specified research topic and area that support in drawing a valid
conclusion within the project. It is part of secondary method of data collection wherein
investigation gathers information from view point of different authors towards the impact of
employees satisfaction. This will provide support to researcher sin taking accurate decision
within the study that contributes in providing reliable results.
2.1 Attitude of the employees differ towards their work environment
As per opinion of Nikki Gill (2015) the work attitudes are feelings which employees have
towards the various aspects of working environment. The organisational commitment and job
satisfaction are main attitudes which are relevant to the necessary outcomes. Job is seen as a
feeling that workers have in a specific business environment. The employees 'attitude appears to
dominate the working environment, mainly linked to the values of employees, creating teams
and successful activities. The attitude is related to feelings, opinions and beliefs regarding the
aspects of working environment. Employee attitudes are strongly correlated with the various
motivational factors, including personal development, recognition, progression and promotion. It
encourages higher standards of productivity for the workforce and also provides the workers of
the company with greater psychological satisfaction. Workplace attitudes influence everyone in
the organization, from employees to consumers and even the owner of the company. Attitudes
lead to improving the existing working environment that determines values, efficiency and team
building skills.
At the workplace with positive attitude, competition is same as motivated that inspired the
staff members to performance at best in order to improve productivity in their creativities so that
they will feel that their ideas will contribute towards success of a company. Maintaining positive
attitude at workplace will provide benefit to career of employees and also towards promotion.
The optimistic approach is most necessary qualities that administrator looks for in applicants and
also the teammates. Managing and keeping optimistic approach on daily basis at place of work is
harder than employees may think the work is demanding and most challenging and many of the
employees face obstacle and their lines on weekly basis. It is needed for the workers to
concentrate on dealing with the rising complexities and also concentrate on attaining this explicit
9

`
objective within the granted time frame. On the other hand, negative attitude at workplace
develop atmosphere of the distrust between the staff members and this causes staff members to
attempt to attend the organisational goals in a successful manner. The negative attitude towards
the work develops the negative working environment to company and also create the negative
relationship with staff members. Other than this, the negative attitude to employees arise at
workplace due to some problems for an instance negative communication with the management,
negative working environment, not provide the roles according to interest area of employees and
many others.
2.2 Factors that motivates the employees
On the basis of Amanda C. Kooser (2020) employee satisfaction refers to extent of energy,
imagination and commitment that employees of an establishment carry to their jobs. It is method
for motivating the staff members in contest to intrinsic and well as inner force to put essential
efforts and also performances towards the work connected actions. Employee’s motivation is
necessary for the H&M organisation as this can lead to enhance efficiency and also allow a
corporation to achieve high output altitude. Every employee has various set of the factors which
help in motivate them to do best work. Management must consider the employee motives to
maintain and grow a company that receives maximum support from their employees effectively.
Motivation is a positive force that pushes, encourages and makes the most of employees.
Balancing and accomplishment of goals, specific priorities, appreciation, input and management
support all lead to growing encouragement for the workplace. The environment is optimistic and
so many leaders would like to learn new ways to inspire their workers. There are some different
factors used by H&M to motivate employees:
Give employee recognition- This can influence the motivation when this is provided and
executed in an effective manner. It is one of main successful way to motivate the employees. The
Recognition of employees follows the trust as a main factor in employee satisfaction with
supervisor in also workplace.
Sharing profits to performance improvement- Encourage workers with an income sharing
reward scheme. It raises workers 'wages thus helping to increase company revenue. This
approach encourages mutual interests and cooperation at the same time. It also gives workers a
sense of ownership and can boost efficiency, improve profits and raise morals.
10

`
Empowerment- It is necessary for H&M company to providing the staff members more
responsibilities and also authority about decision-making that enhance their control over tasks for
which they are mainly responsible as provide them better equipments so that they can carry out
their tasks in an effective manner. From this, the frustration feelings arising from held
accountable for something that does not have resources to carry out diminished. This will help in
improving the way to attend the set task.
Give professional enrichment- Increasing the participation of staff in higher education or in
business organizations. Give the reimbursement for fees or send staff to conferences and
seminars. If a staff member is inspired to move forward, provide incentives for mentoring and
shading. Encourage workers to learn from a technical point of view, wherever possible.
Flexibility- There is a need to H&M Company to providing the flexibility to staff members
in their work that can help them to motivate. The flexibility in time helps in accommodates
vacation days, work from home and holidays options which are all the influential inducements.
These kinds of Perks can be provided as bonus to Staff members who can meet certain
expectations or goals. The flexible preparation opens up possible to recruit the Qualified and
experienced staff members which cannot work traditional 40 hours week in office because of
family and some other reason. Appreciate staff members being capable to have life exterior
business for shop so it is necessary for company to support the employees so that they can
motivate and work effectively to attend the organizational objectives.
2.3 Relationship between employee, job satisfaction and performance of the organisation
According to viewpoint of Danica Bakotic (2020) Employees are the main part of company
and they give their contribution in success of company. A company mainly hires the employee
that performs the specific job role and focus on enhancing the organisational efficiency level.
There is a direct association in the job fulfilment, organisational performance and the employee.
The contributions of employees are considered to be an important metric for assessing success
for individuals. If the company workers are happy, the company's efficiency and profitability are
expected to increase. The business is strongly interlinked with job satisfaction and efficiency, as
the concentration of highly satisfied workers on the high quality of work contributing to
increased productivity. The job fulfilment is explained as extent to which the staff member feels
motivates, satisfied and content with their job role. It happens when workers feel that they
having the career development, comfortable working environment and the job stability in an
11

`
organisation. On the other hand, organisational performance is related to actual output or result
as measured against the intended outputs. This consists analysing the performance of company
against its goals and aim. Its main focus on the three main objectives for an instance financial
performance, market performance and value performance. The output of the company is linked
to the progress of a structured group of individuals with a common objective. Although there is a
obvious causality directions in connection among the job fulfilment and the organisational
performance. The attitudes of the staff members have connections with the performance of
company and the outcomes. If the employees will be satisfied from their job then this will assist
in ornamental the organisational presentation and gain the competitive benefit to company in an
effective manner.
Gap analysis: Gap analysis is done to identify and compare between the actual performance
which was supposed to be achieved and what has been achieved. In an organisation, this can be
used in different fields such as to analyse the gap between sales, financial performance etc.,
Although, literature review provided with the all the suitable information but in some aspect
needs to have in-depth studies. Like in future researcher can find out the relationship between the
attitude of a workers and working environment. For example: whether having a positive
environment at workplace shows a different attitude as compared to negative environment. This
will help in having a proper understanding between variables and provide with adequate
information. Moreover, as a further study, it can also be analysed that does motivation always
delivers with a positive outcome or does it have a bad impact on the performance of an
individual like it develops a sense of overconfidence or not.
12

`
CHAPTER 3: RESEARCH METHODOLOGY
In the investigation, methodology is measured as a regular, theoretical analysis that
implement by surveyor with the aim of evaluating the proper knowledge towards the specified
field of study. Along with this, it also comprises various theoretical analyses that consist various
methods and principles (Isaac and et. al., 2017). By this, investigator can simply collect
appropriate information towards the specified topic. This is the reason that investigator is
accountable for choosing suitable and suitable processes to collected reliable and authentic data.
This can be beneficial in drawing a valid and justify outcomes that make whole study successful
and genuine as well.
3.1 Research philosophy
It is considered as an effective idea of thoughts for undertaking specific research
activities as it includes different mind-set that perform task activities differently. Mainly it
includes an effective set of patterns which consider socially constructed views and needs that is
implementing by the investigator at the time of undertaking research. Basically, there are two
type of philosophies i.e. positivism and interpretivism (Jaworski and et. al., 2018). For
performing current activities, researcher will be applied positivism research philosophy as it
define logical data that directly contribute in understanding explanation of human actions
towards the selected topic and area as well
3.2 Research approach
At the time of research activities, investigator make an effective broad assumption
wherein data should be collected, analysed and interpretation the same. It is divided into two
methods such as inductive and deductive study approach. For undertaking current research,
researcher will use deductive approach as it assist in given that quantitative information whcih is
measurable in nature and also show the relationship between two concept and variables as well.
With the assist of this, associator easily draws a suitable termination at the end of the project.
3.3 Research strategy
It is referring to the framework that used by investigator to completing the research
actions in regular way. Therefore, it is significant for researcher to implement an effective
strategy so that they can simply illustrate a suitable conclusion. In perspective of this there are
different type of research strategy such as questionnaire, survey, observation and many more.
13

`
From these, questionnaire is one of the effective strategies that help understanding the view point
of employees towards the research topic i.e. employee satisfaction and its impact over the
business development. With the help of this, researcher can understand the actual prospective
and behaviour of selected respondents towards the research area. This can be beneficial in
improving the possibilities of attaining positive and reliable outcomes at the end of the
investigation.
3.4 Research choice
It is significant for investigator to select right and appropriate way of carry out the study
as it helps in providing valid and reliable results at the end of the investigation. In this, there are
two type of choice in study such as qualitative and quantitative examination. For executing
current investigation, researcher will adopt quantitative research method as it is based on the
scientific information that it measurable in nature (Kampkötter, 2017). Along with this, it is also
beneficial in determining the different attitude, their behaviour and opinion on the basis of large
scale. As it is less biased and also provides measurable data. This will instantly participate in
achieving optimistic results that make whole study activities successful and valid in nature.
3.5 Time Horizon
Within the research, it is crucial that each and every activity should be completed in
specified time frame. There are two kinds time horizon such as longitudinal and cross-sectional.
Therefore, in this research, cross-sectional will be applied by researcher in which entire activities
complete in particular time span (Kanyurhi and Akonkwa 2016). This can decrease the
possibilities of occuring any kind of complexities at the time of performing research and make it
more effective and reliable as well.
14

`
Figure 1: Gantt chart
15

`
3.6 Data source
For collecting data there are various sources which assist in collecting pertinent
infromtion and information. This may aid in making whole research more effective and valuable
as well. In context of this, there are two type of data resources such as primary and secondary
method. In this, primary basis is connected with first-hand data wherein surveyor practise a
questionnaire that comprises different close-ended questions. By this, researcher easily
understands the view point of selected participants about the employee’s satisfaction and how
put its impact over the business development. On the other hand, secondary researcher is also
effective as it provides theoretical framework wherein detailed information gather from
academic literature, articles, books, journals and many more. Under this research, researcher will
apply both primary and secondary method that may assist in gathering accurate and reliable
information towards the research objectives with the aim of making whole researcher more
effective and successful.
3.7 Data analysis
It is described as procedure of flushing out, modelling and examining information with
aim of penetrating constructive data, supporting the determination devising. In order to monitor
information in present investigation, there has been thematic examination used that consists
themes and interpretations of collected data and information by using questionnaire method.
3.8 Research sampling
Sampling can be defined as both the way to evaluate resources and to calculate
performance. The researcher's chosen sample size would reflect the entire task output. To order
to determine the sample magnitude from the general sample population, the investigator must use
random sampling. In this case, a total of 50 employees from different level in company have
been chosen to appreciate impact of the employee’s fulfilment on business development.
16

`
3.9 Research Ethics
It is crucial for surveyor to pursue all the moral values while executing the learning
activities. With the help of this, researcher can simply preserve ethics within the project. Along
with this, investigator also accountable for maintain all the information of respondents classified
so that participants can share their information with them. This may put positive impact over the
end results.
3.10 Research limitation
At the time of undertaking study, there are various issues or limitation suffered by researcher
that put adverse or negative influence over the end results of the research. Thus, it is vital for
investigator to efficiently analysis all the limitation before starting the research project so that
they can easily manage the same and achieve optimistic outcomes. In context of this, insufficient
time and money is major limitation that might be arise Infront of investigation while collecting
data from larger number of respondents (Lee, 2016). As it reduces the reliability within collected
data. Apart from this, another limitation of study is unethical behaviour of respondents towards
the investigator. Due to this, researcher fails in taking right analysis within the research project.
For resolving this, proper plan about entire activities can be implementing by researcher to
eliminate all issues within the research to keep it reliable.
17

`
CHAPTER 4: DATA ANALYSIS AND INTERPRETATIONS
Frequency table
Q1) Do you think, does employee satisfaction enhancing the
organisational productivity?
Frequency
a) Strongly agree 10
b) Agree 10
c) Neutral 10
d) Disagree 10
e) Strongly disagree 10
Q2) Are you satisfied from your job role and the working environment
of company?
Frequency
a) Satisfied 15
b) Very satisfied 10
c) Neutral 5
d) Unsatisfied 10
e) Very unsatisfied 10
Q3) Does employee satisfaction helps in employee engagement and
sustaining employees for long time period?
Frequency
a) Satisfied 7
b) Very satisfied 30
c) Neutral 3
d) Unsatisfied 5
e) Very unsatisfied 5
Q4) According to your opinion, does working environment is main
factor which impact on the employee satisfaction?
Frequency
a) Strongly agree 15
b) Agree 15
c) Neutral 5
d) Disagree 10
e) Strongly disagree 5
18

`
Q5) Does employee satisfaction influence the business development? Frequency
a) Strongly agree 10
b) Agree 10
c) Neutral 10
d) Disagree 10
e) Strongly disagree 10
Q6) Do your managers communicate news of firm effectively and in
timely manner?
Frequency
a) Strongly agree 12
b) Agree 18
c) Neutral 5
d) Disagree 10
e) Strongly disagree 5
Q7) Do your managers encourage you to give your best effort? Frequency
a) Strongly agree 13
b) Agree 7
c) Neutral 5
d) Disagree 10
e) Strongly disagree 15
Q8) As per your opinion, does motivation is main component of job
satisfaction in an organisation?
Frequency
a) Strongly agree 12
b) Agree 10
c) Neutral 8
d) Disagree 10
e) Strongly disagree 10
Q9) Does management includes you while taking the leadership related
decisions?
Frequency
a) Strongly agree 10
b) Agree 10
c) Neutral 10
19

`
d) Disagree 10
e) Strongly disagree 10
Q10) Are you satisfied with opportunities for professional and personal
development available in H&M?
Frequency
a) Strongly agree 10
b) Agree 18
c) Neutral 2
d) Disagree 10
e) Strongly disagree 10
Q11) Does workplace appreciation can job satisfaction level of its
employees in H&M?
Frequency
a) Strongly agree 17
b) Agree 13
c) Neutral 5
d) Disagree 10
e) Strongly disagree 5
Q12) On the basis of your opinion, does training improve the
performance of employees?
Frequency
a) Strongly agree 20
b) Agree 10
c) Neutral 5
d) Disagree 5
e) Strongly disagree 10
THEME 1: Employee satisfaction enhancing the organisational productivity
Q1) Do you think, does employee satisfaction enhancing the
organisational productivity?
Frequency
a) Strongly agree 10
b) Agree 10
c) Neutral 10
20

`
d) Disagree 10
e) Strongly disagree 10
Interpretation: There are 10 respondents which are strongly agree and said that employee
satisfaction helps in increasing organisational productivity. 10 respondents are agreeing with
this. 10 respondents have neutral response. According to 10 disagree respondents that employee
satisfaction increasing the employee performance. 10 remaining respondent are strongly
disagree.
This is related to the literature review part as in this information has been collected by
using the secondary sources such as books, articles, internet sources and others. There is a need
to communicate the findings related to this to stakeholders which are included in current
investigation.
THEME 2: Satisfied from your job role
Q2) Are you satisfied from your job role and the working environment
of company?
Frequency
a) Satisfied 15
b) Very satisfied 10
c) Neutral 5
d) Unsatisfied 10
e) Very unsatisfied 10
21

`
Interpretation: On the basis of 10 respondents and they are strongly agreeing and said that they
are satisfied from their job role and also the working environment of an organisation. 10
respondents are agreeing, organisation gives them importance and also provides them benefits
which can help them to satisfy their requirements. 10 respondents give their neutral decisions.
On the other hand, there are 10 respondents which are disagreeing and said that they are not
satisfied from the job because the job role given to, they are not according to their interest area.
10 remaining respondents are strongly disagreeing because they think that the working
environment of company is not much healthy and positive so that they fail in performing their
best at working area.
THEME 3: Satisfaction helps in employee engagement and sustaining employees
Q3) Does employee satisfaction helps in employee engagement and
sustaining employees for long time period?
Frequency
a) Satisfied 7
b) Very satisfied 30
c) Neutral 3
d) Unsatisfied 5
e) Very unsatisfied 5
22

`
Interpretation: 7 respondents are satisfied and they said that employee satisfaction helps in
employee engagement and sustaining employees. According to them, employees will be satisfied
if the employer provide them job role on the basis of throe capability and also provide them
positive working environment. 30 respondents are very satisfied and according to them employee
satisfaction help in retaining employees. Those employees which will be satisfied from job role
then they will be loyal towards company and sustaining workplace for long time period. 3
respondents have neutral response. There are 5 respondents which are not satisfied and according
to them employee satisfaction improves employee’s performance. Remaining 5 respondents are
very unsatisfied.
THEME 4: Working environment is factor which impact on employee satisfaction
Q4) According to your opinion, does working environment is main
factor which impact on the employee satisfaction?
Frequency
a) Strongly agree 15
b) Agree 15
c) Neutral 5
d) Disagree 10
e) Strongly disagree 5
23

`
Interpretation: There are 15 strongly agree respondents said that working environment is the
main factor which influence the employee satisfaction level at workplace. According to 15 agree
respondents said that working environment will be positive then employees can able to work in a
better manner and focus on attain the set objective. 5 respondents give their neutral response. 10
respondents are disagreed ad said that there are some other factors such as pay, promotion helps
in employee satisfaction. 5 respondents are strongly disagreeing with working environment.
This question included in questionnaire is linked up with the literature review part. As
there has been many factors discussed which motivated the employee but providing the working
environment is necessary factors through which employees affected. Positive working
environment is necessary to provided by employer to employees so that they can work
effectively without arising any conflict.
THEME 5: Employee satisfaction influence business development
Q5) Does employee satisfaction influence the business development? Frequency
a) Strongly agree 10
b) Agree 10
c) Neutral 10
d) Disagree 10
e) Strongly disagree 10
24

`
Interpretation: As per opinion of 10 strongly agree respondents that employee satisfaction
influences Business Development. 10 agree respondents said that if employees will be satisfied
from their job role and working environment than this helps in reducing the development of
business at large scale. 10 respondents do not give their opinion. On the basis of 10 respondents
that they are disagree with employee satisfaction influence business development. 10 remaining
respondents are strongly disagreeing. This there is also related with the literature review as it
evaluates that if employee are enough satisfied with their job roles and activities then it
positively impact over the company and its brand image as well. The main reason behind this is
that satisfied workers are always beneficial for business organization as it always gives their best
efforts for accomplishing their set goals and objectives in an effective and stipulated time frame.
THEME 6: Managers communicate news of firm
Q6) Do your managers communicate news of firm effectively and in
timely manner?
Frequency
a) Strongly agree 12
b) Agree 18
c) Neutral 5
d) Disagree 10
e) Strongly disagree 5
25

`
Interpretation: There are 12 respondents which strongly agree and said that managers
communicate the news of company to them on timely basis. 18 respondents are agreeing with the
statement. There are 5 respondents which have neutral response. 10 respondents are disagreed
and said that managers do not involve in business decisions. 5 strongly disagree respondents said
that managers do not give them any information regarding company. As this theme is also related
with the review of literature as it analysed that manager is responsible for providing all the
necessary news about the company to its workers so that they are aware about all the activities
and changes implement with in the business organization. With the help of this, firm can easily
improve their overall performance and make entire activities and functions smoother and more
appropriate as well. This will contributes in increasing productivity level of company at market
place.
THEME 7: Managers encourage you
Q7) Do your managers encourage you to give your best effort? Frequency
a) Strongly agree 13
b) Agree 7
c) Neutral 5
d) Disagree 10
e) Strongly disagree 15
26

`
Interpretation: 13 respondents are strongly agree and said that managers encourage them about
their best efforts. 7 respondents are agreeing and according to them if they work better then
managers appreciate them. 5 respondents do not give their response. 10 respondents are
disagreeing with this. 15 respondents which are strongly disagreeing said that managers do not
appreciate or motivate them regarding their better work.
THEME 8: Motivation is main component of job satisfaction
Q8) As per your opinion, does motivation is main component of job
satisfaction in an organisation?
Frequency
a) Strongly agree 12
b) Agree 10
c) Neutral 8
d) Disagree 10
e) Strongly disagree 10
27

`
Interpretation: 12 strongly agree respondents and according to them if the employee will be
motivated then and they will satisfy from their job at the workplace for long period of time. 10
respondents are agreeing with given statement and they said that if the employees will be
motivated then they will be satisfied from their job. 8 respondents have neutral response. 10
respondents are disagreeing with motivation and according to them working environment is
necessary for job satisfaction. 10 remaining respondents are strongly disagreeing with given
statement.
This is connected with literature review as there has been discussed about the relationship
among the employee motivation and job satisfaction. For collection of information, opinion and
viewpoints of the different authors has been considered.
THEME 9: Management includes you while taking the leadership decisions
Q9) Does management includes you while taking the leadership related
decisions?
Frequency
a) Strongly agree 10
b) Agree 10
c) Neutral 10
d) Disagree 10
e) Strongly disagree 10
28

`
Interpretation: 10 strongly agree respondents said that management involve them in leadership
decisions. 10 respondents which are agreeing said that management of H&M give them
importance to them. 10 respondents have the neutral decisions. 10 respondents which are
disagree with this statement. 10 remaining strongly disagree respondents said that management
do not involve in decision making process.
THEME 10: Satisfied with opportunities for professional and personal development
Q10) Are you satisfied with opportunities for professional and
personal development available in H&M?
Frequency
a) Strongly agree 10
b) Agree 18
c) Neutral 2
d) Disagree 10
e) Strongly disagree 10
29

`
Interpretation: There are 10 respondents which are strongly agree and according to them they
are satisfied with the opportunities for personal development and the professional that available
in H&M Company. 18 agree respondents said that as the main focus of this organisation are
fulfilled personal and professional objectives. 2 respondents have neutral response. There are 10
respondents which are disagreeing. 10 remaining respondents said that company does not
provide the opportunities about personal development and it dissatisfies them.
THEME 11: Workplace appreciation can job satisfaction level
Q11) Does workplace appreciation can job satisfaction level of its
employees in H&M?
Frequency
a) Strongly agree 17
b) Agree 13
c) Neutral 5
d) Disagree 10
e) Strongly disagree 5
30

`
Interpretation: There are 5 respondents which are strongly agree and said that workers
appreciation is mainly used to company for improving the job satisfaction level of employees.
According to 13 agree respondents that Management of H&M should appreciate the performance
of employees in their work so that they can be motivated. There are 5 respondents which do not
have understanding about it. 10 respondents are disagreeing and 5 are strongly disagreeing with
this statement.
THEME 12: Training improve the performance
Q13) On the basis of your opinion, does training improve the
performance of employees?
Frequency
a) Strongly agree 20
b) Agree 10
c) Neutral 5
d) Disagree 5
e) Strongly disagree 10
31

`
Interpretation: There are 20 respondents which are strongly agree and said that training helps in
rising the presentation of workers as this assists in rising the capability, information and skills of
staff members. 10 agree respondents said that from training employees can focus on their work
and make improvement in their execution level. 5 respondents have neutral response. On the
other hand, there are 5 remaining representatives which are disagreed with the given report. 10
respondents are strongly disagreeing.
32

`
CHAPTER 5: DISCUSSION
This part has been supported to the literature review. It states the findings of literature
review that researcher has been stated. In literature review part, information regarding the
employee job satisfaction has been collected through the secondary basis for an example books,
articles, internet and others.
Attitudes of the employees towards their work environment
It has been analysed from the above mention report that the attitude of employee
develops the positive and negative impact on their work. With the positive attitude employees
can focus on their work and also make improvement in the working performance. It has been
studied that the attitude of employees reflects from the communication, relationship with
managers, working environment and many other related factors. The positive attitude helps in
developing the skills and core competencies of employees at workplace.
As contrary to this, there has been studied that the negative working environment creates
a culture of mistrust among workers, which prevents employees to refuse to engage effectively in
organizational goals. The negative approach to the job creates the company's negative working
climate as well as the negative connection to employees. It has been examined that there is a
need to company to support the employees and listen their opinion so that they can keep the
positive attitude toward company and also concentrates on attaining the precise aims within
granted time frame. Developing the positive working environment is necessary for the
organisation to make development in worker’s execution and also sustaining them for long time
frame.
Factors that motivates the employees
From the literature review part, it has been analysed that motivating the employees is
necessary to enhancing the presentation extent of workers as well as organisation. There have
been different factors studied which Give employee recognition, Empowerment, sharing profits
to performance improvement, Flexibility and give professional enrichment. The organization
needs to be inspired by the employee, as this will improve productivity and allow the business to
reach high rates of production. Every worker has a variety of factors that inspire them to do their
best. Management is necessary the reasons employees can sustain and expand a business that is
effectively supported by their employees.
33

`
As contrary to this, there are some of the other factors discussed which company used to
motivate the staff members at workplace such as give the employee recognition, flexibility,
provide professional enrichment and empowerment. These all the factors used through company
to motivate the staff members at workplace so that they can sustain at workplace for long period
of time.
Relationship between employee, job satisfaction and performance of the entity
From the above mention information in literature review, this has been evaluated that
there is direct relationship among the staff members, job satisfaction and organisational
performance. The productivity and profitability of the business are expected to improve if
employees are satisfied. The organization is closely connected with worker satisfaction and
performance, as the highly satisfying staff emphasis on good work quality leads to improved
productivity. The performance of the work is clarified as to how driven, fulfilled and pleased the
staff member is with job role.
As contrary to this, the company's performance is connected with the success of a
organized, common target community of individuals. Despite the clear causality of work and
organizational performance there are directions. The workers' behaviours are related to the
company’s success and results. If workers are happy with their job, they can support the
organizational performance in floral ways and effectively gain competitive advantage for the
business.
Reflection
Business owners cannot run their business alone as they need employees and staff members
for doing the job. It can be said that overall performance is dependent on how a company is
treating its workers and other members. Thus, it is important to note that key benefits in relation
to company can be attaining if employees are provided with benefits or basic needs. Benefits
doesn’t confine with only appraisal or increment it should also be related with consistent
development whether training, enhancing skills etc.
After analysing overall research, researcher realised that satisfaction of employees has some
kind of a link with the performance and development of the company. In context with
satisfaction, researcher has tried to explain that satisfaction is generally of two kinds affective
satisfaction, which is linked with the emotions and feeling related to the job they are doing and
34

`
what is its place in an individual life and other one is cognitive satisfaction, which is regarding
particular facets for example: what roles and responsibilities are being offered, salaries they are
provided with etc. Therefore, employee satisfaction can have a positive impact in the expansion
of an establishment. However, this can have negative impact as well because even after
employee satisfaction, worker’s unsatisfactory performance can change things upside down.
Following research was conducted on one of the well-known companies named Hennes and
Mauritz (H&M), in order to recognize whether company is able to fulfil needs and wants of
workers and withstand with worker fulfilment. Along with this, with the assist of research,
researcher is finding answers connected to the force of worker fulfilment on the development of
company’s performance whether it is having a positive or negative impact. Generally, researches
are being done so as to increase knowledge regarding a particular topic. Thus, for me this
research work provided and broaden my perception regarding factors require for employee
satisfactory such as, what elements should be kept in mind by business organisation for having
positive outcomes. Besides this, with every research there are some pros that hamper proper
conduction or executing certain task. With respect to my research, because researcher chose
primary source for gathering information so researcher faced difficulties regarding time as time
provided to me was not sufficient. However, researcher managed to evaluate outcomes without
compromising its authenticity. Other than this, researcher was also facing problem in handling
expenses because field work was costing higher and was going out of my budgets but this issue
was managed as researcher supported by friends in terms of money. When researcher does a
research, researcher get a change to communicate with different people from various fields thus;
doing this research helped out in improving my communication skills which however aided in
enhancing my knowledge in wider perspective.
35

`
CHAPTER 6: CONCLUSION AND RECOMMENDATION
6.1 Conclusion
Most valuable asset for a company is their employees, who work for all day long just to
achieve targets. Attitude of an employee shows or reflect moral of the firm, if they are satisfied
than outcomes will be positive but if not, than situations can be vice-versa. Therefore, it becomes
crucial for companies to look out for the ways through which needs and wants of workers can be
fulfilled so that its results can be seen in their performance.
With reference to this research, it has been concluded that employees build their attitude
according to workplace they are provided. If workstation has a positive environment focusses
more on employee engagement than a rise in performance can be seen but if, there is a negative
surrounding than moral of workers can get down which can result in poor performance.
Therefore, it becomes decisive for companies to motivate its workers on a regular basis so as to
maintain job satisfaction. Moreover, corporation can use certain factors in doing so for example:
provide recognition for the work employees are doing. It will subsequently motivate workers.
Other than this, company can provide employees with responsibilities and roles according to the
field in which they are good at. Training and development programme can further help workers
in achieving their goals and objectives in speculated time period.
After having an overview, it can also be evaluated that three factors i.e. employee, job
satisfaction and performance of companies are inter-related. Corporation hire workers so that, on
the basis of work they do organisation can attain profits and improve its performance. Moreover,
in doing so it is significant that workforce are fulfilled with benefits or other things because if
they are happy than better relationship between customers and company can be made which can
be fruitful of the corporation.
6.2 Recommendation
As per preceding defined topic, it has been analysed that worker’s fulfilment is necessary for
the success of business establishment. It is compulsory to enlarge the satisfaction attitude of staff
member in order to improve the execution extent at workplace. In context of H &M, the
administrator concentrates on offering positive atmosphere to its employees that assists them in
developing the performance of the company in an effective manner. In assistance of this, the top
management of H &M focuses on motivating the staff member to work well in order to attain
36

`
vision and mission of the corporation. Other than this, there are some recommendations
regarding Impact of Employees Satisfaction on Business Development mention below:
1. There is a need to H& M to conduct effective training session for the new employees in
order to increase their skill, knowledge and competence that help them in executing their
work in improved manner.
2. This is required for the manager of H &M to encourage workers that helps them in
increasing the efficiency as well as prosperity rank in future time frame. The senior
administration should make friendly relationship with its subordinates for increasing the
confidence level at workplace. They need to allot the task and work for identifying the
performance level of employees within company.
3. Company should offer rewards, bonus, promotion, incentives and many more for raising the
fulfilment extent of workforce. It is necessary for the manager of company to offer monetary
and non-monetary awards for satisfying the employees at workplace.
4. Top management must clarify the vision of company o that employees make efforts towards
achieving the mission in short time duration. There is a need to management to include the
staff members in decision making process so that they can feel valuable and focus on
attaining the set objectives.
5. It is compulsory to have a good communication between employer and employees for
performing the work in better way which will be advantageous for the business organisation.
Employer should focus on allotting task to its team member and observes them to complete
on time in order to increase achievement and enlargement of business organisation.
Alternative method
Research is being done so as to get answers of the related topic which have not been
explored yet. For doing a investigation in an effectual way, there are diverse ways this can be
adopted by investigator. All these factors come under research methodology which acts as a
guideline for scholar. Considering all these aspects, a researcher can make his/her research valid
as well as reliable. With the change in course of time, many methods have evolved which can be
used for better conduction of the research and these are known as alternative methods.
In relation with this research, researcher used questionnaire method which is one of the
common and reliable in order to evaluate a valid conclusion. Questionnaire includes questions
which are generally related to research topic. Respondents have to provide with the answers
37

`
mentioned that are along with the questions. They can choose options that are suitable and
according to their consciences. However, this is an influential method as an alternative method
researcher can opt interview method as well. Most of the researcher don’t prefer as it is time
consuming and expensive. There might also be a possibility that respondents don’t feel like
giving answer as interview commence or proceed thus, scholar can get vague responses for their
questions which can further hamper in evaluating outcomes. Beside this, interview method is
appropriate because investigator may get answers more precisely as a result in-depth evaluation
can also be done. Moreover, it will assist researcher in framing a valid conclusion with respect to
the data and information collected. Open-ended questions should be suitable as it will enable
respondents in providing responses whatever they feel like or thinks regarding that particular
topic.
38

`
REFERENCES
Books & Journals
Alegre, I., Mas-Machuca, M. and Berbegal-Mirabent, J., 2016. Antecedents of employee job
satisfaction: Do they matter?. Journal of Business Research. 69(4). pp.1390-1395.
Babalola, S. S., 2016. The effect of leadership style, job satisfaction and employee-supervisor
relationship on job performance and organizational commitment. Journal of Applied
Business Research (JABR). 32(3). pp.935-946.
Chandra, T., 2016. The Influence of Leadership Styles, Work Environment and Job Satisfaction
of Employee Performance--Studies in the School of SMPN 10 Surabaya. International
Education Studies. 9(1). pp.131-140.
Coyne, I. and et. al., 2017. Understanding the relationship between experiencing workplace
cyberbullying, employee mental strain and job satisfaction: A dysempowerment
approach. The International Journal of Human Resource Management. 28(7). pp.945-
972.
Hanaysha, J. and Tahir, P. R., 2016. Examining the effects of employee empowerment,
teamwork, and employee training on job satisfaction. Procedia-Social and Behavioral
Sciences. 219. pp.272-282.
Choi, S. L. and et. al., 2016. Transformational leadership, empowerment, and job satisfaction:
the mediating role of employee empowerment. Human resources for health. 14(1). p.73.
Huang, W. R. and Su, C. H., 2016. The mediating role of job satisfaction in the relationship
between job training satisfaction and turnover intentions. Industrial and Commercial
Training.
Isaac, O. and et. al., 2017. Internet usage, user satisfaction, task-technology fit, and performance
impact among public sector employees in Yemen. The International Journal of
Information and Learning Technology.
Jaworski, C. and et. al., 2018. The effects of training satisfaction, employee benefits, and
incentives on part-time employees’ commitment. International Journal of Hospitality
Management. 74. pp.1-12.
Kampkötter, P., 2017. Performance appraisals and job satisfaction. The International Journal of
Human Resource Management. 28(5). pp.750-774.
Kanyurhi, E. B. and Akonkwa, D. B. M., 2016. Internal marketing, employee job satisfaction,
and perceived organizational performance in microfinance institutions. International
Journal of Bank Marketing.
Kim, J. and et. al., 2016. Desk ownership in the workplace: The effect of non-territorial working
on employee workplace satisfaction, perceived productivity and health. Building and
Environment. 103. pp.203-214.
Lee, Y. J., 2016. Comparison of job satisfaction between nonprofit and public employees.
Nonprofit and Voluntary Sector Quarterly. 45(2). pp.295-313.
39

`
Lu, L. and et. al., 2016. Work engagement, job satisfaction, and turnover intentions.
International Journal of Contemporary Hospitality Management.
Mann, A. and Harter, J., 2016. The worldwide employee engagement crisis. Gallup Business
Journal,. 7. pp.1-5.
Mas-Machuca, M., Berbegal-Mirabent, J. and Alegre, I., 2016. Work-life balance and its
relationship with organizational pride and job satisfaction. Journal of Managerial
Psychology.
Mathieu, C. and et. al., 2016. The role of supervisory behavior, job satisfaction and
organizational commitment on employee turnover. Journal of Management &
Organization. 22(1). pp.113-129.
Menguc, B. and et. al., 2016. When does (mis) fit in customer orientation matter for frontline
employees’ job satisfaction and performance?. Journal of Marketing. 80(1). pp.65-83.
Navimipour, N. J. and Soltani, Z., 2016. The impact of cost, technology acceptance and
employees' satisfaction on the effectiveness of the electronic customer relationship
management systems. Computers in Human Behavior. 55. pp.1052-1066.
Nimon, K., Shuck, B. and Zigarmi, D., 2016. Construct overlap between employee engagement
and job satisfaction: A function of semantic equivalence?. Journal of Happiness Studies.
17(3). pp.1149-1171.
Olaniyan, O. S. and Hystad, S. W., 2016. Employees’ psychological capital, job satisfaction,
insecurity, and intentions to quit: The direct and indirect effects of authentic leadership.
Revista de Psicología del Trabajo y de las Organizaciones. 32(3). pp.163-171.
Raina, R. and Roebuck, D. B., 2016. Exploring cultural influence on managerial communication
in relationship to job satisfaction, organizational commitment, and the employees’
propensity to leave in the insurance sector of India. International Journal of Business
Communication. 53(1). pp.97-130.
Riaz, M. and et. al., 2016. Impact of job stress on employee job satisfaction. International
Review of Management and Business Research. 5(4). p.1370.
Ruck, K., Welch, M. and Menara, B., 2017. Employee voice: an antecedent to organisational
engagement?. Public Relations Review. 43(5). pp.904-914.
Sawitri, D., Suswati, E. and Huda, K., 2016. THE IMPACT OF JOB SATISFACTION,
ORGANIZATION COMMITMENT, ORGANIZATION CITIZENSHIP BEHAVIOR
(OCB) ON EMPLOYEES'PERFORMANCE. International Journal of Organizational
Innovation. 9(2).
Sharma, P., Kong, T. T. C. and Kingshott, R. P., 2016. Internal service quality as a driver of
employee satisfaction, commitment and performance. Journal of service management.
Valaei, N. and Rezaei, S., 2016. Job satisfaction and organizational commitment. Management
Research Review.
Vlacsekova, D. and Mura, L., 2017. Effect of motivational tools on employee satisfaction in
small and medium enterprises. Oeconomia Copernicana. 8(1). pp.111-130.
Vorina, A., Simonič, M. and Vlasova, M., 2017. An analysis of the relationship between job
satisfaction and employee engagement. Economic Themes. 55(2). pp.243-262.
40

`
Wheatley, D., 2017. Employee satisfaction and use of flexible working arrangements. Work,
employment and society. 31(4). pp.567-585.
Zablah, A. R. and et. al., 2016. A cross-lagged test of the association between customer
satisfaction and employee job satisfaction in a relational context. Journal of Applied
Psychology. 101(5). p.743.
Online
Bakotic, D., 2020. Relationship between job satisfaction and organisational performance.
[Online]. Available through:
<https://www.tandfonline.com/doi/full/10.1080/1331677X.2016.1163946>.
Gill, N., 2015. A Positive Attitude at Work can be the Key to your Success. [Online]. Available
through: < https://www.resumetarget.com/blog/a-positive-attitude-at-work-can-be-the-
key-to-your-success/>.
Kooser, A.C., 2020. Work Motivation Factors. [Online]. Available through:
<https://smallbusiness.chron.com/work-motivation-factors-1887.html>.
41

`
APPENDIX
42

`
43

`
44