Impact of Motivation Strategies on Employee Retention: A Study on Waitrose

This study aims to identify the significance and impact of motivation strategies on retention of employees as talent management strategy within an organisation. It focuses on Waitrose and discusses the challenges faced by the company in the absence of talent management practice and motivation strategies.

Unit 11
(To identify the significance and impact of
motivation strategies on retention of employees as
talent management strategy within an organisation.
A study on Waitrose)

Table of Contents
Chapter One: Introduction...............................................................................................................1
1.1 Research Aim and Rationale............................................................................................1
1.2 Research Questions..........................................................................................................1
1.3 Research Objectives.........................................................................................................1
1.4 Significance of the Research............................................................................................1
1.5 Research background........................................................................................................2
Chapter Two: Literature Review.....................................................................................................2
2.1 Introduction of Literature Review....................................................................................2
2.2 Main Body........................................................................................................................2
2.2.1 Conceptual framework of talent management and motivation of employees within an
organisation...................................................................................................................2
2.2.2 Types of motivation strategies adopted by Waitrose for the retention of employees
.......................................................................................................................................3
2.2.3 Challenges faced by Waitrose in the absence of talent management practice and
motivation strategies.....................................................................................................3
2.3 Conclusion of Literature Review......................................................................................3
Chapter Three: Methodology...........................................................................................................3
3.1 Research Approach...........................................................................................................3
3.2 Research Strategy.............................................................................................................3
3.3 Research Methodology.....................................................................................................3
3.4 Research Tools.................................................................................................................4
3.5 Sampling...........................................................................................................................4
3.5.1 Identifying Population and Research Site............................................................4
3.5.2 Sampling Strategy................................................................................................4
3.6 Data analysis and presentation.........................................................................................4
3.7 Timescales........................................................................................................................5

Chapter Four: Findings (Data Analysis and Presentation)..............................................................7
Frequency distribution table...................................................................................................7
Data presentation....................................................................................................................9
Chapter Five: Discussion (Data Interpretation).............................................................................16
Chapter Six: Conclusion, Recommendations and Implications for Further Research...................19
Conclusion............................................................................................................................19
Recommendations................................................................................................................19
Implications for Further Research........................................................................................19
References......................................................................................................................................20
Appendix........................................................................................................................................21
Questionnaire........................................................................................................................21

Chapter One: Introduction
1.1 Research Aim and Rationale
To identify the significance and impact of motivation strategies on retention of employees
as talent management strategy within an organisation. A study on Waitrose
1.2 Research Questions
 Explain the conceptual framework of talent management and motivation of employees
within an organisation?
 What are the different types of motivation strategies adopted by Waitrose for the retention of
employees?
 What are the challenges that could be faced by Waitrose in the absence of talent
management practice and motivation strategies?
1.3 Research Objectives
 To understand the conceptual framework of talent management and motivation of
employees within an organisation
 To determine the different types of motivation strategies adopted by Waitrose for the
retention of employees
 To discern the challenges that could be faced by Waitrose in the absence of talent
management practice and motivation strategies
1.4 Significance of the Research
The significance of this research is to increase understanding on the topic of talent
management. This can be said that talent management is considered as one of the major stream
of the organisation which assists in managing employees in such a manner that overall business
objectives can be aligned. This can be stated that there are various measures which are acquired
by the organisation so that to use skills of their employees and to motivate employees. The
research is related with dual perspective such as personal and professional perspective. The
context of personal is related with developing various skills for example: research skills,
communication skills, analytical skills and many others. Using these skills this would be easier
for researcher that to manage their career and developing career opportunities as well. Besides
this the research is also related with professional aspects in which researcher can execute their
future researches in more accurate and reliable manner.
1

1.5 Research background
The current research is based on identifying significance and impact of motivation
strategies used with an organisation for the purpose of retaining employees (Masri and Abubakr,
2019),. This research good provide in depth information related with motivational strategies that
can be used by an organisation as talent management strategy and this would create benefit for
the organisation in long term the research is performed on wait rose which is one of the giant
retailer situated in UK and having prominent market image.
Chapter Two: Literature Review
2.1 Introduction of Literature Review
Literature review is an instrument that provides understanding and knowledge of academic
literature on particular study. It generally focuses on evaluating the material and then literature
report is drawn. The function of literature review is that it helps in improving the research
methodology and also broaden the knowledge base in particular research area.
2.2 Main Body
2.2.1 Conceptual framework of talent management and motivation of
employees within an organisation
According to Narayanan, Rajithakumar and Menon, (2019), talent management is defined
as the methods which are used within the organisation for the purpose of attraction, selection and
retaining employees so that their skills and capabilities can be used within the research for longer
period of time along with managing their performance. There are four major areas of talent
management such as recruitment, corporate planning, learning and development and
performance management.
According to Gallardo-Gallardo, Thunnissen and Scullion, (2020), employee motivation
is considered as accumulation of internal and external force which helps the employees to
perform above their calibre for attaining individual and overall goals. Motivation is the
inducement which is related with higher energy level of employees so that employee can give
their fuller contribution to executing their roles and responsibilities.
2

2.2.2 Types of motivation strategies adopted by Waitrose for the
retention of employees
According to Rodríguez-Sánchez, González-Torres, Montero-Navarro and Gallego-
Losada, (2020), It is important for organization to be able to retain their employees, if possible,
to reduce the cost of training and other costs involved in hiring the new employee. Waitrose too
understands the importance of same and has implemented various strategies which are form of
motivation strategies to be able to retain the employees for a longer period to make sure business
activities are carried on smoothly and not compromised. According to Shahi, Farrokhsheresht,
Taghipourian and Aghajani, (2020), One of the strategy followed by them is to invest in career of
employees to make sure that they keep growing in their career as well along with the
organization and another important initiative that is followed by almost every organization is to
recognize the contributions of their employees towards the success of business and reward them
with monetary benefit as well as non-monetary benefit that would provide them recognition in
the organization and establish themselves as a go to person in the organization. This form of
strategies followed by Waitrose would ensure that employees doesn’t feel neglected and be
motivated to work with their full efficiency and effectiveness (Whysall, Owtram and Brittain,
2019). This gesture of organization towards its employees would help them in ensuring that
employees are being motivated and stay for providing their services for a longer perio
2.2.3 Challenges faced by Waitrose in the absence of talent
management practice and motivation strategies
According to Mensah, (2019),There are various problems faced by Waitrose as result of
ineffective talent management practice and motivation strategies in place in the organization and
the same directly or indirectly result in decline in performance of the organization. One of the
problems faced as result of this is that the employees continuous to stay dissatisfied and the same
will impact their performance which is going to result in financial loss for the organization.
According to Collings, Mellahi and Cascio, (2019),Another problem caused to business is the
turnover rate of employees due to high attrition rate because of lack of effective talent
management policies which is the major problem since it would lead changing of employees
working in a particular team and those new employees would need certain time to be stable in
3

the organization and work with full efficiency. This will result in decline in operational
performance of the organization. Above are only few of the problems their can be many other
problems such as ineffective coordination among teams, lack of growth for employees and their
careers which would lead to negative working environment (Tweedie, Wild, Rhodes and
Martinov‐Bennie, 2019), Therefore, it is necessary for Waitrose to have a effective talent
management practice and motivation strategies
2.3 Conclusion of Literature Review
From the above discussion this can be concluded that motivation to employees would be
helpful in developing employees and using their skills in attaining business objectives. This can
be said that with the help of rendering motivation to employee business efficiency can be
increased and at the same time multi-dimensional success can be made. This is being observed
that there for an organisation this is significant that to use different strategies by which
motivation can be boosted among employees and providing them appropriate rewards could be
one of the major for increasing employee motivation.
4

Chapter Three: Methodology
3.1 Research Approach
There are basically two forms of research approach such as inductive and deductive. In the
context of of current study, deductive approach is chosen by the investigator. This is because it
has supported the researcher in the analysis and the evaluation of the data which has the numeral
form. Inductive approach is theory based and that is why the chosen research approach is
deductive approach instead of inductive approach (Snyder, 2019).
3.2 Research Strategy
There are basically three forms of research approach such as case study and surveys along with
the experimental strategies. In the context of of current study, survey strategy is chosen by the
investigator. This is because survey collects the numerical form of data which represents the
statistical information as well. That is why the chosen research strategy is survey strategy (Cr,
2020).
3.3 Research Methodology
There are basically two forms of research methodologies such as qualitative and
quantitative. In the context of of current study, quantitative method is chosen by the investigator.
This is because it helps in the easy assembling of the statistical facts and figures. Qualitative
method is theory based and that is why the chosen research method is quantitative method
instead of qualitative method (Nayak and Singh, 2021).
3.4 Research Tools
There are basically two forms of research tools such as primary and secondary. In the
context of of current study, both the tools are chosen by the investigator. This is because primary
form of data collection is used in the form of survey with the help of questionnaire and
secondary form of data collection is used in the form of literature review with the help of books
and journals along with the internet and articles (Pandey and Pandey, 2021).
5

3.5 Sampling
3.5.1 Identifying Population and Research Site
There are 40 respondents chosen from the Waitrose company. These respondents are the
managers of the organization. This is because they contain the relevant data and information
about the talent management practices adopted and performed in the firm (Newman and Gough,
2020).
3.5.2 Sampling Strategy
Sampling strategy selected is the probability sampling. This is because it is the method
which follows up the random sampling in which equal chances are given to each and every
respondent who are participating in the survey (Mukherjee, 2019).
3.6 Data analysis and presentation
Data collected for the current research is in the form of quantitative data which is gathered
using questionnaire. Analysis of this form of information is done with the help of frequency
distribution analysis. This is because it sup[ports the researcher in evaluating the numerical data
in less time period so therefore, frequency distribution table is formulated for the presentation.
Moreover, this quantitative data is represented with the help of graphs and tables. Investigator
has used the Ms-excel in order to formulate the graphs and tables as per the research questions.
Furthermore, descriptive analysis is used in order to evaluate the quantitative information in a
less time duration.
6

3.7 Timescales
7

8

Chapter Four: Findings (Data Analysis and Presentation)
Frequency distribution table
1. Do you understand the concept of talent management and employee
motivation?
Frequency
a. Yes 20
b. No 15
c. May Be 5
2. According to you, what exactly the conceptual framework of talent
management and employee motivation?
Frequency
a. Employee satisfaction and retention 15
b. Employee training and development 20
c. Employee performance appraisal 5
3. According to you, is it essential to focus upon the talent management
and employee motivation concept?
Frequency
a. Yes 20
b. No 5
c. May Be 15
4. Does company adopts the motivation strategies for employee
retention?
Frequency
a. Yes 20
b. No 15
c. May Be 5
5. According to you, what are the motivation strategies adopted by the
company?
Frequency
a. Providing immediate feedback while promoting flexibility 5
9

b. Encouraging breaks and reward accomplishments 20
c. Employee engagement and providing training and development
opportunities
15
6. According to you, what benefits has gained by the company after
adopting motivational strategies?
Frequency
a. Employee retention 15
b. Employee productivity 5
c. Employee engagement 20
7. According to you, company previously has faced challenges when
they have not adopted the motivation strategies?
Frequency
a. Yes 20
b. No 5
c. May Be 15
8. What challenges were faced by the company in the absence of
motivation strategies?
Frequency
a. High employee turnover 5
b. High employee absenteeism 20
c. Low organizational performance 15
9. According to you, company should improve the talent management
practices and motivational strategies within the organisation?
Frequency
a. Yes 20
b. No 15
c. May Be 5
10. What can be improvements that must be adopted by the
organization in terms of talent management practices and motivational
strategies?
Frequency
10

a. Standardizing talent review and on-boarding processes 15
b. Providing career development paths 5
c. Recognizing and rewarding top performers 20
Data presentation
1. Do you understand the concept of talent management and employee
motivation?
Frequency
a. Yes 20
b. No 15
c. May Be 5
a. Yes b. No c. May Be
0
2
4
6
8
10
12
14
16
18
20
2. According to you, what exactly the conceptual framework of talent
management and employee motivation?
Frequency
a. Employee satisfaction and retention 15
b. Employee training and development 20
c. Employee performance appraisal 5
11

a. Employee satisfaction and retention
c. Employee performance appraisal
0
2
4
6
8
10
12
14
16
18
20
3. According to you, is it essential to focus upon the talent management
and employee motivation concept?
Frequency
a. Yes 20
b. No 5
c. May Be 15
a. Yes b. No c. May Be
0
2
4
6
8
10
12
14
16
18
20
12

4. Does company adopts the motivation strategies for employee
retention?
Frequency
a. Yes 20
b. No 15
c. May Be 5
a. Yes b. No c. May Be
0
2
4
6
8
10
12
14
16
18
20
5. According to you, what are the motivation strategies adopted by the
company?
Frequency
a. Providing immediate feedback while promoting flexibility 5
b. Encouraging breaks and reward accomplishments 20
c. Employee engagement and providing training and development
opportunities
15
13

a. Providing immediate feedback while promoting flexibility
c. Employee engagement and providing training and development opportunities
0
2
4
6
8
10
12
14
16
18
20
6. According to you, what benefits has gained by the company after
adopting motivational strategies?
Frequency
a. Employee retention 15
b. Employee productivity 5
c. Employee engagement 20
a. Employee retention
b. Employee productivity
c. Employee engagement
0
2
4
6
8
10
12
14
16
18
20
14

7. According to you, company previously has faced challenges when
they have not adopted the motivation strategies?
Frequency
a. Yes 20
b. No 5
c. May Be 15
a. Yes b. No c. May Be
0
2
4
6
8
10
12
14
16
18
20
8. What challenges were faced by the company in the absence of
motivation strategies?
Frequency
a. High employee turnover 5
b. High employee absenteeism 20
c. Low organizational performance 15
15

a. High employee turnover
b. High employee absenteeism
c. Low organizational performance
0
2
4
6
8
10
12
14
16
18
20
9. According to you, company should improve the talent management
practices and motivational strategies within the organisation?
Frequency
a. Yes 20
b. No 15
c. May Be 5
a. Yes b. No c. May Be
0
2
4
6
8
10
12
14
16
18
20
16

10. What can be improvements that must be adopted by the
organization in terms of talent management practices and motivational
strategies?
Frequency
a. Standardizing talent review and on-boarding processes 15
b. Providing career development paths 5
c. Recognizing and rewarding top performers 20
a. Standardizing talent review and on-boarding processes
c. Recognizing and rewarding top performers
0
2
4
6
8
10
12
14
16
18
20
17

Chapter Five: Discussion (Data Interpretation)
Question 1. Do you understand the concept of talent management and employee
motivation?
Interpretation: It is interpreted that there are 20 respondents who says that they are aware
about the concept of talent management and employee motivation. There are 15 respondents
who don't know the concept of talent management and employee motivation and 5
respondents are confused about it.
Question 2. According to you, what exactly the conceptual framework of talent
management and employee motivation?
Interpretation: It is interpreted that there are 15 respondents who says that employee
satisfaction and retention is the conceptual framework of talent management and employee
motivation. There are 20 respondents who says that employee training and development is
the conceptual framework of talent management and employee motivation and 5 respondents
says that employee performance appraisals is the conceptual framework of talent
management and employee motivation
Question 3. According to you, is it essential to focus upon the talent management and
employee motivation concept?
Interpretation: It is interpreted that there are 20 respondents who says that it is essential to
focus upon the talent management and employee motivation concept. There are 5
respondents who says that it is not essential to focus upon the talent management and
employee motivation concept and 15 respondents are confused about it.
Question 4. Does company adopts the motivation strategies for employee retention?
Interpretation: It is interpreted that there are 20 respondents who says that company adopts
the motivation strategies for employee retention. There are 15 respondents who says that
company does not adopts the motivation strategies for employee retention and 5 respondents
are confused about it.
Question 5. According to you, what are the motivation strategies adopted by the
company?
Interpretation: It is interpreted that there are 5 respondents who says that providing
immediate feedback while promoting flexibility are the motivation strategies adopted by the
company. There are 20 respondents who says that encouraging breaks and reward
18

accomplishments are the motivation strategies adopted by the company and 15 respondents
says that employee engagement and providing training and development opportunities are the
motivation strategies adopted by the company.
Question 6. According to you, what benefits has gained by the company after adopting
motivational strategies?
Interpretation: It is interpreted that there are 15 respondents who says that employee
retention is the benefit which is gained by the company after adopting motivational
strategies. There are 5 respondents who says that employee productivity is the benefit which
is gained by the company after adopting motivational strategies and 20 respondents says that
employee engagement is the benefit which is gained by the company after adopting
motivational strategies.
Question 7. According to you, company previously has faced challenges when they have
not adopted the motivation strategies?
Interpretation: It is interpreted that there are 20 respondents who says that company
previously has faced challenges when they have not adopted the motivation strategies. There
are 5 respondents who says that company has not faced challenges when they have not
adopted the motivation strategies and 15 respondents are confused about it.
Question 8. What challenges were faced by the company in the absence of motivation
strategies?
Interpretation: It is interpreted that there are 5 respondents who says that high employee
turnover is the challenge faced by the company in the absence of motivation strategies. There
are 20 respondents who says that high employee absenteeism is the challenge faced by the
company in the absence of motivation strategies and 15 respondents says that low
organizational performance is the challenge faced by the company in the absence of
motivation strategies.
Question 9. According to you, company should improve the talent management
practices and motivational strategies within the organisation?
Interpretation: It is interpreted that there are 20 respondents who says that company should
improve the talent management practices and motivational strategies within the organization.
There are 15 respondents who says that company should not focus on the talent management
19

practices and motivational strategies within the organization and 5 respondents are confused
about it.
Question 10. What can be improvements that must be adopted by the organization in
terms of talent management practices and motivational strategies?
Interpretation: It is interpreted that there are 15 respondents who says that standardizing
talent review and on-boarding processes is the improvement that must be adopted by the
organization in terms of talent management practices and motivational strategies. There are 5
respondents who say that providing career development paths is the improvement that must
be adopted by the organization in terms of talent management practices and motivational
strategies and 20 respondents says that recognizing and rewarding top performers is the
improvement that must be adopted by the organization in terms of talent management
practices and motivational strategies.
20

Chapter Six: Conclusion, Recommendations and Implications for Further
Research
Conclusion
From the above research this can be concluded that talent management is considered as one
of the major branch of the organisation which helps the organisation to manage their employee
and instigate overall objectives. The talent management is having different role within the
organisation such as providing motivation, developing employee skills and using such strategies
to retain employees. Providing motivation is one of the major roles of talent management
strategy which helps the business to retain talented employees and to use their skills for attaining
business objectives. On the other hand, in the absence of motivation strategies various challenges
can be faced such as higher employee absenteeism, disinterested employees, employee conflicts
and many others.
Recommendations
 Waitrose is needed to implement various talent management strategies in the business so
that overall success can be made and at the same time employee engagement can also be
enhanced.
 The organisation should provide training measures to their employees so that their skills can
be enhanced and at the same time these can be used for attaining business objectives in
prominent manner.
 The organisation is needed to recognise efforts of individual so that positive working
environment can be created.
 Providing requisite amount of rewards could also be one of the best method that can be used
by the organisation so that to increase employee engagement and acquire employee efforts
for longer time.
Implications for Further Research
The research would provide information related with talent management and motivation
strategies that can be used by the organisation for their employees. The gathered information
from the above research would assist the researcher in managing such ways into the business in
which motivation can be provided to the business and at the same time overall succession can be
made.
21

22

References
Books and Journals
Collings, D.G., Mellahi, K. and Cascio, W.F., 2019. Global talent management and performance
in multinational enterprises: A multilevel perspective. Journal of management, 45(2),
pp.540-566.
Cr, K., 2020. Research methodology methods and techniques.
Gallardo-Gallardo, E., Thunnissen, M. and Scullion, H., 2020. Talent management: context
matters. The International Journal of Human Resource Management, 31(4), pp.457-
473.
Masri, N.E. and Abubakr, S.U.L.I.M.A.N., 2019. Talent management, employee recognition and
performance in the research institutions. Studies in Business & Economics, 14(1).
Mensah, J.K., 2019. Talent management and employee outcomes: a psychological contract
fulfilment perspective. Public Organization Review, 19(3), pp.325-344.
Mukherjee, S.P., 2019. A guide to research methodology: An overview of research problems,
tasks and methods. CRC Press.
Narayanan, A., Rajithakumar, S. and Menon, M., 2019. Talent management and employee
retention: An integrative research framework. Human Resource Development
Review, 18(2), pp.228-247.
Nayak, J.K. and Singh, P., 2021. Fundamentals of research methodology problems and
prospects. SSDN Publishers & Distributors.
Newman, M. and Gough, D., 2020. Systematic reviews in educational research: Methodology,
perspectives and application. Systematic reviews in educational research, pp.3-22.
Pandey, P. and Pandey, M.M., 2021. Research methodology tools and techniques. Bridge Center.
Rodríguez-Sánchez, J.L., González-Torres, T., Montero-Navarro, A. and Gallego-Losada, R.,
2020. Investing time and resources for work–life balance: The effect on talent
retention. International Journal of Environmental Research and Public Health, 17(6),
p.1920.
Shahi, T., Farrokhsheresht, B., Taghipourian, M.J. and Aghajani, H.A., 2020. Behavioral Factors
Affecting Talent Management: Meta-Synthesis Technique. Iranian Journal of
Management Studies, 13(1), pp.117-137.
Snyder, H., 2019. Literature review as a research methodology: An overview and
guidelines. Journal of business research, 104, pp.333-339.
Tweedie, D., Wild, D., Rhodes, C. and Martinov‐Bennie, N., 2019. How does performance
management affect workers? Beyond human resource management and its
critique. International Journal of Management Reviews, 21(1), pp.76-96.
Whysall, Z., Owtram, M. and Brittain, S., 2019. The new talent management challenges of
Industry 4.0. Journal of Management Development.
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Appendix
Questionnaire
1. Do you understand the concept of talent management and employee motivation?
a. Yes
b. No
c. May Be
2. According to you, what exactly the conceptual framework of talent management and
employee motivation?
a. Employee satisfaction and retention
b. Employee training and development
c. Employee performance appraisal
3. According to you, is it essential to focus upon the talent management and employee
motivation concept?
a. Yes
b. No
c. May Be
4. Does company adopts the motivation strategies for employee retention?
a. Yes
b. No
c. May Be
5. According to you, what are the motivation strategies adopted by the company?
a. Providing immediate feedback while promoting flexibility
b. Encouraging breaks and reward accomplishments
c. Employee engagement and providing training and development opportunities
6. According to you, what benefits has gained by the company after adopting motivational
24

strategies?
a. Employee retention
b. Employee productivity
c. Employee engagement
7. According to you, company previously has faced challenges when they have not adopted
the motivation strategies?
a. Yes
b. No
c. May Be
8. What challenges were faced by the company in the absence of motivation strategies?
a. High employee turnover
b. High employee absenteeism
c. Low organizational performance
9. According to you, company should improve the talent management practices and
motivational strategies within the organisation?
a. Yes
b. No
c. May Be
10. What can be improvements that must be adopted by the organization in terms of talent
management practices and motivational strategies?
a. Standardizing talent review and on-boarding processes
b. Providing career development paths
c. Recognizing and rewarding top performers
25