An evaluation of employee motivation effect on work practices at ASDA Colindale - London

This research evaluates the effect of employee motivation on work practices at ASDA Colindale - London. It explores the motivational techniques used by ASDA and their impact on employee performance. The study also provides recommendations for improving motivation and work practices.

Inquiry based project

Table of Contents
An evaluation of employee motivation effect on work practices at ASDA Colindale - London....3
Introduction..................................................................................................................................3
Literature Review........................................................................................................................3
Method.........................................................................................................................................4
Discussion....................................................................................................................................6
Conclusion.................................................................................................................................13
Recommendation.......................................................................................................................13
REFERENCES..............................................................................................................................14

An evaluation of employee motivation effect on work practices at ASDA
Colindale - London
Introduction
Motivation within employees is necessary for increasing company performance. There are
different methods to increase motivation and manage all employees and staff. It is analysed that
all organisations have to indulge into several strategies to provide motivation for employees. It is
needed that all employees of the company are encouraged for completing business targets
quickly. This research is done on motivational techniques of ASDA.
Literature Review
From the view points of Riivari, and Lämsä, (2014), It is analysed that motivational
techniques and strategies used within ASDA for providing motivation to employees and staff.
Some of the factors used by this company to increase motivation includes enhancing leadership
skills and collaboration of team working. One of the most significant factors leading to
successful coordination is connectivity. Members are specially qualified so that they can better
communicate with the members of their team. In recognising the concerns of his team mates,
listening and assisting or providing guidance, helping to create healthy relationships and
culminating in successful collaboration, it is crucial for a leader to be constructive. Another
major factor affecting collaboration is appreciation and compensation. The company gives
incentives and pay raises to all workers who have regularly demonstrated great success and good
management. Money and incentives always keep workers engaged and empowered and therefore
add to the creation of productive teamwork. The Leader also carries the conviction that building
trust in each other is really important in the work. In ASDA, leadership is viewed within the
organisation as a central factor. The business follows Tiny Visible Items, which are being
pursued by the executives, which support them strengthening their bond with the team. For
starters, the friendly conduct of supporting the employees in the shops and participating in social
activities helps the employees feel more respected. Leadership should be viewed as the
foundation of any team's smooth and successful service. A squad without a captain or chief is
unable to act on its own. The leader is something a team looks up to the leader keeps the team
focused, and the leader describes the priorities and demonstrates what each member of the team
is supposed to do. Thus the composition of a team is established by the boss. Chaos, uncertainty

and insecurity will come from an un-organized team, while a well-organized team will work to
the best of its abilities. For its 175,000 staff, retail-chain Asda already has a one-size-fits-all
motivation plan, but it aims to provide more varied solutions in the future. In terms of incentives
and inspiration, it uses its annual employee retention poll, The Voice, to find out more about
what its workers want and need. 143,648 of its workers took part in the study in 2015, and Asda
segmented the data it obtained in terms of variables such as degree, aged and position of
employees. Every year the business also selects a random 10% of its employees to engage in a
pulse questionnaire to ensure that the employee incentive knowledge it has is as speed as
possible. Asda held focus groups in 2013 to figure out what actually mattered to its workers. It
used this input to create pledges of respect, justice at work, resources and satisfaction in the
association from its colleagues. ASDA has so many diverse individuals working at Asda,
different age classes, types of expertise and careers, so we need to use what we know about them
in order to have a better-informed encouragement approach. The atmosphere of the position
within the organisation sets the stage for the employee's perceptions and shapes his
understanding, through the mutual knowledge of everyone institutionalised within the
organisation.Van der Voordt has the opportunity to fire them up to ensure that they show a
polished and enthusiastic mindset, the essential facets of the workplace design that will impact
employee satisfaction. Pilot Study Pilot tests allow the researcher to fine-tune the research
method by conducting the expected research on a small sample within the population selected by
Saunders et al. It is also worth testing whether the childcare portion of job tax credits will count
for childcare tax credits. In today's knowledge economy, the control of human resources spells
the distinction between the good company and the ineffective organisation.
Method
The research methodology is known as the procedure used for completing the project. This
descriptive research design is most suitable since it is suitable for quantitative research and
through endorsing ideas and assumptions, plays an important role in performing detailed
analysis. The accumulation of knowledge is focused on both primary and secondary data
collection sources (Singh, Winkel and Selvarajan, 2013). Primary inquiry is useful in the
accumulation of new data, and the accumulation of knowledge in this data is similar to a survey
in which data are obtained by the creation of a questionnaire, since it is the most productive and
accountable source of primary data collection. The key explanation for selecting the

questionnaire is that it is successful at collecting vast volumes of data within a shorter span of
time and therefore reliable in presenting real statistics and figures that are responsible for
achieving the possible result. The biggest downside to primary investigation, on the other hand,
is that it is based on respondents used in the project. In this the field of study is broad as it is
necessary for the researcher to examine and translate respondents' opinions in real action. This
secondary research is carried out to explain the work in a feasible way by the construction of a
theoretical context in which the question of the investigation is addressed in depth. This data
were derived mostly from books, magazines, newspapers, written research studies, etc.
Secondary research is of great significance in offering effective job direction by the creation of
an in-depth assessment, backed by already collected data relating to a particular field of analysis.
The only downside to this approach is that it is difficult to obtain information in this manner, as
the reliability of sources is crucial. It is also necessary for the investigator to identify relevant
references that provide appropriate evidence that accurately supports the work.
Main instrument for data collection: This is also an important field of inquiry as it relates to a
generic concept applied by the researcher as the most suitable measuring method. Primary
analysis is described as the method of gathering evidence from original elements as opposed to
gathering data from other experiments that others are already doing.
Administration of data collection: This is also a significant role that the prosecutor has to
undertake in order to ensure the authenticity and management of records. In the current study
area, interviews are performed and questions are raised to people who have supportive
experience of the subject by undertaking a personal interview.
Ethical problems related to the research: The primary concern of the researcher in carrying out
an inquiry is to observe the research ethics in order to carry out the work in the right way.
Research ethics must be practised in a viable way by the researcher for the purpose of carrying
out investigating actions. Research wants to ensure that respondents are attentive to the privacy
and protection of their personal records as they have the problem with improper use of their
personal data. The primary responsibility of the researcher is not to ask any kind of questions
relevant to the respondents' personal feelings.
Questionnaire is used for completing this research. A survey is conducted using 30 respondents
who are employees of ASDA. This questionnaire is mentioned below –
Questionnaire

Q1) do you think employee motivation is important for ASDA employees and
staff members?
Frequency
Yes 29
No 1
Q2) Do you think, that the management of an organisation is mainly concerned
with employee performance?
Frequency
Yes 28
No 2
Q3) Do you think that, there is a need to provide motivation to employees? Frequency
Yes 27
No 3
Q4) How important do you think employee motivation for a company like
ASDA is for increasing performance?
Frequency
Highly Important 25
Less Important 2
Neutral 3
Q5) What are the importance of employee motivation in developing productive
and effective workforce?
Frequency
Increased Creativity 8
Improve moral 7
Creating positive working relationship 7
Effective decision making 8
Discussion
Q1) do you think employee motivation is important for ASDA employees and Frequency

staff members?
Yes 29
No 1
29
1
Yes
No

Interpretation - From the above diagram, it is concluded that there is almost 90% respondent
who think that motivation leads to achieving of organisational goals. There is need to manage
effective training and development sessions for companies to have effective functioning.
Q2) Do you think, that the management of an organisation is mainly concerned
with employee performance?
Frequency
Yes 28
No 2
27
3
Yes
No

Interpretation – This is analysed from the above pie chart that out of 30 respondents, there are 27
people who think that management has to increase employee performance. Only 3 respondent
think that there is nothing which management can do to encourage motivation.
Q3) Do you think that, there is a need to provide motivation to employees? Frequency
Yes 27
No 3
27
3
Yes
No

Interpretation – From this pie chart, it is analysed that 27 respondents are present who think that
management has to manage effectively for motivating employees. This explains that organisation
has to manage effective functioning to provide training and development sessions.
Q4) How important do you think employee motivation for a company like
ASDA is for increasing performance?
Frequency
Highly Important 25
Less Important 2
Neutral 3

Interpretation – This is analysed from this pie chart that ASDA motivation is able to provide
effective motivation. It is directly associated with organisational goal achievement. It is very
very important for ASDA to maintain the efficiency for maintaining employee motivation.
Q5) What are the importance of employee motivation in developing productive
and effective workforce?
Frequency
Increased Creativity 8
Improve moral 7
25
23
Highly Important
Less Important
Neutral

Creating positive working relationship 7
Effective decision making 8
Interpretation – This is concluded from the above diagram that the importance of employee
motivation in developing productive and effective workforce is better managed within ASDA. It
is important for this company to have proper development and management of company for
training and development of employees.
8
7 7
8
Increased Creativity
Improve moral
Creating positive working
relationship
Effective decision making

Conclusion
From the above discussion, it is concluded that employee motivation is increased by providing
training and development sessions. This helps to manage the understanding of employees for
completing their targets in less time. The motivation of a person is determined by biological,
intellectual, social and emotional variables. As such, motivation is a dynamic force that external
forces may also affect. Motivation is the inherent motivation and drive of an employee to carry
out work-related tasks. The internal force that induces a person to decide to take action is
inspiration.
Recommendation
There are following recommendations for ASDA to manage motivation and encouragement
among employees and staff. Some of these are mentioned below –
 Express the belief that individuals should make choices that would enhance their career.
 Reward and honour the persons who make choices at work that produce changes.
 When company see an employee embarking on a course of action that company realise
could fail or give a client a problem, interfere as a mentor. Ask questions that assist the
individual in seeking a better solution. Never encourage an entity to fail as a means of
teaching a lesson.
 Allow all staff aware of the mission, vision, principles, priorities, and guidelines of the
company so that they can funnel their participation in the necessary and effective
directions of the organisation.
 Never discipline a conscientious option, otherwise it will diminish the trust of the
employee.

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