Employee Motivation and Rewards: A Dissertation on Marks & Spencer
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Dissertation
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This dissertation investigates the impact of rewards and incentives on employee motivation at Marks and Spencer. The research employs a quantitative approach using survey methods to gather primary data from 50 Marks and Spencer employees. The findings indicate a strong correlation between rewards and employee motivation, leading to increased productivity and performance. The study examines both monetary and non-monetary rewards, the challenges in implementing reward strategies, and effective ways to enhance employee motivation. The research also covers the importance of employee motivation in dynamic environments, its role in gaining a competitive advantage, and how it contributes to achieving the company's vision and mission. The dissertation concludes with recommendations for Marks and Spencer and implications for future research.
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BSc (Hons) Business Management Top up
BMP6001 Dissertation
Dissertation Title: To evaluate about the concept of
rewards within a firm along with determining its
influence on employee motivation level”. A study on
Marks and Spencer
Name:
ID Number:
Supervisor:
Table of Contents
BMP6001 Dissertation
Dissertation Title: To evaluate about the concept of
rewards within a firm along with determining its
influence on employee motivation level”. A study on
Marks and Spencer
Name:
ID Number:
Supervisor:
Table of Contents
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Abstract i
Acknowledgement ii
Glossary iii
List of Tables iv
List of Figures v
List of Appendices vi
Chapter 1: Introduction 1-3
1.1 Background/Context of the Research 1
1.4 Research Questions 2
1.5 Research Aims and Objectives 3
Chapter 2: Literature Review 3-8
2.1 Introduction of Literature Review 3
2.2 Main body with heading and sub-headings 3-8
2.3 Conclusion of Literature Review 8
Chapter 3: Methodology 9-12
3.1 Research Philosophy
3.2 Research Process 9
3.3 Research Approach 9
3.4 Research Strategy 10
3.5 Research Methodology and Tools 10
3.6 Sampling Approach 11
3.7 Ethical Implications 12
Chapter 4: Findings (Data Presentation) 12-31
Chapter 5: Discussion (Data Interpretation) 31-35
Acknowledgement ii
Glossary iii
List of Tables iv
List of Figures v
List of Appendices vi
Chapter 1: Introduction 1-3
1.1 Background/Context of the Research 1
1.4 Research Questions 2
1.5 Research Aims and Objectives 3
Chapter 2: Literature Review 3-8
2.1 Introduction of Literature Review 3
2.2 Main body with heading and sub-headings 3-8
2.3 Conclusion of Literature Review 8
Chapter 3: Methodology 9-12
3.1 Research Philosophy
3.2 Research Process 9
3.3 Research Approach 9
3.4 Research Strategy 10
3.5 Research Methodology and Tools 10
3.6 Sampling Approach 11
3.7 Ethical Implications 12
Chapter 4: Findings (Data Presentation) 12-31
Chapter 5: Discussion (Data Interpretation) 31-35
Chapter 6: Conclusion, Recommendations and Implications for
Further Research
35-36
7.1 Conclusion 35
7.2 Recommendations 35
7.3 Implications for Further Research 36
References 37
Bibliography 38
Word Count 39
Appendices 39-47
Further Research
35-36
7.1 Conclusion 35
7.2 Recommendations 35
7.3 Implications for Further Research 36
References 37
Bibliography 38
Word Count 39
Appendices 39-47
Abstract
Purpose: The major purpose to conduct the above investigation is to know the impact of
reward and incentive on the motivation level of employee. In this survey method is used to
conduct quantitative research. It helps inn knowing the influence of Rewards and incentive of
Marks and Spencer on employee motivation.
Design/ methodology: This research is based on primary data. The primary data is being
collected using questionnaires to answer the entire question. The primary data is directly
collected from the employee of Marks and Spencer.
Finding: The investigation show that there is strong relationship between reward and
incentives on the employee motivation level. It helps in increasing the motivation of the
employee which in other hand increases the productivity and performance level of the
employee.
Participants: The participants of the research are selected to random sampling method. And
the size of the respondent is 50 employees of Marks and Spencer.
Original value: This paper is the first academic study conducted at Marks and Spencer to
study the influence of rewards and incentive on employee level of motivation.
i | P a g e
Purpose: The major purpose to conduct the above investigation is to know the impact of
reward and incentive on the motivation level of employee. In this survey method is used to
conduct quantitative research. It helps inn knowing the influence of Rewards and incentive of
Marks and Spencer on employee motivation.
Design/ methodology: This research is based on primary data. The primary data is being
collected using questionnaires to answer the entire question. The primary data is directly
collected from the employee of Marks and Spencer.
Finding: The investigation show that there is strong relationship between reward and
incentives on the employee motivation level. It helps in increasing the motivation of the
employee which in other hand increases the productivity and performance level of the
employee.
Participants: The participants of the research are selected to random sampling method. And
the size of the respondent is 50 employees of Marks and Spencer.
Original value: This paper is the first academic study conducted at Marks and Spencer to
study the influence of rewards and incentive on employee level of motivation.
i | P a g e
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Acknowledgement
At first, I would like to thank God to make me capable enough to do something
worthwhile.
I would especially like to thank my supervisor for his generous time and
commitment. Throughout my dissertation, he had taken his valuable time to help me
whenever I needed; read through my draft copies; listened to me patiently; quickly
answered all my email queries and supported me every step of the way. Starting
from refining the research topic, he has encouraged me to develop independent
thinking and greatly assisted me with writing.
Last but not the least, I thank to my family members, friends and relatives for
their kind help and cooperation during the research period.
ii | P a g e
At first, I would like to thank God to make me capable enough to do something
worthwhile.
I would especially like to thank my supervisor for his generous time and
commitment. Throughout my dissertation, he had taken his valuable time to help me
whenever I needed; read through my draft copies; listened to me patiently; quickly
answered all my email queries and supported me every step of the way. Starting
from refining the research topic, he has encouraged me to develop independent
thinking and greatly assisted me with writing.
Last but not the least, I thank to my family members, friends and relatives for
their kind help and cooperation during the research period.
ii | P a g e
Glossary
Employee motivation: This can be defined as the amount of energy, enthusiasm, dedication
and creativity put by the employee in their work.
Rewards: It is the monetary and non-monetary benefits that are being provided by the
organisation to their employee apart from the salary and wages they received.
iii | P a g e
Employee motivation: This can be defined as the amount of energy, enthusiasm, dedication
and creativity put by the employee in their work.
Rewards: It is the monetary and non-monetary benefits that are being provided by the
organisation to their employee apart from the salary and wages they received.
iii | P a g e
List of Tables
Table 1: important for the organisation to motivate their employee..................................................17
Table 2: Reward plays a vital role for the employee in the organisation.............................................17
Table 3: Employees feel excited when you get reward or benefit for your performance...................18
Table 4: Employees feel motivated while working in the organisation...............................................19
Table 5: Reward plays an important part for increasing the motivation level of the employee within
an organisation....................................................................................................................................20
Table 6: Reward helps the organisation to increase the productivity and performance level of the
employee.............................................................................................................................................20
Table 7: Top manager of Marks and Spencer put efforts to decide appropriate reward strategy for
the employee......................................................................................................................................21
Table 8: Employees feel proud to be recognised for your performance and getting rewards for it....22
Table 9: Marks and Spencer fairly recognised their best performance and provide equal rewards to
their employee....................................................................................................................................22
Table 10: Types of rewards offer by Marks and Spencer to their employee which helps in increasing
the level of motivation among them...................................................................................................23
Table 11: Kinds of Monetary rewards provided by Marks and Spencer to their workforce................24
Table 12: Kinds of Non-monetary reward offer by Marks and Spencer to their staff..........................25
Table 13: Employees you satisfy by the type of reward offer by the Marks and Spencer to their
employee.............................................................................................................................................26
Table 14: Possible influence of different rewards and incentives on the overall employee motivation
level within the Marks and Spencer....................................................................................................27
Table 15: Some challenges faced by Marks and Spencer manger while deciding the reward and
incentive strategy for their employee.................................................................................................28
Table 16: Some effective ways and forms of rewards that can be provided by Marks and Spencer to
have higher motivation and performance level of employees............................................................29
Table 17: Overall impact of reward and incentive on employee motivation and performance level. .30
List of Figures
iv | P a g e
Table 1: important for the organisation to motivate their employee..................................................17
Table 2: Reward plays a vital role for the employee in the organisation.............................................17
Table 3: Employees feel excited when you get reward or benefit for your performance...................18
Table 4: Employees feel motivated while working in the organisation...............................................19
Table 5: Reward plays an important part for increasing the motivation level of the employee within
an organisation....................................................................................................................................20
Table 6: Reward helps the organisation to increase the productivity and performance level of the
employee.............................................................................................................................................20
Table 7: Top manager of Marks and Spencer put efforts to decide appropriate reward strategy for
the employee......................................................................................................................................21
Table 8: Employees feel proud to be recognised for your performance and getting rewards for it....22
Table 9: Marks and Spencer fairly recognised their best performance and provide equal rewards to
their employee....................................................................................................................................22
Table 10: Types of rewards offer by Marks and Spencer to their employee which helps in increasing
the level of motivation among them...................................................................................................23
Table 11: Kinds of Monetary rewards provided by Marks and Spencer to their workforce................24
Table 12: Kinds of Non-monetary reward offer by Marks and Spencer to their staff..........................25
Table 13: Employees you satisfy by the type of reward offer by the Marks and Spencer to their
employee.............................................................................................................................................26
Table 14: Possible influence of different rewards and incentives on the overall employee motivation
level within the Marks and Spencer....................................................................................................27
Table 15: Some challenges faced by Marks and Spencer manger while deciding the reward and
incentive strategy for their employee.................................................................................................28
Table 16: Some effective ways and forms of rewards that can be provided by Marks and Spencer to
have higher motivation and performance level of employees............................................................29
Table 17: Overall impact of reward and incentive on employee motivation and performance level. .30
List of Figures
iv | P a g e
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Figure 1: Research onion Framework....................................................................................................9
Figure 2: important for the organisation to motivate their employee................................................17
Figure 3: Reward plays a vital role for the employee in the organisation............................................18
Figure 4: Employees feel excited when you get reward or benefit for your performance..................19
Figure 5: Employees feel motivated while working in the organisation..............................................19
Figure 6: Reward plays an important part for increasing the motivation level of the employee within
an organisation....................................................................................................................................20
Figure 7: Reward helps the organisation to increase the productivity and performance level of the
employee.............................................................................................................................................21
Figure 8 Top manager of Marks and Spencer put efforts to decide appropriate reward strategy for
the employee:.....................................................................................................................................21
Figure 9: Employees feel proud to be recognised for your performance and getting rewards for it...22
Figure 10: : Marks and Spencer fairly recognised their best performance and provide equal rewards
to their employee................................................................................................................................23
Figure 11: Types of rewards offer by Marks and Spencer to their employee which helps in increasing
the level of motivation among them...................................................................................................24
Figure 12: Kinds of Monetary rewards provided by Marks and Spencer to their workforce...............25
Figure 13: Kinds of Non-monetary reward offer by Marks and Spencer to their staff.........................26
Figure 14: Employees you satisfy by the type of reward offer by the Marks and Spencer to their
employee.............................................................................................................................................27
Figure 15: Possible influence of different rewards and incentives on the overall employee motivation
level within the Marks and Spencer....................................................................................................28
Figure 16: Some challenges faced by Marks and Spencer manger while deciding the reward and
incentive strategy for their employee.................................................................................................29
Figure 17: Some effective ways and forms of rewards that can be provided by Marks and Spencer to
have higher motivation and performance level of employees............................................................30
Figure 18: Overall impact of reward and incentive on employee motivation and performance level.31
List of Appendices
v | P a g e
Figure 2: important for the organisation to motivate their employee................................................17
Figure 3: Reward plays a vital role for the employee in the organisation............................................18
Figure 4: Employees feel excited when you get reward or benefit for your performance..................19
Figure 5: Employees feel motivated while working in the organisation..............................................19
Figure 6: Reward plays an important part for increasing the motivation level of the employee within
an organisation....................................................................................................................................20
Figure 7: Reward helps the organisation to increase the productivity and performance level of the
employee.............................................................................................................................................21
Figure 8 Top manager of Marks and Spencer put efforts to decide appropriate reward strategy for
the employee:.....................................................................................................................................21
Figure 9: Employees feel proud to be recognised for your performance and getting rewards for it...22
Figure 10: : Marks and Spencer fairly recognised their best performance and provide equal rewards
to their employee................................................................................................................................23
Figure 11: Types of rewards offer by Marks and Spencer to their employee which helps in increasing
the level of motivation among them...................................................................................................24
Figure 12: Kinds of Monetary rewards provided by Marks and Spencer to their workforce...............25
Figure 13: Kinds of Non-monetary reward offer by Marks and Spencer to their staff.........................26
Figure 14: Employees you satisfy by the type of reward offer by the Marks and Spencer to their
employee.............................................................................................................................................27
Figure 15: Possible influence of different rewards and incentives on the overall employee motivation
level within the Marks and Spencer....................................................................................................28
Figure 16: Some challenges faced by Marks and Spencer manger while deciding the reward and
incentive strategy for their employee.................................................................................................29
Figure 17: Some effective ways and forms of rewards that can be provided by Marks and Spencer to
have higher motivation and performance level of employees............................................................30
Figure 18: Overall impact of reward and incentive on employee motivation and performance level.31
List of Appendices
v | P a g e
Appendix 1. A blank copy of Questionnaire………………………….39
Appendix 2. A sample of completed Questionnaire……………39-43
Appendix 3. Data Analysis…………………………………………..43-47
vi | P a g e
Appendix 2. A sample of completed Questionnaire……………39-43
Appendix 3. Data Analysis…………………………………………..43-47
vi | P a g e
Chapter 1: Introduction
1.1 Background/Context of the Research
Employee motivation is the amount of energy, enthusiasm and dedication put by an employee
towards their work. In recent time employee motivation is very important in an organisation
because of the dynamic changes take place within the environment. It is very vital for the
organisation to enhance the motivation of the staff in order to perform effectively and
efficiently. The level of creativity and innovation put by an employee in their work helps the
organisation to gain competitive advantage from the rivalry with the same industry.
Employee motivation assists the workforce to move in the direction of company long tern
vision and mission. Therefore it is very crucial for the organisation to boost the morale of
their employee and to have motivated staff (Afsar and Umrani, 2019). Employee motivation
aids the organisation by developing and growing their business and also helps in gaining
market share. In the current age the needs and wants of the customer keep changes at fast
pace and to satisfy the buyers it is vital for the firms to have motivated staff. Motivation in
employee drives the organisation toward the success. To build the motivation in the staff
companies used various strategy and the best one that is adopted by them is providing
attractive rewards and compensation. Each and every individual work to earn more money, in
order to live standard and respectful life (Razak, Sarpan and Ramlan, 2018). So to bring
higher productivity and performance campiness are providing monetary and non monetary
rewards to their workforce. Rewards helps in enhancing the internal zeal of the staff towards
their work so that they can received reward from the firm. In recent time to satisfy the
employee and retain them for longer time period it is becoming more important for the
company to lay their focus on employee motivation. Thus, employee motivation is one of the
concepts which need to be look by the top management (Islami, Mulolli and Mustafa, 2018).
For carrying out the existing investigation in detailed manner the chosen organisation is
Marks and Spencer. It is one of the leading British multinational brands which were founded
in the year 1884 by Thomas Spencer and Michael marks. Marks and Spencer is the retailer
whose headquarters is in London, United Kingdom. It is specialised in selling clothes, food
and beverages, home furnishing and also provide financial service to their buyers. The
companies operates it stores all over the world and in recent time there are 1500 stores of
marks and Spencer (Rybnicek, Bergner and Gutschelhofer, 2019). In United Kingdom there
are 959 store of the brand in which 615 stores only sale food and beverages product. The
1 | P a g e
1.1 Background/Context of the Research
Employee motivation is the amount of energy, enthusiasm and dedication put by an employee
towards their work. In recent time employee motivation is very important in an organisation
because of the dynamic changes take place within the environment. It is very vital for the
organisation to enhance the motivation of the staff in order to perform effectively and
efficiently. The level of creativity and innovation put by an employee in their work helps the
organisation to gain competitive advantage from the rivalry with the same industry.
Employee motivation assists the workforce to move in the direction of company long tern
vision and mission. Therefore it is very crucial for the organisation to boost the morale of
their employee and to have motivated staff (Afsar and Umrani, 2019). Employee motivation
aids the organisation by developing and growing their business and also helps in gaining
market share. In the current age the needs and wants of the customer keep changes at fast
pace and to satisfy the buyers it is vital for the firms to have motivated staff. Motivation in
employee drives the organisation toward the success. To build the motivation in the staff
companies used various strategy and the best one that is adopted by them is providing
attractive rewards and compensation. Each and every individual work to earn more money, in
order to live standard and respectful life (Razak, Sarpan and Ramlan, 2018). So to bring
higher productivity and performance campiness are providing monetary and non monetary
rewards to their workforce. Rewards helps in enhancing the internal zeal of the staff towards
their work so that they can received reward from the firm. In recent time to satisfy the
employee and retain them for longer time period it is becoming more important for the
company to lay their focus on employee motivation. Thus, employee motivation is one of the
concepts which need to be look by the top management (Islami, Mulolli and Mustafa, 2018).
For carrying out the existing investigation in detailed manner the chosen organisation is
Marks and Spencer. It is one of the leading British multinational brands which were founded
in the year 1884 by Thomas Spencer and Michael marks. Marks and Spencer is the retailer
whose headquarters is in London, United Kingdom. It is specialised in selling clothes, food
and beverages, home furnishing and also provide financial service to their buyers. The
companies operates it stores all over the world and in recent time there are 1500 stores of
marks and Spencer (Rybnicek, Bergner and Gutschelhofer, 2019). In United Kingdom there
are 959 store of the brand in which 615 stores only sale food and beverages product. The
1 | P a g e
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organisation is choosing for the investigation is because more than 78000 employee works in
Marks and Spencer,, so this will help in better knowing the impact of staff motivation. Marks
and Spencer is well known brand outside the UK also so it will helps in conducting the
research in more valuable manner by knowing the impact of reward strategy that is used by
them to boost the morale of their workforce (De Sousa Sabbagha, Ledimo and Martins,
2018).
The major purpose for conducting the current research is to gain a deeper
understanding on the topic of staff motivation. This research will also helps in knowing the
impact of reward strategy in boosting the motivational level of the employee toward their
work. Apart from this the present investigation will also highlight the impact of rewards in
enhancing the level of productivity and performance of the employee. Thus, the current
investigation will assist in reducing the high employee turnover that take place in the
company due to less motivation among employee (Irabor and Okolie, 2019). The present
research has great interest because it will also helps in fulfilling dual objective which are
personal and professional. With the respect to the personal objective this research the
investigation will develop my academic knowledge in greater sense by building various skills
in me. Skills which are developed while conducting the investigation are data analysis skill,
problem identifying and solving skill, communication skill and many more. Through these
skills i will able to conduct the research in systematic and appropriate manner (Nguyen and
Malik, 2020). On the other hand, with respect to professional objective, the investigation will
assist me toward knowing the various jobs available in human resource department. This will
aids in developing my professional career in sound manner. Thus, the investigation will
successful attain my two objective in better manner (Afsar, Shahjehan and Shah, 2018).
The major research problem for the present investigation is to decide which reward
strategy should be adopted in order to enhance employee motivation. Deciding which
monetary and non monetary reward should be provided to the employee as per the job is
toughest. For this a detailed analysis needed to be done of employee job and objective
(Musinguzi and et. al, 2018). Having the right reward will boost the employee morale and
they will work with more energy. This also helps in enhancing the level of productivity and
performance.
1.2 Research Question (s)
2 | P a g e
Marks and Spencer,, so this will help in better knowing the impact of staff motivation. Marks
and Spencer is well known brand outside the UK also so it will helps in conducting the
research in more valuable manner by knowing the impact of reward strategy that is used by
them to boost the morale of their workforce (De Sousa Sabbagha, Ledimo and Martins,
2018).
The major purpose for conducting the current research is to gain a deeper
understanding on the topic of staff motivation. This research will also helps in knowing the
impact of reward strategy in boosting the motivational level of the employee toward their
work. Apart from this the present investigation will also highlight the impact of rewards in
enhancing the level of productivity and performance of the employee. Thus, the current
investigation will assist in reducing the high employee turnover that take place in the
company due to less motivation among employee (Irabor and Okolie, 2019). The present
research has great interest because it will also helps in fulfilling dual objective which are
personal and professional. With the respect to the personal objective this research the
investigation will develop my academic knowledge in greater sense by building various skills
in me. Skills which are developed while conducting the investigation are data analysis skill,
problem identifying and solving skill, communication skill and many more. Through these
skills i will able to conduct the research in systematic and appropriate manner (Nguyen and
Malik, 2020). On the other hand, with respect to professional objective, the investigation will
assist me toward knowing the various jobs available in human resource department. This will
aids in developing my professional career in sound manner. Thus, the investigation will
successful attain my two objective in better manner (Afsar, Shahjehan and Shah, 2018).
The major research problem for the present investigation is to decide which reward
strategy should be adopted in order to enhance employee motivation. Deciding which
monetary and non monetary reward should be provided to the employee as per the job is
toughest. For this a detailed analysis needed to be done of employee job and objective
(Musinguzi and et. al, 2018). Having the right reward will boost the employee morale and
they will work with more energy. This also helps in enhancing the level of productivity and
performance.
1.2 Research Question (s)
2 | P a g e
The major research question for the above investigation is:
What is meant by the concept of reward that are provided and availed within a
business organisation?
What possible influence of various rewards and incentives on the overall employee
motivation level within the Marks and Spencer?
Which can be some more effective ways and forms of rewards that can be provided
by Marks and Spencer to have higher motivation and performance level of
employees?
1.5 Research Aims and Objectives
Research aim:
The main aim of present study is, “To evaluate about the concept of rewards within a
firm along with determining its influence on employee motivation level”. A study on Marks
and Spencer.
Research objective:
To evaluate about the concept of reward that are provided and availed within a
business organisation.
To investigate about the influence of various rewards and incentives on the overall
employee motivation level within the Marks and Spencer.
To determine some more effective ways and forms of rewards that can be provided by
Marks and Spencer to have higher motivation and performance level of employees.
Chapter 2: Literature Review
2.1 Introduction of Literature Review
A literature review can be defined as an overview about the previously published work
related to a particular topic. It is considered as an important part of the research as it helps the
researcher to collect in depth and detailed information according to the particular research
topic as well as area. Simply, literature review is referred as a scholarly research paper that
involves about all the present knowledge which helps the researcher in evaluating and
analysing topic in theoretical manner. It is defined as a secondary method by which all the in
3 | P a g e
What is meant by the concept of reward that are provided and availed within a
business organisation?
What possible influence of various rewards and incentives on the overall employee
motivation level within the Marks and Spencer?
Which can be some more effective ways and forms of rewards that can be provided
by Marks and Spencer to have higher motivation and performance level of
employees?
1.5 Research Aims and Objectives
Research aim:
The main aim of present study is, “To evaluate about the concept of rewards within a
firm along with determining its influence on employee motivation level”. A study on Marks
and Spencer.
Research objective:
To evaluate about the concept of reward that are provided and availed within a
business organisation.
To investigate about the influence of various rewards and incentives on the overall
employee motivation level within the Marks and Spencer.
To determine some more effective ways and forms of rewards that can be provided by
Marks and Spencer to have higher motivation and performance level of employees.
Chapter 2: Literature Review
2.1 Introduction of Literature Review
A literature review can be defined as an overview about the previously published work
related to a particular topic. It is considered as an important part of the research as it helps the
researcher to collect in depth and detailed information according to the particular research
topic as well as area. Simply, literature review is referred as a scholarly research paper that
involves about all the present knowledge which helps the researcher in evaluating and
analysing topic in theoretical manner. It is defined as a secondary method by which all the in
3 | P a g e
depth knowledge is collected from various sources that includes journals, books, magazines,
articles and many more.
2.2 Main body with heading and sub-headings
What is meant by the concept of reward that are provided and availed within a business
organisation?
According to Grandey and Sayre (2019), Rewards are considered as the main element that
helps in retaining and engaging employees in an organisation for long period of time. In this
competitive modern business environment, it is quite essential for every business
organization to provide effective and attarctive rewards and benefits to employees in order to
gain success in the market. Generally companies use reward system to motivate and inspire
employees for attaining the goals and objectves of the bsuiness in effective manner. Every
employee working in the company wants to get appreciated for the work they perform in
order to gain high satisfaction and high growth in the market. The concept of reward in the
business hold a very important position in order to increase productivity and performance of
employees and company in the highly competitive business environment. Rewards in the
company are defined as both monetary and non-monetary payments that an organization
offers and provides to its employees on the basis of work they perform (Guhr, Lebek and
Breitner, 2019). There are different types of rewards that most of the companies provide to
their employees for increasing the satisfaction and morale of employees which are explained
below:
Bonuses to employees – A bonus is defined as a supplement payment which the
organisation offer to their employees for performing best work in order to attain
business success in the competitive environment (Zaki, 2019). This helps in
motivating employees for giving their best in the company in order to achieve the
predetermined goals and objectives of the business. Sometimes maintaining positive
and healthy working environment for employees results in providing performance
bonus for senior members of the company. Bonus is the extra amount of money that
company offer to its employees for doing hard work and for gaining more market
share and customer base.
Providing recognition in public – Employees do not always need and demand for
financial rewards sometimes getting simple recognition from the senior members in
the public helps in building high satisfaction among employees. The organisation can
post a short blog or write an article about the good work and their performance nature
4 | P a g e
articles and many more.
2.2 Main body with heading and sub-headings
What is meant by the concept of reward that are provided and availed within a business
organisation?
According to Grandey and Sayre (2019), Rewards are considered as the main element that
helps in retaining and engaging employees in an organisation for long period of time. In this
competitive modern business environment, it is quite essential for every business
organization to provide effective and attarctive rewards and benefits to employees in order to
gain success in the market. Generally companies use reward system to motivate and inspire
employees for attaining the goals and objectves of the bsuiness in effective manner. Every
employee working in the company wants to get appreciated for the work they perform in
order to gain high satisfaction and high growth in the market. The concept of reward in the
business hold a very important position in order to increase productivity and performance of
employees and company in the highly competitive business environment. Rewards in the
company are defined as both monetary and non-monetary payments that an organization
offers and provides to its employees on the basis of work they perform (Guhr, Lebek and
Breitner, 2019). There are different types of rewards that most of the companies provide to
their employees for increasing the satisfaction and morale of employees which are explained
below:
Bonuses to employees – A bonus is defined as a supplement payment which the
organisation offer to their employees for performing best work in order to attain
business success in the competitive environment (Zaki, 2019). This helps in
motivating employees for giving their best in the company in order to achieve the
predetermined goals and objectives of the business. Sometimes maintaining positive
and healthy working environment for employees results in providing performance
bonus for senior members of the company. Bonus is the extra amount of money that
company offer to its employees for doing hard work and for gaining more market
share and customer base.
Providing recognition in public – Employees do not always need and demand for
financial rewards sometimes getting simple recognition from the senior members in
the public helps in building high satisfaction among employees. The organisation can
post a short blog or write an article about the good work and their performance nature
4 | P a g e
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about what they have achieved and gathered till now by their hard work and
dedication to achieve high growth and success in the business environment. This
helps in increasing the motivation and satisfaction level of employees which allows
them in improving their working efficiency and effectiveness.
Gifts and perks – Gifts and perks are considered as another type of reward that
company offer to its employees in order to increase their satisfaction level for
improved productivity and performance. The organization provides gifts and perks to
employees when they give their best in achieving high growth and profitability in the
competitive business market. Gifts involves free discount coupons for shopping or
dinner, movie or event tickets and festival gifts to employees of the company which
helps in making them feel valued and important.
Personality development program – The personality development programs
organised by organisations helps in brining changes in the attitude, nature, thinking,
behaviour and perceptions of an individual (Stouten, Rousseau and De Cremer, 2018).
This works as a reward for its employees as employees feel confident and motivated
in performing the given job role of the company. This allows employees in improving
their working efficiency and effectiveness in order to encourage and inspire them to
produce strong and reliable outcomes in the competitive market.
Thus, providing rewards to employees plays a very important role in brining high success and
growth in the business environment.
What possible influence of various rewards and incentives on the overall employee
motivation level within the Marks and Spencer?
According to Stater and Stater (2019), Performance of employees and motivation is
interrelated with each other because they both plays a main role in bringing success for the
company in the highly competitive business environment. The influence of rewards is
regarded as the most important factor in an organisation as it helps in improving the working
capability of employees in order to achieve desired aims and objectives of the business.
Effective and strong rewards provided by the company directly impacts the performance of
their employees as it is considered as the method of motivating and encouraging them. The
performance of employees is mainly depended on the level of rewards and incentives offered
by the company in order to increase the productivity and performance. Employing rewards
and recognition program in Marks and Spencer plays an important role as it helps in
5 | P a g e
dedication to achieve high growth and success in the business environment. This
helps in increasing the motivation and satisfaction level of employees which allows
them in improving their working efficiency and effectiveness.
Gifts and perks – Gifts and perks are considered as another type of reward that
company offer to its employees in order to increase their satisfaction level for
improved productivity and performance. The organization provides gifts and perks to
employees when they give their best in achieving high growth and profitability in the
competitive business market. Gifts involves free discount coupons for shopping or
dinner, movie or event tickets and festival gifts to employees of the company which
helps in making them feel valued and important.
Personality development program – The personality development programs
organised by organisations helps in brining changes in the attitude, nature, thinking,
behaviour and perceptions of an individual (Stouten, Rousseau and De Cremer, 2018).
This works as a reward for its employees as employees feel confident and motivated
in performing the given job role of the company. This allows employees in improving
their working efficiency and effectiveness in order to encourage and inspire them to
produce strong and reliable outcomes in the competitive market.
Thus, providing rewards to employees plays a very important role in brining high success and
growth in the business environment.
What possible influence of various rewards and incentives on the overall employee
motivation level within the Marks and Spencer?
According to Stater and Stater (2019), Performance of employees and motivation is
interrelated with each other because they both plays a main role in bringing success for the
company in the highly competitive business environment. The influence of rewards is
regarded as the most important factor in an organisation as it helps in improving the working
capability of employees in order to achieve desired aims and objectives of the business.
Effective and strong rewards provided by the company directly impacts the performance of
their employees as it is considered as the method of motivating and encouraging them. The
performance of employees is mainly depended on the level of rewards and incentives offered
by the company in order to increase the productivity and performance. Employing rewards
and recognition program in Marks and Spencer plays an important role as it helps in
5 | P a g e
improving the employee performance, reduced turnover and happiest employees. Rewards
works as a motivating factor of employees which helps in increasing the working efficiency
of employees towards achieving the goals and objectives of the company. The role of rewards
on employee motivation and performance in the company is explained below:
Increasing productivity – Rewards plays a very essential role in increasing the
productivity of employees in Marks and Spencer. The employees working in the
company generally works hard when they know that will be appreciated for the work
they are performing in the company. Rewards and incentives helps in increasing the
motivation level of employees which results in increased working capacity and
productivity. For gaining more growth and success in the competitive market, the
company offers attractive rewards such as increment, bonus, appraisal, gifts and so on
(Spencer, 2018).
Rewards and incentives make employees happy – The main aim of Marks and
Spencer is to make their employees happy and motivated in order to achieve common
goals of the company in an effective manner. Happy employees are considered to be
more productive and contribute happily in accomplishing the long term objectives of
the company. When morale of employees is high the turnover of employees becomes
less and this creates a good chance for the business to bring success and in hitting
high revenue targets.
Reward team cooperation – Rewarding team for showing effective and strong
coordination and cooperation among the team members helps in completing the given
task with utmost perfection and in a given time frame. Marks and Spencer provide
team based rewards and incentives to their employees because it is considered to be
more effective and in increasing their performance instead of giving individual
incentives. This have significant effect on the employee cohesiveness, company
bottom line and cooperation in the company.
Always appreciate good performance - Appreciating good performance of
employees who are working hard for achieving the aims and objectives of the
company plays a prominent role in gaining competitive advantage in the market.
Marks and Spencer needs to focus on providing attractive rewards to their employees
because of their best performance. This helps the company in increasing the
motivation of employees when they get a substantial reward or incentive for
performing to their full potential (Wilshaw, Fowler and Wallace, 2021).
6 | P a g e
works as a motivating factor of employees which helps in increasing the working efficiency
of employees towards achieving the goals and objectives of the company. The role of rewards
on employee motivation and performance in the company is explained below:
Increasing productivity – Rewards plays a very essential role in increasing the
productivity of employees in Marks and Spencer. The employees working in the
company generally works hard when they know that will be appreciated for the work
they are performing in the company. Rewards and incentives helps in increasing the
motivation level of employees which results in increased working capacity and
productivity. For gaining more growth and success in the competitive market, the
company offers attractive rewards such as increment, bonus, appraisal, gifts and so on
(Spencer, 2018).
Rewards and incentives make employees happy – The main aim of Marks and
Spencer is to make their employees happy and motivated in order to achieve common
goals of the company in an effective manner. Happy employees are considered to be
more productive and contribute happily in accomplishing the long term objectives of
the company. When morale of employees is high the turnover of employees becomes
less and this creates a good chance for the business to bring success and in hitting
high revenue targets.
Reward team cooperation – Rewarding team for showing effective and strong
coordination and cooperation among the team members helps in completing the given
task with utmost perfection and in a given time frame. Marks and Spencer provide
team based rewards and incentives to their employees because it is considered to be
more effective and in increasing their performance instead of giving individual
incentives. This have significant effect on the employee cohesiveness, company
bottom line and cooperation in the company.
Always appreciate good performance - Appreciating good performance of
employees who are working hard for achieving the aims and objectives of the
company plays a prominent role in gaining competitive advantage in the market.
Marks and Spencer needs to focus on providing attractive rewards to their employees
because of their best performance. This helps the company in increasing the
motivation of employees when they get a substantial reward or incentive for
performing to their full potential (Wilshaw, Fowler and Wallace, 2021).
6 | P a g e
Change rewards and incentives frequently – When the rewards and incentives of
the company changes rapidly it helps in keeping employees motivated and excited for
receiving some new thing. This helps Marks and Spencer in gaining more market
share and a large number of customers as they are working with full efficiency and
effectiveness.
Which can be some more effective ways and forms of rewards that can be provided by Marks
and Spencer to have higher motivation and performance level of employees?
According to Conradty and Bogner (2019), Rewards provided by employees help in
increasing the level of motivation and productivity within the company. Motivation and
performance are connected with each other the higher the level of motivation among
employees, the higher they perform and the lower the level of motivation, the lower the level
of performance in the competitive market. Employers of Marks and Spencer always focus on
employing a productive workforce in order to get recognized for their efforts and hard work.
Rewarding an employee for doing the job in a proper manner inspires them to be more
productive and work hard to achieve the set goals and objectives of the business. With the
changing situations and conditions, the company is moving towards online platforms for
increasing the sale of products and services in the market. That is why it is important for the
company to provide attractive rewards to their employees so that they feel important and
valued for the work they perform. There are several strong and effective ways that the
company provide ton increase motivation and performance of employees which are explained
below:
Provide unique rewards – Offering a different variety of unique rewards and
valuable incentives helps in inspiring employees for doing hard work in a smart way.
Marks and Spencer has its own culture that is different from other companies, that is
why it is important for the company to offer innovative and unique rewards that helps
in improving the working efficiency and effectiveness of employees for achieving
high growth and success in the highly competitive market. This not only enhances the
employee performance but also increases the motivation level of employees within
the company (Brooks and Wilkinson, 2022).
Invest more in developing personality – One of the main responsibility of any
leader is to invest money in the future of retaining talent of the employee within the
company in order to gain success and profitability in the market. Marks and Spencer
7 | P a g e
the company changes rapidly it helps in keeping employees motivated and excited for
receiving some new thing. This helps Marks and Spencer in gaining more market
share and a large number of customers as they are working with full efficiency and
effectiveness.
Which can be some more effective ways and forms of rewards that can be provided by Marks
and Spencer to have higher motivation and performance level of employees?
According to Conradty and Bogner (2019), Rewards provided by employees help in
increasing the level of motivation and productivity within the company. Motivation and
performance are connected with each other the higher the level of motivation among
employees, the higher they perform and the lower the level of motivation, the lower the level
of performance in the competitive market. Employers of Marks and Spencer always focus on
employing a productive workforce in order to get recognized for their efforts and hard work.
Rewarding an employee for doing the job in a proper manner inspires them to be more
productive and work hard to achieve the set goals and objectives of the business. With the
changing situations and conditions, the company is moving towards online platforms for
increasing the sale of products and services in the market. That is why it is important for the
company to provide attractive rewards to their employees so that they feel important and
valued for the work they perform. There are several strong and effective ways that the
company provide ton increase motivation and performance of employees which are explained
below:
Provide unique rewards – Offering a different variety of unique rewards and
valuable incentives helps in inspiring employees for doing hard work in a smart way.
Marks and Spencer has its own culture that is different from other companies, that is
why it is important for the company to offer innovative and unique rewards that helps
in improving the working efficiency and effectiveness of employees for achieving
high growth and success in the highly competitive market. This not only enhances the
employee performance but also increases the motivation level of employees within
the company (Brooks and Wilkinson, 2022).
Invest more in developing personality – One of the main responsibility of any
leader is to invest money in the future of retaining talent of the employee within the
company in order to gain success and profitability in the market. Marks and Spencer
7 | P a g e
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encourage employees by providing online training courses and programs that helps in
building their career and provide high growth in their personality as they feel
confident. The knowledge and skills gained is of value in receiving growth in the
market and will help in enhancing the quality of their work in the business.
Promoting wellness in the company – This is also considered as a way by which
company increase the motivation and performance level of employees. Marks and
Spencer can provide rewards like subsidized or free gym memberships for keeping
their employees healthy and fit. The company can also offers health insurance benefit
to employees in order to promote wellness. This provides several benefits to the
company when company takes care of their employees such as improved well-being
and health of employees, reducing absenteeism and raising productivity.
Performance based rewards – Performance based awards are the best that helps in
gaining more productivity and working efficiency among employees (Wong, ieseler
and Kost, 2020). Marks and Spencer can offer various awards to the employees on the
basis of performance such as employee of the month for achieving monthly targets
and employee of the year for managing and controlling team members properly and
effectively. Performance based awards always works as a motivating source for all
employees which results in boosting their morale and motivation for improved
performance and productivity.
2.3 Conclusion of Literature Review
It is concluded from the above gathered information in the literature review that
rewards plays an important role in the company which helps in increasing the working
efficiency and productivity of employees. Employees are considered as the main element in
the company which are responsible for bringing high success and growth in the competitive
market. Rewards and incentives helps the company in motivating and encouraging employees
for giving their best in order to attain more share in the market. Attractive rewards motivate
and inspires employees for contributing to the common goals of the company. Thus, rewards
are the basic system adopted by the company for engaging and retaining employees for a
longer period of time in order to achieve competitive advantage over other rival companies.
8 | P a g e
building their career and provide high growth in their personality as they feel
confident. The knowledge and skills gained is of value in receiving growth in the
market and will help in enhancing the quality of their work in the business.
Promoting wellness in the company – This is also considered as a way by which
company increase the motivation and performance level of employees. Marks and
Spencer can provide rewards like subsidized or free gym memberships for keeping
their employees healthy and fit. The company can also offers health insurance benefit
to employees in order to promote wellness. This provides several benefits to the
company when company takes care of their employees such as improved well-being
and health of employees, reducing absenteeism and raising productivity.
Performance based rewards – Performance based awards are the best that helps in
gaining more productivity and working efficiency among employees (Wong, ieseler
and Kost, 2020). Marks and Spencer can offer various awards to the employees on the
basis of performance such as employee of the month for achieving monthly targets
and employee of the year for managing and controlling team members properly and
effectively. Performance based awards always works as a motivating source for all
employees which results in boosting their morale and motivation for improved
performance and productivity.
2.3 Conclusion of Literature Review
It is concluded from the above gathered information in the literature review that
rewards plays an important role in the company which helps in increasing the working
efficiency and productivity of employees. Employees are considered as the main element in
the company which are responsible for bringing high success and growth in the competitive
market. Rewards and incentives helps the company in motivating and encouraging employees
for giving their best in order to attain more share in the market. Attractive rewards motivate
and inspires employees for contributing to the common goals of the company. Thus, rewards
are the basic system adopted by the company for engaging and retaining employees for a
longer period of time in order to achieve competitive advantage over other rival companies.
8 | P a g e
Chapter 3: Methodology
3.1 Research Process
Research methodology is one of the crucial chapters in the overall dissertation. It can
be defined as a systematic process to identify, analyse and interpret the data. This section is
also important because the attainment of aim and objective in accurate manner also depends
upon the type of data gathered. Researcher uses various philosophies, approaches, strategy
etc., to gather and analyse information as per the requirement of the investigation. The
readers also evaluate the validity and reliability of the research by the kind of data use in the
study (Whicher, Philbin and Aronson, 2018). Research methodology also answers the two
vital question of the investigator that are how data will be gathered and how it will be
analysed. The methodology is also divided into various sub components which is discussed
with the help of Saunders research onion framework.
3.2
Research
Philosophy
Research philosophy is the set of principles which tells about the type of data need to
be collected as per the current chosen topic. There are two types of philosophies which are
Positivism and interpretivism. Positivism philosophy gathers and analyse objective data. In
the other hand interpretivism collects and evaluates subjective information. In the current
investigation, researcher has selected positivism philosophy. The reason for choosing this
9 | P a g e
Figure 1: Research onion Framework
3.1 Research Process
Research methodology is one of the crucial chapters in the overall dissertation. It can
be defined as a systematic process to identify, analyse and interpret the data. This section is
also important because the attainment of aim and objective in accurate manner also depends
upon the type of data gathered. Researcher uses various philosophies, approaches, strategy
etc., to gather and analyse information as per the requirement of the investigation. The
readers also evaluate the validity and reliability of the research by the kind of data use in the
study (Whicher, Philbin and Aronson, 2018). Research methodology also answers the two
vital question of the investigator that are how data will be gathered and how it will be
analysed. The methodology is also divided into various sub components which is discussed
with the help of Saunders research onion framework.
3.2
Research
Philosophy
Research philosophy is the set of principles which tells about the type of data need to
be collected as per the current chosen topic. There are two types of philosophies which are
Positivism and interpretivism. Positivism philosophy gathers and analyse objective data. In
the other hand interpretivism collects and evaluates subjective information. In the current
investigation, researcher has selected positivism philosophy. The reason for choosing this
9 | P a g e
Figure 1: Research onion Framework
philosophy is that it will analyses quantitative data in more valuable and generalised manner.
This philosophy also helps in showing the present trend and pattern for the topic as well as
gathers data with full freedom (Coombes and Ryder, 2019).
3.3 Research Approach
It can be defined as the process of testing and evaluating various theories and
hypothesis on the basis of collected data. Research approach is divided into two parts which
are deductive and inductive approach. Deductive approach tests the hypothesis on the basis of
quantitative information whereas inductive approach tests the theories on the basis of
qualitative data. As per the present research, deductive approach is used to test the hypothesis
(Shields, 2019). The reasons for choosing this approach is that it will test existing hypothesise
instead of laying focus on developing new theories. The other benefit is that it will help in
knowing the casual relationship between variables so that hypothesis can be tested
effectively.
3.4 Research Strategy
It is a step by step procedure which gathers data about the thoughts and ideas of the
researcher, there are various type of research strategies such as survey, case study, systematic
literature review, experiment research, focused group and many more (Thomas, 2021). In the
existing research, investigator has used survey strategy to gather data from the society. The
main rational for choosing this is that it is cost effective process as well as require less time to
collect information. Another reason is scalability which means through this approach
information can be gathers from large audience for the single time.
3.5 Research Choice
Research choice is being made by the researcher so that they can collect right type of
data as per the requirement of the investigator. Quantitative and qualitative are the two
research choices. Quantitative research is used to gather and analyse numerical information.
On the other hand, qualitative research collects and evaluates non numerical information
(Sileyew, 2019). As per the current study research has chosen quantitative research choice for
conducting the research in appropriate manner. The reason for this is that it will gather and
analyses information based on numbers and figures. Other reason is collecting and analysing
numerical information is quite easier and also requires less cost.
10 | P a g e
This philosophy also helps in showing the present trend and pattern for the topic as well as
gathers data with full freedom (Coombes and Ryder, 2019).
3.3 Research Approach
It can be defined as the process of testing and evaluating various theories and
hypothesis on the basis of collected data. Research approach is divided into two parts which
are deductive and inductive approach. Deductive approach tests the hypothesis on the basis of
quantitative information whereas inductive approach tests the theories on the basis of
qualitative data. As per the present research, deductive approach is used to test the hypothesis
(Shields, 2019). The reasons for choosing this approach is that it will test existing hypothesise
instead of laying focus on developing new theories. The other benefit is that it will help in
knowing the casual relationship between variables so that hypothesis can be tested
effectively.
3.4 Research Strategy
It is a step by step procedure which gathers data about the thoughts and ideas of the
researcher, there are various type of research strategies such as survey, case study, systematic
literature review, experiment research, focused group and many more (Thomas, 2021). In the
existing research, investigator has used survey strategy to gather data from the society. The
main rational for choosing this is that it is cost effective process as well as require less time to
collect information. Another reason is scalability which means through this approach
information can be gathers from large audience for the single time.
3.5 Research Choice
Research choice is being made by the researcher so that they can collect right type of
data as per the requirement of the investigator. Quantitative and qualitative are the two
research choices. Quantitative research is used to gather and analyse numerical information.
On the other hand, qualitative research collects and evaluates non numerical information
(Sileyew, 2019). As per the current study research has chosen quantitative research choice for
conducting the research in appropriate manner. The reason for this is that it will gather and
analyses information based on numbers and figures. Other reason is collecting and analysing
numerical information is quite easier and also requires less cost.
10 | P a g e
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3.6 Time Horizon
Time horizon is the process which tells about the investing time for completing the
investigation in accurate manner. Time framework is divided into two parts which are cross
sectional and longitudinal. Cross sectional conduct research is shorter time and longitudinal
take longer duration to gather and complete research. In the current investigation, investigator
has selected cross sectional time horizon (Ratnam, 2019). The reason for this is it will take
short time for collecting data. As well as can observe multiple variable in the single go and
also gathers the data as per the current scenario prevailing in the society so that accurate data
is being used.
3.7 Research Methodology and Tools
Data collection is the process of gathering data from various sources. There are two
data collection source which are primary source and secondary source. Primary sources
collect first-hand information and the secondary use second hand information. Some of
primary source are questionnaire, interview and many more, whereas secondary sources are
books, journal, online sites and many more. In the current investigation both the sources is
used to gather information (Mkandawire, 2019). Primary source is used for the data analysis
part and secondary data is be used in literature review section. Primary data is directly
collected from the respondent and is fresh data. On the other hand, secondary data is
collected from online sites and article.
Research instrument used for primary data is questionnaire and for secondary data it
is systematic literature review.
3.8 Sampling Approach
Sampling is the process of taking out samples from the whole human population.
Using this method accurate respondent is selected so that right information can be collected.
There are two sampling technique that are probability sampling and non probability
sampling. Probability sampling selects sample in such a manner that each and every
respondent gets chance of being selected (Buntin, 2020). Non probability sampling takes
sample on biases manner. As per the current investigation, probability sampling is chosen for
selecting samples. Further in that random sampling method is used in order to select sample
on equal and fair manner. The sample size is 50 employees of Marks and Spencer.
11 | P a g e
Time horizon is the process which tells about the investing time for completing the
investigation in accurate manner. Time framework is divided into two parts which are cross
sectional and longitudinal. Cross sectional conduct research is shorter time and longitudinal
take longer duration to gather and complete research. In the current investigation, investigator
has selected cross sectional time horizon (Ratnam, 2019). The reason for this is it will take
short time for collecting data. As well as can observe multiple variable in the single go and
also gathers the data as per the current scenario prevailing in the society so that accurate data
is being used.
3.7 Research Methodology and Tools
Data collection is the process of gathering data from various sources. There are two
data collection source which are primary source and secondary source. Primary sources
collect first-hand information and the secondary use second hand information. Some of
primary source are questionnaire, interview and many more, whereas secondary sources are
books, journal, online sites and many more. In the current investigation both the sources is
used to gather information (Mkandawire, 2019). Primary source is used for the data analysis
part and secondary data is be used in literature review section. Primary data is directly
collected from the respondent and is fresh data. On the other hand, secondary data is
collected from online sites and article.
Research instrument used for primary data is questionnaire and for secondary data it
is systematic literature review.
3.8 Sampling Approach
Sampling is the process of taking out samples from the whole human population.
Using this method accurate respondent is selected so that right information can be collected.
There are two sampling technique that are probability sampling and non probability
sampling. Probability sampling selects sample in such a manner that each and every
respondent gets chance of being selected (Buntin, 2020). Non probability sampling takes
sample on biases manner. As per the current investigation, probability sampling is chosen for
selecting samples. Further in that random sampling method is used in order to select sample
on equal and fair manner. The sample size is 50 employees of Marks and Spencer.
11 | P a g e
3.9 Data analysis
Data analysis is the technique of inspecting and cleaning data in order to get useful
information from the raw data. There are two data analysis technique which are frequency
distribution and thematic analysis. Frequency distribution method evaluates numerical data
and thematic measure non numerical information. As per the current study, frequency
distribution is used by the researcher in order to analyse quantitative data, using this method
is quite easier as well as require less time and cost.
3.10 Ethical Implications
Ethical consideration is the collection of various ethics and norms which is followed by
the research. These values are being used so that information can be gathers from the society
without harming anybody feeling and sentiments. The ethics also need to follow so that they
cannot collect data hurt emotion of the society (Fuentes, 2020). Some of the ethics which
need to be following are voluntarily participants, consent forms, honesty, integrity,
transparency, openness and many more. Ethical consideration helps the researcher to attain
their aim and objective in valuable manner with the consent of the society and not harming
the community.
Chapter 4: Findings (Data presentation)
Frequency distribution table
Q1) Do you think, is it important for the organisation to
motivate their employee?
FREQUENCY
a) Yes 40
b) No 10
Q2) Do you think that reward plays a vital role for the
employee in the organisation?
FREQUENCY
a) Yes 45
b) No 5
Q3) Do you feel excited when you get reward or benefit for FREQUENCY
12 | P a g e
Data analysis is the technique of inspecting and cleaning data in order to get useful
information from the raw data. There are two data analysis technique which are frequency
distribution and thematic analysis. Frequency distribution method evaluates numerical data
and thematic measure non numerical information. As per the current study, frequency
distribution is used by the researcher in order to analyse quantitative data, using this method
is quite easier as well as require less time and cost.
3.10 Ethical Implications
Ethical consideration is the collection of various ethics and norms which is followed by
the research. These values are being used so that information can be gathers from the society
without harming anybody feeling and sentiments. The ethics also need to follow so that they
cannot collect data hurt emotion of the society (Fuentes, 2020). Some of the ethics which
need to be following are voluntarily participants, consent forms, honesty, integrity,
transparency, openness and many more. Ethical consideration helps the researcher to attain
their aim and objective in valuable manner with the consent of the society and not harming
the community.
Chapter 4: Findings (Data presentation)
Frequency distribution table
Q1) Do you think, is it important for the organisation to
motivate their employee?
FREQUENCY
a) Yes 40
b) No 10
Q2) Do you think that reward plays a vital role for the
employee in the organisation?
FREQUENCY
a) Yes 45
b) No 5
Q3) Do you feel excited when you get reward or benefit for FREQUENCY
12 | P a g e
your performance?
a) Yes 20
b) No 15
c) Can’t say 15
Q4) Do you feel motivated while working in the organisation? FREQUENCY
a) Yes 30
b) No 5
c) Can’t say 15
Q5) Do you think that reward plays an important part for
increasing the motivation level of the employee within an
organisation?
FREQUENCY
a) Yes 35
b) No 5
c) Maybe 10
Q6) Do you think that reward helps the organisation to
increase the productivity and performance level of the
employee?
FREQUENCY
a) Yes 40
b) No 5
c) Maybe 5
Q7) Do you think that top manager of Marks and Spencer put
efforts to decide appropriate reward strategy for the employee?
FREQUENCY
a) Yes 18
b) No 16
13 | P a g e
a) Yes 20
b) No 15
c) Can’t say 15
Q4) Do you feel motivated while working in the organisation? FREQUENCY
a) Yes 30
b) No 5
c) Can’t say 15
Q5) Do you think that reward plays an important part for
increasing the motivation level of the employee within an
organisation?
FREQUENCY
a) Yes 35
b) No 5
c) Maybe 10
Q6) Do you think that reward helps the organisation to
increase the productivity and performance level of the
employee?
FREQUENCY
a) Yes 40
b) No 5
c) Maybe 5
Q7) Do you think that top manager of Marks and Spencer put
efforts to decide appropriate reward strategy for the employee?
FREQUENCY
a) Yes 18
b) No 16
13 | P a g e
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c) Can’t say 16
Q8) Do you feel proud to be recognised for your performance
and getting rewards for it?
FREQUENCY
a) Yes 40
b) No 7
c) Cant’ says 3
Q9) Do Marks and Spencer fairly recognised their best
performance and provide equal rewards to their employee?
FREQUENCY
a) Yes 35
b) No 8
c) Maybe 7
Q10) What types of rewards offer by Marks and Spencer to
their employee which helps in increasing the level of
motivation among them?
FREQUENCY
a) Monetary rewards 20
b) Non monetary reward 20
c) Both monetary and non monetary reward 10
Q11) What kinds of Monetary rewards provided by Marks and
Spencer to their workforce?
FREQUENCY
a) Bonus 20
b) Pay and Allowances 10
c) Profit sharing 10
d) Productivity linked wage incentives 10
14 | P a g e
Q8) Do you feel proud to be recognised for your performance
and getting rewards for it?
FREQUENCY
a) Yes 40
b) No 7
c) Cant’ says 3
Q9) Do Marks and Spencer fairly recognised their best
performance and provide equal rewards to their employee?
FREQUENCY
a) Yes 35
b) No 8
c) Maybe 7
Q10) What types of rewards offer by Marks and Spencer to
their employee which helps in increasing the level of
motivation among them?
FREQUENCY
a) Monetary rewards 20
b) Non monetary reward 20
c) Both monetary and non monetary reward 10
Q11) What kinds of Monetary rewards provided by Marks and
Spencer to their workforce?
FREQUENCY
a) Bonus 20
b) Pay and Allowances 10
c) Profit sharing 10
d) Productivity linked wage incentives 10
14 | P a g e
Q12) What kinds of Non monetary reward offer by Marks and
Spencer to their staff?
FREQUENCY
a) Extra leave 17
b) Flexible working 15
c) Public recognition for their performance 11
d) One on one meeting 7
Q13) Are you satisfy by the type of reward offer by the Marks
and Spencer to their employee?
FREQUENCY
a) Strongly satisfy 20
b) Satisfy 10
c) Neutral 5
d) Dissatisfy 8
e) Strongly dissatisfy 7
Q14) What possible influence of different rewards and
incentives on the overall employee motivation level within the
Marks and Spencer?
FREQUENCY
a) Increasing productivity 20
b) Rewards and incentives make employees happy 10
c) Reward team cooperation 8
d) Always appreciate good performance 7
e) Change rewards and incentives frequently 5
Q15) What are some challenges faced by Marks and Spencer
manger while deciding the reward and incentive strategy for
FREQUENCY
15 | P a g e
Spencer to their staff?
FREQUENCY
a) Extra leave 17
b) Flexible working 15
c) Public recognition for their performance 11
d) One on one meeting 7
Q13) Are you satisfy by the type of reward offer by the Marks
and Spencer to their employee?
FREQUENCY
a) Strongly satisfy 20
b) Satisfy 10
c) Neutral 5
d) Dissatisfy 8
e) Strongly dissatisfy 7
Q14) What possible influence of different rewards and
incentives on the overall employee motivation level within the
Marks and Spencer?
FREQUENCY
a) Increasing productivity 20
b) Rewards and incentives make employees happy 10
c) Reward team cooperation 8
d) Always appreciate good performance 7
e) Change rewards and incentives frequently 5
Q15) What are some challenges faced by Marks and Spencer
manger while deciding the reward and incentive strategy for
FREQUENCY
15 | P a g e
their employee?
a) Fear of employee being adopt the type of reward 25
b) Poor understanding of line mangers about reward 5
c) Reward is not perceived as fair 10
d) Cannot increase the pay level because of budget constraints 5
Q 16) Suggest some effective ways and forms of rewards that
can be provided by Marks and Spencer to have higher
motivation and performance level of employees?
FREQUENCY
a) Provide unique rewards 18
b) Invest more in developing personality 7
c) Promoting wellness in the company 10
d) Performance based rewards 15
Q17) What is the overall impact of reward and incentive on
employee motivation and performance level?
FREQUENCY
a) Positive impact 35
b) Negative impact 5
c) Neutral impact 10
Data presentation
Table 1: important for the organisation to motivate their employee
Q1) Do you think, is it important for the organisation to
motivate their employee?
FREQUENCY
a) Yes 40
b) No 10
16 | P a g e
a) Fear of employee being adopt the type of reward 25
b) Poor understanding of line mangers about reward 5
c) Reward is not perceived as fair 10
d) Cannot increase the pay level because of budget constraints 5
Q 16) Suggest some effective ways and forms of rewards that
can be provided by Marks and Spencer to have higher
motivation and performance level of employees?
FREQUENCY
a) Provide unique rewards 18
b) Invest more in developing personality 7
c) Promoting wellness in the company 10
d) Performance based rewards 15
Q17) What is the overall impact of reward and incentive on
employee motivation and performance level?
FREQUENCY
a) Positive impact 35
b) Negative impact 5
c) Neutral impact 10
Data presentation
Table 1: important for the organisation to motivate their employee
Q1) Do you think, is it important for the organisation to
motivate their employee?
FREQUENCY
a) Yes 40
b) No 10
16 | P a g e
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a) Yes b) No
40
10
Important for the organisation to
motivate their employee
Figure 2: important for the organisation to motivate their employee
Table 2: Reward plays a vital role for the employee in the organisation
Q2) Do you think that reward plays a vital role for the
employee in the organisation?
FREQUENCY
a) Yes 45
b) No 5
17 | P a g e
40
10
Important for the organisation to
motivate their employee
Figure 2: important for the organisation to motivate their employee
Table 2: Reward plays a vital role for the employee in the organisation
Q2) Do you think that reward plays a vital role for the
employee in the organisation?
FREQUENCY
a) Yes 45
b) No 5
17 | P a g e
a) Yes b) No
45
5
Reward plays a vital role for the
employee in the organisation
Figure 3: Reward plays a vital role for the employee in the organisation
Table 3: Employees feel excited when you get reward or benefit for your performance
Q3) Do you feel excited when you get reward or benefit for
your performance?
FREQUENCY
a) Yes 20
b) No 15
c) Can’t say 15
18 | P a g e
45
5
Reward plays a vital role for the
employee in the organisation
Figure 3: Reward plays a vital role for the employee in the organisation
Table 3: Employees feel excited when you get reward or benefit for your performance
Q3) Do you feel excited when you get reward or benefit for
your performance?
FREQUENCY
a) Yes 20
b) No 15
c) Can’t say 15
18 | P a g e
a) Yes b) No c) Can’t say
20
15 15
Feel excited when you get reward or
benefit for your performance
Figure 4: Employees feel excited when you get reward or benefit for your performance
Table 4: Employees feel motivated while working in the organisation
Q4) Do you feel motivated while working in the organisation? FREQUENCY
a) Yes 30
b) No 5
c) Can’t say 15
a) Yes b) No c) Can’t say
30
5
15
Feel motivated while working in the
organisation
Figure 5: Employees feel motivated while working in the organisation
19 | P a g e
20
15 15
Feel excited when you get reward or
benefit for your performance
Figure 4: Employees feel excited when you get reward or benefit for your performance
Table 4: Employees feel motivated while working in the organisation
Q4) Do you feel motivated while working in the organisation? FREQUENCY
a) Yes 30
b) No 5
c) Can’t say 15
a) Yes b) No c) Can’t say
30
5
15
Feel motivated while working in the
organisation
Figure 5: Employees feel motivated while working in the organisation
19 | P a g e
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Table 5: Reward plays an important part for increasing the motivation level of the employee within an organisation
Q5) Do you think that reward plays an important part for
increasing the motivation level of the employee within an
organisation?
FREQUENCY
a) Yes 35
b) No 5
c) Maybe 10
a) Yes b) No c) Maybe
35
5
10
Reward plays an important part for
increasing the motivation level of the
employee within an organisation
Figure 6: Reward plays an important part for increasing the motivation level of the employee within an organisation
Table 6: Reward helps the organisation to increase the productivity and performance level of the employee
Q6) Do you think that reward helps the organisation to
increase the productivity and performance level of the
employee?
FREQUENCY
a) Yes 40
b) No 5
c) Maybe 5
20 | P a g e
Q5) Do you think that reward plays an important part for
increasing the motivation level of the employee within an
organisation?
FREQUENCY
a) Yes 35
b) No 5
c) Maybe 10
a) Yes b) No c) Maybe
35
5
10
Reward plays an important part for
increasing the motivation level of the
employee within an organisation
Figure 6: Reward plays an important part for increasing the motivation level of the employee within an organisation
Table 6: Reward helps the organisation to increase the productivity and performance level of the employee
Q6) Do you think that reward helps the organisation to
increase the productivity and performance level of the
employee?
FREQUENCY
a) Yes 40
b) No 5
c) Maybe 5
20 | P a g e
a) Yes b) No c) Maybe
40
5 5
Reward helps the organisation to
increase the productivity and
performance level of the employee
Figure 7: Reward helps the organisation to increase the productivity and performance level of the employee
Table 7: Top manager of Marks and Spencer put efforts to decide appropriate reward strategy for the employee
Q7) Do you think that top manager of Marks and Spencer put
efforts to decide appropriate reward strategy for the employee?
FREQUENCY
a) Yes 18
b) No 16
c) Can’t say 16
a) Yes b) No c) Can’t say
18
16 16
Top manager of Marks and Spencer
put efforts to decide appropriate
reward strategy for the employee
Figure 8 Top manager of Marks and Spencer put efforts to decide appropriate reward strategy for the employee:
21 | P a g e
40
5 5
Reward helps the organisation to
increase the productivity and
performance level of the employee
Figure 7: Reward helps the organisation to increase the productivity and performance level of the employee
Table 7: Top manager of Marks and Spencer put efforts to decide appropriate reward strategy for the employee
Q7) Do you think that top manager of Marks and Spencer put
efforts to decide appropriate reward strategy for the employee?
FREQUENCY
a) Yes 18
b) No 16
c) Can’t say 16
a) Yes b) No c) Can’t say
18
16 16
Top manager of Marks and Spencer
put efforts to decide appropriate
reward strategy for the employee
Figure 8 Top manager of Marks and Spencer put efforts to decide appropriate reward strategy for the employee:
21 | P a g e
Table 8: Employees feel proud to be recognised for your performance and getting rewards for it
Q8) Do you feel proud to be recognised for your performance
and getting rewards for it?
FREQUENCY
a) Yes 40
b) No 7
c) Cant’ says 3
a) Yes b) No c) Cant’ says
40
7 3
Feel proud to be recognised for your
performance and getting rewards for
it
Figure 9: Employees feel proud to be recognised for your performance and getting rewards for it
Table 9: Marks and Spencer fairly recognised their best performance and provide equal rewards to their employee
Q9) Do Marks and Spencer fairly recognised their best
performance and provide equal rewards to their employee?
FREQUENCY
a) Yes 35
b) No 8
c) Maybe 7
22 | P a g e
Q8) Do you feel proud to be recognised for your performance
and getting rewards for it?
FREQUENCY
a) Yes 40
b) No 7
c) Cant’ says 3
a) Yes b) No c) Cant’ says
40
7 3
Feel proud to be recognised for your
performance and getting rewards for
it
Figure 9: Employees feel proud to be recognised for your performance and getting rewards for it
Table 9: Marks and Spencer fairly recognised their best performance and provide equal rewards to their employee
Q9) Do Marks and Spencer fairly recognised their best
performance and provide equal rewards to their employee?
FREQUENCY
a) Yes 35
b) No 8
c) Maybe 7
22 | P a g e
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a) Yes b) No c) Maybe
35
8 7
Marks and Spencer fairly recognised
their best performance and provide
equal rewards to their employee
Figure 10: : Marks and Spencer fairly recognised their best performance and provide equal rewards to their employee
Table 10: Types of rewards offer by Marks and Spencer to their employee which helps in increasing the level of motivation
among them
Q10) What types of rewards offer by Marks and Spencer to
their employee which helps in increasing the level of
motivation among them?
FREQUENCY
a) Monetary rewards 20
b) Non monetary reward 20
c) Both monetary and non monetary reward 10
23 | P a g e
35
8 7
Marks and Spencer fairly recognised
their best performance and provide
equal rewards to their employee
Figure 10: : Marks and Spencer fairly recognised their best performance and provide equal rewards to their employee
Table 10: Types of rewards offer by Marks and Spencer to their employee which helps in increasing the level of motivation
among them
Q10) What types of rewards offer by Marks and Spencer to
their employee which helps in increasing the level of
motivation among them?
FREQUENCY
a) Monetary rewards 20
b) Non monetary reward 20
c) Both monetary and non monetary reward 10
23 | P a g e
a) Monetary
rewards b) Non
monetary
reward
c) Both
monetary and
non monetary
reward
20 20
10
Types of rewards offer by Marks and
Spencer to their employee which
helps in increasing the level of
motivation
Figure 11: Types of rewards offer by Marks and Spencer to their employee which helps in increasing the level of motivation
among them
Table 11: Kinds of Monetary rewards provided by Marks and Spencer to their workforce
Q11) What kinds of Monetary rewards provided by Marks and
Spencer to their workforce?
FREQUENCY
a) Bonus 20
b) Pay and Allowances 10
c) Profit sharing 10
d) Productivity linked wage incentives 10
24 | P a g e
rewards b) Non
monetary
reward
c) Both
monetary and
non monetary
reward
20 20
10
Types of rewards offer by Marks and
Spencer to their employee which
helps in increasing the level of
motivation
Figure 11: Types of rewards offer by Marks and Spencer to their employee which helps in increasing the level of motivation
among them
Table 11: Kinds of Monetary rewards provided by Marks and Spencer to their workforce
Q11) What kinds of Monetary rewards provided by Marks and
Spencer to their workforce?
FREQUENCY
a) Bonus 20
b) Pay and Allowances 10
c) Profit sharing 10
d) Productivity linked wage incentives 10
24 | P a g e
a) Bonus b) Pay and
Allowances c) Profit sharing d) Productivity
linked wage
incentives
20
10 10 10
Kinds of Monetary rewards provided
by Marks and Spencer to their
workforce
Figure 12: Kinds of Monetary rewards provided by Marks and Spencer to their workforce
Table 12: Kinds of Non-monetary reward offer by Marks and Spencer to their staff
Q12) What kinds of Non-monetary reward offer by Marks and
Spencer to their staff?
FREQUENCY
a) Extra leave 17
b) Flexible working 15
c) Public recognition for their performance 11
d) One on one meeting 7
25 | P a g e
Allowances c) Profit sharing d) Productivity
linked wage
incentives
20
10 10 10
Kinds of Monetary rewards provided
by Marks and Spencer to their
workforce
Figure 12: Kinds of Monetary rewards provided by Marks and Spencer to their workforce
Table 12: Kinds of Non-monetary reward offer by Marks and Spencer to their staff
Q12) What kinds of Non-monetary reward offer by Marks and
Spencer to their staff?
FREQUENCY
a) Extra leave 17
b) Flexible working 15
c) Public recognition for their performance 11
d) One on one meeting 7
25 | P a g e
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a) Extra leave b) Flexible
working c) Public
recognition for
their performance
d) One on one
meeting
17
15
11
7
Kinds of Non monetary reward offer
by Marks and Spencer to their staff
Figure 13: Kinds of Non-monetary reward offer by Marks and Spencer to their staff
Table 13: Employees you satisfy by the type of reward offer by the Marks and Spencer to their employee
Q13) Are you satisfy by the type of reward offer by the Marks
and Spencer to their employee?
FREQUENCY
a) Strongly satisfy 20
b) Satisfy 10
c) Neutral 5
d) Dissatisfy 8
e) Strongly dissatisfy 7
26 | P a g e
working c) Public
recognition for
their performance
d) One on one
meeting
17
15
11
7
Kinds of Non monetary reward offer
by Marks and Spencer to their staff
Figure 13: Kinds of Non-monetary reward offer by Marks and Spencer to their staff
Table 13: Employees you satisfy by the type of reward offer by the Marks and Spencer to their employee
Q13) Are you satisfy by the type of reward offer by the Marks
and Spencer to their employee?
FREQUENCY
a) Strongly satisfy 20
b) Satisfy 10
c) Neutral 5
d) Dissatisfy 8
e) Strongly dissatisfy 7
26 | P a g e
a) Strongly
satisfy b) Satisfy c) Neutral d) Dissatisfy e) Strongly
dissatisfy
20
10
5
8 7
Satisfy by the type of reward offer by
the Marks and Spencer to their
employee
Figure 14: Employees you satisfy by the type of reward offer by the Marks and Spencer to their employee
Table 14: Possible influence of different rewards and incentives on the overall employee motivation level within the Marks
and Spencer
Q14) What possible influence of different rewards and
incentives on the overall employee motivation level within the
Marks and Spencer?
FREQUENCY
a) Increasing productivity 20
b) Rewards and incentives make employees happy 10
c) Reward team cooperation 8
d) Always appreciate good performance 7
e) Change rewards and incentives frequently 5
27 | P a g e
satisfy b) Satisfy c) Neutral d) Dissatisfy e) Strongly
dissatisfy
20
10
5
8 7
Satisfy by the type of reward offer by
the Marks and Spencer to their
employee
Figure 14: Employees you satisfy by the type of reward offer by the Marks and Spencer to their employee
Table 14: Possible influence of different rewards and incentives on the overall employee motivation level within the Marks
and Spencer
Q14) What possible influence of different rewards and
incentives on the overall employee motivation level within the
Marks and Spencer?
FREQUENCY
a) Increasing productivity 20
b) Rewards and incentives make employees happy 10
c) Reward team cooperation 8
d) Always appreciate good performance 7
e) Change rewards and incentives frequently 5
27 | P a g e
a) Increasing
productivity b) Rewards and
incentives make
employees happy
c) Reward team
cooperation d) Always
appreciate good
performance
e) Change
rewards and
incentives
frequently
20
10
8 7
5
Influence of different rewards and
incentives on the overall employee
motivation level within the Marks and
Spencer
Figure 15: Possible influence of different rewards and incentives on the overall employee motivation level within the Marks
and Spencer
Table 15: Some challenges faced by Marks and Spencer manger while deciding the reward and incentive strategy for their
employee
Q15) What are some challenges faced by Marks and Spencer
manger while deciding the reward and incentive strategy for
their employee?
FREQUENCY
a) Fear of employee being adopt the type of reward 25
b) Poor understanding of line mangers about reward 5
c) Reward is not perceived as fair 10
d) Cannot increase the pay level because of budget constraints 5
28 | P a g e
productivity b) Rewards and
incentives make
employees happy
c) Reward team
cooperation d) Always
appreciate good
performance
e) Change
rewards and
incentives
frequently
20
10
8 7
5
Influence of different rewards and
incentives on the overall employee
motivation level within the Marks and
Spencer
Figure 15: Possible influence of different rewards and incentives on the overall employee motivation level within the Marks
and Spencer
Table 15: Some challenges faced by Marks and Spencer manger while deciding the reward and incentive strategy for their
employee
Q15) What are some challenges faced by Marks and Spencer
manger while deciding the reward and incentive strategy for
their employee?
FREQUENCY
a) Fear of employee being adopt the type of reward 25
b) Poor understanding of line mangers about reward 5
c) Reward is not perceived as fair 10
d) Cannot increase the pay level because of budget constraints 5
28 | P a g e
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a) Fear of employee
being adopt the type
of reward
b) Poor
understanding of
line mangers about
reward
c) Reward is not
perceived as fair d) Cannot increase
the pay level
because of budget
constraints
25
5
10
5
Challenges faced by Marks and Spencer
manger while deciding the reward and
incentive strategy for their employee
Figure 16: Some challenges faced by Marks and Spencer manger while deciding the reward and incentive strategy for their
employee
Table 16: Some effective ways and forms of rewards that can be provided by Marks and Spencer to have higher motivation
and performance level of employees
Q 16) Suggest some effective ways and forms of rewards that
can be provided by Marks and Spencer to have higher
motivation and performance level of employees?
FREQUENCY
a) Provide unique rewards 18
b) Invest more in developing personality 7
c) Promoting wellness in the company 10
d) Performance based rewards 15
29 | P a g e
being adopt the type
of reward
b) Poor
understanding of
line mangers about
reward
c) Reward is not
perceived as fair d) Cannot increase
the pay level
because of budget
constraints
25
5
10
5
Challenges faced by Marks and Spencer
manger while deciding the reward and
incentive strategy for their employee
Figure 16: Some challenges faced by Marks and Spencer manger while deciding the reward and incentive strategy for their
employee
Table 16: Some effective ways and forms of rewards that can be provided by Marks and Spencer to have higher motivation
and performance level of employees
Q 16) Suggest some effective ways and forms of rewards that
can be provided by Marks and Spencer to have higher
motivation and performance level of employees?
FREQUENCY
a) Provide unique rewards 18
b) Invest more in developing personality 7
c) Promoting wellness in the company 10
d) Performance based rewards 15
29 | P a g e
a) Provide unique
rewards b) Invest more in
developing
personality
c) Promoting
wellness in the
company
d) Performance
based rewards
18
7
10
15
Some effective ways and forms of
rewards that can be provided by
Marks and Spencer
Figure 17: Some effective ways and forms of rewards that can be provided by Marks and Spencer to have higher motivation
and performance level of employees
Table 17: Overall impact of reward and incentive on employee motivation and performance level
Q17) What is the overall impact of reward and incentive on
employee motivation and performance level?
FREQUENCY
a) Positive impact 35
b) Negative impact 5
c) Neutral impact 10
30 | P a g e
rewards b) Invest more in
developing
personality
c) Promoting
wellness in the
company
d) Performance
based rewards
18
7
10
15
Some effective ways and forms of
rewards that can be provided by
Marks and Spencer
Figure 17: Some effective ways and forms of rewards that can be provided by Marks and Spencer to have higher motivation
and performance level of employees
Table 17: Overall impact of reward and incentive on employee motivation and performance level
Q17) What is the overall impact of reward and incentive on
employee motivation and performance level?
FREQUENCY
a) Positive impact 35
b) Negative impact 5
c) Neutral impact 10
30 | P a g e
a) Positive impact b) Negative impact c) Neutral impact
35
5
10
Overall impact of reward and
incentive on employee motivation
and performance level
Figure 18: Overall impact of reward and incentive on employee motivation and performance level
Chapter 5: Discussion (Data interpretation)
Q1) Do you think, is it important for the organisation to motivate their employee?
Interpretation: From the above accumulated data it is being analysed that out of 50
employees of Marks and Spencer 40 is of the view that employee motivation is important for
the organisation as well as for the employee. Rest 10 employees answer no, it is not important
for the organisation to motivate their employee.
Q2) Do you think that reward plays a vital role for the employee in the organisation?
Interpretation: From the above table and graph it is being discussed that 45 participants
answer yes that rewards plays a vital role in the life of the employee and organisation should
provide rewards and incentives to their workforces. Remaining 5 answers no, that it is not
vital to offer rewards to the staff within the organisation.
Q3) Do you feel excited when you get reward or benefit for your performance?
Interpretation: With the accumulated information it is being analysed that out of 50
respondent 20 is of the view that they feel excited when they receive reward for their
performance. 15 answer that they do not feel excited when they get any rewards or incentives
from the company. Rest 15 answer was can’t say whether they feel excited or not by getting
rewards.
31 | P a g e
35
5
10
Overall impact of reward and
incentive on employee motivation
and performance level
Figure 18: Overall impact of reward and incentive on employee motivation and performance level
Chapter 5: Discussion (Data interpretation)
Q1) Do you think, is it important for the organisation to motivate their employee?
Interpretation: From the above accumulated data it is being analysed that out of 50
employees of Marks and Spencer 40 is of the view that employee motivation is important for
the organisation as well as for the employee. Rest 10 employees answer no, it is not important
for the organisation to motivate their employee.
Q2) Do you think that reward plays a vital role for the employee in the organisation?
Interpretation: From the above table and graph it is being discussed that 45 participants
answer yes that rewards plays a vital role in the life of the employee and organisation should
provide rewards and incentives to their workforces. Remaining 5 answers no, that it is not
vital to offer rewards to the staff within the organisation.
Q3) Do you feel excited when you get reward or benefit for your performance?
Interpretation: With the accumulated information it is being analysed that out of 50
respondent 20 is of the view that they feel excited when they receive reward for their
performance. 15 answer that they do not feel excited when they get any rewards or incentives
from the company. Rest 15 answer was can’t say whether they feel excited or not by getting
rewards.
31 | P a g e
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Q4) Do you feel motivated while working in the organisation?
Interpretation: With the accumulated data from primary source it is being discussed that 30
employee feel motivated while working in the organisation. As company put efforts to boost
their morale. 5 answer no that they do not get motivated while working in the company. Rest
15 answers were maybe because they do not know whether they feel motivated or not while
doing work in the company.
Q5) Do you think that reward plays an important part for increasing the motivation level of
the employee within an organisation?
Interpretation: With the assemble piece of information it is being concluded that majority of
the respondent that is 35 participants answer that rewards play an important role in enhancing
the level of motivation among the employee within the organisation. They said that by getting
monetary or non monetary reward employee feel that they are valued which helps in boosting
their morale towards the company work.
Q6) Do you think that reward helps the organisation to increase the productivity and
performance level of the employee?
Interpretation: From the above chart it is being interpreted that out of 50 employee, 40 is of
the view that offering attractive rewards and incentive to the employee will help in increasing
the productivity and performance level of the employee. They act as motivational tool which
boost the morale of the employee towards their job.
Q7) Do you think that top manager of Marks and Spencer put efforts to decide appropriate
reward strategy for the employee?
Interpretation: With the gathered data through questionnaire it is being analysed that 18
employee says that top managers put efforts to develop reward strategy which matches the
expectation level of the employee so that they can increase their motivation. 16 say that they
do not put efforts and the rest 16 can’t answer to this question.
Q8) Do you feel proud to be recognised for your performance and getting rewards for it?
Interpretation: From the assemble piece of data it is being analysed that out of 50 employee
majority of the participants which are 40 answers that they feel very proud when they hard
work is being recognised and appreciate by the company. They says the best performer get
32 | P a g e
Interpretation: With the accumulated data from primary source it is being discussed that 30
employee feel motivated while working in the organisation. As company put efforts to boost
their morale. 5 answer no that they do not get motivated while working in the company. Rest
15 answers were maybe because they do not know whether they feel motivated or not while
doing work in the company.
Q5) Do you think that reward plays an important part for increasing the motivation level of
the employee within an organisation?
Interpretation: With the assemble piece of information it is being concluded that majority of
the respondent that is 35 participants answer that rewards play an important role in enhancing
the level of motivation among the employee within the organisation. They said that by getting
monetary or non monetary reward employee feel that they are valued which helps in boosting
their morale towards the company work.
Q6) Do you think that reward helps the organisation to increase the productivity and
performance level of the employee?
Interpretation: From the above chart it is being interpreted that out of 50 employee, 40 is of
the view that offering attractive rewards and incentive to the employee will help in increasing
the productivity and performance level of the employee. They act as motivational tool which
boost the morale of the employee towards their job.
Q7) Do you think that top manager of Marks and Spencer put efforts to decide appropriate
reward strategy for the employee?
Interpretation: With the gathered data through questionnaire it is being analysed that 18
employee says that top managers put efforts to develop reward strategy which matches the
expectation level of the employee so that they can increase their motivation. 16 say that they
do not put efforts and the rest 16 can’t answer to this question.
Q8) Do you feel proud to be recognised for your performance and getting rewards for it?
Interpretation: From the assemble piece of data it is being analysed that out of 50 employee
majority of the participants which are 40 answers that they feel very proud when they hard
work is being recognised and appreciate by the company. They says the best performer get
32 | P a g e
the rewards for their excellent performance and this helps the employee to further perform
best in order to get appreciation and recongasation.
Q9) Do Marks and Spencer fairly recognised their best performance and provide equal
rewards to their employee?
Interpretation: With the accumulated data it is being interpreted that 35 employees says that
Marks and Spencer fairly recognised the star performer of the company and then they fairly
and equal offer reward. This is done so that other employee does not feel that biasness is
prevailing in the company and they are not getting equal benefits as compared to other.
Q10) What types of rewards offer by Marks and Spencer to their employee which helps in
increasing the level of motivation among them?
Interpretation: From the above table and graphs it is being analysed that there are two types
of rewards offers by Marks and Spencer which are Monetary as well as Non monetary
reward. Out of 50 employees 20 answers that they offer monetary rewards which are in terms
of money. 2o answers that they offer non monetary rewards where incentives received are
cashless. Rest 10 answers that Marks and Spencer offer both types of rewards to their
employee.
Q11) What kinds of Monetary rewards provided by Marks and Spencer to their workforce?
Interpretation: With the assemble piece of information it is being interpreted that most of the
respondent answers that kind of monetary reward that company offer is Bonus. 20 employee
says that Marks and Spencer provide extra bonus to their employee towards the extra work
and efforts they put to attain the objective of the organisation. Rest other say the another
monetary reward company offers are pay and allowance, Profit sharing and Productivity
linked extra wage.
Q12) What kinds of Non monetary reward offer by Marks and Spencer to their staff?
Interpretation: With the assemble piece of information directly from the respondent it is
being concluded that 17 participants answers that company offer Extra leave to their
employee as a non monetary rewards. 15 say that they offer flexible working hour depends
upon the situation and the requirement of the employee as well as organisation. 11 answers
that they appreciate their employee by recognising them in public. Rest 7 is of the view that
one to one meeting is being conducted as the reward when employee does something good.
33 | P a g e
best in order to get appreciation and recongasation.
Q9) Do Marks and Spencer fairly recognised their best performance and provide equal
rewards to their employee?
Interpretation: With the accumulated data it is being interpreted that 35 employees says that
Marks and Spencer fairly recognised the star performer of the company and then they fairly
and equal offer reward. This is done so that other employee does not feel that biasness is
prevailing in the company and they are not getting equal benefits as compared to other.
Q10) What types of rewards offer by Marks and Spencer to their employee which helps in
increasing the level of motivation among them?
Interpretation: From the above table and graphs it is being analysed that there are two types
of rewards offers by Marks and Spencer which are Monetary as well as Non monetary
reward. Out of 50 employees 20 answers that they offer monetary rewards which are in terms
of money. 2o answers that they offer non monetary rewards where incentives received are
cashless. Rest 10 answers that Marks and Spencer offer both types of rewards to their
employee.
Q11) What kinds of Monetary rewards provided by Marks and Spencer to their workforce?
Interpretation: With the assemble piece of information it is being interpreted that most of the
respondent answers that kind of monetary reward that company offer is Bonus. 20 employee
says that Marks and Spencer provide extra bonus to their employee towards the extra work
and efforts they put to attain the objective of the organisation. Rest other say the another
monetary reward company offers are pay and allowance, Profit sharing and Productivity
linked extra wage.
Q12) What kinds of Non monetary reward offer by Marks and Spencer to their staff?
Interpretation: With the assemble piece of information directly from the respondent it is
being concluded that 17 participants answers that company offer Extra leave to their
employee as a non monetary rewards. 15 say that they offer flexible working hour depends
upon the situation and the requirement of the employee as well as organisation. 11 answers
that they appreciate their employee by recognising them in public. Rest 7 is of the view that
one to one meeting is being conducted as the reward when employee does something good.
33 | P a g e
Q13) Are you satisfy by the type of reward offer by the Marks and Spencer to their
employee?
Interpretation: From the above table and graphs it is being clearly visible that majority of the
employee are strongly satisfied by the kind of rewards and incentives offer by Marks and
Spencer to them. They say that company try their best to appreciate their employee which
helps them to boost their morale and satisfy by the perks they revives. Approximately 30
employees are satisfied by the kind of reward company offer to their employee.
Q14) What possible influence of different rewards and incentives on the overall employee
motivation level within the Marks and Spencer?
Interpretation: With the accumulated information it is being analysed that major influence of
various kinds of rewards is increasing productivity level of the employee. Out of 50
employees 20 says that the type of reward Marks and Spencer offer boost their amoral which
indirectly increase the productivity level in them. They work with more energy and
enthusiasm. Some other advantage that they received by the types of reward employee gets
are team cooperation, appreciation of good performance, rewards make employee happy and
many more.
Q15) What are some challenges faced by Marks and Spencer manger while deciding the
reward and incentive strategy for their employee?
Interpretation: From the collected information directly from the respondent it is being
interpreted that challenges are the part of the company. Marks and Spencer also faces some
issue while deciding the reward and incentive strategy for their employee. Out of 50
employees, 25 is of the view the foremost problem that they are facing is fear of employee
being adopt the reward strategy that they decide. Nest major issue that they face which is
voted by 10 employees is reward is not perceived as fair by the employee they think some
biasness is done in this.
Q 16) Suggest some effective ways and forms of rewards that can be provided by Marks and
Spencer to have higher motivation and performance level of employees?
Interpretation: With the accumulated data it is being discussed that the major
recommendation that is being provided by 18 employees in improving the rewards form is
providing unique rewards and incentives. This will increase the level of excitement among
34 | P a g e
employee?
Interpretation: From the above table and graphs it is being clearly visible that majority of the
employee are strongly satisfied by the kind of rewards and incentives offer by Marks and
Spencer to them. They say that company try their best to appreciate their employee which
helps them to boost their morale and satisfy by the perks they revives. Approximately 30
employees are satisfied by the kind of reward company offer to their employee.
Q14) What possible influence of different rewards and incentives on the overall employee
motivation level within the Marks and Spencer?
Interpretation: With the accumulated information it is being analysed that major influence of
various kinds of rewards is increasing productivity level of the employee. Out of 50
employees 20 says that the type of reward Marks and Spencer offer boost their amoral which
indirectly increase the productivity level in them. They work with more energy and
enthusiasm. Some other advantage that they received by the types of reward employee gets
are team cooperation, appreciation of good performance, rewards make employee happy and
many more.
Q15) What are some challenges faced by Marks and Spencer manger while deciding the
reward and incentive strategy for their employee?
Interpretation: From the collected information directly from the respondent it is being
interpreted that challenges are the part of the company. Marks and Spencer also faces some
issue while deciding the reward and incentive strategy for their employee. Out of 50
employees, 25 is of the view the foremost problem that they are facing is fear of employee
being adopt the reward strategy that they decide. Nest major issue that they face which is
voted by 10 employees is reward is not perceived as fair by the employee they think some
biasness is done in this.
Q 16) Suggest some effective ways and forms of rewards that can be provided by Marks and
Spencer to have higher motivation and performance level of employees?
Interpretation: With the accumulated data it is being discussed that the major
recommendation that is being provided by 18 employees in improving the rewards form is
providing unique rewards and incentives. This will increase the level of excitement among
34 | P a g e
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the employee as they will always very excited to know what other unique reward they are
getting.
Q17) What is the overall impact of reward and incentive on employee motivation and
performance level?
Interpretation: From the above table it is being analysed that out of 50 employees, 35 is of
the view that rewards and incentives positively impact the motivation and performance level
of the employee. It helps in increasing the morale of the employee which assist in developing
their performance in sound manner.
Chapter 6: Conclusion, Recommendations and
Implications for Further Research
Conclusion
It is being concluded from the above gathered information that rewards and incentives
are considered as the most important factor that helps the company in increasing the morale
of employees towards achieving the goals. Rewards are the source that helps in motivating
employees for improved performance and working capability in order to gain competitive
advantage over other rival companies. It has been evaluated that for enhancing the image of
the company it is important for the employers of the company to provide effective rewards to
their employees. This also helps the company in attracting more customers towards buying
new and existing products which results in high market share and growth in the competitive
market. There are different types of rewards that company offers to its employees such as
bonuses, gifts, personality development and many more for performing their best and for
building a sense of trust in the minds of customers. Company provide rewards for satisfying
employees so that they feel appreciated for the work they perform in order to achieve the
predetermined objectives. It is the responsibility of the employers to take care of their
employees so that they feel free to share their thoughts and take part freely in the decision
making process of the company. The company also chooses various ways to make employees
understand the value of rewards so that they work hard in a dedicated manner for increased
productivity. They offers unique and innovative rewards in order to improve their efficiency
and effectiveness of employees and their motivation level so that they retain in the company.
35 | P a g e
getting.
Q17) What is the overall impact of reward and incentive on employee motivation and
performance level?
Interpretation: From the above table it is being analysed that out of 50 employees, 35 is of
the view that rewards and incentives positively impact the motivation and performance level
of the employee. It helps in increasing the morale of the employee which assist in developing
their performance in sound manner.
Chapter 6: Conclusion, Recommendations and
Implications for Further Research
Conclusion
It is being concluded from the above gathered information that rewards and incentives
are considered as the most important factor that helps the company in increasing the morale
of employees towards achieving the goals. Rewards are the source that helps in motivating
employees for improved performance and working capability in order to gain competitive
advantage over other rival companies. It has been evaluated that for enhancing the image of
the company it is important for the employers of the company to provide effective rewards to
their employees. This also helps the company in attracting more customers towards buying
new and existing products which results in high market share and growth in the competitive
market. There are different types of rewards that company offers to its employees such as
bonuses, gifts, personality development and many more for performing their best and for
building a sense of trust in the minds of customers. Company provide rewards for satisfying
employees so that they feel appreciated for the work they perform in order to achieve the
predetermined objectives. It is the responsibility of the employers to take care of their
employees so that they feel free to share their thoughts and take part freely in the decision
making process of the company. The company also chooses various ways to make employees
understand the value of rewards so that they work hard in a dedicated manner for increased
productivity. They offers unique and innovative rewards in order to improve their efficiency
and effectiveness of employees and their motivation level so that they retain in the company.
35 | P a g e
Promoting health and wellness among employees helps in creating a healthy and positive
working environment where employees feel safe and secure while performing the business
activities. Generally employees like to receive rewards on the basis of their performance in
the company which helps in increasing motivation of working hard for attaining high growth
and profitability in the market.
Recommendation
Rewards are the best method for defining the performance of the employee in the
company which also helps in gaining success and growth in the competitive environment. In
order to survive in the changing market situations, it is important for the company to provide
unique and different rewards to employees. It is recommended that the company must think
about its employees more in order to increase the motivation of employees for increased
productivity and performance. Rewarding team work in the company also boosts the morale
of employees which helps in building strong relationships among team members for better
coordination and cooperation. The company must focus on providing effective rewards like
salary increment, promotion without any discrimination so that employees gets a sense of
trust that they are doing the best work and boosts morale to achieve more growth in the
company. It is important for the company to give rewards to all the talented employees for
retaining and engaging employees in the company for long period of time. The company
must also provide flexible working hours to employees so that they feel relaxed and stress
free in working in the business which indirectly increases their motivation and morale.
Keeping employees involved in the business helps in achieving high growth and profitability
in the company for better decision making and team coordination. The company must provide
increments and incentives for extra work which require high efforts in order to increase the
motivation level of employees and their performance for achieving more market share and a
large number of customers for sale of goods and services. The main aim behind giving
rewards employees is to improve their working efficiency and effectiveness in achieving high
profitability and growth in the highly competitive business environment. Thus, it is necessary
for the human resource department to provide strong rewards to their employees so that they
work with high dedication and confidence.
Implication for further research
The current investigation will be useful in future investigation as this will act as secondary
method to collect information in a systematic manner. Researcher will use this study to know
36 | P a g e
working environment where employees feel safe and secure while performing the business
activities. Generally employees like to receive rewards on the basis of their performance in
the company which helps in increasing motivation of working hard for attaining high growth
and profitability in the market.
Recommendation
Rewards are the best method for defining the performance of the employee in the
company which also helps in gaining success and growth in the competitive environment. In
order to survive in the changing market situations, it is important for the company to provide
unique and different rewards to employees. It is recommended that the company must think
about its employees more in order to increase the motivation of employees for increased
productivity and performance. Rewarding team work in the company also boosts the morale
of employees which helps in building strong relationships among team members for better
coordination and cooperation. The company must focus on providing effective rewards like
salary increment, promotion without any discrimination so that employees gets a sense of
trust that they are doing the best work and boosts morale to achieve more growth in the
company. It is important for the company to give rewards to all the talented employees for
retaining and engaging employees in the company for long period of time. The company
must also provide flexible working hours to employees so that they feel relaxed and stress
free in working in the business which indirectly increases their motivation and morale.
Keeping employees involved in the business helps in achieving high growth and profitability
in the company for better decision making and team coordination. The company must provide
increments and incentives for extra work which require high efforts in order to increase the
motivation level of employees and their performance for achieving more market share and a
large number of customers for sale of goods and services. The main aim behind giving
rewards employees is to improve their working efficiency and effectiveness in achieving high
profitability and growth in the highly competitive business environment. Thus, it is necessary
for the human resource department to provide strong rewards to their employees so that they
work with high dedication and confidence.
Implication for further research
The current investigation will be useful in future investigation as this will act as secondary
method to collect information in a systematic manner. Researcher will use this study to know
36 | P a g e
about the various methods of research to collect data as well as take useful information from
the report to meet their investigation's aim and objectives.
References
Afsar, B. and Umrani, W.A., 2019. Transformational leadership and innovative work
behavior: The role of motivation to learn, task complexity and innovation
climate. European Journal of Innovation Management.
Afsar, B., Shahjehan, A. and Shah, S.I., 2018. Frontline employees’ high-performance work
practices, trust in supervisor, job-embeddedness and turnover intentions in
hospitality industry. International Journal of Contemporary Hospitality
Management.
Brooks, S. and Wilkinson, A., 2022. Employee Voice as 18. Handbook on Management and
Employment Practices. p.351.
Bull, C., and et. al, 2019. A systematic review of the validity and reliability of patient‐
reported experience measures. Health services research. 54(5). pp.1023-1035.
Buntin, G.D., 2020. Developing a primary sampling program. In Handbook of sampling
methods for arthropods in agriculture (pp. 99-115). CRC Press.
Conradty, C. and Bogner, F.X., 2019. From STEM to STEAM: Cracking the code? How
creativity & motivation interacts with inquiry-based learning. Creativity Research
Journal, 31(3). pp.284-295.
Coombes, J. and Ryder, C., 2019. Walking together to create harmony in research: A Murri
woman’s approach to Indigenous research methodology. Qualitative Research in
Organizations and Management: An International Journal.
De Sousa Sabbagha, M., Ledimo, O. and Martins, N., 2018. Predicting staff retention from
employee motivation and job satisfaction. Journal of Psychology in Africa. 28(2)
pp.136-140.
Fuentes, A., 2020. Commentary: Other animals as kin and persons worthy of increased
ethical consideration. Cambridge Quarterly of Healthcare Ethics. 29(1). pp.38-41.
Grandey, A.A. and Sayre, G.M., 2019. Emotional labor: Regulating emotions for a
wage. Current Directions in Psychological Science, 28(2). pp.131-137.
Guhr, N., Lebek, B. and Breitner, M.H., 2019. The impact of leadership on employees'
intended information security behaviour: An examination of the full‐range leadership
theory. Information Systems Journal, 29(2). pp.340-362.
Irabor, I.E. and Okolie, U.C., 2019. A review of employees’ job satisfaction and its affect
on their retention. Annals of Spiru Haret University. Economic Series. 19(2). pp.93-
114.
Islami, X., Mulolli, E. and Mustafa, N., 2018. Using Management by Objectives as a
performance appraisal tool for employee satisfaction. Future Business Journal. 4(1).
pp.94-108.
Mkandawire, S.B., 2019. Selected common methods and tools for data collection in
research. Selected Readings in Education. 2. pp.143-153.
Musinguzi, C. And et. al, 2018. The relationship between leadership style and health worker
motivation, job satisfaction and teamwork in Uganda. Journal of healthcare
leadership, 10, p.21.
37 | P a g e
the report to meet their investigation's aim and objectives.
References
Afsar, B. and Umrani, W.A., 2019. Transformational leadership and innovative work
behavior: The role of motivation to learn, task complexity and innovation
climate. European Journal of Innovation Management.
Afsar, B., Shahjehan, A. and Shah, S.I., 2018. Frontline employees’ high-performance work
practices, trust in supervisor, job-embeddedness and turnover intentions in
hospitality industry. International Journal of Contemporary Hospitality
Management.
Brooks, S. and Wilkinson, A., 2022. Employee Voice as 18. Handbook on Management and
Employment Practices. p.351.
Bull, C., and et. al, 2019. A systematic review of the validity and reliability of patient‐
reported experience measures. Health services research. 54(5). pp.1023-1035.
Buntin, G.D., 2020. Developing a primary sampling program. In Handbook of sampling
methods for arthropods in agriculture (pp. 99-115). CRC Press.
Conradty, C. and Bogner, F.X., 2019. From STEM to STEAM: Cracking the code? How
creativity & motivation interacts with inquiry-based learning. Creativity Research
Journal, 31(3). pp.284-295.
Coombes, J. and Ryder, C., 2019. Walking together to create harmony in research: A Murri
woman’s approach to Indigenous research methodology. Qualitative Research in
Organizations and Management: An International Journal.
De Sousa Sabbagha, M., Ledimo, O. and Martins, N., 2018. Predicting staff retention from
employee motivation and job satisfaction. Journal of Psychology in Africa. 28(2)
pp.136-140.
Fuentes, A., 2020. Commentary: Other animals as kin and persons worthy of increased
ethical consideration. Cambridge Quarterly of Healthcare Ethics. 29(1). pp.38-41.
Grandey, A.A. and Sayre, G.M., 2019. Emotional labor: Regulating emotions for a
wage. Current Directions in Psychological Science, 28(2). pp.131-137.
Guhr, N., Lebek, B. and Breitner, M.H., 2019. The impact of leadership on employees'
intended information security behaviour: An examination of the full‐range leadership
theory. Information Systems Journal, 29(2). pp.340-362.
Irabor, I.E. and Okolie, U.C., 2019. A review of employees’ job satisfaction and its affect
on their retention. Annals of Spiru Haret University. Economic Series. 19(2). pp.93-
114.
Islami, X., Mulolli, E. and Mustafa, N., 2018. Using Management by Objectives as a
performance appraisal tool for employee satisfaction. Future Business Journal. 4(1).
pp.94-108.
Mkandawire, S.B., 2019. Selected common methods and tools for data collection in
research. Selected Readings in Education. 2. pp.143-153.
Musinguzi, C. And et. al, 2018. The relationship between leadership style and health worker
motivation, job satisfaction and teamwork in Uganda. Journal of healthcare
leadership, 10, p.21.
37 | P a g e
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Nguyen, T.M. and Malik, A., 2020. Cognitive processes, rewards and online knowledge
sharing behaviour: the moderating effect of organisational innovation. Journal of
Knowledge Management.
Ratnam, C., 2019. Listening to difficult stories: Listening as a research
methodology. Emotion, Space and Society. 31. pp.18-25.
Razak, A., Sarpan, S. and Ramlan, R., 2018. Effect of leadership style, motivation and work
discipline on employee performance in PT. ABC Makassar. International Review of
Management and Marketing. 8(6). p.67.
Rybnicek, R., Bergner, S. and Gutschelhofer, A., 2019. How individual needs influence
motivation effects: a neuroscientific study on McClelland’s need theory. Review of
Managerial Science. 13(2). pp.443-482.
Shields, M., 2019. Research Methodology and Statistical Methods. Scientific e-Resources.
Sileyew, K.J., 2019. Research design and methodology. In Cyberspace (pp. 1-12). Rijeka:
IntechOpen.
Spencer, M.S., 2018. Leadership Challenges Associated with Organizational Restructuring: A
Phenomenological Study (Doctoral dissertation, University of Phoenix).
Stater, K.J. and Stater, M., 2019. Is it “just work”? The impact of work rewards on job
satisfaction and turnover intent in the nonprofit, for-profit, and public sectors. The
American Review of Public Administration, 49(4). pp.495-511.
Stouten, J., Rousseau, D.M. and De Cremer, D., 2018. Successful organizational change:
Integrating the management practice and scholarly literatures. Academy of
Management Annals, 12(2). pp.752-788.
Thomas, C.G., 2021. Research methodology and scientific writing. Thrissur: Springer.
Whicher, D., Philbin, S. and Aronson, N., 2018. An overview of the impact of rare disease
characteristics on research methodology. Orphanet journal of rare diseases. 13(1).
pp.1-12.
Wilshaw, R., Fowler, P. and Wallace, B., 2021. Working in Marks and Spencer's Food and
Footwear Supply Chains.
Wong, S.I., Fieseler, C. and Kost, D., 2020. Digital labourers’ proactivity and the venture for
meaningful work: Fruitful or fruitless?. Journal of Occupational and Organizational
Psychology, 93(4). pp.887-911.
Zaki, M., 2019. Digital transformation: harnessing digital technologies for the next
generation of services. Journal of Services Marketing.
Word Count
38 | P a g e
sharing behaviour: the moderating effect of organisational innovation. Journal of
Knowledge Management.
Ratnam, C., 2019. Listening to difficult stories: Listening as a research
methodology. Emotion, Space and Society. 31. pp.18-25.
Razak, A., Sarpan, S. and Ramlan, R., 2018. Effect of leadership style, motivation and work
discipline on employee performance in PT. ABC Makassar. International Review of
Management and Marketing. 8(6). p.67.
Rybnicek, R., Bergner, S. and Gutschelhofer, A., 2019. How individual needs influence
motivation effects: a neuroscientific study on McClelland’s need theory. Review of
Managerial Science. 13(2). pp.443-482.
Shields, M., 2019. Research Methodology and Statistical Methods. Scientific e-Resources.
Sileyew, K.J., 2019. Research design and methodology. In Cyberspace (pp. 1-12). Rijeka:
IntechOpen.
Spencer, M.S., 2018. Leadership Challenges Associated with Organizational Restructuring: A
Phenomenological Study (Doctoral dissertation, University of Phoenix).
Stater, K.J. and Stater, M., 2019. Is it “just work”? The impact of work rewards on job
satisfaction and turnover intent in the nonprofit, for-profit, and public sectors. The
American Review of Public Administration, 49(4). pp.495-511.
Stouten, J., Rousseau, D.M. and De Cremer, D., 2018. Successful organizational change:
Integrating the management practice and scholarly literatures. Academy of
Management Annals, 12(2). pp.752-788.
Thomas, C.G., 2021. Research methodology and scientific writing. Thrissur: Springer.
Whicher, D., Philbin, S. and Aronson, N., 2018. An overview of the impact of rare disease
characteristics on research methodology. Orphanet journal of rare diseases. 13(1).
pp.1-12.
Wilshaw, R., Fowler, P. and Wallace, B., 2021. Working in Marks and Spencer's Food and
Footwear Supply Chains.
Wong, S.I., Fieseler, C. and Kost, D., 2020. Digital labourers’ proactivity and the venture for
meaningful work: Fruitful or fruitless?. Journal of Occupational and Organizational
Psychology, 93(4). pp.887-911.
Zaki, M., 2019. Digital transformation: harnessing digital technologies for the next
generation of services. Journal of Services Marketing.
Word Count
38 | P a g e
10990
Appendices
Appendix 1. A blank copy of Questionnaire
Questionnaire
Appendix 2. A sample of completed Questionnaire
Q1) Do you think, is it important for the organisation to motivate their employee?
a) Yes
b) No
Q2) Do you think that reward plays a vital role for the employee in the organisation?
a) Yes
39 | P a g e
Appendices
Appendix 1. A blank copy of Questionnaire
Questionnaire
Appendix 2. A sample of completed Questionnaire
Q1) Do you think, is it important for the organisation to motivate their employee?
a) Yes
b) No
Q2) Do you think that reward plays a vital role for the employee in the organisation?
a) Yes
39 | P a g e
b) No
Q3) Do you feel excited when you get reward or benefit for your performance?
a) Yes
b) No
c) Can’t say
Q4) Do you feel motivated while working in the organisation?
a) Yes
b) No
c) Can’t say
Q5) Do you think that reward plays an important part for increasing the motivation level of
the employee within an organisation?
A) Yes
b) No
c) Maybe
Q6) Do you think that reward helps the organisation to increase the productivity and
performance level of the employee?
a) Yes
b) No
c) Maybe
Q7) Do you think that top manager of Marks and Spencer put efforts to decide appropriate
reward strategy for the employee?
a) Yes
b) No
40 | P a g e
Q3) Do you feel excited when you get reward or benefit for your performance?
a) Yes
b) No
c) Can’t say
Q4) Do you feel motivated while working in the organisation?
a) Yes
b) No
c) Can’t say
Q5) Do you think that reward plays an important part for increasing the motivation level of
the employee within an organisation?
A) Yes
b) No
c) Maybe
Q6) Do you think that reward helps the organisation to increase the productivity and
performance level of the employee?
a) Yes
b) No
c) Maybe
Q7) Do you think that top manager of Marks and Spencer put efforts to decide appropriate
reward strategy for the employee?
a) Yes
b) No
40 | P a g e
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c) Can’t say
Q8) Do you feel proud to be recognised for your performance and getting rewards for it?
a) Yes
b) No
c) Can’t’ says
Q9) Do Marks and Spencer fairly recognised their best performance and provide equal
rewards to their employee?
a) Yes
b) No
c) Maybe
Q10) What types of rewards offer by Marks and Spencer to their employee which helps in
increasing the level of motivation among them?
a) Monetary rewards
b) Non-monetary reward
c) Both monetary and non-monetary reward
Q11) What kinds of Monetary rewards provided by Marks and Spencer to their workforce?
a) Bonus
b) Pay and Allowances
c) Profit sharing
d) Productivity linked wage incentives
Q12) What kinds of Non monetary reward offer by Marks and Spencer to their staff?
a) Extra leave
41 | P a g e
Q8) Do you feel proud to be recognised for your performance and getting rewards for it?
a) Yes
b) No
c) Can’t’ says
Q9) Do Marks and Spencer fairly recognised their best performance and provide equal
rewards to their employee?
a) Yes
b) No
c) Maybe
Q10) What types of rewards offer by Marks and Spencer to their employee which helps in
increasing the level of motivation among them?
a) Monetary rewards
b) Non-monetary reward
c) Both monetary and non-monetary reward
Q11) What kinds of Monetary rewards provided by Marks and Spencer to their workforce?
a) Bonus
b) Pay and Allowances
c) Profit sharing
d) Productivity linked wage incentives
Q12) What kinds of Non monetary reward offer by Marks and Spencer to their staff?
a) Extra leave
41 | P a g e
b) Flexible working
c) Public recognition for their performance
d) One on one meeting
Q13) Are you satisfy by the type of reward offer by the Marks and Spencer to their
employee?
a) Strongly satisfy
b) Satisfy
c) Neutral
d) Dissatisfy
e) Strongly dissatisfy
Q14) What possible influence of different rewards and incentives on the overall employee
motivation level within the Marks and Spencer?
a) Increasing productivity
b) Rewards and incentives make employees happy
c) Reward team cooperation
d) Always appreciate good performance
e) Change rewards and incentives frequently
Q15) What are some challenges faced by Marks and Spencer manger while deciding the
reward and incentive strategy for their employee?
a) Fear of employee being adopt the type of reward
b) Poor understanding of line mangers about reward
c) Reward is not perceived as fair
d) Cannot increase the pay level because of budget constraints
42 | P a g e
c) Public recognition for their performance
d) One on one meeting
Q13) Are you satisfy by the type of reward offer by the Marks and Spencer to their
employee?
a) Strongly satisfy
b) Satisfy
c) Neutral
d) Dissatisfy
e) Strongly dissatisfy
Q14) What possible influence of different rewards and incentives on the overall employee
motivation level within the Marks and Spencer?
a) Increasing productivity
b) Rewards and incentives make employees happy
c) Reward team cooperation
d) Always appreciate good performance
e) Change rewards and incentives frequently
Q15) What are some challenges faced by Marks and Spencer manger while deciding the
reward and incentive strategy for their employee?
a) Fear of employee being adopt the type of reward
b) Poor understanding of line mangers about reward
c) Reward is not perceived as fair
d) Cannot increase the pay level because of budget constraints
42 | P a g e
Q 16) Suggest some effective ways and forms of rewards that can be provided by Marks
and Spencer to have higher motivation and performance level of employees?
a) Provide unique rewards
b) Invest more in developing personality
c) Promoting wellness in the company
d) Performance based rewards
Q17) What is the overall impact of reward and incentive on employee motivation and
performance level?
a) Positive impact
b) Negative impact
c) Neutral impact
Appendix 3. Data Analysis
Q1) Do you think, is it important for the organisation to
motivate their employee?
FREQUENCY
a) Yes 40
b) No 10
Q2) Do you think that reward plays a vital role for the
employee in the organisation?
FREQUENCY
a) Yes 45
b) No 5
Q3) Do you feel excited when you get reward or benefit for
your performance?
FREQUENCY
a) Yes 20
b) No 15
43 | P a g e
and Spencer to have higher motivation and performance level of employees?
a) Provide unique rewards
b) Invest more in developing personality
c) Promoting wellness in the company
d) Performance based rewards
Q17) What is the overall impact of reward and incentive on employee motivation and
performance level?
a) Positive impact
b) Negative impact
c) Neutral impact
Appendix 3. Data Analysis
Q1) Do you think, is it important for the organisation to
motivate their employee?
FREQUENCY
a) Yes 40
b) No 10
Q2) Do you think that reward plays a vital role for the
employee in the organisation?
FREQUENCY
a) Yes 45
b) No 5
Q3) Do you feel excited when you get reward or benefit for
your performance?
FREQUENCY
a) Yes 20
b) No 15
43 | P a g e
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c) Can’t say 15
Q4) Do you feel motivated while working in the organisation? FREQUENCY
a) Yes 30
b) No 5
c) Can’t say 15
Q5) Do you think that reward plays an important part for
increasing the motivation level of the employee within an
organisation?
FREQUENCY
a) Yes 35
b) No 5
c) Maybe 10
Q6) Do you think that reward helps the organisation to
increase the productivity and performance level of the
employee?
FREQUENCY
a) Yes 40
b) No 5
c) Maybe 5
Q7) Do you think that top manager of Marks and Spencer put
efforts to decide appropriate reward strategy for the employee?
FREQUENCY
a) Yes 18
b) No 16
c) Can’t say 16
Q8) Do you feel proud to be recognised for your performance
and getting rewards for it?
FREQUENCY
44 | P a g e
Q4) Do you feel motivated while working in the organisation? FREQUENCY
a) Yes 30
b) No 5
c) Can’t say 15
Q5) Do you think that reward plays an important part for
increasing the motivation level of the employee within an
organisation?
FREQUENCY
a) Yes 35
b) No 5
c) Maybe 10
Q6) Do you think that reward helps the organisation to
increase the productivity and performance level of the
employee?
FREQUENCY
a) Yes 40
b) No 5
c) Maybe 5
Q7) Do you think that top manager of Marks and Spencer put
efforts to decide appropriate reward strategy for the employee?
FREQUENCY
a) Yes 18
b) No 16
c) Can’t say 16
Q8) Do you feel proud to be recognised for your performance
and getting rewards for it?
FREQUENCY
44 | P a g e
a) Yes 40
b) No 7
c) Cant’ says 3
Q9) Do Marks and Spencer fairly recognised their best
performance and provide equal rewards to their employee?
FREQUENCY
a) Yes 35
b) No 8
c) Maybe 7
Q10) What types of rewards offer by Marks and Spencer to
their employee which helps in increasing the level of
motivation among them?
FREQUENCY
a) Monetary rewards 20
b) Non-monetary reward 20
c) Both monetary and non-monetary reward 10
Q11) What kinds of Monetary rewards provided by Marks and
Spencer to their workforce?
FREQUENCY
a) Bonus 20
b) Pay and Allowances 10
c) Profit sharing 10
d) Productivity linked wage incentives 10
Q12) What kinds of Non-monetary reward offer by Marks and
Spencer to their staff?
FREQUENCY
a) Extra leave 17
b) Flexible working 15
45 | P a g e
b) No 7
c) Cant’ says 3
Q9) Do Marks and Spencer fairly recognised their best
performance and provide equal rewards to their employee?
FREQUENCY
a) Yes 35
b) No 8
c) Maybe 7
Q10) What types of rewards offer by Marks and Spencer to
their employee which helps in increasing the level of
motivation among them?
FREQUENCY
a) Monetary rewards 20
b) Non-monetary reward 20
c) Both monetary and non-monetary reward 10
Q11) What kinds of Monetary rewards provided by Marks and
Spencer to their workforce?
FREQUENCY
a) Bonus 20
b) Pay and Allowances 10
c) Profit sharing 10
d) Productivity linked wage incentives 10
Q12) What kinds of Non-monetary reward offer by Marks and
Spencer to their staff?
FREQUENCY
a) Extra leave 17
b) Flexible working 15
45 | P a g e
c) Public recognition for their performance 11
d) One on one meeting 7
Q13) Are you satisfy by the type of reward offer by the Marks
and Spencer to their employee?
FREQUENCY
a) Strongly satisfy 20
b) Satisfy 10
c) Neutral 5
d) Dissatisfy 8
e) Strongly dissatisfy 7
Q14) What possible influence of different rewards and
incentives on the overall employee motivation level within the
Marks and Spencer?
FREQUENCY
a) Increasing productivity 20
b) Rewards and incentives make employees happy 10
c) Reward team cooperation 8
d) Always appreciate good performance 7
e) Change rewards and incentives frequently 5
Q15) What are some challenges faced by Marks and Spencer
manger while deciding the reward and incentive strategy for
their employee?
FREQUENCY
a) Fear of employee being adopt the type of reward 25
b) Poor understanding of line mangers about reward 5
c) Reward is not perceived as fair 10
d) Cannot increase the pay level because of budget constraints 5
46 | P a g e
d) One on one meeting 7
Q13) Are you satisfy by the type of reward offer by the Marks
and Spencer to their employee?
FREQUENCY
a) Strongly satisfy 20
b) Satisfy 10
c) Neutral 5
d) Dissatisfy 8
e) Strongly dissatisfy 7
Q14) What possible influence of different rewards and
incentives on the overall employee motivation level within the
Marks and Spencer?
FREQUENCY
a) Increasing productivity 20
b) Rewards and incentives make employees happy 10
c) Reward team cooperation 8
d) Always appreciate good performance 7
e) Change rewards and incentives frequently 5
Q15) What are some challenges faced by Marks and Spencer
manger while deciding the reward and incentive strategy for
their employee?
FREQUENCY
a) Fear of employee being adopt the type of reward 25
b) Poor understanding of line mangers about reward 5
c) Reward is not perceived as fair 10
d) Cannot increase the pay level because of budget constraints 5
46 | P a g e
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Q 16) Suggest some effective ways and forms of rewards that
can be provided by Marks and Spencer to have higher
motivation and performance level of employees?
FREQUENCY
a) Provide unique rewards 18
b) Invest more in developing personality 7
c) Promoting wellness in the company 10
d) Performance based rewards 15
Q17) What is the overall impact of reward and incentive on
employee motivation and performance level?
FREQUENCY
a) Positive impact 35
b) Negative impact 5
c) Neutral impact 10
47 | P a g e
can be provided by Marks and Spencer to have higher
motivation and performance level of employees?
FREQUENCY
a) Provide unique rewards 18
b) Invest more in developing personality 7
c) Promoting wellness in the company 10
d) Performance based rewards 15
Q17) What is the overall impact of reward and incentive on
employee motivation and performance level?
FREQUENCY
a) Positive impact 35
b) Negative impact 5
c) Neutral impact 10
47 | P a g e
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