Pearson BTEC HND Business Research Project: Caffe Nero Motivation

This research report investigates the impact of motivation on employee productivity at Caffe Nero. The study aims to understand the significance of motivation in increasing work productivity, identify existing motivational practices, and assess how motivation contributes to Caffe Nero's productivity. The research employs a descriptive design and inductive approach, collecting data from primary and secondary sources through random sampling of 50 employees. The findings, analyzed using qualitative techniques, reveal insights into employee tenure, management's interest in motivation, types of rewards, satisfaction levels, motivating factors, and the impact of incentives on productivity. The report recommends involving employees in the decision-making process and providing performance-based incentives to enhance productivity. The report also includes a Gantt chart and references to support the findings. This project provides valuable insights into how to boost productivity through motivation and is a great resource for students.

Research aim and objectives
Aim of research: The aim of conducting this research is "To study the
importance of motivation on the work productivity of employees in the
organisation s- A case study on Caffe Nero."
Objectives of research
To understand the significance of motivation in increasing the work
productivity of employees.
To identify the existing practices adopted by Caffe Nero for enhancing
the motivation level of their employees.
To access the way in which a raised sense of motivation in employees
contributes in the productivity of Caffe Nero.
To further recommend some effective ways in which Cafe Nero can
lead to increase their productivity with an increased level of motivation
in the employees.

Rationale
The rationale behind conducting this research is to analyse the role of
employee motivation in their productivity at the Caffe Nero.

Research Methodology
Research design: Descriptive concept
 Research approach: Inductive approach
Data collection: Primary and secondary sources of data collection
Sampling: Random sampling
Sample Size: 50 employees working in CAFFE NERO.
Data analysis: Qualitative technique

Theme 1: Number of years, employees are working with
the entity.
0-2 years
2-5 years
5- 10 years
More than 10 years.
0
2
4
6
8
10
12
14
16
18
20 19
11
15
5
Column B

Theme 2: Number of employees that feel that the top
management is interested in enhancing the motivational
level of employees
8
12
15
10
5
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree

Theme 3: The type of rewards which motivates the
employees.
Intrinsic Extrinsic
0
5
10
15
20
25
30
22
28
Column B

Theme 4: The satisfaction level of employees from the
incentives they receive from Caffe Nero.
Highly Satisfied
Satisfied
Dissatisfied
Highly dissatisfied
0
5
10
15
20
25
12
20
8
10 Column B

Theme 5: The factors which highly motivates the
employees.
15
20
5
10
Salary increment
Promotion
Motivational Talk
Recognition

Theme 6: Majority of the employees believe that incentives will influence their
productivity
Yes No
0
5
10
15
20
25
30
35
40
45
40
10
Column B

Theme 7: Involvement of employees in the decision-making process by the top management
10
30
10
Always
Frequently
Never

GANTT CHART

Recommendations
They should involve all the employees in the decision-making process of the
department. This will not only bring clarity in the operations but it makes individual
worker to feel important for the entity and increases dedication towards the job role.
This in turn, will enhance the productivity of the employees.
Organisation is also recommended to provide incentives to the employees on the basis
of their performance. This action will not only fulfil the needs and expectations of a
worker from the work but will also create an environment of healthy competition.

REFERENCES
 Cerasoli, C. P., Nicklin, J. M. and Ford, M. T., 2014. Intrinsic
motivation and extrinsic incentives jointly predict performance: A
40-year meta-analysis. Psychological bulletin, 140(4), p.980.
 Certo, S., 2015. Supervision: Concepts and skill-building.
McGraw-Hill Higher Education.
 Gillet, N., and et. al., 2013. The role of supervisor autonomy
support, organizational support, and autonomous and controlled
motivation in predicting employees' satisfaction and turnover
intentions. European Journal of Work and Organizational
Psychology, 22(4), pp.450-460.
 Hameed, A., Ramzan, M. and Zubair, H. M. K., 2014. Impact of
compensation on employee performance (empirical evidence from
banking sector of Pakistan). International Journal of Business and
Social Science, 5(2).

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