Employee Retention and Motivation: Ford Motor Company Analysis

This report analyzes various strategies Ford Motor Company employs to motivate and retain its employees. The study explores the impact of motivation on enhancing organizational performance, the effectiveness of employee retention practices, and the relationship between motivation and retenti...Read More

Various Ways To Motivate
Employees So They Can Be
Retained For Long Time: Ford
Motor Company
1

ACKNOWLEDGEMENTS
I'm expressing my gratitude with love and sincerity to them who were associated with me to
accomplish this project work. All the hard work, devotion towards duty and the love or tolerance which
my supervisor has shown I'm grateful to. At the end I want to thank my family and friends for their
involvement and cooperation in my data collection on conducting my research work on the to identify
various ways to motivate employees so they can be retained for long time: A case study on Ford Motor
Company.
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ABSTRACT
This project is based on various ways which will adopted by Ford which is world renounced
company of automotive to motivate its employee and how they could then be retained in company. This is
very important for company to motivate its employees in all possible ways it could do which will be
helping them to retain its important and hardworking employees. It is required for each business
organisation to establishing sustainability among employees in horde to performing long term goals and
objectives. Human resources can be considered as the most effective tools of firm as it helps in increasing
organisational performance through implementing right resource at right place. Employees refer as the
essential assets of firm which are utilised by them in performing each and every task at work place and
create value for other people. The Ford Motor Company is an American multinational auto-maker
company and headquartered is in Dearborn, Michigan, a suburb of Detroit. The company was mainly
propounded by Henry Ford and incorporated on June 16, 1903. The company mainly sells commercial
and auto-mobile vehicles under the Ford brand and luxury cars sells under the Lincoln brand
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TABLE OF CONTENTS
CHAPTER 1: INTRODUCTION....................................................................................................7
Background.............................................................................................................................7
Aims of study.........................................................................................................................8
Objectives...............................................................................................................................8
Rational of the study...............................................................................................................8
Research Question..................................................................................................................9
Significance of the study........................................................................................................9
Structure of dissertation..........................................................................................................9
CHAPTER 2: LITERATURE REVIEW.......................................................................................11
Introduction..........................................................................................................................11
The impact of motivation on enhancing organisational performance at work place...........11
The ways in which employees could be motivated within Ford..........................................13
The relationship between motivation and employees retention at work place.....................16
The various ways through which Ford can sustain strong image at market place...............17
CHAPTER 3: METHODOLOGY.................................................................................................19
3.1 Introduction:...................................................................................................................19
3.2 Research Type................................................................................................................19
3.3 Research Approach.........................................................................................................19
3.4 Research Philosophy......................................................................................................20
3.5 Research design..............................................................................................................20
3.6 Data collection................................................................................................................21
3.7 Data Analysis..................................................................................................................22
3.8 Sampling.........................................................................................................................22
3.9 Reliability and Validity:.................................................................................................23
3.10 Ethical consideration:...................................................................................................23
3.11 Research limitation:......................................................................................................24
CHAPTER 4: FINDINGS / RESULTS.........................................................................................25
4.1 Introduction....................................................................................................................25
4.2 Data Analysis..................................................................................................................25
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CHAPTER 5: CONCLUSIONS and RECOMMENDATIONS....................................................53
Conclusion:...........................................................................................................................53
Recommendations:...............................................................................................................54
REFERENCES..............................................................................................................................56
APPENDICES...............................................................................................................................61
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ILLUSTRATION INDEX
Illustration 1: Time duration of working with Ford.......................................................................24
Illustration 2: Satisfaction with level of support from HR department of Ford.............................25
Illustration 3: Management is interested in motivating its employee............................................26
Illustration 4: Incentives which is motivating employees the most then others............................27
Illustration 5: Satisfaction with incentives that Ford is giving......................................................29
Illustration 6 (a): Performance appraisal activities are helpful to get motivated...........................31
Illustration 7 (a): Leave..................................................................................................................38
Illustration 8: Switching the job from Ford..................................................................................42
Illustration 9: Conditions that are making them think or switch their job.....................................43
Illustration 10: Getting appraisal or appreciation for work done by employee is essential...........44
Illustration 11: Leaving the job is connected with motivation......................................................45
Illustration 12: Training and development opportunities by company..........................................46
Illustration 13: Management is involving employees in decision making of company................47
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Aim: To identify various ways to motivate employees so they can be retained for long time: A case
study on Ford Motor Company.
CHAPTER 1: INTRODUCTION
Background
Motivation is the force which is trying to influence individual in performing certain task and
gaining or obtaining any goal. This motivation could be having two sources namely inner and outer
source both of them working differently in all individual and may be differ from one to the other.
Motivation is important in all aspect and part of life so nothing is impossible for individual to achieve in
course of his life he will be motivated at each and every stage (Israel, 2018). Motivating employee and
then their retention is very important area which requires research on so that it becomes easy for company
to understand all possible ways and theories which is related to this task. Motivating is not just limited to
prompt workers or employees so that they could take initiative to do work with full enthusiasm and
efficiency but it also look up the matter of employee turnover. As this is very commonly seen within
many companies who are facing the problem of less amount of motivation within employees which is
leading to turnover of those unsatisfied workers. There is very tough competition within market and in all
industries which is operating every company want to have best qualified workers. These workers or
employees will be thus assisting company in its growth so it becomes important on part of company that
they are making efforts into motivating employees and giving them the best status in company.
Motivation will certainly lead to growth, development and increased in sales and profits of
company itself. As if an employee is motivated then he would be trying to do his work with all his efforts
and helping company in attainment of set or desired goals (Tsai and Yen, 2018). This motivation within
employee is from time when he gets recruited in company, while working in company and till time when
he is moving out of the company. As for any business which is practising on their goal and working
within market are having humans as its most powerful resources so this is important for company that
they are motivating them all and helping in attainment of employee's personal goal. Employee retention is
not an easy task as is seen as this is involving many stages which need to be completed so that company is
able to fight competition which they are facing. Thus, motivation is importance for both employee and
company so both should be taking interest in this process and focusing on objectives. For employee it is
important as they will then be motivated and leading to good performance and effectively leading to
achieve personal and professional goal (Unsworth and Tian, 2018). For the company this will be
mentioned in whole dissertation importance of motivation and employee retention.
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Any company could easily take away this workforce from the other is latter is not doing anything
in motivation of employees. The present dissertation is based on background of most pronounced
company in automotive industry Ford Motors which is multinational company of American based. On
June 16 1903 the company was founded by Henry Ford and now it is regarded to as one of the bestselling
car and other automotive producing and manufacturing company (Ogu, Benita and Uduakobong, 2018).
Ford Motors is having very prestigious status in market and is dealing with number of vehicles under the
brand name of Ford. Company is also having the best kind of workforce who are all responsible for
growth and development of Ford about 0.2% of total employees of world is been employed at Ford. Thus,
it is very vital that company is leading and managing motivation of employees so that they are performing
at a high level and making it important to retain all employees (Pransky, 2018). Across the world in
automotive company Ford is having 7th position which shows the higher amount of demand of company
among customers. There are various levels of management which are performing in company and making
Ford more and more profitable so it is required that they are applying different type of motivational
strategies and methods in order to motivate employees. This will be in making enterprise to utilize all
man power and further in sustainability of employees they will not be then thinking to leave company and
assisting in growth and development.
Aims of study
To identify various ways to motivate employees so they can be retained for long time: A case
study on Ford Motor Company.
Objectives
 To determine the impact of motivation in enhancing performance at work place.
 To ascertain the effectiveness of employees retention in Ford.
 To evaluate the relationship between motivation and employees retention at work place.
 To recommend various ways by which Ford can sustain strong image at market place.
Rational of the study
The main reason behind this study is to make out what is importance of motivation for both
employee and company also that of employee retention for company (Belle and Cantarelli, 2018). As in
this competitive world where every company is planning to come to top of market are been indulge in
satisfaction of employees. This satisfaction is mainly originated from motivation of those employees and
thus leading to employee retention. So there is need to study about topic which is focusing on various
ways of motivating employees which will thus be leading to employee retention in the case study of Ford
Motors. The study is done so that reader could have knowledge about what is motivation and how will
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this result in gaining and retaining employees who are been able to perform with more efficiency. In the
company where employees are motivated chance of growth and development will be there and profits will
thus be increasing. Researcher could also take this research as per their part and gain more knowledge
about this topic which will be helping them to develop intelligence in field of management and employee
motivation as well.
Research Question
 What is the impact of motivation on enhancing organisational performance at work place?
 What is the major effectiveness of employee’s retention in Ford?
 How to evaluate the relationship between motivation and employees retention at work place?
 What are the various ways through which Ford can sustain strong image at market place?
Significance of the study
This whole research which is based on ways to motivate employee which will be resulting in
employee retention and ultimately growth of company. The study project would be useful for company
itself, for doing further research on same topic and for students of management. The dissertation will be
also important for company who could take the required data and information that is been covered in
questionnaire or secondary sources. This information will be used in doing further research for other
researchers who are likely to form dissertation on same topic this matter will be helpful. The research
work will also be helpful for students who are having motivation and employee retention as their study
topic so they could have look on topic.
Structure of dissertation
Chapter 1: Introduction- this is opening part of any dissertation which is including different sub parts
like that of background of study, research aim, objectives, rational, questions and significance of whole
study. In this chapter scholar will be defining what the topic is all about and how could it be dealt in
further project. This part will be telling and will be containing introductory paragraph about both topic
and about company background will be including about information of company and of topic. The
significance of study will be including for whom the study is been done and who all would be using the
dissertation in their working.
Chapter 2: Literature Review- this is 2nd chapter of dissertation which will be including different literary
work or authors who have written different books and journals on motivation and employee retention
policy. The part will be done by making themes which are based on research question which is been done
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in 1st chapter. After themes have been prepared we would be critically reviewing the whole research
project by putting some pros and cons of topic which will be further defining the whole research projcet.
Chapter 3: Research Methodology- in this chapter of dissertation various methodologies will be included
which will be setting background of study on the bases of which study would be done and data will
collected. In this part scholar will be including various methods like that of research type, philosophy,
design, data collection and analysis of data.
Chapter 4: Results and discussion- this is most important part as will be telling about what are various
results which are thereafter conducting project and analysing whether the topic is been fulfilled or not.
Chapter 5: Conclusion and Recommendation- after making discussion part we will be making
conclusion and then giving recommendation on the part and whole research work.
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CHAPTER 2: LITERATURE REVIEW
Introduction
This is the second chapter within dissertation which will be telling about whole topic what the
topic is all about, what things need to be changed and what is the connection between the topic and at the
giving recommendations. This part is having its own importance in the dissertation as this will be looking
in depth about what is motivation and how will this be impacting the whole organisation and how could
employees be retained with help of this process. This part is basically the involvement of differentiate and
their scholarly work or paper which they have written on particular topic. This will be helping researcher
in finding out what actually is been said is that against or in favour of the topic which is mentioned. All
the works which are included secondary source as will not be reporting new or original experimental.
There are 4 types of literature reviews like that of evaluative, exploratory, instrumental and systematic
review. Mostly and in this research type also researcher will be using systematic review which would be
focusing on the research questions which are been mentioned in starting of dissertation in chapter 1.
Everything which is been included in this particular part must be supporting with evidence and properly
cited or quoted by researcher as this could be very serious ethical issues. In the following part we would
be researching on the topic various ways to motivate employees so they could be retained for long time
which will be including the case of Ford. For which different themes will be made and then thematic
analysis will be done on these so that conclusions could be drawn. And on the bases of these
recommendations will be made.
The impact of motivation on enhancing organisational performance at work place
According to Jonas, (2016) motivation is the basic reason as to why humans are meant to perform
specified task or what the reason behind their any act or behaviour is. Motivation will be set direction
towards the behaviour of one person why are they behaving in one particular manner and why do they
want to repeat that thing. This is a motive which is promoting human to act in a way that they are doing
that is wholly based on psychological concept of human behaviour. This part and word motivation is been
based on various theories which will be telling and governing the behaviour of human working together
or not. Theory is basically based on two types which are natural vs rational and content vs process
theories of motivation. Both these will be effecting need, want, desire, action and behaviour of people.
Motivation acts as a desire to perform an action, is usually defined as having two parts,
directional such as directed towards a positive stimulus or away from a negative one, as well as the
activated seeking phase and consummation “liking phase”. Motivation can be defined as a willingness to
expend energy to achieve a goal or a reward which is said by Sarangi and Shah, (2015). Employee
motivation can be categorised as: intrinsic and extrinsic motivation. Intrinsic rewards are internal to the
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company, psychological rewards such as a sense of accomplishment or doing something because it makes
one feel good. Extrinsic rewards are given through outside sources such as a money, compliments,
bonuses, or trophies. The crux of the theory of motivation is that individuals' most basic needs must be
met before they become motivated to achieve higher level needs. Employee participation using open-
book management is necessary, which means when a company shares important financial data with its
employees, therefore, building trust and loyalty.
In other words motivation could also be classified into process of inspiring peoples with respect
to contributing their vast efforts in task and duty which at the end will be helping in attainment of growth,
success and goal of individual. Damij, Levnajić and Suklan, (2015) mentioned that this motivation is also
required in organisation which will be helping managers and supervisor to encourage their employees,
colleagues and subordinates. If all of them are either self motivated or motivated from some external
source will be thus helping organisation in its target and goal achievement. Mainly the impact of
motivation on the employees will be classified into 3 features or characteristics which could be as under:
Productivity- if the employees who are working within organisation are motivated and satisfied with the
job which they are meant to do then surely this will be making and helping company in increasing
productivity. This is considered to as amount of work which an employee is meant to do or produced in
form of product and services of company. Motivated employees are always giving their best and not
letting the company down in respect to market or competition of that company which is said by Ragnet
and Somat, (2017). Productivity will be consisting ratio to calculate performance of employees,
individual and country to convert their input into finished goods and services.
Performance of employees- motivated employees will also be doing the work with full efficiency which
will thus be effecting their performance. Employees will be very much affected by the amount of
motivation that they are getting from the employers or company. As Ford is very much famous for hiring
the best quality of staff within organisation who all are very much dedicated for their work which is
important for them to be.
Job satisfaction- all the above things would be possible only if employees who are working within
organisation are happy and satisfied with work or job which they are doing. Satisfaction of employees
with their job would be leading to both increase in performance and productivity as well. Which will only
be completed if employees are motivate to do their job and achieve the set target which will be important
for both employee and company said by Dale, (2014).
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The ways in which employees could be motivated within Ford
Asrar-ul-Haq and Kuchinke, (2016) mentioned that all employees and individual are in way to
seek stability and balance within attitudes and behaviours so they must be having high amount of morale
while they are working at workplace. This morale would be build up with working along motivated
employees and managers who themselves are source of higher amount of motivation. Motivation will be
inspiring both mental and physical ability of individual that will be helping or directing them to work in
self intentional manner. This will not only be helping organisation alone but employees would also be
satisfied with his job and present state of mind giving them path to achieve them their own goal like
attainment of good status within society and company. Wojtaszek, (2016) also included that motivated
employee is always fruitful for company as they are engaged in higher level of performance as compared
to others who are not.
While there are many ways in which employees could be motivated which all are inspired by
theories of motivation. Some motivation could be extrinsic like that of salary or bonus others are intrinsic
like that of self-motivation, prestige and status within society as said by Dale, (2014). Former one is
motivation which is coming from outside environment in which they are working like if they are given
appreciation or bonus from their boss then employees would be motivated to do more better next time.
Latter one is from within the inner force or psychological process which is helping them to achieve target
like that of self-satisfaction from work or if they are having specified status in society then they would be
motivated.
Boss, and et.al, (2015) included that various theories of motivation are also be applied in
company which are helping employees to be motivated and do work in better way. These are path which
is keeping employees engaged and then helping in their retention as well. In this way in motivating
employee’s organisation are generally practise two type of theories which are content and process theory
of motivation. Content theory is dealing and giving answer to what is that thing or part which motivates
people it is directly concerned with need and goal of individual. Whereas Bal, Polat and Jansen, (2017)
said that process theory is telling how will employees be motivated what is process of keeping employees
into company as per Wang, (2018). One basic thing or fact in this whole procedure of motivating
employee, increasing their performance and then retaining them in organisation will be depended upon
need of individual. There are different types of strategies that can be applied by companies in order to
motivate workers. In this context, below given are some of the strategies that can be applied:
Understanding issues faced: In order to with full efficiency, it is required for the workers to have proper
metal and physical stability. In conditions when workers faced any type of issue in relation with their
work, then it has negative impact over the business and performance. In order to overcome these type of
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conditions, management need to determine the issues or problems that are being faced by workers and
need to take up initiative so that these can be solved in effective manner. When workers are able to
overcome the problems, then it becomes favourable enough to make individuals motivated and they
develop willingness to perform their roles in effective manner.
Satisfying salary and incentives: there are certain set of expectations workers have and when these are
fulfilled, then they get motivated. In this context, it includes salary, incentives, etc. When the pay given to
employees is satisfactory, then it affects the performance level. Both motivation and performance of
workers have direct link towards growth of organization.
Appreciation: When a person perform any type of roles which no one has every performed that way, then
management need to appreciate the workers. This is effective form of motivating employees. This
develops willingness and interest for the individuals to work in effective manner.
Training and development: Workers get demotivated when they do not have proper understanding about
the roles and responsibilities that has to be played by them. In this context, workers should be monitored
and the areas in which developed is to be made should be determined. As per the findings made,
management should plan for training and development with will enhance their performance and develop
skills and capabilities. When workers know the roles and responsibilities that have to be played, then it
enables to boost up the morale and increases motivation level.
Every individual is having their need which will be keeping them in pace of working and guiding
them that they could easily survive. Most commonly used content theories which are defining what will
be helping individual in motivated and how to come to another stage of motivation by completing first
one. Maslow need hierarchy and Herzberg two factor theory are the most influential content theories of
motivation. These are theories which were developed to see which factor in life of individual are inspiring
them to work and sustain within organisation as all are having different factors motivating them.
In Maslow theory there are different stages of motivation once the first need will be fulfilled they
would be coming to another stage without one need been achieved they would not be able to go to other
need stage. The lower level need of individual which is basic need to survive known as physiological
need like that of food, water, shelter and clothing these will be first which individual will be covering so
that they could go one to other need. According to Hauser, (2014) second need would be that of safety
like that of physical and mental peace and safety they will be in need for personal, financial security,
health and social wellbeing would also be included within. Once these both need of individual are been
fulfilled individual could think about something else in their life which would be helping them in making
more satisfied with oneself and others as well.
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Sharma and Mehta, (2017) said that then comes the need of social belonging like that of family
and friends. Individual is a social being who is always surrounded by their loved ones as they need to be
very much involved in all with their family and friends. This need is interpersonal and also involves
feelings of belongingness this need will be helping then to make their place in the society and interact
with others in society as well. Then comes the need of self-esteem which is directly linked to ego and
self-respect of individual which will be indulging them to get recognition and importance in others life.
Every individual wants to get recognised by all people who are around them so that they could be happy
with oneself otherwise they could go into high level of depression and weaknesses.
As per Ullah, Khan and Siddique, (2017) all these needs are the path to go on the last need which
is that of self-actualisation which will be including the actual goal of individual that they want to achieve
at the end. This will be the potential of what an employee is wanting to become if they are not been
satisfied then he will put more and more efforts into that goal achievement. Umar, (2015) said another
type of content theory will be including Herzberg theory which says that there are two factors in total that
are motivating employees and individual which are like that of motivators and hygiene factor. Both these
factors either are involved in making employee satisfied or cause of dissatisfaction but both of them are
acting as independently from each other.
Motivators- Fatima and Anwar, (2015) said that these are those factors which are giving positive
satisfaction and then motivating them to work in more better way. They are reason as to factors which are
coming or generating from within job like that of recognition from boss or colleagues or personal growth
as well. Without those employees would not be motivated but if they are then employees would be
motivated and work in very good manner.
Hygiene factors- they are those factors without which employees get demotivated but with them
they are not as such motivated. Factors like that of bonus, working conditions and paid insurance their
presence would not be motivating employee but if they all are not there then employees will get
demotivated.
According to Ajmal, Shamim and Malik, (2016) in order to remove dissatisfaction among
employees the hygiene factors within organisation should be eliminated so that employees are able to
work in their most efficient manner. One of the best way to get motivation of employee will be helping
them in their training work. With the help of giving training to all individual employees in organisation
will be making them do their work with enthusiasm and they could b showing their passion in working.
By giving them good pay and salary will also be way of putting some efforts in employees if they are
getting salary as they are deserving and working then will be more and more motivated.
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The relationship between motivation and employees retention at work place
Higher level of employee motivation in organisation means higher level of employee retention in
that team which will be meaning that they are not engage in leaving the work which they are doing.
Employee’s retention is the process of making employees happy and satisfied in order to hold them so
that they are still with one organisation only. If the employees are been employed within organisation the
aim behind this of company will be taking most work out of them, train them and the try to retain them
for longer duration of time. Chitsaz-Isfahani and Boustani, (2014) said that in this part of employee
retention the most important role to play is that of management who should be taking responsibility to
make employee satisfied and then to be able to retain them. This is the process of encouraging and
upliftment of employee which will in turn be engaging them for longer duration of time. However, Aruna
and Anitha, (2015) included that there are majorly 4 factors which are a part of this process of employee
engagement and then their retention. These include remuneration and rewards, work environment, growth
opportunities and bonding or support from others.
Milman and Dickson, (2014) said that if employees are getting higher pay which is as per the
work which they are doing within organisation or according to their post or role then they will surely be
there for greater duration of time. The whole package which employees are getting from work which they
are doing will be making them work with their 100 % efforts. Which will thus be including basic pay,
incentives, and bonus and also include the retirement benefits if they are liable for any compensation then
also they would be getting that. As per Coetzee and Stoltz, (2015) work environment will also be playing
important role in employee retention especially if company is dealing with factories or with that of
chemicals and petroleum. This is getting so much importance at the present times as majority of time that
of employees are spending in office or workplace only. So it becomes essential that organisation is
making their efforts in betterment of working conditions and environment which includes health and
safety measures, updating of technologies, following of ethical values, giving them hygienic environment
as well.
As according to Habib, Yasmeen and Ibrahim, (2014) higher growth opportunities will also be
included within this part as if employee is growing then surely the company will be growing within
market place. This is integral part of company and that of individual as they are meant to grow on faster
pace methods of this growth includes getting them good job profile as per their qualification. Training
will also be greater part of employee retention and their motivation which includes improvement in
programs and also giving those feedbacks about their work. Naim, M.F. and Lenka, U., (2018) said that
bonding and getting support from others whether they are subordinates or management will be of great
help for them at times when they are working into company. Empowerment is also playing role ot help
16

them motivate and retain within organisation which means allotting them work that is helping in
increasing their morale and knowledge about their work. This also involves giving responsibility to
employee which is helping in growth and development of both employee and company. Thus, there are
many more factors which are in regard to motivation and employee retention it is only required to make
some efforts in appraising employees so that they are been related to organisation as whole.
Ullah, Khan and Siddique, (2017) also included Motivation plays a vital role in employee
satisfaction, employee retention and to extract the best out of employees. Other activities can be carried
out in order to retain the workforce. Displaying inspirational posters, photographs on the notice board for
the employees to read and stay motivated, Organizing various activities and events at the workplace,
showing care and concern for the wellbeing of staff members. Appraisals are an important way to
motivate the employees according to Jonas, (2016). Allow them to take some decisions on their own but
the management must have a close watch on them so that they do not misuse their power, Incentives,
perks, cash prizes are a good way to motivate the employees, with the trophies or badges to flaunt. The
names of the top performers must be put on the company’s main notice board or bulletin board for
everyone to see, providing a sense of inspiration and motivation.
The various ways through which Ford can sustain strong image at market place
There is very tough competition which is involved within market Damij, Levnajić and Suklan,
(2015) also included that this competition will not be having any end as will keep on growing even faster
and tougher. If company wants to be a part of this competition they need to upgrade all their technologies
which they are using as without the use of which survival in market becomes almost impossible. It is
required that they are edging with competition and making their products and services more competitive
so that customers been able to distinguish their products. Sarangi and Shah, (2015) included that it
becomes important and easy for firm to get their employees motivated into systematic manner so that they
are also able to see changes and modification within.
Only changing it to motivation will be of no use for employer it is required that they are able to
see some important changes within employee and their system as well. As a motivated employee will
always be able to change for good and better of both employees and organisation. Motivation is part of
change which are been coming into individual in their work and will also be including the changes that
are coming through the part of organisation like that of upgrading in technology. Tsai and Yen, (2018)
included that it becomes important for management that they are engaged in making employee happy and
satisfied so that they could retain them for longer duration of time. This tern to be important as they are
hiring the employee so that they could be able to make them work and gain their productivity as per their
own expectation.
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Merely Belle and Cantarelli, (2018) said that always motivating and satisfying employees will not
be easy task as it is seen all the employees who are working within organisation are not same. The way in
which they are getting motivated is different from each other as this totally and wholly depend upon
individual personality. There could be difference in their thinking, in their education level, in their
experience and also in their culture or background in which they are been brought up. This is the problem
which will be hindering growth and motivation level among employees as company could not be able to
satisfy all the employees who are involved in organisation. Motivating them will not be easy task as per
management is concern as this will be leading them in putting more and more efforts in process.
Wojtaszek, (2016) included that management will also be taking much time in making all employees
happy and motivated which will be moving them away from their ultimate goal of profit maximisation
and growth in market. So too much engagement in motivating employees will be leading to wasting of
time and also of money that is not needed every time. Just be giving them task and helping them in doing
the task will enough in way of motivation as remarked by Unsworth and Tian, 2018).
Employees who are not been motivated in ways which management are telling them to will be
forced to leave their job. This becomes a severe problem when this rate of employee turnover is
increasing in very vast way so control measures should be taken by company. Measures would include
like that of encouraging them, giving them chance to participate in decision making process etc., these all
could be very much helpful for employees as well as company. Ajmal, Shamim and Malik, (2016)
concluded that motivation although is very much important in company which will be making employee
happy but this will be very tough for them to make each and everyone happy, satisfied with work and
motivated.
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CHAPTER 3: METHODOLOGY
3.1 Introduction:
In our dissertation this is the 3rd chapter which will be defining layout and design of whole
research work or project so that scholar could be able to identify what and how is to be done in
dissertation. This is one of the most important part of whole research work and will be including many
important and crucial parts data collection a then its analysis is one of them. Other components of
research methodology include approaches which will be applied by researcher, research design or
philosophies which will be used (Wojtaszek, 2016). In the present research which is based on
effectiveness of motivation on retaining employees for longer duration of time so that they are been used
for success of business. The underlined part will be including all summary of whole research
methodology.
3.2 Research Type
This section will be telling about the actual nature of dissertation that what various characteristics
of the whole research paper are so that we could easily understand whole research work. Basically there
are 2 types of research which will be studied in research methodology part which are qualitative and
quantitative (Knatterud and O’Neill, 2011). While conducting this research which is centred at motivating
employees of Ford so that they are retained with organisation for longer duration of time researcher
would be using both these type of research including numeric and non numeric form of data. Like in the
above part which is literature review researcher has used qualitative type of research and in upcoming
part which is data collection and analysis one researcher would be using quantitative form of data and
research work as well. Then afterwards conclusion would be drawn out so that we could make out
specified recommendations for further researcher and also to company.
3.3 Research Approach
This is the detailed and starting point of data collection part so that plan and procedures of whole
dissertation could be set out. It will be up to researcher that which type of research approach he will be
using in his work which could make proper conclusions as well. But the use of research approach within
the project is basically decided after analysing about problems of research that what is our topic all about
will be using human interference or not (Most, Rukenbrod and Laws, 2003). There are 2 types of
approaches which are been used in most of the dissertation or research work which are inductive and
deductive. But it is been divided into two main parts which are data collection and then data analysis in
former one there are two qualitative and quantitative while inductive and deductive would be coming
under latter one. Like in the present work we would be using thematic analysis which is based on
questionnaire which researcher is preparing form asking about 20 employees of supervisory level of Ford
19

Motor Company. This tells that inductive approach of research would be used in present whole
dissertation which would be helping us to find out and come to specified results. This thematic analysis is
completely data driven so data is most important part of whole research work so that conclusion could be
drawn out. The main objective to carry out dissertation is not just focusing on hypothesis but it is to
determine what is the phenomenon behind topic and studying this topic at present times. Inductive
approach also includes full combination of data which would be collected by secondary sources in a quite
brief summary, at starting objectives which would be set whole research should be in synchronization
with that and all the data which would be collected from various sources must be developing new
theories. So the present research which is including various ways of motivating employees of Fords so
that they are been retained within organisation for longer duration of time. Researcher will be applying
this inductive method of approach only so that he could make out link between objectives of research and
whole literature review with results which are to be calculate at the end.
3.4 Research Philosophy
This is been derived from questions which are been included at starting of research work so it will
be helping researcher to analysis which type of approach to be used and why to be used to answer the
above included questions (Understanding research philosophy. 2018). There are different types of
philosophies that are used within one research work so that belief that is based on data gathering and its
analysis could be made. The philosophies are mainly divided into epistemology, ontology and axiology
but the main one which is to be used in research work includes positivism and interpretivism. In the
present report researcher would be using interpretivism philosophy which tells about what is topic about
and how humans are to be used in following project human as actors. Which means that if any research
that is including humans should be regarded to as interpretivism. Behaviour of humans are been taken and
then research would be conducted as in the current topic which scholar is going to do research on is
various ways to motivate employees of Ford so that company could retain that efficient employees in
organisation that too for longer duration of time. While on other hand positivism would not been applied
within this research type because this will only be including humans as observatory tool of social entity
(Seehawer, 2018). So current dissertation will be including research philosophy as interpretivism.
3.5 Research design
These are the set methods and procedures which are to be used as guidelines that would be used
to analysis research problems that were mentioned before starting dissertation type. This will be helping
us to know what is research actually including and defining type of study like whether it is descriptive or
semi experimental or literature review (Whitney, Lind and Wahl, 2012). This will not only including type
of study but also the sub type of study like in case study type which requires a very in-depth examination
20

of whole research type or answering questions mentioned at starting of paper. This will also be including
set guidelines which helps researcher to go and carry forward whole study in right directions so to that
correct conclusions could be made. There are mainly 3 types of designs which could be used by
researcher in their work which includes descriptive, experimental and exploratory. So in the present work
researcher would be using descriptive type of research design which would be executing all other
activities in correct path. As 10 employees of supervisory level of Ford would be used in this dissertation
and then survey would be conducted in which 10 questions will be asked to them all. Which will be
telling that this research paper is descriptive one which is including observations and survey.
3.6 Data collection
This is always regarded to as most important and lengthy part of dissertation as this includes
collecting or gathering of data which would then further be using. Collection of data means that all
relevant and important information is to be gathered which would thus be helping in making out analysis
and then coming on to specified conclusion. This data which is to be collected must be from correct,
authentic and relevant sources only sources or websites like that Wikipedia should not be used while
making the research (Oppenheim and Borba, 2018). There are two types of data collection techniques or
methods which are used in dissertation namely primary and secondary. There are two methods for
gathering information, one is primary and other one is secondary. Both have their own set of benefits and
limitations. Primary are those which are gathered for the first time. On the other hand, secondary are
those which are already gathered by some other researchers. In primary methods there are methods like
observation, interview, questionnaire, etc. Secondary has tools like books, journals, online sources, etc.
Among these two, the researchers has made use of both primary secondary methods. Primary is done with
the help of questionnaire and secondary through books, journals, online sources, etc. As already done
primary research by some other scholars would be secondary data for other researchers. So the present
work which is based on motivation of employee for their retention purpose scholar would be using both
primary and secondary method of data collection (Ivankova and Plano Clark, 2018). These are selected as
research method as it enables to gather adequate information. In following paper 10 employees of Ford
Motor company who are been employed at supervisory level would be used so that effect of motivation
on them could be analysed. While on other hand in the literature review part of research various scholarly
work of authors should also be used with the help of which we could easily understand what is
relationship between motivation and retention of employees are. Selection of 10 employees are done as
specific details are attained and they have proper understanding about the working environment that Ford
follows.
21

3.7 Data Analysis
Once the data is been collected as per the most important part of research work it becomes
necessary to analysis that data (Yamaguchi, Miyaji and Kawaguchi, 2018). Analysing the collected data
includes inspecting and transforming of information so that correct data is been used within the scholarly
work and irrelevant data is been not included. Only qualitative data should be there so that we could come
to solutions to questions which were asked at the starting of work. So as we would be using questionnaire
within our research work so observations and interviews method of data analysis would be employed. At
the present times there are many software which are been used by data analyst so this becomes quite easy
for them to take out results from the above given data. But the data analysing process is a long one which
would be involving at starting collection of relevant data, then processing of that collected data, cleaning
or taking out only important data, exploratory analysis of data and then at the end communication of that
end used data. In this procedures producing of whole collected data into Excel is the best option as this
would be helping us to directly set out important and irrelevant data separately. As in this present
dissertation scholar would be asking questions to employees of Ford Motor Company and then after this
thematic analysis of whole collected would be done. Selection of thematic is done as it enables to present
the information in the form of tables, charts, graphs, etc. This will be including interpretation of collected
data like how many of them agree with particular part and how many of them would not be agreeing.
3.8 Sampling
This is known as selection of people or humans as actors who would be knowing more about
particular topic which we would be studying. Sampling does not simply means only selecting people from
population but selecting those who would be best fitted into this task (Broady-Preston, 2018). Like in
present dissertation scholar would be using 20 employees that too who are on the supervisory level would
be used. As they are the one who could easily understand what is motivation and its relationship with
retention of employees. This sampling is used so that research could easily generalise the results with
others who are not been used in whole data. But the sample of people who are been used should be very
much relevant with topic of this dissertation so that they could make others understand what motivation
and retention is and what is the relationship between both of them. There are various types of sampling
methods which would be used in finding out actuate population of people. Like that of simple random
sampling, stratified, cluster, systematic and multistage sampling. All of these could be employed in
research work so that it becomes easy and relevant to use them into our research paper. On basic reason is
that there are 2 categories of sampling methods which are used like that of probabilistic and non-
probabilistic sampling techniques.
22

But in this current research work research will be using purposive sampling method which is
mainly included within non probabilistic methods. This type is also known to as judgemental or selective
technique as people form the population would be included on whom investigation will be conducted so
that correct results could be drawn out. Sample which would be chosen in this type is quite small one and
this method would be very much effective in gaining out results which will be necessary in research
project.
3.9 Reliability and Validity:
These are the two very important sections of dissertation although they are not been used or
employed directly within research paper but without their use no research paper could be made successful
(Jones, McNulty and Kline, 2018). Reliability is that issue which means that all data which is collected
and methods which are been applied must be accurate and must be taken from reliable sources. Irrelevant
sources like that of Wikipedia could not be used in any part of research work neither do any university of
the world allows its students to use this site. As Wikipedia is usually employing many uncertified authors
or writers and any one could edit or write anything on this site. So data which would be obtained must be
very relevant one so that any other person who would be using our research could easily use and employ
that data into his or her research work. As the researcher who will be analysing whole data is held
responsible for not using good and relevant information or facts within their study. This also means that if
one person who is inculcating some data in his research work and coming to specified results and if
another person is using same data and method then both these results should be same. There must be no
difference between these two results this means the reliability of data which is same in both the work.
While one the other hand validity is that extent to which data could be made relevant and
methods that are been employed how much effective they are in generating research outcomes. The time
scale which would be used in research work must be appropriate and the method which will be used
should also be correct so that all characteristics of study should be employed within (Shah, 2018). If these
both reliability and validity is also part of ethical issues which must be taken full care while addressing
whole type of research.
3.10 Ethical consideration:
This is that part of dissertation which will be covering the ethical or involving those things which
could be specified as directing researcher in correct ways. While conducting research or before that there
are certain things which they should be keeping in mind like taking prior concern form respondents of
research, keeping the data safe and secure, already planning about whole research, considering the cost
and time of whole research would also be important (Herzberg, Mausner and Snyderman, 2011). It is the
responsibility of research that he is ensuring all these specified things like researcher is taking information
23

or data from a reliable source and not from any source like that of Wikipedia. The source must be reliable
and credible as well then proper citation of whole dissertation is also vital which will be done so as to
give the proper citing to that writer from where we have written. Keeping in mind the cost of whole
research project will be essential this will be taking in consideration so that researcher is knowing about
how much dissertation would be costing them. If they are including any kind of human interference into
the dissertation then taking their consent by due diligence would be significant. All of them must be
having knowledge about what we are going to ask them so that this becomes easy for researcher and
respondents both.
3.11 Research limitation:
These are the drawbacks of research which researcher would be doing or attempting to do all
those barriers that are not making the researcher to complete their work would be termed to as limitations
of a research (Qu and Dumay, 2011). This could be anything that we are assuming within context of
whole dissertation like source of data that is to be collected or sampling method that would be applied
within. In the current topic under which we are to be include and talk about various ways of motivating
and then retaining the employees who which will be associating with Ford motors company. Under this
we are to be using 10 employees of company who are on supervisory level while this the sampling
technique which we are using purposive sampling method so this would not b telling us the correct
results.
24

CHAPTER 4: FINDINGS / RESULTS
4.1 Introduction
This section is been the most important one which could be telling about what all we have done
and what are findings or results of the data that has been collected by researcher. Data analysis will be
important part under this which will be matching our findings and interpretation with what we have
mentioned in literature review section. After data has been collected in form of forming and asking
questions to 20 employees of Ford at supervisory level thematic analysis of whole data would be done so
that interpretation could be drawn out. How many agreed with the question asked, how many of them not
who said what about the topic all parts would be included and written within. Analysing of data which
was collected is vital as this will be telling about what was result of whole data collection. So in the
following dissertation where we have taken 20 employees at supervisory level of Ford and then asked the
question. Following are the answer which they gave.
4.2 Data Analysis
Theme 1: Time duration of working with Ford.
Particulars Respondents
0-5 years 6
5-10 years 6
10-15 years 4
More than 15 Years 4
Total 20
Interpretation:
25

Illustration 1: Time duration of working with Ford.
Any employee who is working with any organisation and if management need to judge the level
of their job satisfaction they could have a look with the number of years since when employee is
associated (Collis and Hussey, 2013). This will be helping us to identify whether employee is satisfied or
not. So out of the total of 20 employees at supervisory level and working within Ford Motors were taken
as sample to identify for how long are they been with company. 6 out of 20 said that they are been
working with company from about 0-5 years this shows that either they are working as fresher in
company or they are now working as permanent employees. While from the total of 20 employees only 4
were there who were associated with company for a longer duration of about 15 years this shows that are
very much satisfied with company and they are not planning to leave it. 4 of them also said that they are
been working in company from 10-15 years and this is also showing their loyalty with company. They are
satisfied, this can be stated as they stayed longer in the organization. Workers who are not satisfied will
not stay for long years. 3 of them also said that they are been working in company for about 5-10 years.
Theme 2: Satisfaction with level of support from HR department of Ford.
Particulars Respondents
Highly satisfied 4
Satisfied 4
Neutral 2
Dissatisfied 6
Highly dissatisfied 4
Total 20
26
0-5 years
5-10 years
10-15 years
More than 15 Years

Interpretation:
It is not only important that employees are happy and satisfied with conditions in which they are
working or some other factors. Whereas role of HR department will also be important cause in motivation
of employees and which will be helping in boosting in their satisfaction. 4 out of 20 employees are just
highly satisfied with the amount of support HR department of Ford is doing in motivating them and in
their retention as well. 4 of them were satisfied with HR and their policy or their involvement into
working of HR. 2 was having no such idea as this employee's reaction was neutral at this part of
involvement of HR within working of Ford. 6 were there out of 20 who said that they do not find in any
way that HR department was taking any interest in motivating or retaining employees of Ford instead
they were not concern about employees and their motivation as well. 4 of them felt that they are
completely disagreeing with the fact that HR department would be having any involvement into employee
and their motivation factor.
Theme 3: Management is interested in motivating its employee.
Particulars Respondents
Strongly agree 4
Agree 6
Neutral 2
Disagree 4
27
Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly dissatisfied
Illustration 2: Satisfaction with level of support from HR
department of Ford

Strongly disagree 4
Total 20
Interpretation:
In the term of motivating employees management play the most important role as we have
studied in above chapter of literature review. They are the one which will be involved into motivating,
satisfaction and rewarding employees thus this would be leading to higher amount of employee’s
retention and their motivation as well. As included in the need hierarchy theory of Maslow that is
organisation or management is providing job security to employee then this will be leading to higher job
satisfaction and then lower employee turnover ratio (Berman and Van Wart, 2012). So 20 out of the
employees who were asked this question 4 of them said that they are strongly agreeing with the point that
management is really interested into motivating them employee’s activity. They said that management is
taking part so that they could retain employees into organisation for longer duration of time which will be
costing very less amount to company. While 6 of they were agreeing with the fact that management is
taking keen interest at the time of motivating employees. 2 of them was not having clear idea whether
management is been involved in motivating employees or not so that employee gave his opinion as
neutral. While 4 of them were disagreeing the fact that management is taking any interest or part in
motivating they or they are putting any kind of efforts in retention of employees. 4 of them were also
there who were in the strongly disagreement with the part that management is interested in motivating
them at any point of time.
Theme 4: Incentives which is motivating employees the most then others.
28
Strongly agree
Agree
Neutral
Disagree
Strongly disagree
Illustration 3: Management is interested in motivating its
employee.

Particulars Respondents
Financial 10
Non-financial 4
Both 4
None 2
Total 20
Interpretation:
There are many ways to motivate employees so that they are retained by company which is
divided into two parts financial and non-financial. Both these types of incentives are very much important
which could be helping in retention of employee for longer duration of time. Financial incentive include
like that of increase in basic salary, bonus, compensation, paid off leaves, profit sharing in company, etc.
so for this one about 10 of the employees said that they are agreeing with point that if they are getting this
monetary or financial benefits then they would be motivated. This financial benefits is the strongest part
in motivating employees as easily they could be doing their work well if they are getting good amount of
money or salary from their employer.
Whereas non-financial incentive are those like that of reward, recognition, appreciation from boss
or other co-workers, good and health working conditions, group incentives, knowledge of results, getting
feedbacks from boss, co-workers or customers, opportunities for growth and involvement in decision
29
Financial
Non financial
Both
None
Illustration 4: Incentives which is motivating
employees the most then others

making process (Kraut and Riedl, 2012). Every small step of your boss towards employee's progress
would be yielding into good motivational factor of them. But only 4 of them agreed with this part that
they would be motived if they are been getting either reward or recognised by their boss then they would
happy. All these no financial benefits which are given by employer will be making them motived and
satisfaction level will be increased. While 4 of them also said that financial benefits alone or non-financial
benefits alone will not be motivating them. Instead, they want that both of these factors must be there so
that their level of motivation is higher than others in company. There were 2 of them who were not
certainly motivated with either of these two factors. As they were the one who was seeking to leave or
switch the current job.
It was seen that at this level of working life employee is not been motivated by either of these
factors as they are planning to leave the job.
Theme 5: Satisfaction with incentives that Ford is giving.
Particulars Respondents
Highly satisfied 4
Satisfied 6
Neutral 4
Dissatisfied 4
Highly dissatisfied 2
Total 20
Interpretation:
30
Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly dissatisfied
Illustration 5: Satisfaction with incentives that Ford
is giving.

Only giving them the monetary or non monetary incentives are not essential in its part on side of
employees. As if company is giving incentive to employee then they must also be looking that employees
are satisfied with them as well (Meadows and Randers, 2012). Ford is normally involved in giving both
kinds of incentives including financial or non-financial one. So at the time when employees were asked
whether they are happy and satisfied with the amount of incentives which they are receiving 4 of them
were highly satisfied. This shows that there is improvement in the working of those employees. As all
these motivations, retention, incentives and productivity are linked to each other. If any one of them
would be increasing will automatically rising the productivity of employee so this will be further
involving into their satisfaction level with job which they are doing. 6 of them were also satisfied with
incentives which company was giving to them. While 4 of them were neutral in this part they neither
agree nor disagree that they are been satisfied with incentives which are given by Ford. 4 of them also
said that they were disagreeing with what incentive which they are receiving from company and 2 of them
was in total disagreement with this.
Theme 6: Some other factors.
Factors Strongly
agree (1)
Agree
(2)
Neutra
l (3)
Disagree
(4)
Strongly
disagree
(5)
Total
Performance appraisal activities are
helpful to get motivated
6 4 4 24 2 20
Support from the co-worker is
helpful to get motivated
4 6 2 4 4 20
Company recognize and
acknowledge your work
6 4 2 4 4 20
Job security exist in the company 6 4 4 4 2 20
Effective performance appraisal
system
4 6 4 4 2 20
Good safety measures adopted in
the organization.
6 4 4 4 2 20
Good relationship with co-workers 4 4 2 4 2 20
Effective promotional opportunities 10 4 2 2 2 20
31

in the organization
Reasonable periodical increase in
salary
6 4 4 4 2 20
Interpretation:
There were asked some important factors which could be aiding into the motivating part of
employees and they all were given ranking from 1-5 and they all were from strongly agree to strongly
disagree. The table above would be showing that out of 20 employees who all said what and what was
their ranking of each of the factors that was asked they are mentioned as below:
Performance appraisal activities are helpful to get motivated.
As per the review of data collected from the primary sources, it has been identified that
performance appraisal activities are helpful to enhance the motivation among employees. With an
effective consideration of key measures the morale among members can be advanced. Total responses
taken from the 20 employees out of which 6 has stated that they are strongly agreed that performance
improvement can also advance the morale. Also, 6 of members are not in the favour of statement. It
indicates that performance appraisal standards within company are not appropriate. By having an
improved focus on regular monitoring the performance appraisal standards can be improved. It will allow
company to ensure that that performance appraisal activities are helpful to enhance the motivation among
employees.
Illustration 6 (a): Performance appraisal activities are helpful to get motivated
32
Strongly agree
Agree
Neutral
Disagree
Strongly disagree

In addition to this, it has also been reviewed that 4 of members believe that they can’t say is
performance appraisal is important or not. It also indicates that few of members are not aware about the
performance appraisal theory or concept which is being employed by the business entity. In this respect,
management need to organise activities and training programs which will create awareness among
employees regarding motivation and performance appraisal methods. It will lead business to impressive
level of success.
Support from the co-worker is helpful to get motivated.
When it is asked to the respondents that how their co-workers are providing support at workplace
and how it affects their motivation level. It is being analysed that majority of employees believe that
support from the co-worker is helpful to get motivated. It has been noticed that out of 20 respondents the
five of them has agreed with the statement. Along with this, it has been witnessed that 8 members of
business firm percept that support from co-workers does not make work practice more easier and does not
helps in meeting long term sustainability. In addition to this, it can be said that coordination and
collaboration within activities need to be referred properly so that goals and objectives can be
accomplished. By having an appropriate consideration of key changes in coordination of activities the
issues can be resolved. It also helps in make sure about continuous morale development.
Illustration 6 (b): Support from the co-worker is helpful to get motivated.
Other than this, 2 of member is having a neutral response which means he is not much
acknowledged about the significance of motivation and its relationship with team coordination. It is
necessary for business entity to provide training about team work and its benefits. It will allow to improve
productivity and ensure that goals and objectives are being accomplished.
Company recognize and acknowledge your work.
33
Strongly agree
Agree
Neutral
Disagree
Strongly disagree

As per the detailed analysis of the data collected, it can be said that company is more focused
towards offering reorganization to its employees. By having an effective consideration of such measures
the overall performance and morale among employees can be advanced. In addition to this, it can be said
10 respondents out of 20 has stated they are totally agreed with the statement. It indicates that company is
offering effective reorganisation which allows business firm to attain various objectives. Along with this,
use of work reorganisation technique allows to have better productivity and motivate members to ensure
that standards are well maintained.
Other than this, 8 of members has percept that work reorganisation is not according to standards
and its does not allow in improving the morale. In addition to this, it can be said that business firm need to
have analysis of activities that can improve the employee engagement. With an effective consideration of
such norms the entity can easily consider motivation improvement as critical aspect. By having a proper
reference of work monitoring the reorganisation factor can also be promoted in desired manner.
Motivated employees will also be doing the work with full efficiency which will thus be effecting their
performance.
Job security exists in the company.
34
Strongly agree
Agree
Neutral
Disagree
Strongly disagree
Illustration 6 (c): Company recognize and
acknowledge your work.

Respondents collected from the employees indicate that job security is also a major concern
which relates directly with the employee morale. Out of 20 respondents the 10 of them has stated that
they percept that business entity is well focused towards employees needs and job security exist in the
company. In addition to this, it can be said that by having a continuous improvement in the job
satisfaction factor the value of job security has been created. It allows ensuring that long term
opportunities can be attained. On the other hand, it has also been noticed that 6 of members are not
satisfied with the work standards. They believe that standards at work place need to be advanced in order
to have effective job security. By having a proper consideration of job security measures and facilities the
satisfaction level among members can be advanced. It allows leading business firm to impressive level of
success.
Effective performance appraisal system
When it is asked to the employees that is performance appraisal system is effective within
organisation. It has been identified that out of 20 respondents 10 of them are satisfied with the existing
aspects of performance appraisal standards. By having an appropriate consideration of measures in terms
of performance appraisal the company is ensuring that all members are having equal support. It helps in
understand that how effective is productivity due to advanced level of appraisal system. Proper evaluation
has been taken into account by members so that goals and objectives can be taken into account.
35
Strongly agree
Agree
Neutral
Disagree
Strongly disagree
Illustration 6 (d): Job security exist in the
company

Other than this, three of members are not considering current performance appraisal appropriate
as per industrial standards. It indicates that management need to improve the performance in desired
manner and ensure that goals and objectives can be accomplished. By having a continuous feedback from
employees the changes in measures need to be analysed properly. It leads to effective development and
ensure that performance is being advanced.
They were asked that whether performance appraisal techniques which firm is adapting are been
helpful to get them all motivated. So 6 out of 20 employees said that they all strongly agree with this part
performance appraisal activities are helpful to get themselves motivated. 4 of them were only agreeing
with the fact, 2 were having mixed thought about the fact, 4 of them were not agreeing the part and 2 of
them was in total disagreement.
Good safety measures adopted in the organization.
If the company is adopting very good safety and concern about workers security then this would
be improving their performance as they then would be motivated (Siddique and Fatima, 2011). There are
many organisations which are been involving into taking life insurance of their workers who are
especially working in hazardous conditions. So this would be helping employees to look forward into
motivation and productivity of employees as well. This is also important for Ford Motors that they are
been implementing all kinds of measures that are related to safety and security of workers that also need
to be good and applicable in all conditions.
36
Strongly agree
Agree
Neutral
Disagree
Strongly disagree
Illustration 6 (e): Effective performance appraisal
system

So in this matter 6 out of 20 employees who are working in Ford said that they strongly agree
with point that company is using safety measures which are very much good for them all. 4 of them said
they are just agreeing with the above specified point of their company using safety measures. While 4 of
them said that they are neutral with the view that company is using good safety measures in organisation
or not. 4 of them were disagreeing with this and 2 of them total denied with this.
Good relationship with co-workers.
If there are good workers who are working in organisation like if they are helping nature and
cooperating with each other this is one major factor which could be motivating them all (Drucker, 2012).
Co-workers are those who are working within same company that too either on same post or department
and if they are very much cooperative one so it becomes easy for them to work in even hard conditions.
So it becomes necessary that they are maintaining good relationship with them all so that all of them are
motivated to work with them and retained in company for longer time.
37
Illustration 6 (f): Good safety measures adopted in
the organization.
Strongly agree
Agree
Neutral
Disagree
Strongly disagree

Illustration 6 (g): Good relationship with co-workers
So out of 20 workers of Ford 8 of them strongly agree with the fact that if they are having good
relationship with their colleagues then they could be easily motivated from this point. 4 of them said that
they only agree with this point 2 was neutral on the view 4 of them were disagreeing with in point. While
on other hand 2 was there who was not finding this point valid so disagreed with the point.
Effective promotional opportunities in the organization
If in organisation management is giving their employees more effective tools of promotion or
giving them all equal opportunities then they would be motivated thus giving good performance as well
(Pestoff, 2013). Promotional tools or opportunities which they are getting from their organisation or their
employer would be reason which would be motivating them the most. So it is the duty of company that
they are giving equal opportunities to all employees within company to raise up and do something which
could be regarded to as out of the box for firm. If any employee is doing well within organisation then
they need to be praised and promoted by their boss or leader who is guiding them which will be known to
as great act of motivation for them.
38
Strongly agree
Agree
Neutral
Disagree
Strongly disagree
Illustration 6 (h): Effective promotional
opportunities in the organization
Strongly agree
Agree
Neutral
Disagree
Strongly disagree

In this part from total of 20 employees 10 of them totally agreed with point that if they are getting
promotion for good work done by them then it would be easy for them to get motivated. 10 of them
simply agreed with this point which stated that effective promotional opportunities in organisation would
be getting them motivated. They also said that their organisation is giving them all opportunities to get
promoted or they are also helping them in doing this. Rest each one of them said that they were either
neutral, strongly disagreeing or simply disagreeing with the point.
Reasonable periodical increase in salary
Company must be following method of periodical increase in salary of their employees which
could be at-least once in a particular financial year (Werbach and Hunter, 2012). Salary could be regarded
to as biggest motivating factor for any of employees who are working in organisation so if company is
increasing their basic salary once in a year then this could be regarded to as motivating factor. The salary
increment must not be too high or too low but it must be reasonably good that much which motivating
employee is.
From out of 20 employees of Ford who were asked this question among them 6 of them said that
their company is involved in giving periodical increase in salary of individual and with this incremental
they are been motivated as well. 4 of them were only agreeing with this point, 4 of them said that their
view on this was neutral and 4 of them were strongly disagreeing with this part. While 2 out of 20
39
Strongly agree
Agree
Neutral
Disagree
Strongly disagree
Illustration 6 (i): Reasonable periodical increase in salary.

employees mentioned that they did not agree that Ford is giving them reasonable periodical increase in
salary.
Theme 7: Ranking according to factor motivating employees the most.
Factors Strongly
agree (1)
Agree (2) Neutral
(3)
Disagree
(4)
Strongly
disagree (5)
Total
Leave 4 6 4 4 2 20
Recognition 6 4 4 4 2 20
Salary increase 4 6 2 2 2 20
Promotion 5 4 2 2 2 20
Motivating skills 6 4 4 4 2 20
Interpretation:
There were some other factors that were added to motivating part of employees like which are
mainly related to their financial or non-financial benefits of employees yielding to their motivation of
other benefits. 20 employees were asked to give the rating to their financial or non-financial benefiting
them the most including leave, salary, and promotion, recognition or motivating skills.
Leave-
This one of the important factor which is concerning about paid and unpaid leaves this is also
important policy under HR who is responsible for leaves of their employees (Cardy and Lengnick-Hall,
2011). If company is having very good HR policy then this would be motivating their employees to do
their work in discipline and hardworking manner.
40

So out of 20 employees of Ford 4 of them strongly agreed that company is providing them good
with good policy of leave with which they all are very much satisfied. They also said that they are
motivated with what they are doing while 6 of them said that they only agree with the fact that if
company would be giving or allowing them with good leave policy and they are also satisfied with that.
On the other hand 4 were of them were neutral on this part and did not say anything that whether they are
motivated or not. But 4 of them were disagreeing with this and said that leave was not giving them any
kind of satisfaction. 2 of them was in strongly disagreement with it.
Recognition-
Getting recognition for their work which they are doing with much sincerity and then getting paid
for this is very good as per view of hard working and dedicated employees of Ford (Parvin and Kabir,
2011). Just getting paid for what they are doing would not be enough so their boss must also be
recognising their work with appreciating them either in front of all or in personal way. This would be
greater source of them all been more and more happy or motivated and giving their company a lot more
than that what they could.
41
Strongly agree (1)
Agree (2)
Neutral (3)
Disagree (4)
Strongly disagree (5)
Illustration 7 (a): Leave
Strongly agree (1)
Agree (2)
Neutral (3)
Disagree (4)
Strongly disagree (5)Illustration 7 (b): Recognition

In this regard 6 out of 20 employees of Ford said that if they were to get recognise by their boss
due to good work done by them this would be matter of motivation for them as well. 4 of them were also
agreeing with this point and said that recognition would be paying them a lot in way to more good work
to be done. 4 were neutral with this fact and neither they agreed nor disagreed by this point 4 were in
strongly disagreeing with this point stating that getting recognised by their boss would not be giving them
motivation. While 2 of them said that he was not agreeing with this fact and recognition was not that
much helpful.
Salary increase-
Salary is the best form of financial motivating factor which is considered that all employee are
always motivated and happy with this fact (Bohdanowicz, Zientara and Novotna, 2011). Getting a good
and handsome amount of salary for the satisfied level of work which employees are doping or giving to
their company is motivating for them. If they are not getting good pay for what good they have done then
this could not be sufficient.
Out of 20 employees who were included within this research project were asked this question
which majority of them i.e., 8 of the strongly believed with increment of salary would be good option of
them getting motivated. 6 of them also agreed with it but not fully rest each one of them were either
neutral, disagreed or strongly disagreed with it.
Promotion-
If any employee who is been serving within company for longer time and also doing very good in
their work then they should be getting promotion from their present post. This is effective tool of
employee's motivation in more prefect way which will be including giving them more responsibility, roles
and more important or harder work to do.
42
Strongly agree (1)
Agree (2)
Neutral (3)
Disagree (4)
Strongly disagree (5)
Illustration 7 (c): Salary increase

Mostly strongly agreed with this fact that if they are getting promotion then their ability to do
their work in better way would be improving which are about 10 of them. 4 of them only agreed with this
rest each one of them was either neutral, disagreeing or strongly disagreeing with this part.
Motivating skills-
If employees are getting some extra skills apart from their job like all those which are motivating
them to do their job more effectively would be good option at par of company and employees both (Aaker
and Joachimsthaler, 2012). Motivating skills would be including like that of workshops, speech from their
seniors and some extracurricular activities would also be good option.
6 out of 20 employees who were asked said that motivating skills would be affecting and helping
them to do their work more effectively. 4 of them included they would also be motivated if motivating
43
Strongly agree (1)
Agree (2)
Neutral (3)
Disagree (4)
Strongly disagree (5)Illustration 7 (d): Promotion
Strongly agree (1)
Agree (2)
Neutral (3)
Disagree (4)
Strongly disagree (5)Illustration 7 (e): Motivating skills.

skills are been developed within company. Those who were neutral about this part were only 4 of them
and 4 were disagreeing this while 2 was in strongly disagreement with this factor.
Theme 8: Switching the job from Ford.
Particulars Respondents
Yes 8
No 12
Total 20
Interpretation:
8 out of 20 employees agreed that they are not fully satisfied or happy with certain things or
factors like it could be not getting good pay, sufficient leaves, not getting promotion or they are not happy
within company so they are planning to leave the job. All 8 of them were looking for better options so
that they could switch on with their job or do other work. While majority of them i.e., 12 of them were
happy and satisfied with their job and company so they would not be looking for switching the job of
Ford.
Theme 9: Conditions that are making them think or switch their job.
Particulars Respondents
Not satisfied 2
Increment in salary 2
Looking for something good 2
44
Yes
No
Illustration 8: Switching the job from Ford.

Others 2
Total 8
Interpretation:
From the above 8 employees who were planning or thinking to change or switch their job for
something else were asked that what are those factors which are leading them to think like this or leave
current job. As rest 12 of them were no switching their job so they were not asked this question and only
12 of them were included in this question. Each one of them were having their own reason as to why they
wanted to leave job of Ford and then join in some other company. The reason included like that of they
were not satisfied, or their salary was not increasing, or they were looking for something better option
other than Ford and one said that he was having other reason.
Theme 10: Rewards and recognition for achievement in Ford.
Particulars Respondents
Yes 12
No 8
Total 20
Interpretation:
45
Not satisfied
Increment in salary
Looking for something good
Others
Illustration 9: Conditions that are making
them think or switch their job

From the total of 20 employees 6 of them believed that they were been recognised by their boss
or their received rewards from boss at times when they did good job or achieved something been into
Ford. While on the other hand 8 of them also said that they were not getting any kind of reward neither
they were been recognised for the amount of good work which they did. So this was a matter of
demotivation for all of them who did not get any motivation as we have noted down in above literature
review part as well.
Theme 11: Getting appraisal or appreciation for work done by employee is essential.
Particulars Respondents
Yes 14
No 6
Total 20
Interpretation:
From the total of 20 employees 14 of them agreed with the point that getting appraisals and
appreciation from their boss or other co-workers are important part of job which wills not only motivating
46
Illustration 10: Getting appraisal or appreciation for work done by
employee is essential
Yes
No

them but also giving them more energy to do better work. While only 6 of them said that appraisals or
appreciation would not be that much helpful in this regard they should be only getting financial incentive
not the non-financial one to get motived. But as in the above literature we have studied that both these
financial and non-financial incentives are essential to get employees motived or satisfied with their job.
Theme 12: Leaving the job is connected with motivation.
Particulars Respondents
Yes 14
No 6
Total 20
Interpretation:
Motivation is directly or indirectly connected with leaving or switching off with your current job
as included in above literature. If employees are motivated enough then they would not be thinking of
switching off with their job which is beneficial for both company and that to employees. So 14 out of 20
employees said that they agree with part that motivation is connected with thinking to leave the job or
even leaving the job. They mentioned that if they are motivated then they would not be thinking to switch
with their job and if they are not motivated then they would be taking this step to leave current job. While
47
Yes
No
Illustration 11: Leaving the job is connected with
motivation

only 6 of them said that even if they are motived they can think to leave their job if they are getting good
amount of salary from some other job.
Theme 13: Training and development opportunities by company.
Particulars Respondents
Highly satisfied 6
Satisfied 6
Neutral 4
Dissatisfied 2
Highly dissatisfied 2
Total 20
Interpretation:
Giving your employees the best opportunities to excel their field or to come up with training and
development programs so that they could perform in better way. This factor play major and important role
in motivating employees which would be including training and development of employee and their
present skills which could be groomed in a better way out. So in this regard 6 of them said that they
highly agree with fact that training and development activities which are held by company are indulging
employee to give them better opportunities. 6 of them were satisfied with the part, 4 of them were having
neutral reaction, 2 of them was dissatisfied with this and 2 of them was highly dissatisfied with it.
48
Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly dissatisfied
Illustration 12: Training and development opportunities
by company

Theme 14: Management is involving employees in decision making of company.
Particulars Respondents
Highly satisfied 4
Satisfied 6
Neutral 4
Dissatisfied 4
Highly dissatisfied 2
Total 20
Interpretation:
Employees who are been involved into decision making process of company or management of
Ford are enabling employees to share their views or ideas with firm. This is good step by them which
would be motivating employees to do their work in most efficient way and on the same time helping
company to know more about problems or issues that they are facing. They also said that this would be
directly beneficial for company and employees as well in long run of company. Management would be
gathering and analysing ideas, views or suggestion of employees which they could accompany within
decision making of firm as well. So 4 of them were highly satisfied with the fact that if management is
involving employee in decision making that this would be directly benefiting them. While 3 of them were
satisfied, 4 of them were neutral, 4 of them were dissatisfied and 2 of them were highly dissatisfied.
Theme 15: Changes that company need to incorporate in working of Ford.
49
Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly dissatisfied
Illustration 13: Management is involving
employees in decision making of company

Many changes company could be incorporating so that working of employees and that of
company could be more formalised. Employees need to be satisfied with what kind of work that they are
doing which will then be aiding into their motivation and ultimately they would be giving their best in
working and making company profitable. Ford should be including more training and development
programs which are essential for employees and also they must be giving them more chance to grow by
giving them opportunities. Employee of company are wanting that their views and suggestion should be
asked and considered at time when management is making any policy which is related to them. Like the
HR policy which mainly govern workers or the safety and healthcare policy. Employees of company
knows better that in which area do they are wanting or needing any changes like they want to keep more
safety tools or techniques to be included in safety and healthcare policy.
50

CHAPTER 5: CONCLUSIONS and RECOMMENDATIONS
Conclusion:
From the above whole dissertation which is been based on topic of various ways that are to be
used in motivating employees so that they could be retained within organisation for longer duration of
time on Ford Motor company. This is one of the leading car manufacturing company in world which is
serving in about whole world with sale and manufacture of its various styles and kinds of car. The
company and its management are very much involved within motivating, promoting, involving,
recognising, leading, managing and retaining their employees in business so that company is getting
benefit from them all. In this respect it was interpreted and concludes that most of the workers of Ford are
very much involved to include their employees within this task. Ford knows how to motivate its
employees who would then be involved in company for longer duration of time. Just motivating them is
not easy but it is also required that they are doing efforts in retaining their employees which is at the end
beneficial for company itself. This is very much important task for all employers and management that
their employees are always been motivated so that they are satisfied with job which they are doing.
It was also concluded that many employees who are working with the company are satisfied with
the amount of support which their higher management is giving them all. The most important element in
this task of motivating employee is that of allotting them the financial and non-financial incentives with
which workers could be involved more in management and working of company. Motivation is that factor
which is driving individual to do their work or do something which they would not be doing in normal
course of work. There are many effects of motivation on employee that result into increasing productivity,
good performance of employees and moreover they would be satisfied with their job.
Conclusion could be draw out from all parts of dissertation that includes literature, data analysis
and research methodology as well and all these state that if employee are finding stability and balance in
working then surely they would be motivated. These all are a part of boosting up of morale of employee
which is driving them to do better than before and that from others as well. Number of ways in employees
motivation could be gained and remained till the time they are working for company could be analysed.
Like many we have talked about some theories of motivation which should be part of management in
their process of motivating employees. Some theories like that of Maslow need hierarchy and Herzberg
two factor were included within our study. There are various factors which are motivating employees
include salary, status in family and job, bonus or compensation, paid leaves or good culture of work all
are motivating them. Further, it can be stated that majority of the workers are satisfied with the working
environment and they are motivated. Still; there are certain set of areas in which improvement needs to be
made so that workers can be boosted up.
51

While it was noted that motivation will straightly leading to happy employees and this will be
resulting into lesser number of employee turnover. However, it was also included that making them all
happy and satisfied would not be easy task for management as there are many employees who are
working and all of them could be motivated with different types of factors. It was concluded that some
employees may be attracted and motivated with monetary incentives and some of them could also be
motivated with non-monetary one. So this becomes hard and difficult for management in doing their work
of motivating each and every employees it is possible that many employees are left and they are not been
satisfied.
Recommendations:
There are also some parts which Ford need correct so that they could be getting more retained and
satisfied employees who are then enabling management and company to grow and develop more. Apart
from various way, methods and techniques or theories which Ford is adopting in order to motivate their
most employees or only those who are willing to do something for their company. So some
recommendations which company need to invite within their working could be like that of:
 Ford should be involving more employees who are capable, skilled and having knowledge about
company and market into decision making process. They all could be more fruitful for company
so that company could grow and employees who are included in this process is been motivated
and satisfied with what job they are doing. This part is highly recommended for the Ford in their
growth and development in market as with the help of employees only it is possible for firm to
earn higher profits and revenue.
 If Ford is allowing all its employees in training and development programs then this would be
another factor of their motivation or retention. So it was advised that Ford must be engaging their
employees with more chance of training which will be then involving into development of them
all. With the help of training they could get to know about new techniques of car manufacturing
or about some innovation in industry if any. Thus, enabling Ford to know about what are the
changes which they need to do in their working as per the changes in industry.
 Ford must be engaged in regular meeting with their employees who would be telling them all
about what problem and issue is been faced by workers while working in Ford. This will be
helping employer to provide certain changes in managing or certain policy formation process of
company. If the company knows what their employees or workers are having problems or what
are the issues which they are facing then it becomes easy for them to solve this. Then this would
be easier for them to make changes and avoid employee turnover.
52

 Ford must also be using better better techniques of motivation that also must be in accordance
with needs of employee. As all employees are not same so they must be identifying which
employee. There are various theories which Ford can apply for motivating their employees who
are performing in a better way as compared to others in company.
53

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58

APPENDICES
Research Questionnaire
Name:_____________
Age:_______________
Occupation:________
Position:___________
Q1. How long are you working in Ford Motors Company?
A. 0-5 years
B. 5-10 years
C. 10-15 years
D. More than 15 Years.
Q2. Are you satisfied with level of support from HR department of company?
A. Highly satisfied
B. Satisfied
C. Neutral
D. Dissatisfied
E. Highly Dissatisfied
Q3. Is management really interested in motivating its employees?
A. Strongly agree
B. Agree
C. Neutral
D. Disagree
E. Strongly disagree
59

Q4. Among them which incentive motivates you the most?
A. Financial incentives
B. Non financial incentives
C. Both
D. None
Q5. Are you satisfied with incentives which Ford provide you?
A. Highly satisfied
B. Satisfied
C. Neutral
D. Dissatisfied
E. Highly Dissatisfied
Kindly rate factors according to rating provided.
1= Strongly agree; 2= Agree; 3= Neutral; 4= Disagree; 5= Strongly disagree
Q6. Provide the rating.
No. Factors Rates
i. Performance appraisal activities are helpful to get motivated
ii. Support from the co-worker is helpful to get motivated
iii. Company recognize and acknowledge your work
iv. Job security exist in the company
v. Effective performance appraisal system
vi. Good safety measures adopted in the organization.
vii. Good relationship with co-workers
viii. Effective promotional opportunities in the organization
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