Evaluating Employee Motivation and Job Satisfaction at McDonalds, UK

This research project investigates the impact of employee motivation on job satisfaction within the context of McDonald's, Station Road, Harrow, UK. The study aims to examine motivational theories, assess employee and job satisfaction levels, and analyze the relationship between these factors. The report includes an introduction outlining the research aim, objectives, and rationale. A literature review covers relevant motivational theories, such as Maslow's Hierarchy of Needs and Herzberg's theory, and discusses factors affecting employee motivation. The research methodology details the research philosophy, approach, strategy, and data collection methods, including questionnaires. Data analysis and findings are presented, followed by a conclusion and recommendations. The project utilizes a Gantt chart for timeline management and includes references and appendices for supporting information. The research highlights the importance of employee motivation for organizational success, emphasizing the need for strategies to enhance job satisfaction and employee performance.

RESEARCH
PROJECT

TABLE OF CONTENTS
CHAPTER 1 INTRODUCTION.....................................................................................................1
Research project description........................................................................................................1
Research aim and objectives........................................................................................................1
Rationale of the study..................................................................................................................2
Structure of the research..............................................................................................................2
Gantt chart...................................................................................................................................3
CHAPTER 2 LITERATURE REVIEW..........................................................................................4
Theories related to motivation.....................................................................................................4
Importance of enhancing employee motivation..........................................................................6
Factors affecting employee's motivation or satisfaction..............................................................6
Effect of motivation on job satisfaction.......................................................................................7
CHAPTER 3: RESEARCH METHODOLOGY...........................................................................10
Introduction................................................................................................................................10
Research philosophy..................................................................................................................10
Research approach.....................................................................................................................10
Research strategy.......................................................................................................................11
Data collection methods............................................................................................................11
Population, sample and sampling method.................................................................................11
Validity and reliability of research instruments.........................................................................12
Ethical consideration.................................................................................................................12
Limitation of research method...................................................................................................12
Data analysis..............................................................................................................................12
Resources and time plan............................................................................................................12
CHAPTER - 4 DATA COLLECTION AND ANALYSIS...........................................................13

Findings from the questionnaire................................................................................................13
Interpretation..............................................................................................................................18
CHAPTER – 5 CONCLUSION AND RECOMMENDATIONS.................................................26
REFERENCES..............................................................................................................................27
APPENDIX....................................................................................................................................30
Research project description......................................................................................................33
Research aim and objectives......................................................................................................34
Rationale of the study................................................................................................................34
Structure of the research............................................................................................................34

CHAPTER 1 INTRODUCTION
Research project description
The major aim of this study is to investigate the impact of employee motivation on the
job satisfaction. The project highlights the fact that motivational aspects can influence the
behaviour of the employees. It is essential that workers should be appreciated or rewarded for the
contribution that they are delivering to the company. Hence this topic can prove to be a very
interesting research point. Due to increasing competition, aspects like motivation, job satisfaction
and employee performance have become very crucial for the firms (Albrecht, 2012). They expect
to retain best of their individuals and gain maximum from them.
This topic has been selected in order to find out more details about the relationship
between motivation and job satisfaction. This research study has the potential to find out the
major reasons why workers remain dissatisfied from their jobs. It identifies the methods through
which satisfaction among the people can be increased (Roberts, 2013). It talks about the different
motivational theories. These theories answer to the questions “what” motivates the employees
and “why” do they behave in a certain way. The research is being performed within the context
of McDonalds
Research aim and objectives
The major aim of the research is to evaluate the influence of employee motivation on the
job satisfaction within the context of McDonalds, Station Road, Harrow, UK.
Following objectives have been laid down in order to achieve the above framed aim:
 To examine the theories related to motivation and their association with job satisfaction
 To investigate the level of employee motivation at McDonald’s
 To determine the level of job satisfaction at McDonalds
 To analyse the impact of employee motivation on job satisfaction at McDonald’s
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Rationale of the study
The goal of the research is to highlight the importance of job satisfaction and its
connection with the employees working within the organization. Further it talks about the
importance of motivation at the workplace. In the present context, talented employees are treated
as the assets of business. Efforts are made to retain them for a longer period so that company can
make valuable use of them (Hakala, 2008). There can be many factors which can affect their job
satisfaction and their respective behaviour within the company. From the academic point of view
this study holds a great importance. The readers can get an intellectual view of the motivational
theories, factors affecting job satisfaction and the methods of increasing the motivation for
employees. From the corporate point of view, it can be said that this research work will state
about the motivational techniques and approaches which can be used by the employers
(Armstrong, 2012). Further it will be interesting to know that how job satisfaction is correlated to
motivation.
Structure of the research
Structure of the research is as follows:
Chapter 1 Introduction
This chapter states the area of the research. The clear purpose and rational is defined.
Apart from that the research background, issue and the problem statement are also discussed.
Within this chapter only, the research objectives are framed. It sets down the basis for further
discussion.
Chapter 2 Literature Review
This chapter includes the past research findings. The theories and concepts related with
the topic are discussed critically. The main purpose is to find out the research gaps. An effort is
made to establish a link between the existing literature and the research.
Chapter 3 Research Design & Methodology
It talks about the approaches and instruments which are used in collecting the data for the
research. It is important because it point out the direction for the research. The reasons behind
use of different research tool will be explained along with proper justification.
Chapter 4 Data Collection and Analysis
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This chapter shows the evaluation of the data collected for the study. The outcomes and
conclusion are based on this chapter only. A suitable technique of evaluation has been used for
the study. It will help in producing valuable results.
Gantt chart
Sr. No. Activities List of activities Weeks Preceding activities
1 A Meeting with supervisor 1
2 B Completion of proposal 1 A
3 C Submission of proposal 2 B
4 D Approval of supervisor 1 C
5 E Review of previous literature 5 D
6 F Collection of data 4 D
7 G Analysis of data 4 E,F
8 H Interpretation of data 3 G
9 I Drafting the complete project 4 E, H
10 J Reviewing the complete project 2 I
11 K Finalizing the project 1 J
12 L Submission of the project 1 K
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CHAPTER 2 LITERATURE REVIEW
Under this chapter past research findings are included. The theories and concepts related
with the topic are discussed in critical manner. The main purpose is to find out the research gaps
so that main objective can be established. An effort is made to establish a link between the
existing literature and the research.
Theories related to motivation
Maslow Hierarchy of needs
The theory was proposed by Abram Maslow in the year 1943. It states that an individual
is having certain types of needs which are satisfied level after level (Pulakos, 2009). Those needs
can be described as follows:
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Figure 1: Maslow Hierarchy of needs
(Source: Eyal and Roth, 2011)

Physiological Needs
According to Trerise, (2010), these are some basic needs of an employee which can be
expected to be fulfilled from the company. For example, employees can be motivated through
offering basic facilities such as shelter, water, food, good working condition, salary etc.
Safety Needs
It is associated with protection and security of an individual. The needs include living in
safe area, financial services, retirement plan, job security etc.
Social needs
According to Tucker, (2013), the social needs includes more of emotional aspects of an
employee. It includes needs like family, love, friends, affection, socialism etc. Within the context
of the business, an employee expect to work at a company where he can find friendly working
conditions.
Esteem needs
The self-esteem needs are related with self-respect, recognition, attention, good
reputation etc. It is about holding a good social status within the society.
Self-actualization
According to Cattermole, Johnson and Roberts, (2013), it is considered as the search of
reaching one’s full potential as an individual. It includes needs such as truth, justice, wisdom,
meaning etc. It can be very difficult to achieve because it is stage of harmony and intense
happiness.
Herzberg theory of motivation
The theory has been proposed by Fredrick Herzberg. In order to understand the employee
motivation, he performed a study and concluded that there are two factors which causes job
satisfaction and dissatisfaction.
Satisfaction factors – motivators Dissatisfaction factors – hygiene
 Achievement
 Advancement
 Growth
 Recognition
 Company policy
 Relationship with boss
 Relationship with co-workers
 Salary
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 Responsibility (Evans, 2010)
 Work itself
 Supervision
 Work environment (Görgens-Albino
and Kusek 2009)
According to Herzberg job enrichment is required for intrinsic motivation and it is a
never ending process. The theory states that the given work must possess adequate challenge so
that full potential of the employees can be utilized (Griffin and Annulis, 2013). The people who
are capable must be given more responsibilities. The company should focus on replacement if a
particular job is not been able to make use of full potential of an individual. The person should
be replaced with the one who has a lower level of skill.
Importance of enhancing employee motivation
For the firm it is very essential that it must make efforts with regard to enhance the
motivation level of its workers. In this regard, it has been evident from the many researches that
high level of motivation among workers will lead to cause the positive impact upon the sales and
profitability related condition of enterprises. It is due to the fact that, motivated employees will
tend to deliver their best services to the firm. According to Hafeez and Aburawi, (2013), Due to
this, the respective customers of firm will feel highly satisfied. As a result of it they will
constantly use the services which is being given by firm and because of this the sales and
profitability related condition of firm will be impacted in a positive way. However, it has been
stated by Kruse, (2012), that firm can accomplish its strategic goal within given specified time
limit if has the team of motivated and satisfied employees. Overall, it can be said that employee
motivation has positive impact upon the organization.
Factors affecting employee's motivation or satisfaction
There are number of factors assessed which lead to cause the necessary impact upon the
motivation or satisfaction level of employees. Here, Lauby, (2005), stated that the work
environment of the organization is being regarded as the major factor which lead to cause
significant impact upon the satisfaction level of the employees. Here, working environment is the
environment where workers work. The employees always prefer to work in the environment
which gives importance to their needs and demands. However, if they will not find such
environment then in the given circumstance their motivation level will be impacted in a negative
way. As a result of it they will concentrate upon the work which is being assigned to them.
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However, Harris and King, (2015), have examined that the level of stress or workload
within organization will lead to influence the motivation or the satisfaction level of employees.
High level of stress will lead to cause the direct impact upon the satisfaction level of workers.
This is because, for any workers it became very difficult with regard to work in a highly stressful
environment. (Motivating Employees. 2015) But, they feel motivated to work in such
environment when manager of firm uses necessary means with respect to enhance the motivation
level of their workers in an effective way.
In addition to this, as per the view point of Whalley, (2009), the type of leadership style
as being adopted by the firm's manager will lead to cause the significant impact upon the
motivation level of employees. In this regard, there are three different type of leadership style
assessed and it consists of autocratic, participative and free rein etc. (Albrecht, 2012). These all
given styles have different impact upon the satisfaction level of workers. For example, the
motivation level of workers is impacted in a negative way firm's manager uses autocratic style of
managing and leading workers. This is because, such leader do not give importance to the
employees who works within firm (Claydon, 2010). The main aim to this worker is to
accomplish its work in any condition. Due to this, motivation of worker will be impacted in a
negative way.
However, Cram, (2010), also examined that employees feel highly motivated when
manager uses democratic method of managing and leading people. This is because, such leader
give priority to the needs and demands of the workers. Moreover, in order to make them feel like
as an important part of firm they involve their employees in the decision making process.
According to Qualls, (2008), through this way only, such manager enhances as well as maintain
the satisfaction level of the employees in an effectual way. Thus, it can be said that different
factors have both positive and negative impact upon the satisfaction level of workers.
Effect of motivation on job satisfaction
According to Roberts, (2013), Motivation is the reason behind satisfaction and
satisfaction is the last situation attend by an employee. It has been reviewed from the many
literature that the motivation causes significant impact upon the satisfaction level of workers. In
accordance with the given context, as per the view point of Sutherland, (2013), motivation
encourages workers to put double efforts on the work which is being assigned to them. It has
been assessed that the individual who feel highly motivated will always try to make efforts with
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regard to deliver its best performance to the firm. According to Griffin, M. and Annulis, (2013),
such type of motivation comes when they feel highly satisfied from their job in an effectual way.
Thus, it can be said that the motivation and job satisfaction are the two such factors which are
directly connected with each other. This means that negative motivation causes negative impact
upon the satisfaction level of employees or vice versa.
In addition to this, Eyal and Roth, (2011), stated that motivation helps in converting the
non-satisfied state of an individual into the satisfied state. There are many instances occur within
organization which will lead to cause the direct impact upon the satisfaction level of employees.
Thus, one ray of hope will help in enhancing the satisfaction level of workers. As a result it an
individual who feel highly dissatisfied from their job will start liking it. Due to this, positive
benefits will be gain by the firms like McDonald in the form of increased profits and sales.
However, it has been critically evaluated by the Cattermole, Johnson and Roberts, (2013)
that satisfaction level of employees varies as per the type of employees motivation mean as being
used by the manager of organization. In this regard, it is assessed that some employees feel
highly satisfied when manager uses non- monetary means such as assigning high role and
responsibilities and giving letter of recognition to the workers for the purpose to enhance the
motivation level of employees in an effective manner.
According to Evans, (2010), some workers feels highly satisfied then firm appraise their
work through monetary mean of motivation which consist of incentives and bonus etc. Thus, it is
also right to say that the type of motivational mean also influences the satisfaction level of
workers. Hence, for the manager it is necessary that it must consider the given thing while
making the decision about the way of enhancing the satisfaction level of employees. This is
because, wrong selection with regard to the motivation factor will lead to hamper the service
delivery process of firm.
Additionally, according to the view point of Görgens-Albino and Kusek (2009), the
motivation and satisfaction level of workers are influenced through the same type of factors as
they are interrelated or interconnected with each other. There are many factors which influence
the satisfaction level of workers, hence it is essential for the manager that it must consider the
given factors in an effective way. This is because, lack of consideration of the same will lead to
hamper the work of organization.
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In addition to this, as per the view point of Albrecht, (2012), productivity in work is the
outcome of employee satisfaction and motivation. Generally, it has been seen that employees
will not take part in any type of activity which is being organized within firm if they do not feel
highly satisfied or motivated from their respective job. Due to this, productivity of the employees
will get hampered. This direct impact will be seen upon the sales and profitability related
condition of firm in an effectual way. Overall, it can be said that the employee motivation has its
impact upon the job satisfaction level of workers.
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