Motivation's Impact on Talent Retention at Morrisons in the UK Retail

This research report investigates the importance of employee motivation in managing and retaining talented employees within the UK retail industry, with a specific focus on Morrisons. The study aims to identify the impact of motivation on talent management and retention, and to examine the issues faced by Morrisons in the absence of talented employees at the workplace. The literature review explores the concept of staff motivation schemes, different schemes used by Morrisons, and the challenges faced during implementation. The research methodology outlines the research philosophies, approach, strategy, and tools used, including sampling methods. The report then anticipates presenting findings and discussion of data, concluding with recommendations and implications for further research. The ultimate goal is to provide insights into effective motivation techniques that can be used to retain employees for a longer period, contributing to organizational success. Desklib provides access to similar solved assignments and resources for students.

Unit 11 – Research Project
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Table of Contents
Chapter One: Introduction...............................................................................................................4
1.1 Research Aim and Rationale............................................................................................4
1.2 Research Questions..........................................................................................................4
1.3 Research Objectives.........................................................................................................5
1.4 Significance of the Research............................................................................................5
Chapter Two: Literature Review.....................................................................................................6
2.1 Introduction of Literature Review....................................................................................6
2.2 Main Body........................................................................................................................6
Concept of staff motivation schemes in context to organisation............................................6
Different staff motivation schemes used by Morrisons to retain employees.........................7
Issues faced by Morrison’s while implementing staff motivation schemes to retain employees
at workplace............................................................................................................................8
2.3 Conclusion of Literature Review......................................................................................9
Chapter Three: Methodology.........................................................................................................10
3.1 Research Philosophies....................................................................................................10
3.2 Research Approach.........................................................................................................10
3.3 Research Strategy...........................................................................................................10
3.4 Research Methodology...................................................................................................11
3.5 Research Tools...............................................................................................................11
3.6 Sampling.........................................................................................................................11
3.6.1 Identifying Population and Research Site...................................................................11
3.6.2 Sampling Strategy.......................................................................................................11
Chapter Four: Findings (Data Analysis and Presentation)............................................................13
Chapter Five: Discussion (Data Interpretation).............................................................................15
Chapter Six: Conclusion, Recommendations and Implications for Further Research..................24
References.....................................................................................................................................26
Appendix.......................................................................................................................................27
Questionnaire........................................................................................................................27
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Chapter One: Introduction
Title: To identify the importance of employee motivation in managing and retaining talented
employees within the UK retail industry
Background of the research
Globalisation has made a significant change on the economies of the growth of the world.
It has been made to manage social, global and political factors which are work on the basis of
different changes which has been opened opportunities and challenges in developing economies
in major challenges. The work of high level of motivation schemes to employees to make grip
and has make a dynamic growth in business environment. The use of staff motivation and
techniques for the employees are effective and retentions to the growth of organisation success
(Sylkin and et.al., 2021). Thus, it is very effective to constantly to manage motivate the growth
and retain them for longer period of time in an effective and appropriate manners. This research
is basically related to effective motivation schemes which are used to work as an employee and
retain them for the longer period of time.
1.1 Research Aim and Rationale
Research aim
To identify the importance of employee motivation in managing and retaining talented
employees within the UK retail industry”. A study on Morrisons.
Research rationale
The main reason for choosing this topic is to provide wide range of information and
collect informative knowledge in more effective and approaches. It is further analyse different
challenges to complete authenticate availability and approaches for gain higher effective
availability in an appropriate ways. The researcher is able gain personal and professional
development skills which are effective and helps in analysing the future situations. In the context
of personal development researcher is able to gain communication, skill development, research
writing and other skills (Bhattacharyya and et.al., 2021). Whereas, it the context of professional
development, the use of training and development is used to achieve higher efficiency in more
effective and appropriate ways. It is used to analyse and manage the motivation schemes for the
growth of organisational context.
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1.2 Research Questions
Research objective
 To increase basic understanding about the talent management.
 To identify the impact of motivation in managing and retaining talented employees
within employees Morissons.
 To examine the issues faced by Morissons in the absence of talented employees at
workplace.
Research questions
 What is the concept of talent management in context with UK retail industry?
 How motivation has impacted on talent management and retention?
 What are the issues that could be faced by Morissons in the absence of talent
management?
1.4 Significance of the Research
The main significance of the research is to provide wide range of applicability to analyse
the working and achieve higher efficiency in more effective and appropriate ways. Furthermore,
to complete the working and achieve efficiency are able to work and choose motivational
techniques and growth to work and manage significant process to accomplish the task in more
effective and efficient ways (Rawat, 2021). These techniques are used and achieve to complete
working in more appropriate ways and manage the subsequent growing sectors for understanding
the process and gain effective management techniques to analyse and conducting behaviour in
different channels. It would be more significant and appropriate to complete need and manage
more effective growth for provide wide range of challenging nature in an significant growth.
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Chapter Two: Literature Review
2.1 Introduction of Literature Review
Literature review is defined as the procedure which is used to gather information through
secondary sources such as books, journals, articles and so on. The main objective of literature
review us to analyse research gap in present study (Mruck and Mey, 2019). In previous studies,
there was information about staff motivation but it lacks data about impact of staff motivation on
employee retention. In order to fulfil this gap, research questions are developed and is given
below:
2.2 Main Body
To increase basic understanding about the talent management.
According to Thomson (2021), talent management is the concept and scope of human
resource to attract and retain talented or knowledgeable employees within UK retail industry.
The aim of the talent management is to improve business performance via retaining talented
employees at workplace. Talent management is important for an organisation because it helps
them by building their company’s reputation in the marketplace. Thus, it becomes essential for
the organisation to understand different employees as per their traits in order to achieve the goals
of the organisation. To keep the morale of the employees high, management uses various talent
management strategies. These strategies have high influence on human's life to boost up the
employee confidence as well to achieve organisational goals on time and also enhance their
motivation. Additionally, they put their all efforts to achieve better results and always make sure
that their clients are happy with their performance. These talent management strategies also
helpful for staff to maximise their performance higher and keep their morale high. If the
employees having talent, they feel more confident and motivated then there are less chances of
employee turnover. In addition to this, firm used various talent management strategies to
motivate their employees such as by offering them the incentives. As per this, each and every
organisation figure out what all programs they can offer as per the business and requirement of
the staff. These strategies will keep an employee retained in the organisation and will attract new
talent. This can be done by offering bonuses, it means to clearly specify what all is expected of
them. And if the employees will accomplish the goals on time, they will be rewarded with extra
pay. Alternatively, profit sharing plans of the business can be a great boost. In contract to this, it
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will be a financial loss to a company but will boost the morale of employees and inspire them to
excel their performance in order to have profits. There is another way to enhance performance of
employees is by offering them programs or courses by reimbursing their loans for further
studies. Along with this, offering wellness incentive will promote physical and mental wellbeing
of the employees. It will reduce their stress or anxiety and led to productivity of the employees.
By giving training to their employees, organization figure out the unaddressed issues of the
workers. The trainings of the undertaking will clearly state the business goal and explain its
importance for personal development as well. Besides this, by encouraging the feedback and
participation of employees in decision making will make them feel more engaged in the
organisation. It will create a sense of belongingness in them. Other than this, in personal training
by asking how they are doing and how business could help them to enhance their productivity.
It is equally important to show them that organisation has trust on their employees that they will
put all their efforts to achieve the goals , this will give a boost to customer loyalty. Hence, these
talent management strategies are great tool to positively influence the performance of
employees.
To identify the impact of motivation in managing and retaining talented employees within
employees Morissons.
As per Barrett (2021), Morrison used variety of talent management strategies to boost up
the morale of its employees. These are certain techniques which an organisation uses to keep its
employees more engaged in the undertaking and boost up their motivational levels. This is done,
by creating healthy environment in the business. It should be a relaxing place for the employees
to work. Workplace should be comfortable, organized and fun for employees. The aura of the
workplace has a great impact on the workers mood, this can positively or negatively impact their
productivity. Besides this, organisation which has helpful managers can boost the employees to
contribute more as they are working under respectful, honest and supportive mangers. As, it is
important for the managers to keep sharing the updates and current projects of the business on
daily basis, so, that the employees feel themselves as part of organisation. Moreover, increasing
motivation among employees is important for Morisson because it helps them in retention of
talented workers for longer time. It is determined that there are different strategies of motivation
used by Morrison for motivating employees. One of the strategy is rewards and recognition that
help in motivating employees. The other strategies are training and development, allow
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participation in decision-making, performance assessment and so on. These are main strategies
that helped the company in managing and retaining talented employees at workplace for a longer
time period. Also, Giving them the regular incentives will boost up their productivity. Even
small rewards can make a big difference. So, it is important to clearly showcase what all is
expected from workers and if they do, effectively and efficiently will be rewarded with extra
pay. Other than this, company's work life balance is also an influential talent management as
motivational factor. Employees will be discouraged to work or will be unproductive if they are
burnt out. So, considering this factor, it is relevant to offer flexible work schedule to employees.
It will encourage them to work comfortably and productively. This convenient style of working
will leave employees motivated, confident and relaxed. These talent management and
motivational strategies will change the behaviour of the employees for the good and will make
them ready to adopt any adverse changes. These might also helps to drive productivity as it will
built up trust between managers and staff members. (employee incentive program to engage your
team). As per Morrison, some of the companies provide each worker a fix amount of money to
pursue their talents. Yoga classes, sky diving etc. are some of the courses which a company can
offer to boost up morale of its employees. Also, by allowing the flexible schedule to the
employees will give them the freedom to maintain a healthy work life balance. It will help them
to keep the control on their schedule by prioritizing their personal needs. It is a wonderful
incentive to workers, as they work, only when they feel relaxed. Adopting the flexible timings
will help workers to prevent from any stress, anxiety or depression. So, these motivational
schemes work wonders to boost up the productivity levels of workers and contributes in
employee retention.
To examine the issues faced by Morissons in the absence of talented employees at workplace
As per the view point of Roy, (2020) there are various challenges which Morrison faced
in absence of talent management at workplace. There are various challenges which an
organisation faces such as changes in business environment. With the changes of economic,
political, social situations it becomes important for the business to adopt these changes smoothly.
So, motivational schemes are used to convince the employees to accept these changes. As these
changes might turn out to be favourable for workers, or can increase their workload, disrupt the
working culture and so on. Therefore, to implement these changes smoothly, it is better to
mention these new rules through test with grace period. Additionally, this will give them the
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time to welcome these uncertain changes. Another major hurdle of implementing motivational
schemes is employee training for development purposes. This requires resources to give training
to the employees. Failure to do so, will increase the cost of the company. These trainings boost
the morale of the workers that workers are enhancing their skills and knowledge. Well there is
another challenge which business face is fear of failure. Business begins with the equal
probability of success and failure. The fear of not doing something correctly can become
obstacle of company's future growth and here, at this point motivation fails. Furthermore, not
recognizing employee’s efforts can negatively impact the organisation' s growth. Employees
want organisation to see their efforts, lead them rewards. Ignorance to these factor can be a
hurdle for future growth of business. If the work schedule of the organisation is fixed or if there
is no flexibility, this would have built up the stress, anxiety or depression among the employees.
Another main reason why motivation is challenging is due to the changing workforce. Here the
workforce is unique, as they have different beliefs, attitude, opinions, background, thinking. Due
to diversity in workforce its becomes a challenge what all factors will motivate employees.sss.
Besides this, some more challenges that Morisson could be faced in the absence of talent
management. These challenges are reduced business performance, increased high employee
turnover, reduced brand reputation and much more. These are main challenges that the company
could face in the absence of talented employees.
2.3 Conclusion of Literature Review
From the above literature review, it has been concluded that talent management is one of the
important and effective aspect for an organisation in order to gain success and growth at
marketplace. Along with this, it is analysed that there are different talent used in order to
motivate employee and retain them such as training and development session, rewards and
recognition, allow participation of employees in decision making, work flexibility and so on
(Hammersley, M., 2021). It is determined that there are many challenges faced by organisations
while executing such TALENT MANAGEMENT that is lack of communication, ineffective
leadership, arguments between employee and employers, increase in employee turnover rate and
many more.
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Chapter Three: Methodology
Research methodology is referred as the procedure used by investigator to collect reliable
and accurate information on the particular topic. Along with this, it consists of the techniques as
well as procedure which is useful for completing study in a timely and effective manner. The
main objective of research methodology is to support investigator to fulfil research objectives.
The research methodologies is given below:
3.1 Research Philosophies
It is the process of gathering as well as analyzing data about a specific topic. Along with
this, there are different forms of research philosophies which is used to gather as well as evaluate
quantitative and qualitative information (Monrouxe and Ajjawi, 2020). Both the research
philosophies are effective to order to carry out study but to conduct present study, positivism
philosophy is beneficial and effective as it help in gathering quantitative data. Also, it is time as
well as cost effective method that facilitate in getting valid results.
3.2 Research Approach
The procedure of evaluating collected data through effective approaches is known as
research approach. In addition to this, the two forms of research approaches are deductive and
inductive. In context to present study, deductive approach is beneficial as it assist to evaluate
quantitative information. Moreover, the reason to select this approach is it require less time and
also assist to achieve valid results.
3.3 Research Strategy
It is one of the significant strategies used for collecting information in proper and
systematic manner. Along with this, it facilitates in providing methods which can assist in
accumulating data so that objectives could be achieved. The different forms of research
strategies are case study, grounded theory, action research, survey and so on. In context to
present study, researcher is selecting survey as a research strategy as it help in collecting data
that leads in achievement of objectives within set time frame. In addition to this, it also assist in
recording quantitative and primary data within the same time.
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3.4 Research Methodology
It is basically the procedure which is used by researcher to gather information through
qualitative and quantitative method. In context to the present study, quantitative research method
is used by investigator as it help in collecting numerical data within less time frame (Relvas and
Ramos, 2021). Along with this, the reason to select this is it assist to gather data from large
population that further assist in achievement of research objectives in effective and successful
manner.
3.5 Research Tools
It is referred as the tools which assist in carrying out study in systematic manner. It is vital
for investigator to select an appropriate method for data collection so that accurate, valid as well
as relevant information can be collected. The two main methods for data collection is primary
and secondary sources. According to the requirements of study, primary researcher has been
used as it assist in taking out raw data by approaching data sources directly. For collecting
primary data, questionnaire is developed with the motive to gain in-depth knowledge about topic
that leads to development of valid and reliable conclusion.
3.6 Sampling
It is defined as the procedure used by researcher to select sample size in order to conduct
study and to gather information on the particular topic. In addition to this, it is important for
researcher to select an effective sample size as the overall conclusion and study is based on it.
There are mainly two types of sampling that is probability and non-probability sampling method.
3.6.1 Identifying Population and Research Site
In the present study, 20 staff members of Morison’s is selected as respondents to gather
information about the topic. The reason behind selecting this as sample size is employees have
knowledge about ground workings and policies of organization (Summers, 2020). In addition to
this, they can also provide effective information to researcher that leads to development of
effective as well as valid conclusion.
3.6.2 Sampling Strategy
There are mainly two types of sampling strategy that is probability and non-probability
sampling method. In relation to the present study, random sampling which is a part of probability
sampling is taken into consideration. The main reason behind selecting this method is it help in
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selecting large sample size and is provide equal chance to every respondents. This will leads
towards achievement of research objectives within set time frame.
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