Investigation on Employee Motivation and its Impact on Productivity

This report investigates the crucial relationship between employee motivation and organizational productivity, focusing on Next plc as a case study. The research explores the significance of employee motivation in the workplace, its impact on productivity, and the challenges faced by Next plc in motivating its staff. The report examines various strategies for enhancing employee motivation, such as providing proper goals, recognition, and rewards, and their effects on employee performance, engagement, and retention. The literature review synthesizes existing research on the topic, highlighting the importance of motivation in achieving organizational objectives and adapting to market changes. The methodology includes research philosophy, approach, strategy, and data collection methods. The report concludes with recommendations for Next plc and reflections on alternative research approaches, offering valuable insights for businesses seeking to improve employee motivation and productivity.

BUSINESS RESEARCH
DISSERTATION

Table of Contents
INTRODUCTION.......................................................................................................................................4
Background of Research..........................................................................................................................4
Background of Organisation....................................................................................................................4
Rationale of Research..............................................................................................................................4
Research Aim..........................................................................................................................................5
Research Objectives................................................................................................................................5
Research Questions.................................................................................................................................5
Structure of dissertation...........................................................................................................................5
LITERATURE REVIEW............................................................................................................................7
Significance of employee motivation at workplace.................................................................................7
Impact of employee motivation on the organisational productivity.........................................................9
Issues faced by Next plc in motivating the staff members at workplace................................................10
Ways through which company can motivate its staff members so that they can sustain for long time
period.....................................................................................................................................................11
RESEARCH METHODOLOGY..............................................................................................................13
Research philosophy..............................................................................................................................13
Research approach.................................................................................................................................14
Research................................................................................................................................................14
Research strategy...................................................................................................................................15
Time horizon.........................................................................................................................................15
Data collection.......................................................................................................................................15
Sampling...............................................................................................................................................16
Ethical consideration.............................................................................................................................16
DATA ANAYSIS AND INTERPRETATION..........................................................................................18
DISCUSSION...........................................................................................................................................32
CONCLUSION AND RECOMMENDATIONS.......................................................................................34
Conclusion.............................................................................................................................................34
Recommendations.................................................................................................................................34

REFLECTION AND ALTERNATIVE METHODOLOGY.....................................................................36
Reflection..............................................................................................................................................36
Alternative research...............................................................................................................................36
REFERENCES..........................................................................................................................................38

Title: An investigation on importance of employee motivation and its impact on organisational
productivity.
INTRODUCTION
Background of Research
Employee motivation explains how a worker is dedicated to the job, how it is loyal to
company's goals and also how motivated they feel in work. Employment motivation may be
foreign or innate, indicating that the motivating factors of an employee that derive from
internally or externally. The motivated employee would like to work well for company to be
honoured, acknowledged and financially rewarded. The effects of job motivation go further than
simply making staff happy at work and improve staff morality. Motivated employees remain
concentrated to work more efficiently to accomplish the targets and gain their recompenses and
recognition. In enhancing the efficiency of the company motivation plays significant role. In
order to achieve success, motivated workers may help bring a company up to next level.
Motivated workers are more fulfilled, creative and efficient, thus inspiring success of company
to continue to effectively work to increase the performance of its employees (Moussa, Bright and
Varua, 2017). In fact, a high degree of motivation contributes to a demonstrated decrease in
absence and sales. Managers should follow fundamental strategies to enhance morale in
workplace and maximize their workers' dedication to company objectives. Managers should
provide staff with proper, specific aim of achieving and understand hard work to meet these
objectives in order to ensure that employees feel capable and appreciative.
Background of Organisation
Next plc is British multinational footwear, clothing and the home products retailer. This
has more than 700 stores in United Kingdom. This was established in year 1864 by Joseph
Hepworth in Leeds. This organisation provides the training to its staff members so that their
skills can be enhanced and they can sustain at workplace for longer period of time. It appraises
the performance of employees and also gives them rewards (Arbab and Mahdi, 2018).
Rationale of Research
The current investigation is related to examine the importance of employee motivation
and its impact on organisational productivity. Motivation is necessary for the success of

company. It increases the employee’s performance as well as productivity of firm. Learner
conducts investigation in personal and professional context. In personal context, learner
enhanced its skills and personal understanding about the specific subject area. In professional
context, learner examined the benefits of employee motivation to organisation and the different
factors which motivate the staff members. Through this, abilities and analytical skills of a learner
can be enhanced in order to conducting an investigation in the future (Joibari, 2017).
Research Aim
The aim of the study is “To examine the importance of employee motivation and its
impact on organisational productivity.” A study on Next plc.
Research Objectives
• To examine the significance of employee motivation at workplace.
• To determine the impact of employee motivation on the organisational productivity.
• To identify issues faced by Next plc in motivating the staff members at workplace.
• Recommend ways through which company can motivate its staff members so that they
can sustain for long time period.
Research Questions
 Does employee motivation important for the workplace?
 How does the employee motivation affect the productivity of company?
 Which issues Next plc faced in motivating employees at workplace?
 What are the recommendations to company to motivate the employees to retain them
longer?
Structure of dissertation
This is defined as a crucial structure for defining elements of a chapter by a researcher.
This will provide full descriptions of each chapter that will help an investigator recognize it and
perform analysis in a comprehensive and timely manner (Sutia, Riadi and Fahlevi, 2020).
Introduction- This provides first chapter with full research information. This chapter
outlines research history, study summary, research priorities, research goals / questions etc. For a
researcher, it is therefore essential to do this chapter more effectively and more systematically.

Literature review- This refers to important and key research aspect that will allow a
researcher in previous research to recognize gaps and conflicts. All priorities are discussed in this
chapter in a more meaningful way. Under this, secondary sources have been used in this part by
consisting different sources such as books, internet sources, journals and magazines (Hidayati
and Sunaryo, 2019).
Research methodology- It also contains numerous systems for gathering reliable and
accurate data on subject. This chapter addresses in greater detail the research methods of the
project. The key element of this section is data sampling, data analysis, data collection, research
philosophy, time horizon, research methods, validity and reliability of research, ethical concern,
restriction of research, etc.
Data analysis and Interpretation- Analyzing the data is completed using theme analysis.
The analysis is carried out. Each and every research study issue will be discussed with different
themes. It will therefore enable a researcher to examine respondents' comprehensive answers to
topic (Rai and Ojha, 2018).
Discussion- Under this section, discussion is based on the secondary method. It explains
the findings based on the secondary sources.
Conclusion and Recommendations- This provides as a final chapter a review of the
whole inquiry. Study targets and goals are more efficiently and important by researcher in this
section. A company will be given various ideas about how to address issues in the questionnaire.
Reflection and Alternative methodology- It is related to providing the overall experience
during conducting an investigation. There will be mention about the different methods which
used in performing a research (Singh, 2018).

LITERATURE REVIEW
Literature review is explained as a detailed overview of the previous analysis of the topic.
The method of validating, synthesizing and identifying the existing collection, as well as
completing the work produced through practicing, academics and researchers is systemic,
reproducible, explicit and effective. In addition, only a list of key references should be included
in a literature review. This is also a review of the key source data and allows an investigator to
collect detailed and accurate information on the subject. Identifying what is understood about an
area of study is the key aim of a literature review. The aim of the literature review involves the
establishment of the information on the subject, conducting assessments of prior study to avoid
repetition and crediting other researchers. The section enables a researcher recognize
inconsistencies, namely research gaps and methodological differences in past studies.
Investigator will be effective in evaluating additional requirements; research. The literature
review is thus important in order to examine the connection between work and its contribution to
particular topic of study (Hutasuhut and Hutasuhut, 2019). There have been secondary sources
used such as books, articles and journals to collect the information about importance of
employee motivation and its impact on organisational productivity.
Significance of employee motivation at workplace
As per viewpoint Sonia Kukreja (2020) Motivation drives individuals to do so in order to
accomplish their purpose. No guidance or instruction is required for the motivated individual. It
is just going to work as it wants. For instance, when an individual has a motivation get the
promotions, they will work successfully to receive promotion. Motivation of employees is
important to the success of an organization. This is the lack of consistency, energy and
motivation that employees of a company play each day. Otherwise, businesses will suffer
reduced productivity, less production rates and the business will possibly also fall below
substantial targets. Although employee motivation is not always simple, this is something that
employee managers have to maintain and regulate. Retaining and enhancing employee morale
can be challenge for businesses because not every job can attract and inspire those that have to
do it. Organizations must also strive to figure out how to keep their workers motivated. The
progress of every company largely depends on its workers. Irrespective of the tactics of an

organization or the marketing expertise of the responsible individual, a company cannot be built
on a secure basis without even a hard work and committed workforce. It is important to keep
employees motivated as they are highly efficient employees that help to accomplish business
objectives. Motivation is the internal feeling that doesn't force staff to stay. The inner emotions,
like want, wish, expectations, etc. have specific impact on human nature. Other than this, there is
some Significance of the employee motivation in an organisation mention below:
Improve employee performance- This motivation increases workers' productivity levels,
which ensures that they continue doing the job at best with less waste of time and money, since
motivated employees will use money to best of their capacity. The motivation fills gap among
work capacity and work desire and readiness continues to increase efficiency (Al-Hussaini and
et. al., 2019).
Attaining organisational objectives- Motivated workers often aspire to attain
organizational objective and devote their great attempts to accomplishment of the goals
objective, since only if they can accomplish their individual aim in order to achieve organisation.
All workers contribute in one way to their accomplishments.
Assure reactive workforce- A significant characteristic of a productive company is
adjusting to changing market environments. An organization needs extensive employees' loyalty
and engagement in context to be reacting to alter easily and also continue
to organisational activities smoothly. It decreases the time of the company to changes. In fact this
enables the organization to adapt effectively to changing requirements (Sinha and Kumar, 2016).
Facilitates direction- Management is an essential management role and constitutes one of
core functions. Motivation is essential part of the course as described earlier. In order to lead or
initiate a project as per a plan formulated, staff must work with loyalty and commitment heartily
(NYANGWESO, 2018). The management process is therefore effective only if the workers
move in direction decided by manager and motivated workforce is needed.
Enhance productivity- Process of motivation means enhance in employee productivity.
Motivation suits employee’s needs and therefore offers an incentive to work as hard as he can. A
successful worker is able to make more sacrifices to change the company than a discouraged
worker (Sahu, 2016).

Impact of employee motivation on the organisational productivity
On the basis of Abdi Muse Ali Geelmaale (2020) Motivation is an essential element for
an individual to achieve their own individual objectives. Motivation is shown to be factor
contributing to employee happiness within an organization. It also motivates an individual to
extend and exploit information. Motivated workers can improve productivity and enable an
organization in achieving higher production levels. The final outcome of company based on its
employees' enthusiasm for their jobs and the commitment they display. In increasing employee
productivity and efficiency, motivation plays an important role. The motivation of the workers is
strongly related to employee engagement, efficiency and earnings. An organisation should
recognize that its employees that require training are its best employees. Each worker does have
its own motivating factors which motivate them to function properly. On the other hand, in
particular, motivational strategies with monetary rewards have a stronger effect on efficiency and
organizational effectiveness (Khan, 2016). Thus, in order to get maximum output from
employees, it is necessary to promote and develop the motivating factors in businesses.
Employee motivation has always been a central problem for managers. Organizational
Unmotivated employees are likely to spend little or no effort in their jobs, avoid the workplace as
much as possible, exit the organization if given the opportunity and produce low quality work. A
non-motivated employee at work and this negatively impact on the organisational productivity
because they will leave the organisation. People probably use time at desk to surf internet or
even find another job. On the other hand, employees who feel motivated to work are likely to be
persistent, creative and productive, turning out high quality work that they willingly undertake.
Top-managing should take individual actions into consideration in designing the
organizational framework and the implementation of management styles and philosophies to
ensure employee career growth. It is highly important because success level of any company
primarily depends on how morals of workers are improved by motivating factors that in turn
contribute to higher success for workers. It is also likely, as management of company needs to
raise wage package including healthcare services, housing and other benefits, to attract or inspire
workers of a company. Therefore, motivation became a challenge for company to inspire its
workers to achieve a higher productivity level (Palaniswamy and et. al., 2017).

Issues faced by Next plc in motivating the staff members at workplace
According to opinion of Jonathan Lister (2020), Motivating workers will lead to moral
development, decrease absenteeism and build a more efficient and competitive activity. There
are many demotivating methods which can negatively affect business, while various factors
motivate different types of people. Realizing and correcting such problems in many ways can
help company improve. The workforce is one of big factors that motivate a difficult job. The
staff is part of the organization with different expectations. All workers have various convictions,
attitudes, values, experiences and ideas. But the various forms of motivation for diversified
workforce are not known to all companies or are not aware as well as clear. Motivational
problems throughout work can be attributed both to supervisors and to ground workers.
Motivation problems vary from weak resources to accomplish goals and objectives to clear lack
of manager appreciation. Changing business motivational climate requires paying attention to
establish brand root cause of the issue that affects workers. There are some issues mainly faced
through company in motivating employees in organization mention below:
Unclear Expectations - A manager of Next plc who may not establish clear workplace
standards or receives contradictory reviews causes environments at workplace where there may
be issues with motivation. Staff members are confused and therefore unable to accomplish
measurable targets when a manager may not offer indicators of acceptable results or failures by
carrying out a clear work evaluation. An absence of sufficient reviews and expectations of
success will send a message that a manager is not involved in job results. This can compound
motivational problems and intensify the downturn in manufacturing (Subramanian, 2017).
Lack of the adequate material- Lisa McQuerrey (2020) stated that
inadequate equipment may create motivational problems for workers to carry out completed
tasks. Staff of Next plc feels underrated by not providing sufficient assets to attain steady
productivity as regards management. The failure to obtain increased equipment can exacerbate
the problem and damage the employees ' motivation. This is evince that workers understand
essence of these activities as well as what it takes to accomplish them according to
organization’s expectations by having the requisite tools to accomplish the job.
Lack of employee’s reward- Employees want to see rewarded success that goes beyond
organizational expectations. An absence of a rewarding system with sales bonus or monthly

recognition can develop motivational problem at workplace because staff believe that high
worker growth is guaranteed by management and ownership. It can be the case when workers
believe that the pay scale becomes less and not in line with what manager wants in terms of job
and efficiency. Discouraged employees are reduced in motivation to compensate to perceived
lack of competitive pay and poor unemployment (Pimapunsri, 2016).
Personal business investment- An employee is motivated and also attains higher level
of production by showing genuine commitment to their views about company by manager. It
improves workers mentality and allows them to contribute to growth by enhancing employment
efficiency. A manager of Next plc which does not value views of employee will risk building a
culture in which the staff has not the mental influence on the success of the company outside the
pay check. Staff member works as hard to gather a wage check and to prevent disciplinary
assessment (Ugwuzor, 2016).
Ways through which company can motivate its staff members so that they can sustain for long
time period
On the basis of Justin Osborne (2017) Each manager find it difficult occasionally to keep
staff engaged, but good managers understand that the motivation of employees is critical to
victory overall. Although there is not the way to assure that staff will remain committed and
motivated, certain specific and efficient technologies can have major, lasting impact on
achievement and productivity at work when implemented.
Open communication- Next plc requires fostering clear communication to retain
employee motivation. No one likes to work under a manager that dominates monitors or
intimidates. If manager are interested in the work of workers, manager can obviously have
questions, concerns or suggestions. It is necessary for the manager to encourage open
communication through demonstrating that genuinely care about workers. Launching an open
door policy to make the workers feel secure and build clear lines of communication. If manager
actually get an open door policy then they should schedule frequent workplace meetings for
employees (Octaviannand, Pandjaitan and Kuswanto, 201).
Improve work environment- The development of even a positive work environment is
among best ways to inspire and involve the workers. It means creating an environment which

focuses instead on stiff structures on management tools and techniques. Although this technique
is typically used through software developers, this can be used in company under the principles
that regulate it. By working on projects that produce results rapidly and effectively, manager are
able to leverage this innate inclination. The creation of a rapid environment will inspire and
excite staff and therefore keep them committed and satisfied in long term. Fostering innovative
thinking is relevant. This will keep motivate the employees if they are motivated to be creative
and take chances while making mistakes. If manager do not fear failure, workers will
undoubtedly be confident and produce work that separates from rivalry (Riyanto, Sutrisno and
Ali, 2017).
Provide incentives- The provision of rewards when staff meet or exceed their objectives
has been one of best ways of satisfying and enjoying their jobs. They obviously feel inspired
when workers get engaged in jobs. Job fun is a way to inspire workplace. Company can do this
by applying gaming concepts to common tasks in order to maintain a better competition and to
generate enthusiasm in workplace. Although not all companies can gamify vital business, simple
stuff, like bingo for salesmen, can help them feel like playing. The compensation of hard-
working workers would inspire them to do better. Staff members will obtain other bonuses
except money. Through honoring their achievements and granting them certificates that grow
their business in long term, employers will reward workers. Those who will search for ways to
incentivize if reward staff members (Liu and et. al., 2016).
Trainings staff- The motivation of employees is a vital aspect of development. For
years, no one wants that job, without any potential hope for success. It is therefore necessary to
constantly train workers. Staff members want to build and strengthen essential competences that
help them meet their long-term objectives. The development of a training organizational culture
would boost the efficiency of workers, and result in higher sales and income.
Better Leadership- Expand employees motivational set by six leadership measures to
promote confidence and thoughts of safety at work while reducing anxieties, tensions and
cynisma. Begin with honest communication with the each staff member of team, have to know
staff and allow them to meet and infuse own positivity and vision into team (Selamat and
Heryanto, 2019).