Factors Impacting Employee Motivation and Job Satisfaction: UK Retail

This dissertation investigates the factors influencing employee motivation and job satisfaction within the UK retail sector, with a comparative analysis between small and medium-sized enterprises (SMEs) and larger organizations, specifically focusing on Nisa and Morrison's. The research explores the concepts of employee motivation and job satisfaction, identifying key factors such as rewards and recognition, work environment, and relationships with colleagues and leaders. The study employs a qualitative approach, collecting data through surveys from employees at both Nisa and Morrison's, to ascertain the impact of these factors on employee engagement and overall performance. The literature review examines existing research on employee motivation, job satisfaction, and their correlation with organizational success. The data analysis reveals insights into employee perceptions of working culture, transparency, and opportunities for advancement within both business units. The findings highlight the importance of a positive work environment, transparent management, and opportunities for career growth in fostering employee motivation and job satisfaction. The dissertation concludes with recommendations for enhancing employee motivation and satisfaction within both large and small businesses in the UK retail sector.

Does employee motivation and job satisfaction achieve the
same outcome in a SME as in larger organizations?

Abstract
As per the present scenario, companies sustain the brand image in competition and this is
possible when they have talented and capable employees who support business to reach further
level of success. Similarly, with the help of qualitative study, the current study reflects numerous
factors that creates direct impact upon employee motivation and this in turn also influence job
satisfaction level such that working culture, reward & recognition, relationship with peers and
leaders etc. The study is based upon both primary and secondary data collection methods that
helps to meet the defined aim. Under primary, survey method used in which 20 employees (10
employee each from Nisa and Morrison) chosen and with the help of their views, it is examined
that they are highly satisfied with the working environment. Further, the transparency between
management and employees is not good but companies trying to motivate employees so that they
remain satisfied within working culture.

TABLE OF CONTENTS
CHAPTER 1: INTRODUCTION....................................................................................................5
Background of the study..............................................................................................................5
Research aim and objectives........................................................................................................5
Research questions.......................................................................................................................6
Rationale......................................................................................................................................6
Significance.................................................................................................................................6
Dissertation structure...................................................................................................................6
CHAPTER 2: LITERATURE REVIEW.........................................................................................8
Theme 1: Concept of employee motivation and job satisfaction................................................8
Theme 2: Factors that impact employee motivation within UK retail sector..............................9
Theme 3: Ascertain the factors that causes employee motivation and job satisfaction within
Nisa & Morrison’s.....................................................................................................................10
CHAPTER 3: RESEARCH METHODOLOGY...........................................................................12
Research type.............................................................................................................................12
Research approach.....................................................................................................................12
Research philosophy..................................................................................................................12
Data collection...........................................................................................................................13
Sampling....................................................................................................................................13
Data analysis..............................................................................................................................13
Research limitations...................................................................................................................13
Ethical considerations................................................................................................................14

Reliability and validity..............................................................................................................14
CHAPTER 4: DATA ANALYSIS AND FINDINGS...................................................................15
CHAPTER 5: CONCLUSION AND RECOMMENDATIONS...................................................24
Conclusion.................................................................................................................................24
Recommendations......................................................................................................................25
REFERENCES..............................................................................................................................26
APPENDIX....................................................................................................................................29
Questionnaire.............................................................................................................................29

Topic: To investigate the factors that impact employee motivation and job satisfaction within
UK retail sector in the context of small & large business units: A comparative study on Nisa
and Morrison’s
CHAPTER 1: INTRODUCTION
Background of the study
In the current times, employee motivation and job satisfaction is recognized as one of the
main factors which retail business units requires for getting success. In the current times, due to
pandemic, several modifications done by retail business units with regards to organizational
practices and policies. Hence, change which take place in business organization has significant
influence on employee motivation and job satisfaction (De Sousa Sabbagha, Ledimo and
Martins, 2018). Along with this, there are several other factors which closely influence employee
motivation and thereby overall performance. For this report, Nisa and Morrison’s have been
selected which offers wide range of retail products & services to the customers. In this,
dissertation will shed light on the extent to which employee’s motivation and satisfaction getting
affected from similar factors.
Research aim and objectives
Aim: To assess the extent to which employee motivation and job satisfaction affected
from similar factors in with regards to Nisa and Morrison’s.
Objectives
 To develop understanding about the concept of employee motivation and job satisfaction.
 To identify factors that impact employee motivation within UK retail sector.
 To ascertain the factors that causes employee motivation and job satisfaction within Nisa
& Morrison’s.
 To recommend strategies for the enhancement of employee motivation and job
satisfaction within both large & small businesses.

Research questions
Q.1 What is the concept of employee motivation and job satisfaction?
Q.2 Which factors impact employee motivation within UK retail sector?
Q.3 Does similar factors affect employee motivation and job satisfaction within Nisa &
Morrison’s?
Rationale
The rationale behind doing current study is to identify the level to which similar factors
impact employee motivation and satisfaction towards job within UK retail sector. This is
considered as an issue because firms operating in retail sector facing more problem pertaining to
high employee turnover. This in turn places direct impact on productivity and profitability of an
organization (PAAIS and PATTIRUHU, 2020). Moreover, for offering quality services to the
customers’ business unit needs highly skilled, motivated and satisfied workforce. In the service
industry, personnel are the one who create different image in the mind of customers. Hence,
through the means of thematic analysis this research could shed light on factors which have
significant impact on employee motivation and satisfaction.
Significance
By using the current study and related findings, other scholars can develop suitable
hypothesis or framework for further research. As, this study will develop their understanding
about topic and thereby helps in doing investigation appropriately. Along with this, through this
study, both small and large sized business organization can understand factors that affect
motivation as well as job satisfaction of personnel. By considering this, both type of
organizations can develop suitable strategic framework for enhancing employee productivity and
profitability.
Dissertation structure
Chapter 1: Introduction
It represents questions on which whole study is focusing along with the reasons
associated with research initiation.

Chapter 2: Literature review
This chapter includes review of books, journals and scholarly articles related to issue
being g investigated. By using information of this chapter findings of primary research have been
supported.
Chapter 3: Research methodology
Third chapter of dissertation highlights research type, approach and philosophy has been
used for evaluating research issue. Along with this, it also includes information about methods
which have been undertaken for the purpose of data gathering and analysis.
Chapter 4: Data analysis & findings
In dissertation, this chapter is highly important which presents results on the basis of data
gathered and analyzed. Further, graphs and charts have also been added for developing better
understanding about findings.
Chapter 5: Conclusion and recommendations
Final chapter of dissertation concludes overall results or findings derived through primary
& secondary investigation. Further, strategies through which Nisa, Morrison’s and other retail
business units can improve employee motivation and job satisfaction also recommended in this
section.

CHAPTER 2: LITERATURE REVIEW
Literature review may be presented as a search and evaluation of current scholarly papers
pertaining to specific topic. This chapter emphasizes on fulfilling research aim and objectives
through the means of theoretical aspects. Hence, scholarly articles about the factors of employee
motivation and job satisfaction have been evaluated for preparing brief thesis.
Theme 1: Concept of employee motivation and job satisfaction
As per the De Sousa Sabbagha, Ledimo and Martins (2018) employee motivation is
defined as a level of energy, commitment, creativity which workers of a firm brings to their job.
Thus, higher motivation leads to better engagement and productivity. There are many factors
which motivates employees which includes positive working culture, team work abilities,
rewards and recognition. Further, it is also proved that motivation and morale would improve
massively with an increased recognition from managers. Moreover, as per the Adam equity
theory it is also realized that people maintain a fair relationship between their performance and
rewards in comparison with others. Therefore, if an employee does not get enough chance
(rewards) then they get demotivated which in turn cause direct effect of their outputs.
In accordance with Lloyd and Mertens (2018) individual makes contribution (input) and
on behalf of the same they also expect certain rewards (output). This in turn balance their work
performance and encourage them to remain motivated. Thus, the theory reflects that individual’s
level of motivation is depend upon the extent they feels being treated fairly either in terms of
rewards or comparison to others. On the contrary side, Idowu (2017) explained in their study that
to remain motivated, most of the company offer extrinsic and intrinsic motivation that helps
them to improve the productivity. This entails that retail firm perform their best to remain their
employee motivated and to get success.
Judge and et.al., (2017) reflected that job satisfaction in an extent through which a worker
feels self- motivated, satisfied with their job. Also, it is happen only when employee feels that
they are having job stability, career growth and comfortable work life balance. On contrary side,
it is also evaluated by AbdiMohamud, Ibrahim and Hussein (2017) that job satisfaction refers to
the person’s feeling of satisfaction on a job which acts as a motivation factors. Therefore, both
job satisfaction and employee motivation are interrelated with each other. For example, an

employee is motivated within their workplace, then they are satisfied towards a job in the terms
of what they are getting (money) from a specific job.
Theme 2: Factors that impact employee motivation within UK retail sector
There are many factors that cause direct impact upon the employee motivation within UK
retail sector. Pang and Lu (2018) shared their views and stated that rewards and recognition is
the most affective factor that cause direct impact upon their performance. Within retail sector,
companies must offer rewards to their employees which in turn get them motivated towards their
performance. It can be either monetary or non-monetary forms. Thus, the aim of rewards and
recognition is to encourage and motivate them as well as to promote positive behaviors. On the
contrary side, Stoyanova and Iliev (2017) reflected that this factors especially non-financial
rewards are the way of satisfying employee’s ego and self-actualization needs. If it is not used by
companies then it decrease the morale and leads towards negative working environment as well.
According to Ćulibrk and et.al., (2018) work environment is another factor which also
influence employee motivation, the working environment consists of physical and non-physical
environment that focus upon employee well-being. Thus, a positive environment brings
positivity among employees and this helps to remain them motivated along with fostering
innovative skills. Sievert and Scholz (2017) critic that negative environment always causes
conflicts and disengagement of workers towards their work. This also causes distortion of
communication that affect their work performance and that is why, employees gets demotivated
(Top 9 factors that impact employee motivation, 2021). So working environment also plays a
crucial role in order to remain staff members motivated and leads towards job satisfaction as
well.
Moreover, a good company’s culture always helps to align with their professional goals
with organizational’s goals. Whereas, a lack of employer’s goal is consider a major causes of
low job satisfaction and negative attitude. Thus, it can be stated that a positive working culture
always encourage employees to be motivated and achieve better results.
Jabeen, Friesen and Ghoudi (2018) emphasized that relationship with colleagues and
leaders is another factor which might cause direct impact upon the overall performance as well
as motivation. Basically, an employee almost spend one-third of their day at work and that is

why, their interaction and relation with their colleagues, employers have a direct impact upon
their mood. If they shared positive experience then it helps to manage the work life balance and
remain them satisfied towards a job. Jameel and Ahmad (2019) critically evaluated that a
negative experience or attitude will eventually lead to isolation and loneliness which also making
it more difficult to find a satisfaction from work, as a result it leads towards decrease in
motivation. Thus, it can be stated that through effective relationship with leaders and provide
effective guidance will also lead towards a positive working environment and remain motivated.
However, a good relationship with peers and leaders will always assists employees to encourage
and enhance working performance as well.
Theme 3: Ascertain the factors that causes employee motivation and job satisfaction within Nisa
& Morrison’s
An employee’s overall satisfaction with their job is a result of variety of factors and
financial compensation is considered one of them. Along with it management also plays an
important role to enhance employee’s job satisfaction and ensure that work environment is
positive that do not cause employee’s morale. There are list of factors that causes employee
motivation and job satisfaction. Modau and et.al., (2018) investigated that opportunity for
advancement is one of the leading factor that helps to remain employees satisfied, it is possible
only when they see a path available to move up the ranks in a company. Companies like
Morrison always encourage employees to acquire more advanced skills which leads to chance of
promotion. This in turn cause employee motivation and job satisfaction, along with engage with
a firm for a longer period. In the opinion of Mohammadi, Tavakolan and Khosravi (2018)
promotional chances which includes rewards (monetary and non-monetary incentives) are also
affect employee motivation and job satisfaction. This type of factor includes in both small as
well as large corporations. Thus, it is the best way to boost the morale of an employee and
provoke them to provide best output to their employees. Therefore, it is reflected that promotion
involves a positive change, but employees should also have take the responsibilities in order to
meet the defined aim. This in turn cause positive impact upon their performance and also
motivate them as well.
Prasetyo and Arafat (2021) analyzed in their study that working condition are desirable
by employees and this in turn leads them to more physical comfort. Having a cool and pleasure

working condition assists employees to satisfy job (What are the factors affecting job
satisfaction?, 2021). On the other side, desirable working condition are taken for granted and
also not contribute towards job satisfaction, whereas poor working condition become a source of
job dissatisfaction. Thus, it can be stated that with the effective working conditions, employees
are able to perform the work in an effective manner and they remain satisfied within suitable
working environment. Bhardwaj, Mishra and Jain (2021) critically evaluated that if there is
excessive workload then it leads towards an unfavorable working environment and increases
stress level among them. Therefore, falling short of deadlines results in conflicts among
employees and employers that causes adverse impact upon the employee motivation and job
satisfaction.
AlKahtani and et.al., (2021) examined in their study that company policies and procedure
is another factor that also leads towards employee motivation and job satisfaction. Such that
every employee is working and they have to follow the hierarchy in order to share their opinion.
Thus, organizational structural and policies plays an important role in affecting job satisfaction
of employees. If company involve their employees within decision-making process then they feel
valued for an organization and improve their satisfaction level as well. On the other side, Dutta
and et.al., (2021) evaluated the negative aspects of this factor is such that an autocratic and
highly authoritative structure causes resentment among employees as compared to structure that
is democratic in nature. This in turn cause positive impact upon the employee motivation, along
with this companies either small and large should also make amendments in order to satisfy the
employee and promote their growth as well.
By summing up above it has been concluded that employee motivation and job
satisfaction are considered some of the major concern of every retail business. There are many
factors which cause direct impact upon employee motivation which includes working
environment, rewards and recognition and relationship with their employers. However, a positive
working environment also leads to cause employee motivation and increases satisfaction level as
well. That is why, there is a need to increase the level of satisfaction by implementing effective
techniques at workplace.

CHAPTER 3: RESEARCH METHODOLOGY
Research methodology refers to the process of identifying and analyzing information
about specific topic or issue. It is highly significant which helps in evaluating validity and
reliability aspects of research issue effectually.
Research type
In research, types can be divided into two such qualitative and quantitative which in turn
based on issue being investigated. Qualitative research is the one where underlying thoughts and
opinions analyzed for addressing issue. On the other side, quantitative research places emphasis
on analyzing numeric facts and figures. For evaluating employee motivation and job satisfaction
with refers to Nisa and Morrison’s qualitative research type has been undertaken. Moreover,
such aspect cannot be measured and evaluated in numeric format.
Research approach
There are mainly two types of research approach such as inductive and deductive which
scholar needs to select for doing investigation in a better way. Inductive approach is used when
qualitative investigation undertaken and vice versa (Kumar, 2018). On the other side, deductive
approach is suitable for the quantitative investigation which focuses on testing and confirming
hypothesis on the basis of existing theoretical framework. For this study, inductive research
approach has been used where new theoretical framework prepared by evaluating observations.
The reason behind the selection of this approach is the qualitative nature aspects that need to be
evaluated for getting suitable outcome.
Research philosophy
It implies for the belief through which data will be gathered and analyzing for
determining suitable solution from issue. Interpretivism and positivism are the main two
philosophies which scholar undertakes for addressing research issue (Mackey and Gass, 2015).
In this, for determining similarity between two practices interpretivism philosophy has been
undertaken. This philosophy is selected as it helps in investigating qualitative aspects in the best
possible manner. Accordingly, by interpreting aspects related to motivation and satisfaction of
personnel towards job, in the context of both the organizations, similarities have been assessed.

Data collection
Primary and secondary are the main two sources which can be undertaken by the
researcher for data collection. Data which scholar gathers for the first time through the means of
survey, observation, focus group, interview etc known as primary (Mohajan, 2018). Further,
secondary data implies for the one which had already been gathered and analyzed by others. In
the context of current study, data has been gathered from both primary and secondary sources.
With regards to primary data gathering, survey has been conducted on 20 personnel of both Nisa
and Morrison’s through the means of questionnaire. Along with this, books, journals and
scholarly articles pertaining to employee motivation & job satisfaction has been evaluated for
developing brief thesis.
Sampling
Sample selection is highly required when research plans to conduct survey for evaluating
concerned issue. For sample selection researcher can use either probabilistic or non-probabilistic
technique. Moreover, due to limited time frame and financial resources it is not possible for the
scholar to conduct investigation on population assessed for investigation purpose (Dźwigoł and
Dźwigoł-Barosz, 2018). Hence, 20 employees (10 from each organization) of Nisa and
Morrison’s have been selected using simple random sampling technique.
Data analysis
It refers to the process which helps scholar in discovering useful information by
transforming and analyzing gathered data set. Technique of data analysis is highly influenced
from the type of research undertaken (Snyder, 2019). In the current study, thematic perception
test technique has been used for analyzing the level to which similarity in factors exist that
affects employee motivation and job satisfaction within Nisa & Morrison’s. Accordingly, several
themes have been prepared by taking into account responses gathered through survey and
supported from LR.
Research limitations
Time and money are the main factors which inhibit the effectualness of study. The
rationale behind this, die to having limited time only few personnel of concerned business units
have been selected. In order to avoid the impact of such limitation simple random sampling has

been used which limits biasness and assist in deriving suitable results. In addition to this,
difficulty has been faced in accessing several sites. Thus, by mentioning key words relevant
articles have been identified and used for the current investigation.
Ethical considerations
For doing investigation ethically, consent form has been sent to the respondents for
taking their willing participation in survey. Along with this, proper reference and citations have
been done for giving credit to the authors whose information used in the study.
Reliability and validity
For fulfilling research aim and objectives recently published articles have been used.
Moreover, latest data sources offer suitable information and input for the study which helps in
doing proper investigation. Further, by using key words such as employee motivation and job
satisfaction valid information has been gathered which suits to the study.

CHAPTER 4: DATA ANALYSIS AND FINDINGS
Data analysis implies for the analytical and logical reasoning that undertaken by the
researcher for gaining deeper insight about issue. In this, themes have been prepared for
analyzing gathered outcome in the best possible manner.
Theme 1: Employees are working from last 3 years
Respondents %
Last one
year 2 10%
From 1-2
years 3 15%
From more
than 3 years
11 55%
From last 5
years 4 20%
Total 20 100%
Interpretation: As per the above diagram and table, it has been interpreted that majority of them
are working within companies from last 3 years and this shows that entities have good and strong
relationship with companies. Out of 20 employees, 11 of them stated that they are working since

last 3 years, whereas 3 of them stated that they work from last 1 to 2 years. On the other side, 2
of them agreed that they work last 1 years. Overall, it is reflected that workers are working from
last many years with firms and company have a good working environment that assists
employees to bind with the firm for longer time. Hence, a longer time to sustain within a
business, will get high return and positive working environment as well.
Theme 2: Workers are satisfied with the working environment of a company
Respondents %
Yes 15 75%
No 4 20%
Don’t know 1 5%
Total 20 100%
Interpretation: In accordance with the above table, it is interpreted that majority of the workers
are satisfied with the working environment of a firm. Such that out of 100%, 75% of them stated
yes, whereas 20% of them are stated no and only 5% of them did not know anything. It is also
supported by Sutia, Riadi and Fahlevi (2020) that if employees are satisfied with the working
environment of company, it means organization is offering complete package to their employees
and making efforts in order to prepare their employees to learn new challenges. Thus, it assists to
improve the working performance along with productivity where employees enjoy their job and

generate the best outcomes as well. Also, both small and large organizations are tries to attract
the employees and sustain long relationship with a firm so that it might increase the overall
performance as well.
Theme 3: Both Nisa and Morrison implement strategies to keep you motivated
Respondents %
Yes 14 70%
No 4 20%
Don’t
know 2 10%
Total 20 100%
Interpretation: Through the above table and graph, it is interpreted that Nisa and Morrison
develop strategies in order to keep employees motivated and that is why, more than 50% of them
selected respondents are agreed with a statement. However, 4 of them are stated no and 2 of
them are did not know anything. So, it is clearly reflected by Nguyen and et.al., (2020) that there
are many companies who implement strategies in order to motivate their employees so that it
raise the overall brand image. Further, it is also stated that with the help of motivational
strategies, companies are trying to improve the productivity of employee so that they share their
best in order to improve the brand image.
Theme 4: Management of Nisa and Morrison is not completely transparent with employees

Respondents %
Strongly
agreed 2 10%
Agreed 3 15%
Neutral 1 5%
Disagreed 11 55%
Strongly
disagreed 3 15%
Total 20 100%
Interpretation: From the above graph, it is interpreted that most of the employees are disagreed
with the statement that management of Nisa and Morrison is transparent with employees. Such
that out of 100%, 55% of them are disagreed, whereas 15% are strongly disagreed. However,
10% of them are strongly agreed. Thus, it can be stated that management does not involve their
employees within decision making process and it might create a direct impact upon their
performance as well. This is also supported by NGUYEN and et.al., (2020) under literature
review, that there is a need to have transparency between employees and management so that
they maintain positive relationship with employees. Also, it is further analyzed that this
pervasive blind spot addressed in order for employees to function effectively in their roles. This
in turn leads to generate the positive results in terms of finance.

Theme 5: Workers are satisfied with current compensation and benefits offered by firm
Respondents %
Highly
satisfied 11 55%
Satisfied 3 15%
Neutral 1 5%
Dissatisfied 3 15%
Highly
dissatisfied 2 10%
Total 20 100%
Interpretation: As per the above diagram, it is interpreted that Nisa and Morrison offered
compensation and benefits to their employees and this in turn assists to make them motivated.
Further, out of 20, 11 employees are highly satisfied and 3 of them are satisfied, whereas, 3 are
dissatisfied with the statement. Thus, it is clearly reflected that company offered best incentives
which helps them to remain motivated and improved their performance as well. So, it is also
emphasized by Carolina (2020) that to get every employee motivated, it is necessary to offer
compensation and extra benefits which in turn directly improve their employees performance.

Therefore, compensation and extra benefits are considered as a good factors which every small
and medium firm should be adopted that helps to improve the performance and increase their job
satisfaction level as well.
Theme 6: There are many factors that impact employee motivation
Respondents %
Working
environment 2 10%
Relationship with
employers
3 15%
Rewards and
recognition
5 50%
All of these 10 50%
Total 20 100%

Interpretation: In accordance with the above table, it is identified that there are many factors that
cause direct impact upon employee motivation such that 10% of them stated that working
environment is the highly affected factor that cause direct impact upon the employee motivation.
Whereas, 15% of them are stated that relationship with employees and peers is another factor
which cause direct impact upon performance. On the other side, 25% of the total selected
employees are agreed that reward and recognition is the only factor which direct cause upon
employee motivation. So, 50% of them are strongly agreed that these all are the factors which
direct impact upon the employee performance. It is also supported by NGUYEN and PHAM
(2020) that if company consider such factors in positively and tries to develop strategies in order
to improve the performance, then employees remain motivated and this also cause positive
impact upon their job satisfaction as well.
Theme 7: Employee motivation and job satisfaction are closely connected with each other
Respondents %
Strongly
agreed 13 65%
Agreed 4 20%
Neutral 0 0%
Disagreed 3 15%
Strongly
disagreed 2 10%
Total 20 100%

Interpretation: As per the above table, it is interpreted that both terms employee motivation and
job satisfaction are closely connected with each other and this in turn causes positive impact
upon performance level of a firm. Such that out of 20, 13 employees are strongly agreed,
whereas 4 of them are agreed. On the other side, 3 of them are disagreed and 2 of them are
strongly disagreed with the statement. So, it is clearly reflected that there is a strong relationship
between employee motivation and job satisfaction. However, Efendi and et.al., (2020) stated in
their studies that there is close connection between motivation and satisfaction such that if
employee are positive motivated towards their job, then they definitely satisfied their job
performance. Hence, it can be stated that with the help of positive working environment,
employees increases their performance and attain the defined aim of a company as well.
Theme 8: There are many challenges faced by employees regarding job satisfaction
Respondents %
Job insecurity 4 20%
Work/life
imbalance 4 20%

Compensation
and benefits
3 15%
All of these 9 45%
Total 20 100%
Interpretation: Through the above, it can be stated that there are many challenges faced by
employees with regard to job satisfaction such that 4 of them stated that job insecurity and
work/life balance are considered the most affective challenge. Whereas, 3 of them stated that
compensation and benefits are another challenge face by them. Overall, 9 out of 20 employees
are highly agreed that these all are the factors that might affect the employee satisfaction.
Therefore, it is also supported by Prasetyo and Arafat (2021) that employee satisfaction is only
gain when employees get positive working environment so that they do not have any fear regard
to job insecurity. Also, they are able to perform best and also meet the defined aim of a company
as well.

CHAPTER 5: CONCLUSION AND RECOMMENDATIONS
Conclusion
By summing up above study, it can be summarized that to survive in the competitive era,
there is a need to have strong talent who assist team to sustain the brand image at global level.
The present study also summarized that to compete with any changes, there is a need to prepare
the employees so that they accept new change and make valid suggestions to improve the same.
This is possible when employees are motivated enough and have high job satisfaction level.
Similarly, through secondary sources it has been concluded that employee motivation is the
concept through which employees bring high level of energy towards a business in order to attain
the defined aim. Whereas job satisfaction is all about the extent where employees feels self-
motivated. The study also concluded some factors which might affect employee motivation such
that rewards and recognition that always motivate employee to perform best. On the other side, is
company do not provide a positive working environment then it decrease morale of employees
and causes many conflicts which is considered wrong for a working environment.
In addition to this, study also reflected that companies either small and large entities
provide effective promotional chances then it definitely encourage employees and causes job
satisfaction as well. Moreover, an employee maintain long term relationship with company till
he/she finds good opportunity for advancement that helps them to improve working
performance. Also, by using qualitative research method, scholar has been collect valid
information pertaining to chosen topic which in turn assists to meet the defined aim and
objectives. In addition to this, through primary and secondary data collection methods, scholar is
able to collect information that might assists to identify the extent through which employee
motivation and job satisfaction affected from similar factors in with regards to Nisa and
Morrison’s.
Further, through primary research (survey) it has been concluded that majority of
employees are working from last many years and they are satisfied with the working
environment of both Nisa and Morrison because of good compensation and benefits offered by
the firm. Also, it can be stated that employees of both firms are motivated enough that support
company to accomplish the defined aim. However, management of both firm is mot transparent

with their employees and that is why, some of them are disagreed with a statement as well.
Though it is good enough because it is not necessary to share each and everything with
employees until and unless it is important. Therefore, both primary and secondary research
concluded that there are some factor that also affect the employee motivation such that incentives
rewards and recognition. If company do not focused upon such then it might affect the
performance in adverse manner, or else increases collaboration.
Recommendations
Through the above it is examined that employee motivation and job satisfaction are
interrelated to each other and that is why, companies keep focusing upon different strategies so
that employees remain motivated. These methods are as mentioned below:
 It is to be recommended to both small and large companies to take feedback from
employees so that it will help to let them know about any loopholes (if any). Thus, it also
assists to let employee feel that they are also an important key element of a company and
that is why, organizations value their feedback.
 Further, it is also suggested to the company to conduct one to one session that helps
employee to share their problems. As most of them are feel shy and does not share their
views in front of public that is why, it is the best strategy that helps to remain employee
motivated and increases job satisfaction level as well.
 As per the situation, it is also suggested to large as well as small organizations to promote
scheduling flexibility. This in turn help to let them manage their personal and
professional life in better manner. Offering flexibility at workplace will definitely
increases morale and motivation level among employees and this also contribute towards
job satisfaction as well.

REFERENCES
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APPENDIX
Questionnaire
Demographic Information
Name:
Age:
Gender:
1. How long you are working in the company?
 Last one year
 From 1-2 years
 From more than 3 years
 From last 5 years
2. Are you satisfied with the working environment of the company?
 Yes
 No
 Don’t know
3. Do you think that your organization implement strategies to keep you motivated?
 Yes
 No
 Don’t know
4. Do you agreed that your management is transparent towards you?
 Strongly agreed
 Agreed

 Neutral
 Disagreed
 Strongly disagreed
5. Are you satisfied with current compensation and benefits offered by company?
 Highly satisfied
 Satisfied
 Neutral
 Dissatisfied
 Highly dissatisfied
6. Which of the following factors impact employee motivation?
 Working environment
 Relationship with employers
 Rewards and recognition
 All of these
7. Do you agree that employee motivation and job satisfaction are closely connected with
each other?
 Strongly agreed
 Agreed
 Neutral
 Disagreed
 Strongly disagreed
8. Which of the following challenges regarding job satisfaction?

 Job insecurity
 Work/life imbalance
 Compensation and benefits
 All of these
9. Please recommend some strategy that helps to enhancement employee motivation.