Factors Affecting Employee Motivation: Tesco's UK Retail Analysis

This report investigates the factors affecting employee motivation within Tesco, a leading UK retail organization. The study begins with an introduction outlining the background, rationale, aims, objectives, and project plan. A comprehensive literature review explores existing research on motivation, strategies for employee motivation, and factors affecting personnel motivation, supported by various models. The research methodology section details the interpretivism philosophy, exploratory research design, inductive approach, and the use of primary data collected through questionnaires and secondary data from various sources. The report includes data analysis using thematic analysis, followed by a discussion of the findings and recommendations for improving employee motivation at Tesco. The report concludes with a summary of the findings and practical recommendations for enhancing employee engagement and retention, highlighting the significance of leadership styles and the work environment. The report is structured across five chapters, covering introduction, literature review, research methodology, data analysis, and discussion, along with conclusions and recommendations.

An investigation on factors affecting
employee motivation

EXECUTIVE SUMMARY
Human resource department of the firm is accountable for making strategies and action plans for
performing business activities in effective way by involving staff members. Present report is
based on Tesco which is a leading retailing retail organization of UK. The report describes about
factors which are affecting employee motivation at the work place. The findings of the study
revels about major factors that are accountable towards causing employee dissatisfaction.
Chapter 1 is introduction chapter in which Background, rationale of the study, aims and
objectives and project plan has been discussed.
Chapter 2 is Literature review section in which view points expressed by various scholars
have been mentioned. Research methodology section defines about techniques that has been used
in the research study. In the present study interpretivism research philosophy has been used and
exploratory research design has been used for performing the research work. Further, Inductive
approach has been used and it has helped for contributing towards emergence of new theories.
Primary and secondary data has been used in the study and primary data has been collected
through questionnaire method. It has been concluded that leadership style which is practised in
the organisation influence the motivation of the staff members at the work place.

ABSTRACT
Employees are one of the most significant assets of any organisation who supports for
meeting the goals and objectives of the firm in effective manner. It is critical that morale and
motivational level of employees should be high so that they can perform their assigned tasks and
duties in effective manner. Present study has been performed with the objective To analyse the
factors affecting employee motivation in the Tesco. On the basis of the aim of the study 3
objectives have been formulated and on the basis of that research questions have been designed
and developed. The entire study has been covered in 5 different chapters and systematic and
planned approach is used for completing the research work in effective manner.
Initially detailed project plan has been prepared and in this structure of the complete
dissertation has been described. Further, limitations of the research and gaps in the study has
been explained. Chapter 2 of the dissertation describes about the viewpoints presented by various
authors and scholars and on the basis of that detailed and meaningful information could be
gained about the selected topic. Literature review section deeply describes about the information
and data that has been used by the scholars in completing the study. In this assessment of factors
that affect motivation level of employees at the work place has been done. In the present study
scholar has used interprestivism research philosophy has been used by the scholar for gaining
deep and meaningful information about the chosen research project.
Moreover inductive approach has been used in which scholar has used various theories
for taking out meaningful information from them. Exploratory research design has been used by
the scholar for explaining the various information that is related with the present study.
Moreover, inductive approach that has been used aid for giving contribution towards the
generalization of research study in effective way. In the present dissertation, qualitative study is
being used for identifying the data so that particular about the information is delivered. Data
collection is one most significant part of the study and in the present study primary and
secondary data has been used for completing the entire project. Primary data has been used by
preparing a questionnaire and secondary data has been collected through books, journals and
other online resources. It has helped for gathering the necessary data that is required for the
completion of the study. Data analysis is one most significant part of the research study and in
this thematic analysis method has been used for evaluating the data that has been been by the

scholar. Moreover recommendations have been given for improving the motivational level of
employees of Tesco.

Table of Contents
CHAPTER 1:INTRODUCTION.....................................................................................................1
1.1 Background.......................................................................................................................1
1.2 Rationale of the study.......................................................................................................1
1.3 Research aim and objectives............................................................................................2
1.4 Research question.............................................................................................................2
1.3 Project plan.......................................................................................................................2
1.5 Methodological issues and problems................................................................................3
1.6 Limitation of the research.................................................................................................4
CHAPTER 2: LITERATURE REVIEW.........................................................................................5
2.1 Understanding the concept of motivation.........................................................................5
2.2 Evaluating the strategies applied for motivation of employees........................................7
2.3 Assessing the factors affecting motivation of personnel..................................................9
Models of Motivation ..........................................................................................................11
CHAPTER 3: RESEARCH METHODOLOGY...........................................................................12
3.1 Introduction....................................................................................................................12
3.2 Research philosophy.......................................................................................................12
3.3 Research design..............................................................................................................13
3.4 Research approach..........................................................................................................13
3.5 Research strategy............................................................................................................14
3.6 Data collection................................................................................................................14
3.7 Sampling.........................................................................................................................15
3.8 Data analysis...................................................................................................................15
3.9 Ethical consideration......................................................................................................15
3.10 Validity and reliability..................................................................................................16
CHAPTER 4: DATA ANALYSIS................................................................................................17
4.1 Introduction....................................................................................................................17
4.2 Thematic analysis...........................................................................................................17
CHAPTER 5: DISCUSSION.........................................................................................................29
CHAPTER 6: CONCLUSION AND RECOMMENDATIONS...................................................30

6.1 Conclusion......................................................................................................................30
6.2 Recommendations..........................................................................................................31
REFERENCES..............................................................................................................................33
APPENDIX....................................................................................................................................36

CHAPTER 1:INTRODUCTION
1.1 Background
Human resources are the most important assets for the business which integrate all
business related activities and support corporation in determining long run growth as well as
development of the business. It is the fact that personnel must be motivated to contribute towards
the success of the business otherwise they will leave the business and seek for another
opportunity. For this purpose, HR department of the business handle all the task related to
motivation of the personnel so they can work with higher level of positivity. It facilitates to
continue operation of the business with the higher rate of return and meet the expectations of all
associated parties. In this manner, business speed up the flow of production and support related
parties to work in the direction of growth and development (Armstrong and Taylor, 2014). There
are several kind of issues which are being faced by the organization in retaining personnel and
providing them comfortable work environment. However, it might be possible that workforce are
not happy with the pay scale, work environment and other related aspect.
Present report is based on Tesco a British Multinational grocery and general merchandise
deals in superstore, supermarket and hypermarket related products. The revenue of the business
by the financial year 2017 is £55,917 million whereas net income for the business was £(54)
million. The company is operating with the presence of approximate 476,000+ workforce who
are helping business in achieving the long as well as short term objectives. This organization
shed light on quality products and services in order to determine higher level of satisfaction
among customers (Siponen, Mahmood and Pahnila, 2014). This proves to be effective to retain
customers for longer time span and increase the market share of the business. Such kind of
scenario cannot be maintained without the assistance of skilled and knowledgeable personnel.
1.2 Rationale of the study
The motivation among workforce plays important role in deriving the higher level of
satisfaction due to its significant impact on the success. This is made possible by the help of
offering right kind of pay scale and providing the effective working condition. However, the
issue is being faced related to workforce turnover because of availability of better opportunities.
This situation do affect the performance of the business as ratio of profitability go down and
business cannot handle the significant situation related to employee turnover. Owing to this,
present study is being conducted to assess the factors affecting employee motivation. This would
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be effective to implement the better plan for the success and development of the business
through incorporation of highly skilled personnel for the long tenure (Hau and et. al., 2013).
Furthermore, business can be affected from the critical situation related to employee turnover. It
can be improved by using different tactics to boost morale of personnel such as reward program
and offering them flexible working condition and addressing their issues on time. This in turn
application of appropriate strategy can be effective for maintaining the competitive edge of the
business and improve the business scenario to a great extent (Factors Affecting Employee
Motivation, 2017).
1.3 Research aim and objectives
The research aim and objectives related to the current investigation are explained as
follows-
Aim
To analyze the factors affecting employee motivation in the Tesco
Objectives
The objectives of the study are constructed on the basis of major aim of the investigation
through which research can take decision related to the suitable methodology and apply the same
for deriving the valid outcome.
 To understand the concept of motivation in retail industry
 To evaluate the strategies adopted by Tesco on its employees for motivation
 To evaluate different factors that affect motivation of personnel working in Tesco
1.4 Research question
The research questions are prepared in accordance with the research objective for giving
the more specific direction to the study and increasing the chances of obtaining the most suitable
outcome associated with the study-
 What is the concept of motivation in retail industry?
 What are different strategies adopted by Tesco on its employees for motivation?
 What are the different factors that affect motivation of personnel working in Tesco?
1.3 Project plan
The project plan of the current study has been presented as follow which provide
information related to content of each chapter in the light of framed research aim and objectives-
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The first chapter is of introduction of the dissertation which contain general information
regarding the topic such aim, objectives, proposed methodology and background of the study.
This chapter will also include the information related to the rationale of the study so that readers
can understand regarding the same. The chapter of introduction is considered as the most
important for the readers and scholar so as to disseminate the purpose of the study and bring out
the valid results.
Literature review is the second chapter of the study which pertain secondary data
associated with the investigation. It is based on the research objectives and accordingly sources
are selected for the purpose of presentation of meaningful information. This chapter will also
provide theoretical presentation along with graph and other relevant information. In addition to
this, literature review chapter proves to be effective for drawing valid outcome as it aids to
develop deep understanding related to the research.
Third and most important chapter of research is related to the research methodology
under which important methods and aspects are explained along with the justification. The most
suitable method is explained with the help of clear justification so that reader can understand the
rationale behind selection of the same. It covers research approach, method, data collection
methods and data analysis technique etc.
The chapter after completion of research methodology is of data analysis in which all
collected data are explained analyzed in the light of research aim and objectives. In this regard,
researcher analyze the collected data so as to bring out valid outcome. This section provide the
mixture analysis of both primary and secondary data which also assist scholar in presenting the
recommendations.
Conclusion and recommendation is the last of the chapter of research paper under which
conclusion and recommendation of the study is presented. This is based on the research research
aim and objectives so as to derive the valid outcome and present the recommendations
accordingly. This is the summarized form of the analysis part and objectives mentioned under
the section of introduction.
1.5 Methodological issues and problems
Completion of entire study is not possible with incorporating suitable methods and
procedure. The researcher faces issue related to selecting the most appropriate sampling size
because of issue related to time and cost. Furthermore, there are different types of research
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design, approaches and philosophies where scholar might get confused in selecting the best.
Owing to this, type of investigation was considered to select the most appropriate method. In
addition to this, ethical consideration have been mentioned by accessing suitable mode of data
collection and analysis of the same. Therefore, methodological issues and problems are
addressed by the research in an effectual manner. This aids to accomplish the research aim and
objectives of the current investigation. This leads to arrive the suitable outcome of the research
and provide the recommendations.
1.6 Limitation of the research
Any research investigation cannot be completely perfect as each one has certain
limitation through which researcher has the suffer. The study under investigation is backed by
different resources such as primary and secondary where researcher must find the most suitable
resources to collect data from. The current investigation need to completed in relatively less time
span. Owing to this, scarcity of the time is the critical issues. However, research address the
same by using the Gantt chart method. This method facilitates to reduce overall time taken to
complete the project and accordingly researcher can schedule all research related activities.
Apart from this, limitation related to collection of primary data may face by the researcher. It is
because scarcity of time might make the procedure primary data collection critical. Owing to
this, cost effective and time effective method of data collection has been applied. This leads to
complete the research task in a most suitable manner. On the other hand, sample size cannot be
large due to cost related issue. For this purpose, it might be possible that derived results do not
present the view of entire population. Though, researcher applied suitable method to select the
standard sample size and select the right population for collection of information. Therefore,
limitation are faced by efforts are put to minimize the issue associated with the same.
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CHAPTER 2: LITERATURE REVIEW
Literature review is the most important chapter of the research which covers secondary
information from the sources such as journals, books and online articles. This section of
literature review is based on research objectives. It proves to be effective in deriving the valid
outcome and accordingly results can be presented in an effectual manner. Theoretical framework
is prepared on the basis of varied sources whereby researcher can effectively accomplish aim and
objectives.
2.1 Understanding the concept of motivation
According to Mowday, Porter and Steers (2013) motivation is used to explain the
behaviour of personnel that how they react in a specific situation so as to handle the business
related aspects. The mentioned term represent the reasons for the desires, needs and action of
personnel. He further stated that motive of a person showcase the action of person in a certain
way. Muduli and et. al., (2013) asserted that there is two fold of motivation such as intrinsic and
extrinsic where the former one reflects that person does not rely on the external pressure but shed
light on intrinsic motivation. The motivation is generally referred as the personal and internal
feeling which influence employees to work in the direction of growth and development.
Furthermore, psychological phenomenon is denoted for the motivation of workforce thereby
personnel get the power to work in the direction of growth and development. However, most of
the time need based motivation is perceived among workforce as they are direct towards the
certain goals with the help of that particular motivation level or need only. They further stated
that motivation is considered as the continuous process just because of unlimited wants of
individual. This is the reason ongoing process of motivation is applied at workplace through
which personnel become highly dedicated and motivated towards the business objective.
However, in contrast to this, as per the vies of Sokro (2012), it is more of a regeneration need of
people rather than a psychological phenomenon. It helps the employees to put their whole energy
and dedication in the task in return of motivation. It rejuvenates the competency of an individual
and he once again work with full zest. It helps in making the project successful and further helps
in development of the entity.
Menguc and et. al., (2013) stated that motivation can be either positive or negative based
on the current working environment. In case personnel are not happy with the situation presented
in the organization they would be negatively motivated and would not like to stay in the firm for
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longer time span. Apart from this, positive motivation is derived with the help of favourable
working condition and good feeling among personnel related to their environment. They further
claimed that motivation is the concept which comes under the planned process. This enables
business to shed light on goals and targets of the corporation and accordingly create the
competitive edge in the marketplace. Moreover, job satisfaction cannot be linked with the
motivation. The rationale behind the same is person get job satisfaction because of presence of
the elements which are desired and enable him or her to utilize the available skills and potential.
On the other hand, motivation generate positive feeling among personnel to work with
integration and accomplish the set targets in given time span. This reflects distinct image of the
business and make the personnel dedicated towards their targets. However, in contrast to this, as
per the views of Mikkelsen, Jacobsen and Andersen, (2017), the positive motivation step taken
by the organization may prove to be negative as well. Excess expectation from the individual
may result in negative as an undesirable outcome can be taken as a failure by him in near future.
People may also get driven by fear and anxiety of performing good.
According to Gorozidis and Papaioannou (2014) motivation is the key aspect assists
businesses to facilitate the changes and bring innovation at workplace. For example, if
employees are motivated then company can successfully create the better image. This is because
workforce will be able to render good quality of services and in the same manner customers can
be happy from the quality of services offered by the business. Therefore, better image of the
business results in attracting more qualified and skilled staff. It enables corporation to protect the
competitive edge and meet expectations of all related stakeholders in the marketplace. On the
other part, Grosse and et. al., (2015) asserted that human relations are developed on the basis of
motivation among workforce. This is because workforce will be satisfied or content from the
reward offered by employers. Such kind of situation from the healthy relations among employee
and employers through which corporation can effectively shed light on growth and development
of the business. It is the well known fact that good relationship between employee and employers
aids to ensure long run survival of the business with the increased rate of return.
Chen and et. al., (2013) stated that motivation changes the behaviour of workforce and
make them more specific towards their goals. On a critical note, employees cannot perform
effectively without motivation and right direction which is generally provided by the
management of the business. Owing to this, contribution of management is very higher in
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workforce motivation. It assists company in integrating all related resources and ensure that
workforce stay with the firm for longer time span. Benefit of the same kind of scenario can be
seen in term of cost saving and higher market share along with good going of the business. Thus,
motivation plays important role for both parties such as business and employees.
2.2 Evaluating the strategies applied for motivation of employees
According to Ghosh and et. al., (2013) motivation is like life blood for the success of the
business which is needed at each level e.g top management, middle or lower management. This
ensures smooth functioning of business through boosting morale of the personnel and making
them more specific towards their goals and expectations. In this regard theoretical aspect of
motivation can be applied for the better understanding related to strategies applied. In this regard,
Maslow's need hierarchy theory can applied which is represent the order in which need of person
is arisen so that management can provide the motivation accordingly. The first need is known as
physiological which contain basic amenities such as sex, water and food as well as oxygen.
Without fulfilling such kind of needs a person cannot move ahead to achieve something in life.
Therefore, motivation arise just after the completion of physiological needs.
The next level of need is related to the safety under which employee or any human being
want the security or safety in term of physical and psychological harm. At the same completion
of second need, third requirement related to social or involvement is felt. It is met by providing a
platform for workforce to involve with group of personnel and provide them shared targets so as
to get recognition. It contributes towards offering the comfortable work environment and
generate positive feeling among employees. However, a person cannot survive without
fulfillment of need related to love and affection. Owing to this, management think upon it to
provide the comfortable work environment by considering the same need. In addition to this, last
level of need is known as the self-actualization. This represents the desire for self-fulfillment
under which a person want to show the status in the society by earning the prestige and goodwill
though his dedication and hard work.
In this manner, Maslow's need hierarchy theory is showing that a person get motivated to
achieve the next level of need and management should consider the same order. This would be
effective to keep the energy level of personnel very high make them highly motivated towards
their goals and targets. Therefore, next higher level need become dominant and attention of
individual is tuned to satisfy the same. On a critical note, it is the only unsatisfied need which
7

tend to motivate the person to work in a more better manner. However, in contrast to this,
according to the views of Hitka, M. and et.al (2015), Maslow's theory assumes that all the people
tend to experience there needs in the same order. The needs of people may be different from one
another and their order must be decided based on it.
Another theory of Herzberg two factor theory can be applied in which is segregated into
two factors such as motivator and hygiene factors. Here, the former one covers challenging
work, responsibility, involvement in the decision making and positive satisfaction related to the
job. On the other hand, hygiene factors such as fringe benefits, job security and status are
covered. These are only maintenance factors which do not cause the motivation among
workforce but it is important the present such factors to keep the workforce satisfied. In case of
absence of such kind of factors employees will not be able to work with integration. Apart from
this, motivators are some of the factors which proves to be effective in maintaining the
motivation among employees. For this purpose, strategies like offering challenging work and
providing the positive work environment can be more suitable. Titi Amayah (2013) asserted that
reward strategy is also helpful under which personnel are motivated to achieve the standard set
for the performance and like to act accordingly. This kind of scenario is helpful for both parties.
For example, 360 degree appraisal method can be adopted by the company in order to assess the
performance of the workforce through which they will come to know that how effective he or
she is doing. In case a person not doing good work then they will be considered for the training
and learning otherwise they can be provided reward for their better or good performance.
However, continuous learning program can also be beneficial for the business and keeping the
personnel motivated. For instance a person will be motivated to handle the several task together
by offering eh training. This will generate positive attitude and influence employee to shed light
on changing working condition. It contribute towards the long term success and higher level of
motivation among personnel. Chan and et. al., (2014) reported that consent of personnel should
be taken for providing the learning so they will be comfortable to explore the interest areas and
show their better contribution. He further found that performance appraisal program can be used
to motivate employees under which they boost morale of personnel to achieve better and get the
recognition at workplace. However, issues faced by personnel must be addressed on right
through maintaining clear communication. The aspect of maintaining clear communication is
also beneficial to keeping the personnel motivated as they find it easy to interact with
8

management and get the positive response from them. However, contrast to this, as per the views
of Batista-Taran and et.al (2013), the dependability on the results of this theory is unreliable as
the results may be the same in diverse situations as well. It further results in adoption of wrong
measures by the organization.
2.3 Assessing the factors affecting motivation of personnel
According to Fu and Deshpande (2014) there are several factors affecting motivation of
employees. The first and foremost factor is interesting work that leads to derive higher level of
motivation as personnel will be working with zeal and enthusiasm in case interesting work is
provided. It is the biggest reason companies inquire for the skills and attributes of personnel and
then provide the job accordingly. On a critical note, as pert the views of Larsen-Freeman and
Long (2014), in case an employee offered a job in which his knowledge level is zero then
definitely he would not get any interest to continue such kind of job. He further explained that
appreciation and recognition is another crucial aspect associated with the motivation of
employees. To be appreciated is the deepest desire of person so that other present at workplace
must be aware of the hard work and dedication of person. It provides the nice feeling among
them and ensure the sense of attachment with the organization.
Edgar and Geare (2013) reported that work process must be in the knowledge of
employees so they can provide their views and idea regarding the same. This will be effective to
participate in the decision making process and interact with higher authorities for purpose of
offering good quality of job. Furthermore, employees are also asked to provide their suggestions
related to the specific event of job. This in turn employers get to know about the best practices
which provide the upward direction to the business practices. Hence, contribution of personnel is
valued for the purpose of raising the motivation level. Paillé, Chen, Boiral and Jin (2014)
critically evaluated that a person who does not get job security would like to continue the job.
For this purpose, it is important for corporation to provide the job security and value for the
efforts put by the workforce. Therefore, the level of responsibility can be increased along with
the appreciation for the present job. This in turn corporation can effectively ensure higher level
of motivation among employees and ensure reducing the additional cost which occur because of
employee turnover.
Armstrong and Taylor (2014) explained that reward strategy of the corporation matters a
lot under which management of the business shed light on offering the reward in accordance
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with the performance of the individual. For this purpose, reward can be divided into two parts
such as extrinsic and intrinsic reward. The former one shed light on the promotion, flexible
scheme and promotion as well as job responsibilities. Such kind of factors influence a person to
become more confident and work with the higher level of motivation. This is because they
become ready to bring balance in their personal and professional life and accordingly stress will
move out of the mind. Therefore, flexible working hours and extending the responsibility of the
personnel is also the crucial aspect. This would create the sense of achievement among
employees they would get motivation to achieve the set targets on right time. He further
explained that a strong good leaders can be made through offering an opportunity to adjust with
the situation. At this juncture, person get motivation to learn from existing working condition
and accordingly cope up with the changing scenario. However, in contrast to this, as per the
views of Menguc and et. al. (2013), another important factor that leads to motivation for the
people at the workplace include proper working conditions provided to them. Taking proper care
of health and sanitation motivate them to work more. It receives support and encouragement
from people. When the objectives of the individual is aligned to that of the organization it helps
in successful team building.
According to Siponen, Mahmood and Pahnila (2014) being a good boss is another
important factor for the motivation of personnel in which they will not get the communication
barriers and easily make the contact with others. However, role of inspirational people is also
important as they address issues of employees effectively and facilitates them to work in the
most comfortable work environment. Moreover, cultural diversity is also important which
provide the equal right for individual who belong to different culture or community. This
contributes towards forming the better relation among personnel and supporting them to achieve
the long as well as short term objectives of the business.
Hau and et. al., (2013) asserted that intrinsic reward is also important which covers
healthy relationship, competence and meaningful work as well as choice. These factors provides
the extensive support for business to keep the workforce highly motivated for longer time span.
Moreover, growth of the business is also important as in case a firm is not growing them
workforce will be negatively motivated. Also, they would like to leave the firm as soon as
possible. Therefore, businesses need to ensure the upward direction by implementing the most
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successful strategies related to the expansion. However, personnel can be involved in the
decision making procedure.
Models of Motivation
 Maslow's hierarchy theory: The theory was proposed by Maslow which depicted
hierarchical level of human needs, such as, physiological, safety, love, esteem and self
actualization needs.
 Two factor theory of Herzberg: It states that there are certain factors in the environment
that can lead to job satisfaction and there is separate set that can lead to dissatisfaction as
well.
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CHAPTER 3: RESEARCH METHODOLOGY
3.1 Introduction
The chapter of research methodology is very important which provide the detail related to
methods applied for the collection of information and analysis of the same. This basically covers
type of investigation, research design, approach and data analysis methods. The current study is
based on qualitative type of methods which is more theoretical in nature (Howell, 2013). For this
purpose, research access to descriptive research design which explain the characteristics of
population and accordingly present the findings of the study in an effectual manner. However,
there are several other research design such as exploratory, explanatory and descriptive but
research go for the descriptive research design. Furthermore, inductive research approach has
been applied under which research reply on the information and secondary data for developing
the deep understanding and then reach to the specific one to accomplish the aim and objectives in
an effectual manner (Franklin, 2012). Apart from this, both primary and secondary data are
collected to meet the research purpose effectively. Moreover, questionnaire method has been
applied for collection of primary data whereas sources like journals, books and online articles are
selected for the purpose of gathering secondary data. Apart from this, thematic analysis
techniques has been used for the data analysis in which collected data are presented in the tabular
form and explained with the same evidence. However, analysis is the done with the consistency
of primary and secondary data both. This derives the valid outcome for study and enables
researcher to accomplish the aim that what different factors do affect employee motivation in
Tesco (Johnson and Christensen, 2008).
3.2 Research philosophy
Research philosophy is considered as the belief that the way in which data is being
gathered, analyzed and used. While, it is also stated as the idea of knowledge creation that helps
in creating effective part in relation to accomplish the study. Therefore, researcher is required to
address research philosophy through being aware regarding forming beliefs and assumptions.
Research philosophy are of four different types such as pragmatism, positivism, realism and
interpretivism (Cooper, 2016). In the current dissertation, interpretivism philosophy has been
selected as it is suitable from the topic selected for research which is of qualitative nature.
Through adopting such method it helps in carrying out in depth study and thus identify the
12

factors that affects motivation of employees within Tesco. It also helps in evaluating significant
information so that study could be concluded in an effective manner.
3.3 Research design
Research design is considered as the overall strategy that researcher chooses to integrate
the different components and thus carry out the research in logical and coherent manner. It also
helps in ensuring that researcher would effectively address the research problem and caries out
blueprint for the collection, measurement and data analysis. Research design is being divided
into 2 different groups such as exploratory and conclusive (Creswell, 2014). Within exploratory
research it is being assessed that study is being explored within different area and thus focus
upon obtaining significant results. Further, conclusive study involves two different types such as
descriptive and causal. Descriptive research helps in describing the specific elements, causes or
phenomenon in order to execute the study. Further, causal research design is being carried out in
regard to identify the cause and effect relationship within research.
Here, in the present dissertation of employee motivation, it adopts descriptive research
design that helps in identifying the factors affecting employee motivation within business. Thus,
through carrying out such design it results in describing the different ways through which
workers could be motivated to get satisfy and thus retain within business for long term
(Csikszentmihalyi and Larson, 2014). It will help the researcher to present standard norms to all
the retail sector industry. Further, it will also play an important role in making possible
prediction of for the future and will help in suggesting different ways of employees that can be
used by Tesco.
3.4 Research approach
Further, it is another crucial tool of research methodology that helps in carrying out
research approach so that relevance of hypothesis is being considered as the main distinctive part
within research. It involves two different parts of research approach such as inductive and
deductive. Deductive approach helps in testing the validity of assumptions i.e. theories or
hypothesis. Further, inductive approach helps in contributing towards emergence of new theories
and generalizations which focuses upon achieving desired outcomes (Dörnyei and Ushioda,
2013). Here, in the present study of employee motivation inductive approach has been selected
that helps in assessing the factors that affect motivation among workforce. In regard to carry out
the study such approach is suitable as it helps in exploring in depth research upon the topic and
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develop different themes so that conclusion could be obtained. It moves in the direction from
simple to complex which makes the learning easy as well as permanent. It will help in
understanding employee motivation in better way and implementing it adequately on Tesco.
3.5 Research strategy
Research strategy is being considered as the step by step process through which direction
is being provided to thoughts and efforts that enables them to conduct within the study in
effective way. However, through developing appropriate schedules it results in developing
quality results within study (Fowler Jr, 2013). With the help of adopting effective research
strategy, scholar aims to identify background information and thus analyze data so that particular
information is being delivered. Research strategy are of different types such as case study,
surveys, observation, interview and experiments etc. However, all such strategies are being
stated as effective method through which end results could be attained. Here, in the current
dissertation, qualitative study is being carried out that helps scholars to identify different
theoretical framework that results into attaining desired results. It also helps in identifying
different factors that affect motivation among employees and thus help them to sustain within
business to attain organizational goals (Gelman and et. al., 2014). This data analysis strategy is
totally dependent on human experience and hence it more compelling and powerful technique in
comparison to that of quantitative research. It will help the researcher to have a bigger picture of
the research conducted on employee motivation.
3.6 Data collection
Data collection is stated as the way through which scholar collects information in regard
to identify the effects of motivation within workplace. There are different methods i.e. primary
and secondary sources through which data could be collected by researcher. Also, the data
collected needs to be authentic and reliable which helps in accomplishing the study in an
effective way (Larsen-Freeman and Long, 2014). Here, in the present research both primary and
secondary data collection methods has been used. Within primary data method questionnaire tool
has been adopted that helps in identifying responses in relation to the questions so that different
factors that affect employees motivation could be assessed. While, secondary data collection
method has also been used that involves different sources such s newspapers, journals, online
articles, government publications etc. Through using both such methods helps in collecting
information and thus requires less time and resources to carry out research. Thus, selecting both
14

these methods helps in accomplishing the study on employee motivation in an effective and
efficient manner (Cooper, 2016).
3.7 Sampling
The term sampling is being considered as the tool that helps in selecting population from
the whole universe and obtaining responses from them. There are different sampling techniques
such as probability and non probability sampling that helps in collecting responses to carry out
the study of employee motivation. Here, the current dissertation carries out the study using
probabilistic sampling that helps in providing equal opportunities to each and every respondent
and obtain unbias information from them (Creswell, 2014). Thus, using simple random sampling
helps in collecting responses on random basis and therefore identify the factors that affect
motivation level of workers. However, the sample size selected for conducting the study is 100
employees working within firm to ascertain their motivation level. Through adopting such
number of respondents helps in carrying out the study and identify the different factors that
affect motivation of employees in business.
3.8 Data analysis
Analyzing data is considered as crucial tool that helps in carrying out the information so
that it could be evaluated in regard to obtain desired and meaningful information. Through
carrying out data analysis it helps in obtaining crucial information and obtain best results so that
conclusion could be made. Here, in the current dissertation, researcher uses qualitative study so
that thematic analysis is being used. Thus, analyzing the data using such methods helps in
preparing different themes and then evaluating the responses given by different respondents.
Preparing proper thematic analysis helps in evaluating collecting responses and thus obtain
desired outcomes (Larsen-Freeman and Long, 2014). With the help of proper thematic analysis it
helps in reviewing different themes as per the opinion of respondents and then showcase them in
the form of pie charts, graphical representation etc. Since it is an easier tool, it will be convenient
for the researcher to study this approach of data analysis in order to ascertain the level of
employee motivation.
3.9 Ethical consideration
It is assessed that researcher is required to undertake effective ethical considerations that
needs to be identified so that it do not harm participants involved within the research. Also,
confidentiality needs to be maintained so that personal information of respondents could not be
15

disclosed. Researcher also requires collecting information through ethical way and does not use
information from restricted website. Participants involved in the study should not be forced to
take part within the study while they need to give voluntary participation so that proper
knowledge could be obtained (Csikszentmihalyi and Larson, 2014). Further, plagiarism act need
to be known among researcher and they should consider it as very crucial and do not copy or
paste from any other researcher's work. It should be their original work. Proper para phrasing
should be done so that it looks like their own work.
3.10 Validity and reliability
Validity and reliability are considered as crucial element that helps in producing relevant
and significant outcomes. It is essential for researcher to obtain valid and reliable information so
that results could be carried out effectively (Creswell, 2014). Both validity and reliability are
considered as effective tool as it helps in obtaining significant results. Scholars are required to
collect valid and reliable information from available sources upon factors affecting motivation
among workers so that it could help readers in understanding the different factors that affects
workers motivation. Also, accessing reliable websites results in collecting crucial information
and thus overcoming the issues so that set results could be attained.
16

CHAPTER 4: DATA ANALYSIS
4.1 Introduction
In this particular chapter of dissertation, researcher is required to analyze the data and
obtain significant outcomes. The collected data needs to be evaluated as per the views and
opinions given by respondents so that best results could be attained. Here, qualitative data
analysis technique has been adopted that helps in carrying out thematic analysis in order to
evaluate responses given by respondents. Also, through interpreting each and every theme it
helps in presenting the information in the form of pie charts and graphs. Through developing
themes it helps in interpreting the responses in relation to carry out desired objectives.
4.2 Thematic analysis
Thematic analysis
Theme 1: From how long you are working in the organization.
Answer choices Respondents
0-3 Years 40
4-9 Years 35
Over 10 years 25
Analysis and interpretation: From the above graph, it has been shown that there are 40 people
who working from 0-3 years. Therefore, they easily understand towards strategy and working
within the organisation. In this aspect, there are 35 people who have high knowledge regarding
performances of the company because they have knowledge of problems and issues which the
enterprise face from last 4 to 9 years. Thus, it assists to analyse business performance within the
17
0-3 Years
4-9 Years
Over 10 years
Illustration 1: Graph

market to enhance productivity at workplace. However, remaining 25 respondents are working
over last 10 years. They have wide knowledge regarding each function and operations within the
organisation. These all aspect assist to measure outcomes and performances of the company over
last 10 years through asking respondents.
Theme 2: Monetary structure possess an impact upon the level of motivation.
Answer choices Respondents
Strongly agree 35
Agree 25
Neutral 18
Disagree 12
Strongly disagree 10
Analysis and interpretation: The above analysis determines satisfaction level of respondent
towards monetary structure which create impact on level of motivation. In this way, there are 35
respondents are strongly satisfied from monetary structure of the company that influence on level
of motivation to create effective results at workplace. Further, 25 people are only satisfied so that
they are less motivates from monetary structure of the enterprise. 18 people are neither satisfied
nor disagree from the monetary structure of the company operations. Thus, they are not
motivated which create adverse impact on the business operations of the chosen firm. Beside
18
Strongly agree
Agree
Neutral
Disagree
Strongly disagree
Illustration 2: Graph

this, 12 people are disagree from monetary structure that create adverse impact on level of
motivation. However, there are 10 people who refuse this structure to considered high level of
motivation within the enterprise. Therefore, it assists to promote objectives and goals of the
business environment as per the employee requirement. Higher monetary motivation tends to the
employee helps in improving their performance a t the workplace and achieving their goals
within time as well.
Theme 3: Leadership style in organization has any influence upon the degree of motivation at
work.
Answer choices Respondents
Yes 60
No 24
Can't say 16
Analysis and interpretation: In order to focus on present graph, it has been analysed that
leadership style within the organisation influence on degree of motivation at work. In this way,
60 respondents are agreed with this statement that assist to enhance degree of motivation at
workplace. Furthermore, 24 employees are opposed to this statement and stated that leadership is
not assist to motivate people at workplace. Only 16 respondents are not stated any point
regarding influence of motivation through leadership style. It shows that an appropriate
leadership style must be adopted by the managers of the organization as it enhance the
motivation and employees work in full spirit and zest.
19
Yes
No
Can't say
Illustration 3: Graph

Theme 4: Pay factor mainly affects motivation among workers.
Answer choices Respondents
Promotion 32
Pay 45
Incentives 21
Any other 2
Analysis and interpretation: In this graph, it has been shown that there are 32 respondents that
stated promotion is the main element which motivate them at workplace. Therefore, they have
impacted through promotional techniques of the company. Furthermore, there are 45 employees
are motivating through payment method of the company so that they are positively work at
workplace for developing things. Moreover, there are incentives schemes is also determines
which influence to 21 respondent. Hence, it encourages them to work within the organisation and
participate in each activity of goals and objectives. With the help of developing outcomes and
performances as per employees' requirement, the company can grow more that create positive
impact on them. Only 2 respondents are influence through other activity of the organisation
within the environment. It shows their monetary needs which is directly related to the
enhancement the kind of work they perform. They perform their task within the given time frame
so that they can create extra income from it. Hence, it acts as a motivating factor for them.
Theme 5: Providing quality of working environment results in influencing individual's motivation
level.
20
Promotion
Pay
Incentives
Any other
Illustration 4: Graph

Answer choices Respondents
Strongly agree 37
Agree 14
Neutral 2
Disagree 25
Strongly disagree 22
Strongly agree
Agree
Neutral
Disagree
Strongly disagree
0
5
10
15
20
25
30
35
40
Column B
Illustration 5: Theme 5
Analysis and interpretation: It can be evaluated from the figure that there are 51 respondents
out of 100 that helps in providing quality of working environment that results in influencing
individual's motivation level. Thus, it is essential for business to provide effective motivation to
workers in regard to influence individual's motivation level and thus attain desired results. While,
there are 47 respondents out of 100 who does not agree to the fact that providing quality of
working environment results in influencing individuals motivation level. There are 2 respondents
that stays at neutral position and they neither say yes nor says no to the statement. Majority of
the respondents are in favor of the fact that providing quality of working environment helps in
influencing individuals motivation level. Therefore, it is significant for individual to undertake
effective factors that would result in encouraging individual at workplace and motivate them so
that appropriate targets could be attained.
21

Theme 6: Relationship between workers and managers possess impact upon their motivation.
Answer choices Respondents
Strongly agree 45
Agree 17
Neutral 1
Disagree 20
Strongly disagree 17
Strongly agree
Agree
Neutral
Disagree
Strongly disagree
Illustration 6: Theme 6
Analysis and interpretation: It could be evaluated that there are 62 respondents out of 100
assesses that developing relationship among workers and managers possess impact upon their
motivation level. Thus, majority of respondents helps in developing effective relationship and
thus both workers and managers helps in impacting upon their motivation so that desired results
could be attained. While, there is 1 respondent who stays at neutral position which means that
individual is neither agree nor disagree from the statement. On the other hand, there are 37
respondents out of 100 could be assesses that they disagree to the fact that developing
relationship within workers and managers would help in impacting upon the motivation and thus
it is found that it is significant for individual to develop effective relationship among managers
and workers so that they could perform the task accordingly. Thus, it could be evaluated that
majority of the respondents are in favor of developing effective relationship so that both workers
and managers helps in assessing the impact upon individual motivation. It shows that there is a
22

vital relationship between workers and managers and the manager must understand the needs of
the employees in order to keep them satisfied.
Theme 7: Individual's motivation level possess an impact upon encouragement of co-workers as
well.
Answer choices Respondents
Yes 78
No 12
Can't say 10
Yes No Can't say
0
10
20
30
40
50
60
70
80
90
Column B
Illustration 7: Theme 7
Analysis and interpretation: It could be assessed that there are 78 respondents out of 100 agrees
and says yes to the fact that individual's motivation level possess an impact upon encouragement
of co-workers and thus it helps in encouraging individual so that it helps in motivating other co
workers as well. It is essential for them to get encouraged so that it is crucial for them to adopt
effective strategies and thus improve the performance of other workers as well. While, there are
12 respondents who says that they do not agree and says no that individual's motivation level
who possess an impact upon encouragement of co-workers so that success could be attained. On
the other hand, there are 10 respondents who is not at the position of stating to any option either
yes or no. Majority of the respondents are in favor of assessing that individual's motivation
impacts upon the encouragement of other workers. Hence, it is crucial for business to provide
23

appropriate motivation to individual so that it helps in encouraging each other so that other
workers could also be encouraged and work accordingly.
Theme 8: Employees get motivated from intrinsic reward.
Answer choices Respondents
Intrinsic reward 77
Extrinsic reward 23
Analysis and interpretation: It could be assessed that there are 77 respondents out of 100 who
evaluates that intrinsic rewards are considered as effective that helps in improving the motivation
level of workers. Therefore, it is essential for business to provide intrinsic rewards and thus it
helps employees to get encouraged so that desired results could be attained. While, there are 23
respondents who selects extrinsic reward system that helps in providing extrinsic motivation to
workers. Therefore, it is being assessed that majority of the respondents are in favor of intrinsic
rewards and thus it helps in enhancing the encouragement level of workers so that desired results
could be attained.
Theme 9 : Significant importance of moral & physical incentives
Answer choices Respondents
Very important 60
Important 25
Neutral 6
24
Intrinsic reward
Extrinsic reward
Illustration 8: Theme 8

Unimportant 5
Certainly unimportant 4
Very important
Important
Neutral
Unimportant
Certainly unimportant
0
10
20
30
40
50
60
70
60
25
6 5 4
Respondents
Illustration 9: Theme 9
Analysis and interpretation: From the above conducted questionnaire, it was formulated that
majority of the 60 employees agreed to the fact that moral as well as physical incentives are
significantly very important. From the remaining respondents, 25 employees stated that
incentives were important. However, the remaining 6 employees stated that incentives provide
them benefits at certain instances only. So for them it was neutrally important. However, 5
respondents stated that it was not important. And the last of the remaining 4 respondents stated
that moral and physical incentives are not at all important. From the survey an overall conclusion
could be made that providing moral physical incentives to the employees should be encouraged
so that they are able to increase their efficiency. This should be taken care of by the HR
department as well as the manager of the firm. Appropriate policies adopted by the company can
lead to achievement of this task.
Theme 10 : Importance of teamwork in enhancing motivation-level of employees
Answer choices Respondents
Strongly agree 70
Agree 20
Neutral 5
25

Disagree 3
Strongly disagree 2
Strongly agree
Agree
Neutral
Disagree
Strongly disagree
0
10
20
30
40
50
60
70
80
70
20
5 3 2
Respondents
Illustration 10: Theme 10
Analysis and interpretation: From the above survey conducted it can be formulated that
majority of 70 employees strongly agreed that team work efficiently enhances their level of
motivation. The remaining 20 agreed that motivation levels gets enhanced by the team work.
However, 5 of the respondents were neutral about the fact. Among the remaining 5 respondents,
3 employees disagreed about the enhancement of motivation-level by team work and 2 strongly
disagreed to the fact. So, from this collected information, it could overall be stated that,
authorities within an organization should encourage team work for completion of tasks and
projects. This will motivate the employees to increase their efficiency and thus the tasks could be
completed as per the set time frames.
Theme 11 : Encouragement of workers by effective reward system
Answer choices Respondents
Yes 75
No 5
26

Can't say 10
Yes No Can't say
0
10
20
30
40
50
60
70
80 75
5 10
Respondents
Illustration 11: Theme 11
Analysis and interpretation: From the data collected by the survey, it was found out that
majority of 75 employees agreed to the fact that reward system is effective in encouraging them
to work more efficiently. The remaining 5 respondents stated that reward system is not effective
enough to encourage them to perform more efficiently. However, the remaining 10 employees
were not sure about the level of encouragement provided by reward-system. So, from this, it can
overall be concluded that authorities needed to ensure that employee gets rewarded for their
performance within the firm so that they are encouraged to work with more efficiency. Also, this
reward system will enable each and every employee to work at their best so that overall
organizational performance is also enhanced. This way the organization would be able to achieve
excellency in satisfying the needs and demands of customers.
Theme 12 : Encouragement of workers by involving them in decision-making process
Answer choices Respondents
Strongly agree 75
Agree 15
Neutral 6
27

Disagree 3
Strongly disagree 1
Strongly agree
Agree
Neutral
Disagree
Strongly disagree
0
10
20
30
40
50
60
70
80 75
15
6 3 1
Respondents
Illustration 12: Theme 12
Analysis and interpretation: From the overall conducted survey, it was found out that, majority
of 75 employees strongly agreed to the fact that they are often encouraged if organization
involves them in the process of decision making. The remaining 15 respondents agreed that
involving them in decision making process encourages them to work m ore efficiently. However,
another 6 respondents were neutral regarding the encouragement of employees. Only 1
respondent strongly-disagreed while 3 disagreed that involving employees in process of
decision-making encourages them to perform even better. So, overall it can be concluded that,
authorities need to make decisions by allowing them the opportunity to give their opinions as
well. This way they will be motivated as well as encouraged to perform their duties accordingly
with enhanced level of efficiency.
28

CHAPTER 5: DISCUSSION
Motivation is considered as a continuous process that helps in improving individuals and
thus attain desired objectives. Also, it could be identified that motivation generate positive
feeling among personnel to work with integration and accomplish the set targets in given time
span. Based on the research conducted, it can be analysed that reward system enables each and
every employee to work at their best so that overall organizational performance is also enhanced.
In this manner, the organization would be able to achieve excellency in satisfying the needs and
demands of customers.
Further, hygiene factors such as fringe benefits, job security and status are covered. These
are only maintenance factors which do not cause the motivation among workforce but it is
important the present such factors to keep the workforce satisfied. There are two important
theories of motivation which are Maslow hierarchy theory and Herzberg two factor theory Thus,
both these theories helps in encouraging individual and thus results in achieving desired results.
Relationship between workers and managers also gives impact on the level of motivation
of the staff members. Further individual's motivation also places an impact on the co workers
also and they also get influenced due to it. Employees get motivated through intrinsic rewards
that are given to them and on the basis of that they get motivated.
Performance based incentives can be given to the employees so that they could be
encouraged for working in enthusiastic manner. In addition to that monthly incentives and
performance based incentives could also be given to the employees. It acts as a motivating factor
for the employees.
29

CHAPTER 6: CONCLUSION AND RECOMMENDATIONS
6.1 Conclusion
It can conclude from the research that motivation is considered as crucial aspect that
helps in encouraging individual to carry out the work in an effective way. It also assesses that
there are two types of motivation level such as intrinsic and extrinsic motivation where the
former one reflects that person does not rely on the external pressure but shed light on intrinsic
motivation. The motivation is generally referred as the personal and internal feeling which
influence employees to work in the direction of growth and development.
The first objective of the research is to understand the concept of motivation in retail
sector. It can be concluded from the first objective, that, motivation is considered as a continuous
process that helps in improving individuals and thus attain desired objectives. Also, it could be
identified that motivation generate positive feeling among personnel to work with integration and
accomplish the set targets in given time span. This reflects distinct image of the business and
make the personnel dedicated towards their targets. Therefore, it is essential for firm to
encourage their workers from time to time so that it would help them to work upon desired
objectives and thus success could be attained.
From the second objective which is different strategies that can be adopted by Tesco it
can be concluded that that monetary structures posses an impact on the level of motivation in the
organisation. Further, leadership styles that are followed in the entity also gives influence o the
degree of motivation at the work place. Furthermore, it could be identified that implementing
Maslow's need hierarchy theory is showing that a person get motivated to achieve the next level
of need and management should consider the same order. This would be effective to keep the
energy level of personnel very high make them highly motivated towards their goals and targets.
Therefore, next higher level need become dominant and attention of individual is tuned to satisfy
the same. While another theory of Herzberg two factor theory can be applied in which is
segregated into two factors such as motivator and hygiene factors. Here, the former one covers
challenging work, responsibility, involvement in the decision making and positive satisfaction
related to the job. On the other hand, hygiene factors such as fringe benefits, job security and
status are covered. These are only maintenance factors which do not cause the motivation among
workforce but it is important the present such factors to keep the workforce satisfied. Thus, both
these theories helps in encouraging individual and thus results in achieving desired results.
30

Relationship between workers and managers also gives impact on the level of motivation of the
staff members. Further individual's motivation also places an impact on the co workers also and
they also get influenced due to it. Employees get motivated through intrinsic rewards that are
given to them and on the basis of that they get motivated.
From the third objective which is different driving factors of motivation, it can be
ascertained that there are several factors affecting motivation of employees. The first and
foremost factor is interesting work that leads to derive higher level of motivation as personnel
will be working with zeal and enthusiasm in case interesting work is provided. It is the biggest
reason companies inquire for the skills and attributes of personnel and then provide the job
accordingly. All such factors helps in encouraging individual so that success could be attained.
Therefore, it is significant for firm to adopt effective resources so that job role could be
accomplished in an effective way.
6.2 Recommendations
It is recommended that motivation factors are crucial for individual so that they could
enhance their efficiency and obtain desired results. Business should provide intrinsic reward as it
is important which covers healthy relationship, competence and meaningful work as well as
choice. These factors provides the extensive support for business to keep the workforce highly
motivated for longer time span. Moreover, growth of the business is also important as in case a
firm is not growing them workforce will be negatively motivated. Also, they would like to leave
the firm as soon as possible. Hence, business should also identify appropriate factors such as pay
and provide to employees so that it helps in encouraging them in regard to attain desired
outcomes.
 Open discussion sessions can be organized in the company in which issues of staff
members could be identified. In the sessions information and details could be provided to
staff members about the growth and success of the firm so that they could be motivated to
stay with the organisation.
 Performance based incentives can be given to the employees so that they could be
encouraged for working in enthusiastic manner. In addition to that monthly incentives
and performance based incentives could also be given to the employees.
31

 Job promotions can also be given to the employees so that true and deserving candidates
can be promoted at higher job positions. It will also help for motivating staff members for
performing in an effective manner.
32

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35

APPENDIX
Questionnaire
Name
Age
 Below 25
 26-34
 35-44
 45-54
 Above 55
Gender
 Male
 Female
From how long you are working in the organization?
 0-3 Years
 4-9 Years
 Over 10 years
Do you think that monetary structure possess an impact upon the level of motivation?
 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree
Leadership style in organization has any influence upon the degree of motivation at work?
 Yes
 No
 Can't say
Which of the factor mainly affects motivation among workers?
 Promotion
 Pay
 Incentives
 Any other
36

Providing quality of working environment results in influencing individual's motivation level?
 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree
Do you think that relationship between workers and managers possess impact upon their
motivation?
 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree
Do you think that individual's motivation level possess an impact upon encouragement of co-
workers as well?
 Yes
 No
 Can't say
Employees get motivated from which type of reward?
 Intrinsic reward
 Extrinsic reward
Do you think that employees give significant importance to moral and physical incentives?
 Very important
 Important
 Neutral
 Unimportant
 Certainly unimportant
Do you think that team work helps in improving motivation level of workers?
 Strongly agree
 Agree
 Neutral
37

 Disagree
 Strongly disagree
Effective reward system helps in encouraging workers at higher level?
 Yes
 No
 Can't say
Do you think that involving in decision making helps in encouraging workers at workplace?
 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree
38