The Influence of Job Satisfaction on Employee Retention at Wagamama

This report investigates the crucial relationship between job satisfaction and employee retention within the context of Wagamama, a British restaurant chain. The study begins with an introduction highlighting the importance of employee satisfaction for organizational growth, productivity, and a positive work culture. It then delves into a literature review, followed by a detailed research methodology section outlining the research philosophy, type, approach, data collection methods, sampling techniques, and ethical considerations. The report analyzes data collected to identify factors influencing job satisfaction, such as working conditions, salary, job roles, and external factors like government policies. It also examines the relationship between motivation and satisfaction, recognizing the impact of employee turnover and the need for effective retention strategies. The report provides a comprehensive overview of Wagamama's operations, including its services, locations, and employee demographics. It further explores the challenges faced by the Spitalfields Market London branch, including high turnover rates and employee concerns regarding service charges and work hours. The report concludes with recommendations aimed at improving job satisfaction and retention rates, offering valuable insights for Wagamama and other businesses in the hospitality sector.

Examining the impact on job
satisfaction on employee
retention at Wagamama

Table of Contents
Chapter 1 INTRODUCTION...........................................................................................................1
Background of study ...................................................................................................................4
Rationale of research ...................................................................................................................4
Aims and objectives.....................................................................................................................4
Research questions ......................................................................................................................5
Significance of study ...................................................................................................................5
CHAPTER 2 LITERATURE REVIEW..........................................................................................6
CHAPTER 3 RESEARCH METHODOLOGY............................................................................13
Chapter 3 Research Methodology..................................................................................................14
Research philosophy:.................................................................................................................14
Research Type............................................................................................................................14
Research approach.....................................................................................................................15
Data collection...........................................................................................................................15
Sampling....................................................................................................................................16
Data analysis..............................................................................................................................16
Ethical consideration .................................................................................................................16
Reliability and validity...............................................................................................................16
Chapter 4 Data Analysis................................................................................................................17
CHAPTER 5 CONCLUSION........................................................................................................28
Recommendation..........................................................................................................................30
REFERENCES..............................................................................................................................31
Questionnaire.................................................................................................................................33

Title- Impact of job satisfaction on employee retention
Chapter 1 INTRODUCTION
In recent time it is very necessary for organizations to gain employee satisfaction so that
they can be retained for long time. Also, employee satisfaction plays a significant role in growth
and development of organization. It is because it helps in improving productivity and attaining
goals and objectives in effective manner. Moreover, it has highly supported in developing a
positive culture at workplace through which competitive advantage is gained in the industry.
Furthermore, for every business it is necessary to satisfy their staff so that employee turnover
ratio is reduced and retention rate is maintained. However, in order to improve employee
performance it is necessary to motivate them. Job satisfaction also helps in maintaining work life
balance which is essential to live a happy life. In addition to this, it also supports in maintaining
relationship with supervisors and colleagues.
The main objective of job satisfaction is to enhance employee productivity so that goals are
attained. Furthermore, it helps in finding out what are the both personal and organisational
factors that is influencing on job satisfaction. Besides this, it helps in maintaining work life
balance which helps in improving social life. Moreover when employee feels that their job is
secured, they put more efforts and are ready to take challenging tasks. This results in growth and
development of business. Moreover, it supports in motivating them and developing a feeling of
employee engagement. For every organisation it is necessary to maintain job satisfaction of staff
so that positive culture is maintained.
It is necessary to maintain job satisfaction level among employees so that they are retained
for long term. The level of satisfaction can be affected by many factors. It may be either internal
or external. Internal includes working condition, salary and wages; job roles and responsibilities,
etc. and external are government policies, cultural factors, etc. Any change in these factors can
have either positive or negative impact on job satisfaction. It is because all these revolve around
an employee job role. Moreover, through motivation, satisfaction in increased.
It has been identified that there is a great relationship between motivation and satisfaction. It
is because motivation helps in increasing job satisfaction. Without motivating employee it is very
difficult to retain them and increase job satisfaction. A motivated employee contributes more
towards company.
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As Wagamama is a British restaurant chain that serves Asian food based on the Japanese
cuisine. There are different types of services that is being provided such as Food and Beverage,
Room services, Laundry services, Spa & Saloon and gymnastic. Under Food and Beverage
services it provide customers dining area and waiters come and take orders from them. Room
services include providing breakfast, lunch and dinner that is being provided 24 hour. Gym and
fitness centre provides equipment to its customers for doing physical exercise. At Spa & Salon it
provide services like health therapy and medieval baths. The first Wagamama was opened in
1922 in Bloomsbury, London. It was founded by Alan Yau Who is having Chinese restaurants
Hakkasan and Yauatcha. It has 190 restaurants from which 130 are in United Kingdom. It has
introduced two cookbooks for expansion of its brand in other countries. It is located in various
locations such as Austria, Bahrain, Belgium, Denmark etc. Its headquarter is located at London,
United Kingdom. The word Wagamama is Japanese term that means self indulgent.
Young age people are the customers of Wagamama. As generally people between age 15 to
25 are went to restaurants for taking dinner, lunch or for other purpose. As nowadays younger
generation are more attracted towards restaurants. By offering discounts or coupons it attract
customers. Customers are the king of market without them business cannot generate revenue. As
in restaurants generally businesspeople are come as they are living outside from their homes. It is
important for hospitality industry to maintain safe and secure environment so that more
customers are attracted towards it. Identification of target customers plays an important part for
this industry for future growth.
Restaurant consists of group of people that help in entire flow of business smoothly.
Restaurants work is depend on the size of it and the people that is hired in restaurants. As there is
head chef who's role is to plan the menu for customers and direct people of cooking staff. Person
who makes food also assure that the food is being served by waiters properly or not. Waiter
shows menu card to its customers of Wagamama and then take orders from them of their choice.
Then the order is sent to kitchen and the cook prepares the order and then give it to waiter for
serving it to customers. Then customers of Wagamama enjoys the meal and make payment.
Role of employees in Wagamama is to maintain cleanliness in the surroundings. Healthy
environment will be there so that customers are satisfied with their services. Every employee
have to its task completely and providing best services to its customers. Employees who are
working in the kitchen must ensure that fresh food is provided to customers. There role is to
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satisfy the needs and wants of customers that are visited there restaurant so that they will come
again to Wagamama. Precautions must be taken for health and care of customers so that they
may not cause any disease. Their aim responsibility is to cooperate with customers on providing
them proper services. It may have to ensure that proper rotation of food supplies is their in
restaurant. Have to make arrangements for those who has booked it for party. Proper availability
of food product is there so that there is no shortage at the time of urgency. Its a prime duty of
employees to ensure that neatness is necessary at the workplace. Employers have to check proper
supply of kitchen equipment that is used for making food for customers.
As I am using “Spitalfields Market London as branch of Wagamama in the project. In this
branch total of 39 people are working from that 18 are of Front of House and 21 works in Back
of House. There are 12 managers working from which 6 are working as Front of House and 6 are
working as Back of House. Further more this is divided as under Front of House 1 general
manager, 1 Assistant General manager, 2 Floor managers and 2 Junior floor Managers are
working. Under Back of House 1 Head Chef, 1 Senior Sous Chef , 2 Sous Chef and 2 Junior
Sous Chef are working.
I have choose Wagamama to identify issues that managers are facing regarding motivation
and employee engagement in the company. Other issues may arise regarding extra benefits that
is provided in the company. So I am looking for a job at the “Head office of Wagamama” so I m
doing this project that will help me in future job in the company.
As the staff turnover rate is 49.1% that is at third position in the London area. In financial
year that is going to be end in a week, 12 people left the Spitalfields branch. As Wagamama is a
restaurant where customers are more then people in the office, breaks given to the members is
longer i.e. around 3-4 hours daily. So people gets tired and they want to change their job.
Another factor of employee turnover is that the service charge is not including on the bill, so it
have to face difficulty many times when people are not giving tip even giving them best services.
They also have to go home in late evenings or around midnight this situation force them to leave
the job.
The staff of Wagamama is generally Chinese young man who come from different countries
around the world such as Romania, Italy, Moldova, Bangladesh, England, Congo, Poland and
Bulgaria.
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Wagamama in its second quarter to November has a turnover of 15.4 % year on year to £ 13.2m.
Earnings before interest tax and depreciation rise to 18.7% to £13.2 m. the sales is increased by
10% from the past years. Expenditure on maintenance and refurbishment was £ 4.7m compared
from first half of 2017- 18 at £8.8 m. Wagamama is opening outlets and maintain rate of seven to
10 restaurants each year. In 2017- 18 Wagamama UK restaurants generated an annual turnover
of around 301 million British pounds.
Background of study
Hospitality sector is expanded in wide area. It consists of different sectors that provide
variety of products and services to people. So, there are large numbers of people employed in it.
They work in different areas according to their skills and knowledge. It is been observed that in
restaurant it is difficult for companies to retain staff for long time. The job environment in
restaurant is very harsh. It is because staffs have to work for long hours with low salary.
Furthermore, the incentives and benefits are not as per expectation of staff. Also, sometimes they
have to perform multiple roles and duties at same time. This results in frustration and it affects
their performance as well.
Therefore, it is necessary to motivate workers frequently so that job satisfaction is
maintained. This can be done by retaining employees. It is the first step which in directly related
to job satisfaction. So, if employees trust is gained they can be retained. Through this, strong
relationship is developed.
Rationale of research
Recently, it has been observed that there has been rise in employee turnover rate which has
negatively impacted on Wagamama growth. Also, it has created a negative culture at workplace.
Besides this, staffs are not satisfied with their job. So, due to lack of satisfaction there is high rise
in absenteeism. However, with this conflicts have increased between management and
employees. It has resulted in low job satisfaction among them.
Aims and objectives
Aim
To investigate the impact of job satisfaction on employee retention at Wagamama.
Objective
 To understand concept of job satisfaction and employee retention
 To understand the importance of job satisfaction on employee retention.
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 To highlight the factors that influence job satisfaction.
 To recommend strategies to improve job satisfaction and increase retention rate.
Research questions
 What are the factors that are affecting the employee satisfaction and employee retention?
 What are the factors that influence job satisfaction?
 What is the relationship between job satisfaction and employee retention?
 What strategies can be implemented to enhance job satisfaction?
Significance of study
This study will help in finding out factors that impact on employee behavior. So, by taking
effective and proper measures the impact of factors can be minimized. Thus, other businesses
will get an insight about what strategies can be used to increase job satisfaction. In addition to it,
they will be able to motivate employee by using different types of motivational techniques.
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CHAPTER 2 LITERATURE REVIEW
Employees are an asset to an organisation. They perform various tasks and activities to
accomplish goals and objectives. Also, they are considered as pillars of company through which
mission and vision is achieved. Thus, it is important to maintain job satisfaction of employees. It
is because it improves their productivity and gain trust. Through this, they can be retained for
long time.
In the report of CIPD it has been found that in UK employee turnover rate has arise from
13.3% to 22.6% in restaurant sector. It is estimated an employee cost around 50% of their annual
salary for restaurant. The personal and organisation outcomes are influences by five job
characteristics. Also, turnover rate is high among employees of age 20- 29. But in some
restaurants it depends on size and its nature. The main causes of turnover are demographic and
personal factors, job satisfaction and culture. Moreover, 94% of manager finds out exit interview
as best way to identify reason for turnover.
It has been stated that in 2013 the employee turnover rate is nearly 63% in restaurant
industry. In report of Bureau of Labour statistics 2017 the turnover rate in fast food sector since
2010 has increased by 15.5%. Besides this, it is expected that in 2014 there will be rise in 34% of
turnover rate. So, this will cost huge loss for restaurant industry of €3.4 billion. In Starbucks the
employee retention rate is 65%.
Meaning of job satisfaction
According to Shahryari and Ahmad, 2017, job satisfaction refers to the extent to which
employee feel motivated and connected to organisation for long term. It means the level to which
they are satisfied with their job roles and duties. Generally, it is said that employee motivation
plays a crucial role but now this concept has been integrated with job satisfaction. Besides this,
job satisfaction is related to internal state of mind of worker. It shows the level to which an
employee is professionally satisfied with their job. Besides this, a highly satisfied staff put in
more efforts than others. This is because a feeling of belongingness is created within them. Also,
it reflects that how much an employee value company. In same way, when business is able to
maintain high job satisfaction, it reflects the extent to which business value their employees.
Dimension of job satisfaction
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Jessen, 2018, stated that there are various dimensions of job satisfaction which helps in
determining its level. These dimensions vary in restaurant and depends on their size and nature.
Basically, the dimensions of job satisfaction of staff in restaurant are as follows :-
Individual factor – It is defined at individual level which includes various elements like
qualification, skills, character, etc. towards job role. By analysing all these elements it can be
easily found that whether worker is satisfied with his job or not.
Social factor- It represents social relationship of person with other in restaurant. This states that
how employee interact with colleagues, supervisors, etc. Also, it shows the way through which
they communicate with other. It reflects their behaviour, body language, etc. towards others at
workplace.
Culture factor – It reflects that how an employee expresses his opinions, use language and
speak to others at workplace, etc. besides this, it shows what ethical principles are applied by
them and how it helps in engaging with people.
Organisation factor – They are related to organisation which shows employee relation, working
conditions, etc. With this it is analysed that how worker behave within company, how they
follow rules and regulations, etc.
Environmental factor – This factor includes employment rules and regulations. It reflects how
employee follows and values those rules. Moreover, it shows that during harsh times how they
contribute towards business.
Importance of job satisfaction on employee retention
For restaurant industry job satisfaction helps in allowing staff to work in creative way. It
leads to flexibility in working and strengthening relation with manager. Moreover, it is found
that when restaurant increase staff pay this creates a positive impact on their behavior. There is
rise in motivation level which enables them to become more responsible. 56% restaurant
managers have rise pay of staff to encourage and retain them. It is very necessary to satisfy an
employee so that turnover rates are reduced. An employee satisfaction is related to motivation
(Jumah and Sulo, 2018). It directly gets affected when there is low motivation. Besides this, it
has been analyzed that high job satisfaction enables in maintaining strong and effective
relationship between employees and management. Also, it reflects on how well employees are
been valued. When an employee is provided vast number of opportunities for growth it boosts
their motivation. Also, it determines what efforts are been made by companies to fulfill their
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needs. It has been identified that there are many factors which makes it difficult for employees to
remain loyal for long time. Moreover, when a new staff works in restaurant, he or she expects a
lot from business in terms of growth and benefits. But with repetitive job roles and long working
hours leads to frustration. Furthermore, due to low incentives employee needs are not fulfilled.
There are
As elucidated by Shaikh and Zahid, 2016, a satisfied employee always perform better than
dissatisfied one. This is because his or her job is secured. In addition to it, the attitude and
behavior always remain positive towards company. It reflects the extent to which they are
satisfied with job. However, in present era an employee prefers secured job over growth
opportunities. This is because they want to be retained for long time instead of working for short
time period. In addition to it, there is a relationship between job satisfaction and employee
retention. This can be said that in order to retain employee for long term it is necessary to
maintain his job satisfaction. If not it automatically leads to increase in turnover rate. In addition
to it, job satisfaction can be maintained only when through employee retention.
Impact of job satisfaction of employee behavior
In UK the turnover rate has reached from €15.5 in 2010 to €21.5 billion in 2014. This has
highly impacted on growth of restaurant with decreases in sales up to 6.6%. This has created
negative impact on employee behavior.
As elucidated by George and Zakkariya, 2018, job satisfaction is related to many factors
that directly impact on employee. It is also related to employee behavior. This is because they
both are interrelated to each other. Any change in employee behavior directly affects job
satisfaction. A highly satisfied employee reflect positive attitude towards work. He or she
interacts with others in positive way. Moreover, a positive feeling is developed which supports in
putting more hard efforts. Also, when behavior is positive it automatically leads to satisfaction.
Moreover, employee helps others in completing their tasks.
On contrary a low job satisfaction leads to ineffective behavior of employee. It clearly
reflects how he or she treats others and communicates with them. Besides this, there is negative
feeling developed among them which makes it difficult to work for longer time period.
It has been analyzed that the major impact of employee turnover in restaurant industry is
on revenue and customer service. Due to this quality of customer service decreases that has
resulted in 13% decline in revenue.
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Techniques to measure job satisfaction
It is very difficult for employee to work for long time with high level of stress. Thus,
business uses different methods to measure job satisfaction. The scale on which job satisfaction
is evaluated contains many elements. Generally, there are three types of scales which are as
follows :-
Job descriptive index (JDI)- It is most commonly used survey and contain five facets that are
satisfaction with work, pay, promotion, supervision and colleagues. Here, each individual is
given rating. Then, results are evaluated and the employee who gets high rating is said to be
highly satisfied whereas low rated employee is considered as less satisfied.
Minnesota satisfaction questionnaire – This scale is second most popular. Here, employee
satisfaction is measured on basis of five point Likert scale in which 1 states that employee is
highly satisfied and 5 states low satisfied.
In view of Salem and Abdien, 2017, when job satisfaction is high in lower level
employees there is no impact on their performance even in times of high stress and workload.
They work more freely and in creative way to attain goals. This results in enhancing overall
business performance. Alongside it, they feel motivated and are energized to do complex task.
Factors that impact job satisfaction
In restaurant industry, the major factor that has lead to negative impact on job satisfaction
is pay. Staffs do not get pay according to their work done. It has been stated that 48% of staff
were less satisfied with their pay. They expect there must be rise in around 10-12 % annually
which helps them to work for long term. Another major factor of low satisfaction is relation with
supervisor. Employee said that manager do not provide them flexibility in working. Moreover,
working hours are extended by them which results in frustration. Thus, in spite of strengthening
relation with manager, these both factor become the barriers. Job stress is a factor as well where
staff feels depressed at work. They have to carry and perform various types of tasks at same
time. Therefore, they are not able to manage and handle it and complete in given time. Alongside
it, in season time workload increases which puts burden on employee work. Also, the pay
remains the same and working hour’s increases. It becomes difficult for them to work in such as
harsh environment.
As said by Watson and et.al., 2018, the level of job satisfactions gets impacted due to
change in many elements. It may be related to either internal or external. It is directly related to
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employee performance. The impact of factors depends on nature of job as well as organisation.
Also, it depends on employee behaviour that how he or she is able to handle or react in that
situation. So, it is important to identify those factors and minimise its impact so that job
satisfaction can be increased (Factors affecting job satisfaction. 2016). There are many factors
which are further divided into categories as states below –
Organisational factors
 Salary and wages – It plays a vital role in job satisfaction because money helps in
fulfilling basis and social needs. Moreover, it supports in improving the living standards
as well. When an employee feel that salary given is not up to his or her expectations or is
low as compared to job performance than a negative feeling is developed among
themselves. This results in demotivating them and it highly affects their performance.
Besides this, incentive and benefits given are not equal then it leads to low job
satisfaction.
 Promotion- In an organisation every employee must be given equal opportunities for
growth. There should be a systematic structure of promotion which enable employee in
their career development. This is because promotion helps in satisfying employee. But
when there are very low chances of promotion it affects on their job satisfaction level.
Their performance level gets declined (Vladimirov and Vedar, 2016). It allows them to
grab opportunities in other companies.
 Company policies – The policies and procedure of organisation reflects its overall
system and structure. It also plays crucial role in job satisfaction. This is because it
govern employee that how to behave with colleagues, supervisors, etc. Any change in
policies may result in shift towards employee behaviour. If policies are strict it does not
allow staff to work freely and in effective way but on other hand fair and liberal policies
results in high job satisfaction.
Work environmental factors
 Supervision – It also affects on job satisfaction. When an employee is supervised
properly and in effective way it enables in free and creative working. The supervisors
guides and provides them direction to attain goals. Also, he or she communicates and
solve problems of staff. But when supervisor behaves in bad manner and do not
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supervises properly, then it leads to frustration. it affects their productivity and job
satisfaction level.
 Work group – the nature and behaviour of working group helps in building job
satisfaction. When an employee works and interact with colleagues who are friendly and
supportive it serves as source of comfort. Moreover, work group having a strong and
similar attitude and values will be shared by other as well. It helps in building trust and
understanding as well (Gatling, Kang and Kim, 2016). On contrary if work groups is
not supportive or behaves rudely then it results in low job satisfaction.
 Working conditions- It is different from work group as it includes the working
environment elements in which all employees work. The elements are temperature,
lighting, noise, etc. which plays a significant role. These all highly contribute towards
hob satisfaction. It is because employees have to work around and face these conditions
regularly. A poor working condition will become a source of low job satisfaction.
Work itself
 Job scope - It is similar to promotion as it allows employee in their career growth and
development. Having a high job scope is also related to job security. When the job scope
is high its outcome will be high job satisfaction. But having lack of job scope directly
impact on performance.
 Authority and freedom- this includes the authority and freedom of performing job roles
and tasks. When an employee is restricted to do work in creative way it results in low job
satisfaction.
 Roles and responsibilities – it means the roles that define an employee job position in
the organisation. It is stated that when employee are assigned roles as per his or her job
position they work in effective way. Moreover, their goals and objectives are clear in
front of them. But roles are not defined clearly it leads towards low job satisfaction.
Strategies to improve job satisfaction
Furthermore, it is said that mostly used technique used by restaurant industry to retain
employee is increasing minimum wages. Around 83% of restaurant uses this strategy. They have
started giving €13 an hour for staff and for over night shift wages set are €18 an hour. Thus, it
has highly helped them in gaining employee satisfaction and reducing retention rate. It has also
increased their annual wages. Restaurant in UK like McDonald’s have taken this step to retain
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staff. Besides this, now restaurant industry is hiring professional who not only skillful in
customer service but also in technology as well. So, it has benefited them to maintain positive
workplace culture.
Kashif, Zarkada and Thurasamy, 2017, stated that it is very important to enhance job
satisfaction in business so that employee turnover can be reduced. Also, it will be useful in
taking commitment of employees in long term growth of business. In addition to it, job
satisfaction ensures that employee is loyal towards organisation. Besides this, a higher job
satisfaction among employees reflects positive workplace culture. Thus, in order to enhance this
there are several strategies that can be followed. This will be help in motivating employee and
enhancing their performance. Through this, business can grow and develop in various areas.
There are different strategies available which is mentioned below:-
Providing positive workplace culture- This is an effective strategy that followed where an
organisation creates positive culture by changing policies and roles. It enables staff to
communicate with each other and work in team. This brings in creativity at workplace.
Incentives and rewards – It is most commonly strategy that can be used in improving job
satisfaction. Here, company can provide incentives and benefits to employee by evaluating their
performance. It will help in gaining their trust and making things easy. So, when incentives are
given it reflects that how company value their employee. It creates a positive impact on their
behaviour as well. They work hard in order to get more benefits. This results in improving their
performance.
Increasing employee engagement- This strategy can also be followed to reduce absenteeism
and turnover rate (Jung and Yoon, 2017). The employee can be allowed to take part in decision
making. It will develop a feeling of belongingness within them.
Developing skills and abilities – In order to retain employees for long term they can be
provided training and development. Through this, their learning and skills will be developed.
Furthermore, by gaining skills they will apply and use it to do tasks and activities. Besides this,
they are ready to take more responsibility and challenging task. Also, it provides them a platform
to grab opportunities. Alongside, gaining knowledge helps in career development.
There is a strong relation between employee satisfaction and retention. This can be stated by the
fact that any impact on satisfaction impact employee behaviour. This influences them to take
crucial decision regarding change of job. Moreover, sometimes retention rate increases due
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to change in external factors. It forces organisation to make changes in their policies. But
when changes are not made it affect work place culture. However, if attempt is made to
change workplace culture it leads to positive results. It can be analysed that managers in
restaurant usually takes effective decision to provide flexibility.
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CHAPTER 3 RESEARCH METHODOLOGY
An effective research process will be covered out that will help in proper planning of the
data analysis measures which will help in significant manner. . The following components of
research process that are taken in consideration are:
Research philosophy:
The research philosophy will help in significant planning of the research process which
will help in significant planning of the operations which will help in superficial planning of the
operations. The research philosophy will help in getting an in depths and significant idea about
the measures which are taken in consideration which will help in significant rise in operations
and thus, it will help in suitable growth and development of research process to achieve the
research process. There are three types of research philosophies which are used by researcher to
carry out the research process: Positivism, Interpretivism and Realism. The positivism theory
covers the factual knowledge and supports data gaining for an observable and quantifiable data.
This will help in significant planning of the statistical data. On the other hand, interpretivism
philosophy is based on the interpretation or perception of a person. It emphasizes more on people
and their opinion rather than the statistical data. The realism process that is been taken is very
complex in nature and is rarely used.
For the present report, the researcher has chosen the research philosophy of
Interpretevism. This will help the researcher to set effective hypothesis which will help in
significant manner. This will help in suitable planning of the data assessment and evaluation
process. This will help in inducing proper research process.
Research Type
Effective research type is been carried out the data assessment process which will help in
proper planning of the operations that will help in carrying out of the service measures which are
carried out by the organization. The identification and selection of ideal research type will help
in proper assessment of the set aims and objectives which are carried out by organization. This
will help in significant rise in operations which will help in executing the effective assessment
measures. There are majorly two types of research process: Qualitative and Quantitative. The
qualitative analysis include the evaluation of data or research topic using survey, transcript or
interviews etc that will help in proper assessment of the operations which will help in significant
rise in efficiency of research operations. It is used to carry out the research that impacts the
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human behavioral concept. On the other hand, the quantitative data analysis measures will help
in proper and significant analysis using a rational and critical analysis which will help in proper
assessment of the numerical data that will help in suitable management of the operational
measures which will help in improving insight of researcher to achieve decided research
objectives.
For the current research process, the researcher has chosen the qualitative research
process which will help in significant planning of the data assessment operations which are
carried out by the organization. It assists the researcher to carry out the research process which
will help in significant planning of the assessment of job satisfaction at Wagamama.
Research approach
The research approach involves the measures which are carried out by researcher that
will help in significant planning of the data assessment and evaluation process. The significant
research process which is executed by researcher will set the path and platform for the further
data assessment. There are three types of research approaches: inductive, deductive and
abductive. The Inductive process involves the untested condition which will help in significant
planning of the operations related to assessment of job satisfaction at the Wagamama. These
process will include the evaluation of proper theories and providing the information accordingly.
On the other hand, the deductive research approach is based on deduction or hypothesis which
will help in significant planning of the data assessment and evaluation process. This is based on
theory that is existing and thus help in suitable data collection measures. While, the abductive
research process will help in proper evaluation of a conceptual framework that will support a
proper and significant framework leading to a new theory or concept.
For the current research and data assessment process that has been carried out to evaluate
the job satisfaction measures which are carried out by researcher, Deductive research approach is
taken. This will help in formation of suitable framework and data evaluation measures which is
undertaken by organization.
Data collection
For the effective data evaluation measures that are taken in consideration by the
researcher in order to generate a proper hypothesis. The effective data collection measures which
is carried out by the organization will help the organization to improve the overall functionality
which will help in performing the research process. The data collection process is based on the
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extent, topic and type of data that is been collected for research process. There are two variations
of data collection process which will help in the execution of research process: Primary and
secondary data collection. Primary data collection includes the gathering of the data information
using the measures like interviews, surveys, transcript etc. This will help in getting the real time
data about the perception of people. On the other hand, the secondary data collection measures
will include the assessment of the books, journals and newspaper article for the assessment of the
operations which will help in significant development of understanding regarding research
process.
For the current research, the researcher has taken primary data collection that will include
the survey. The process involves the usage of a close ended questionnaire. This will help in
proper assessment and evaluation of the operations which will help in suitable handling of the
research operations that are carried out to analyze the effectiveness of job satisfaction measures
which are carried out by the organization.
Sampling
Once the proper data collection measures is undertaken, The data sampling measures
which are followed by the researcher for the data assessment and evaluation process within the
organization is been taken. This will help in proper establishing of limit or extent that are set
within the organization which will help in proper evaluation of the action plans which supports a
suitable planning of the data assessment and evaluation process. There are two types of data
sampling processes: Probabilistic and non probabilistic. The probabilistic data sampling
measures is based on the significant probability which helps the researcher or data analyst to set
a probability which will help in carrying out the operations and action plans which will help in
significant rise in effectiveness of research process. On the other hand, the non probabilistic data
will include the setting up of the precise data measures which is taken in consideration by the
researcher. The sample or respondent size is fix and precise.
For the present report, the researcher or data analyst has chosen effective and significant
probabilistic data sampling process. This will include the random data sampling process which
includes about 30 participants as respondents for the research process. This will help in
execution of effective research process.
16

Data analysis
Once the data is been collected and the sample size is been selected, data analysis
measures are followed which will help in significant rise in the operations which are carried out
by the researcher. The proper data assessment or analysis measures which are carried out by the
organization which will help in the significant growth in the establishing of the proper research
measures. There are two measures of data analysis: Exploratory and Thematic analysis. The
exploratory data analysis measure will lead to significant rise in the operations and evaluation
process which will help in suitable finding of the data measures which are undertaken within the
firm. On the hand, Thematic data analysis will be carried out that will help in suitable analysis of
data using various themes.
For the current research process, the researcher has adopted the thematic data analysis
measures are taken. This will help in proper planning of the operations which will help in
significant planning of the data assessment process.
Ethical consideration
In the proposed investigation, the cooperation of respondents in the questionnaire will be
totally voluntary and the respondents of the study will be given insights regarding the idea of the
exploration study. The respondents would fill an educated assent of partaking in the research.
The data gathered from the respondents would be entirely kept confidential and private.
Reliability and validity
Proper data reliability is required to be observed that will help in significant planning of
the research process. The observing and establishing of the reliable data will help in significant
planning of the observations which will help in increasing the trust and validity of dta that is
been collected and analyzed for the data assessment purpose.
17

Chapter 4 Data Analysis
Data analysis is an important process in research which helps in transforming, cleaning
and modelling data so that important and useful information for the collected data can be
discovered and extracted. For this research thematic analysis will be done and used in order to
acquire all the quantitative data of Wagamama Restaurant. For this analysis 30 respondents will
asked to fill a questionnaire and based on the questionnaire analysis will be done. All the 30
respondents are employees/workers of Wagamama Restaurant. In this analysis based on the
responses of the employees graph will be plotted so that job satisfaction impact on employees of
Wagamma restaurant can be analysed.
Theme 1: Time period for which employees are working in Wagamama.
Question 1: From how many years have you been working with the Wagamama restaurant.
Option Respondents
less than 2 years 12
2-5 years 15
more than 5 years 3
Total 30
0
5
10
15
less than 2 years
2-5 years
more than 5
years
Interpretation: From the above graph it has been interpreted that 30 out of 12 employees have
been working with the restaurant for less than 2 years, 15 have been working with the restaurant
for 2-5 years and 3 have been working with the restaurant for more than 5 years. From this
interpretation it can be said that the employee turnover rate of Wagamama restaurant is average
18

i.e. neither too high, not too low. As approximately 40 percent of the employees are working
with the restaurant for less than 2 years but however approximately 50 percent of employees
have been in the restaurant for 2-5 years. So, it can be said that the employees who are working
in the restaurant for more than 2 years are satisfied with the restaurant.
Theme 2: satisfaction of employees working with Wagamama Restaurant.
Question 2: How much satisfied are you working with Wagamama Restaurant.
Option Respondents
Extremely satisfied 5
Satisfied 16
Average 4
Dis-satisfied 3
Extremely Dis-satisfied 2
Total 30
0
2
4
6
8
10
12
14
16 Extremely
satisfied
Satisfied
Average
Dis-satisfied
Extremely Dis-
satisfied
Interpretation: From the above graph it has been interpreted that 30 out of 5 employees are
extremely satisfied working with Wagamama restaurant, 16 are satisfied, 4 employees response
was average, 3 were dissatisfied and 2 of them were highly dis-satisfied. So, it can be interpreted
that the overall job satisfaction among employees of the restaurant is good and especially they
are happy with their work. Only few of them out of 30 are those employees who are not satisfied
working with Wagamama restaurant and in fact 2 of them are extremely dis satisfied from
working with the restaurant.
19

Theme 3: working environment of the restaurant.
Question 3: How is the working environment of the restaurant.
Option Respondents
Good 18
Average 10
Bad 2
Total 30
0
5
10
15
20
Good
Average
Bad
Interpretation: From the above graph it has been interpreted that 30 out of 18 employees like
the working environment the restaurant for less than 2 years, 10 says that the working
environment of the restaurant is average and 2 says that it is bad. From this interpretation it can
be said that the overall working environment of the restaurant is good enough for them to work
i.e. they are satisfied with the working environment of the restaurant. Working condition and
environment of a working place plays a vital role in job satisfaction of an employees which
encourages them to work in an organization. If the working environment of the company is not
good them employees do not prefer to work in that organization.
Theme 4 Employee satisfaction with top management of the restaurant
Question 4: Are you satisfied with the top management of the restaurant.
Option Respondents
20

Yes 18
No 12
Total 30
0
5
10
15
20
Yes
No
Interpretation: From the above graph it has been interpreted that 30 out of 18 employees are
satisfied with the top management of the restaurant while 12 of them are not satisfied with the
top management of the organization. If the top management of an organization is not good and
does not support the employees of the restaurant then it hinders the motivational factors that
increases the job satisfaction of an employees. So, for the above graph it is not clear whether all
the employees of an organization are satisfied with the top management as only 60% of them
said yes and rest of the employees were not.
Theme 5 Salary paid to employees according to the position of the restaurant.
Question 5: Is the salary paid to you is according to your position in the restaurant.
Option Respondents
Yes 20
No 10
Total 30
21

0
5
10
15
20
Yes
No
Interpretation: From the above graph it has been interpreted that 30 out of 20 employees are
satisfied with the salaries that is paid to them as per their job position while other 10 are not.
Salaries also plays a vital role in increasing the job satisfaction of an employees. It is seen that if
salary of an employee is good and other factors are not that satisfactory then also more than 50
percent of employees prefer working with the organization who pays good salary to their
employees. Salary is one of the main reason due to which employees leave an organization. So,
from the above graph it is clear that more than 65 percent of employees are satisfied with the
salaries that are paid to them.
Theme 6 Rewards, bonus, prices etc. provided to employees according to their achievements
Question 6: Are rewards, bonus, prices etc. provided to you according to your achievements.
Option Respondents
Yes 17
No 13
Total 30
0
5
10
15
20
Yes
No
22

Interpretation: From the above graph it has been interpreted that 30 out of 17 employees are
satisfied with the rewards, bonus, prices etc. that are given to them based on their achievements
and other 13 employees are not. It has been seen that organisational factors such as bonus,
salaries, recognition, rewards also affect the job satisfaction of an employees. Such rewards,
bonus, prices motivates an employee to work with more dedication and satisfaction towards their
job. This factors also motivates them to accomplish the given target on time. From the above
graph it is clear that only approximately 55 percent of employees are satisfied with the rewards,
prices, bonus that are provided to them as p-er their accomplishment and rest of the employees
do not agree with it.
Theme 7 Timely Appraisals provided to the employees based on their target and
accomplishment.
Question 7: Are timely appraisals provided to you based on your targets and accomplishments.
Option Respondents
Yes 15
No 15
Total 30
0
5
10
15
Yes
No
Interpretation: From the above graph it has been interpreted that 30 out of 15 employees says
that appraisals are provided to them timely on the basis of their target and accomplishments.
Appraisals also plays a vital role in motivating and encouraging employees and increasing their
job satisfaction as employees gives their best to accomplish the targets given to them so that can
receive good appraisal. From the above graph it is not clear whether employees are satisfied with
23

the time appraisals that are provided to them as 50 percent employees says that they are provided
with timely appraisals and other 50 percent does not agree with it. .
Theme 8 overall environment of the restaurant
Question 8: Is the overall environment of the restaurant good or bad
Option Respondents
Good 22
Bad 8
Total 30
0
5
10
15
20
25
Good
Bad
Interpretation: From the above graph it has been interpreted that 30 out of 22 employees says
that the overall working environment of the restaurant is good while other 8 employees says that
they are not satisfied with the overall environment of the restaurant. It is important for a
restaurant to have good environment in with physical, working, climatic, environmental
conditions of the company as it affects the overall job satisfaction of the employees.
Theme 9: Physical working condition of restaurant
Question: Is restaurant's physical working condition satisfactory or not
Option Respondents
Satisfactory 20
Non Satisfactory 10
24

0
5
10
15
20
Satisfactory
Non Satisfactory
Interpretation: Physical working conditions of any restaurant is one of the most essential thing,
that garb the attention of consumers. Interiors of dinning hall, bars and other places within
restaurant include as physical working condition. Positive and healthy environment attract people
towards company and contribute to increase profit margin. Hygienic environment, staff uniform,
cooking with clean surface are the conditions that can attract people and build positive image of
any restaurant. It is very important for Wagamama and any other restaurant's in UK to
maintained good physical working conditions. Quality of work must considered as working
conditions which is one of the essential requirement within restaurants. 20% people think that
Wagamama restaurant working conditions is good, they feel that restaurant garb the attention of
its customers via infrastructure design or interiors of entire place. Most of the customers get
satisfied and happy with firm services and products, customer visit Wagamama restaurant the
most because of its tasty food and fast deliver services. On the other hand 10% people feel that
they are not satisfied with the facilities of restaurant the interiors was not as much as attractive
more than others.
Theme 10: Motivation factors of restaurant
Question: Which of the following restaurant's factor motivates you
Options Respondents
Salary increment 6
Leaves 3
Promotion 8
25

Motivational talks 5
Recognition 8
0
1
2
3
4
5
6
7
8 Salary increment
Leaves
Promotion
Motivational
talks
Recognition
Interpretation: Within restaurant's there are many factors work as motivational drivers that
motivates workers or staff members. Motivation is one of the most important element that helps
to retain people within company and also helps to attract another person towards restaurant's in
UK. 6% people think that salary increment is one of the reason that enhance employees and
motivate them for working. Salary increment is very important as it reflects that staff value
company and they are contributing to firm a lot. 3% people think that leaves is one of the
motivation factors in Wagamama restaurant that retain employees in workplace. 8% individual
feel promotion is considered as factor that motivate workers in restaurant. Promotion is one of
the best or better activity that can consider as motivation factor. Job promotion results of workers
proactive pursuit of high rank for good performance. 5% persons consider motivational talks and
conversation is the best way to motivate employees. Motivational talks help to enhance staff and
contribute to resolve their issues in workplace or another. 8% individual think that recognition is
the better way or motivation factors.
Theme 11:
Question: Does the management involve you in management decision making
Options Respondents
Yes 20
No 10
26

0
5
10
15
20
Yes
No
Interpretation: Decision taking is one of the integral part of modern business management, it is
the process of making any judgment based on analyzing situations within organization. Decision
making is cognitive procedure resulting in choice of belief or trust, it is a course of action
between many alternative possibilities. It is indispensable and continuous component of
balancing and managing Wagamama restaurant and its business functions and activities.
Decision making should be positive in way which need to be take after identify issues or
problems in workplace. This process choosing and identifying alternative based on preferences,
beliefs, values of decision maker. 20% people feel that management in restaurant involve staff
members in decision making process as whole, because they feel that employees is one of its
organization important part and they are valuable for them. With the help of staff involvement in
this procedure, management take good judgment and through involvement they can get the best
and different ideas or concept via new or existing staff members that helps management to grow
its business more and more in UK. On the other hand 10% individual feel that management does
not involve them in decision taking process as they think that they are not as important for
management.
Theme 12: Employee knowledge and skills development activities
Question: Does the restaurant organize employees knowledge and skills development activities
Options Respondents
Agree 20
Disagree 10
27

0
5
10
15
20
Agree
Disagree
Interpretation: Workers development activities fall in many areas such as, specific programs,
initiatives and course to increase ability and understand new improvement and development in
filed. Development activities play important role in developing skills and knowledge of workers,
it helps to retain talented people and enhance their performance more and more. Most of the
organization used this method and consider as effective way of retaining staff for longer time.
Via continuing training and development activity restaurant can increase knowledge and ability
of its staff members that also helps to increase profitability. In Wagamama restaurant 20%
employees agree that management of restaurant arrange some coaching session or development
activities for them which helps to develop their knowledge more and also contribute to improve
employees skills. Activities support them a lot and also enhance their performance at workplace,
with the help to coaching and training staff can serve its best services to its customers. On the
other hand 10% of Wagamama restaurant feel that management does not provide or arrange
effective worker knowledge and skills development activities, they are disagreed.
From the above analysis done from the responses of the employees of Wagamama
restaurant, it is clear that there are various factors that hinders the overall job satisfaction of the
employees.
28

CHAPTER 5 CONCLUSION
The present dissertation discussed about the impact of job satisfaction on employee
retention, job satisfaction also influence workers performance the most. It considers as one of the
best way to retain talented people within Wagamama restaurant in UK. The current dissertation
discuss that worker retention is very essential as it helps to increase profitability and
productivity. Invest in workers through training to develop or improve staff proficiency has been
founded as important for business growth and success. This dissertation discuss about the
importance of job satisfaction which is very essential to retain staff members who helps to beat
competitors in marketplace. People with job satisfaction always work or perform better than
before or rather than the another in same working areas. It has been concluded that workers are
the most important and valuable asset of company, as they treated them as resource that helps a
lot to organization for increasing or building it reputation in market. Workers always play
essential role as for business growth, they contribute to achieve organizational desired goals and
venture objectives. It has been concluded employees support to gain positive outcomes via doing
or performing different activities or tasks, they will help to accomplish achievable aims.
In this dissertation discussed about workers as strong pillars of firms that contribute to
achieve company vision and mission. Moreover, it discusses that job satisfaction is the way in
which staff feel connected and motivated to company for longer term period. Job satisfaction is
the best term or method to decrease level of employee turn over and increase worker retention
more over than before. It has been concluded that job satisfaction role is to simple and effective
as it supports to retain people within firm longer. Thus, if company provide appropriate services
or facilities to staff members, it develops strong feeling among them as a valuable part of
organization, it shows how much they are valuable for company. It has been concluded that
individual factors, culture factors, social factor, organizational factor and environment factors
contribute to make job satisfaction level among staff members. It discusses that job satisfaction
on employee relation is important as like the another things. Company offer their best services to
workers and provide all the satisfactory elements that helps to retain them and increase interest
of working with firm. Many firms in UK are facing high challenges to develop or improve staff
job satisfaction and as outcomes, improve its organizational commitment to achieve competitive
advantages as well as organized retention of key workers.
29

It has been concluded that job satisfaction is one of the most important in life of workers
of organization. In past few years company efforts for increasing job satisfaction through
realized staff value in its business structure. The aim of this dissertation is to discuss job
satisfaction impact on worker retention, which is beneficial for business growth and success. It
has been discussed that workers feel more comfortable if company provide them better services
and hire based on the best employment policies which is one of the main factors that contribute
to retain staff for longer. Furthermore, job satisfaction is directly affect on worker performance
and enhance productivity the most. Employee retention is related to job satisfaction because they
both are connected with each other as results reflects in business growth.
The current dissertation disused Job descriptive index, minnesota satisfaction
questionnaire and faces scales as the best techniques which helps to measure level of job
satisfaction among workers. Salary wages is one of the factors that has been concluded in this
dissertation as element that contribute to increase stage of job satisfaction. Many people feel
happy and satisfied due to getting the best salary offer through organization which support to
enhance its performance and working interest. Promotion, company policies in context of health
care and another also provide proper job satisfaction which is quite beneficial for organization to
retain existing workers and attract the new ones in firm more and more rather than before. It has
been discussed that supervision or direction will contribute to make job satisfaction feeling as
well as working condition or environment around workplace is the best term that put pressure on
employees to retain for long term period with any company. Freedom for sharing ideas and
thoughts are the conditions that play essential role in job satisfaction. If organization treat all the
staff members equally they can retain them and garb the competitive advantages rather than
another. It has been concluded that company make different types of strategies just for the
purpose of improving job satisfaction that enhance staff working styles the most.
Furthermore, the current dissertation discussed that physical working condition of
restaurant, working environment, salary, promotion, involvement in decision making process and
employee knowledge and skills development activities etc, contribute for job satisfaction that
impact on workers' retention.
30

Recommendation
From the above research it is clear that there are various factors that impacts the overall
job satisfaction of an employees which is the main reason due to which employees feel
motivated and work with more dedication within the company. Here are few recommendation
which the help of which Wagamama restaurant can increase the overall job satisfaction of
employees so that they feel motivated and work with more dedication and try to accomplish all
the targets that are given to them. Recommendation that can help Wagamama restaurant to
increase their employees job satisfaction are: Top management of the restaurant can give realistic
targets to their employees which they can achieve easily as non realistic targets given to the
employees work as factor that decreases their job satisfaction. Employees should be given
recognition for their good work which will motivate them to work with more dedication and help
in improving their job satisfaction. Some times due to lack of communication wrong information
or wrong perception is created among employees which also becomes a factor that works as a
hindrance in job satisfaction of employees. So, all the information appraisals etc. should be
communicated to the employees, workers etc. in a proper manner by an authorized person so that
communication of wrong information and misinterpretation can be removed or reduced. This
will also help in improving job satisfaction of an employee.
Wagamama restaurant management can organize different kinds of learning opportunities
for their employees where they can learn new things and improve their skills in a better way
which will not only be beneficial for their job but will also support them through out their carrier.
Not only this employees should be provided with appropriate time to attend those learning
programs in order to boost their knowledge and skills. Managers should try to give feedback
regarding their employees performance (both positive and negative) so that they can get
motivated and if any improvement within their performance is required then they can bring that
improvement in their performance. This will also help the managers to measure their employees
engagement and can try to bring improvement within their management and boost morale of
their employees. These recommendations can help Wagamama restaurant in improving their
employees job satisfaction which will motivate them to work with dedication within their
organization. This will also help the restaurant to identify all the factors that influence the job
satisfaction of employees
31

REFERENCES
Books and Journals
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33

Questionnaire
 From how many years have you been working with the Wagamama restaurant.
◦ less than 2 years
◦ 2-5 years
◦ more than 5 years
 How much satisfied are you working with Wagamama Restaurant.
◦ Extremely satisfied
◦ Satisfied
◦ Average
◦ Dis-satisfied
◦ Extremely Dis-satisfied
 How is the working environment of the restaurant.
◦ Good
◦ Average
◦ Bad
 Are you satisfied with the top management of the restaurant.
◦ Yes
◦ No
 Is the salary paid to you is according to your position in the restaurant
◦ Yes
◦ No
 Are rewards, bonus, prices etc. provided to you according to your achievements
◦ yes
◦ No
 Are timely appraisals provided to you based on your targets and accomplishments
◦ Yes
◦ No
 Is the overall environment of the restaurant good or bad
◦ Good
◦ bad
 Is the restaurant's physical working condition satisfactory or not
34

◦ Satisfactory
◦ Not satisfactory
 Which of the following restaurant's factor motivates you
◦ Salary increment
◦ leaves
◦ promotion
◦ motivational talks
◦ recognition
 Does the management involves you in management decision making
◦ yes
◦ no
 Does the restaurant organize employees skills and knowledge development activities
◦ Agree
◦ Disagree
35