Impact of Staff Motivation Schemes on Employee Retention at M&S

This report investigates the impact of staff motivation schemes on employee retention, focusing on Marks & Spencer as a case study. It examines the concept of talent management, the specific effects of motivation schemes on employee retention within M&S, and the challenges faced by the company in the absence of such schemes. The research methodology employs a deductive approach, utilizing both qualitative and quantitative data collection methods to analyze the relationship between staff motivation and employee retention. Findings highlight the importance of motivation schemes in improving employee efficiency, encouraging teamwork, and fostering innovation. The report also addresses the negative consequences of lacking motivation, such as high employee turnover and a negative work atmosphere, ultimately providing recommendations for M&S to enhance its employee retention strategies through effective motivation schemes. Desklib offers a wide range of similar reports and solved assignments for students.

REPORT
1

Contents
Contents...........................................................................................................................................2
Topic: Impact of staff motivation schemes to employee retention..................................................3
CHAPTER 1....................................................................................................................................3
INTRODUCTION...........................................................................................................................3
1.1 Research Aim and Rationale.................................................................................................3
1.2 Research Questions................................................................................................................3
1.3 Research Objectives...............................................................................................................4
1.4 Significance of research.........................................................................................................4
CHAPTER 2....................................................................................................................................5
LITERATURE REVIEW................................................................................................................5
2.2 Main Body.............................................................................................................................5
2.3 Conclusion of Literature Review...........................................................................................8
CHAPTER 3....................................................................................................................................9
RESEARCH METHODOLOGY....................................................................................................9
3.1 Research Approach................................................................................................................9
3.2 Research Philosophy..............................................................................................................9
3.3 Research Strategy................................................................................................................10
3.4 Research Tools.....................................................................................................................10
3.5 Research Methods................................................................................................................10
3.6 Data collection and Analysis...............................................................................................11
3.7 Sampling..............................................................................................................................11
CHAPTER 4..................................................................................................................................12
FINDINGS (DATA ANALYSIS AND PRESENTATION).........................................................12
CHAPTER 5..................................................................................................................................14
DATA INTERPRETATION.........................................................................................................14
CHAPTER 6..................................................................................................................................20
CONCLUSION AND RECOMMENDATION............................................................................20
REFERENCES..............................................................................................................................21
2

Topic: Impact of staff motivation schemes to employee retention
CHAPTER 1
INTRODUCTION
Employee retention explained as organization’s ability to reduce employee turnover, or the
number of people who leave their job in a fixed period of time. Employees are valuable assets of
an organization as they come to know what the company wants and how could be satisfied, so
that kind of products and services are provided to run their business. Building employee
engagement and recognition is considered an effective strategy used by employers to satisfy their
employees and develop organizational productivity (Mehrajunnisa and Jabeen, 2020). To
increase retention having good culture and values can help a business industry in the expansion
of its functions as well as activities. Marks and Spencer is a major British multinational retailer
with headquarters in London, England. The company is selling different designs of clothes,
beauty, home, and food products which influences the number of customers and supports
increasing organizational productivity. The company was founded in 1884, by Michael Marks
and Thomas Spencer. The company has 959 stores across the UK. A human resource manager
recruits skilled and talented employees so that each work could be managed effectively. Such a
present project going to consider research aims, rationale, objectives, questions, literature review,
research methodology, and conclusion.
1.1 Research Aim and Rationale
Aim:
To identify the impacts of staff motivation schemes to employee retention. A case study on
Marks & Spencer
1.2 Research Questions
 What is the concept and knowledge about talent management?
 What is the impact of staff motivation schemes to employee retention within Marks &
Spencer?
 What are the challenges faced by Marks & Spencer in absence of schemes for staff
motivation?
1.3 Research Objectives
3

 To identify the concept and knowledge about talent management.
 To identify the impacts of staff motivation schemes to employee retention within Marks
& Spencer.
 To identify the challenges faced by Marks & Spencer in absence of schemes for staff
motivation.
1.4 Significance of research
The project is mainly based on explaining the impacts of motivation schemes that are used
to retain a number of employees and develop organizational productivity. Research is
providing enough knowledge regarding talent management and the impact of staff
motivation schemes on employee retention that directly affects business performance. It has
been seen that organization faces a number of challenges due to the absence of staff
motivation schemes as they leave their jobs which reduces organizational productivity. This
report is important to the researcher as it expands personal and professional skills by
analyzing the topic clearly. Through professional skills research came to know strategies for
motivation which is used by employer to motivate their employees and gets work done.
Other than this, interpersonal, communication and leadership skills can improve by
conducting their research (Yunus, Iis, Adam and Sofyan, 2020).
4

CHAPTER 2
LITERATURE REVIEW
2.1 Introduction of Literature review
Analysis of the environment and collection of information is an important aspect, used by
an individual for the purpose of growing their business and completing the goals. This is
important for researchers to receive a topic and start to collect evidence that can help to bring
changes in existing performance. If there is a lack of information and less focus on employees’
desires, then could be challenging to regulate the business. The main importance of talent
management is to make their staff feel engaged as well as motivated which supports increasing
organizational productivity (Alam, Hassan, Bowyer and Reaz, 2020). The current literature
review helps to arrange and manage the data and employees so that each work could be done
continuously.
2.2 Main Body
What is the concept and knowledge about talent management?
As per the opinion of Christle (2019), an industry’s ability to retain, recruit, and produce
the most talented staff that is available in the job market is known as talent management.
Businesses can expand rapidly if a company is able to retain and motivate their employees.
Without employees and their work organization is nothing so it is important for the business
industry to identify the needs and try to make efforts to fill them. In other words, talent
management is the wider concept of recruitment and development of a workforce that is as
productive as possible and likely to stay with the organization for a long period of time.
Attracting and retaining high-performing employees is the main aspect that is used by the
employer for the purpose of increasing business productivity. The management of business
organization recruits and selects the best people within the workplace so that they can put their
best efforts into making goals achievable. Its main role is an improvement of business
performance by implementing practices and strategies that make staff more productive.
Thus, talent management is most important to an organization as it supports to
development of organizational performance and provides a competitive edge in the market by
retaining employees for a fixed period of time at the workplace (Nielsen and et.al., 2019).
5

What is the impact of staff motivation schemes to employee retention within Marks &
Spencer?
As per the perspectives of (Lee (2019), staff motivation is the activity requires at a
workplace for the purpose of arranging people and getting work done. Marks and Spencer is
large size organization, where a number of employees works collectively by performing their
roles and responsibilities. There are many schemes can use by organization for the purpose of
running their business and develop productivity. Impacts of staff motivation schemes on
employee retention within Marks & Spencer is defined below:
Company can improve the efficiency and productivity of staff – employees are
valuable assets of organization who knows the goals and put their best efforts in achieving them.
This is important for business industry to provide the better quality of products and services to
their employees as it help to improve productivity as well as efficiency of organization. In Marks
& Spencer, management follows motivation strategies in order to influence number of people
and get work complete that support to improve efficiency and productivity of business
organization (Jabeen, Mehmood and Mehrajunnisa, 2020).
Encouraging team work – Motivation is requiring to complete the work by group of
people that benefits to organization in development. This is important for business concern to
access the problems of their employees and encourage them to work as team by resolving
problem in order to develop business productivity. Mark and Spencer is larger size company that
make the use of motivation schemes such as bonus, compensation, recognition that encourages
number of employee to work effectively and attain business goals (Ritala, Vanhala and
Järveläinen, 2020).
Introduce the innovation and new techniques – Marks and Spencer is able to introduce
the new products and services by using the innovation as well as new technology as it supports to
expand the business effectively. It has analysed that management should be identifying the new
changes as per customer taste and then put their efforts to provide the products accordingly that
increase business productivity.
From the above it has been analysed that Marks and Spencer affected positively by
motivating staff and retaining them within workplace. Management of such organization make
the use of different motivation schemes which can help to attract and influence the number of
employees that develops the organizational productivity as well as profitability. It is important
6

for each organization to focus on their employees and motivation schemes as it is only the one
way to make feel happy and satisfied that helps in retaining employees.
What are the challenges faced by Marks & Spencer in absence of schemes for staff
motivation?
As per opinion of Patro (2019), Employee motivation is the enthusiasm, energy level,
commitment and amount of creativity that an employee brings to the organization on a daily
basis. Having skilled and talented employee at workplace could be opportunity to business
organization to grow their business effectively. Due to absence of staff motivation schemes and
strategy many challenges faced by Marks & Spencer that are explained as:
High employee turnover – Employee turnover is the major issue that is pertaining in
Marks & Spencer as they are not satisfied and they make decision to leave the organization. It
has seen that employees of selected company are quitting jobs due to lack of motivation that
reduced the organizational performance. To attract and retain employees, employer needs to
highlights on needs of staff and fill properly (Waseem, Biggemann and Garry, 2020).
Creating a negative atmosphere – to operate a business successfully environment
analysis is important as it support to manage the all functions and activities. Motivation is needed
to for business organization as it influences number of employees to work effectively and retain
for long period of time. There is a negative atmosphere found by employer within Marks and
Spencer due to lack of motivation that affects the organizational performance negatively (Alam,
Alias and Hassan, 2019).
This is important for business organization to focus over strategies of motivation as it
influence the number of employees to work effectively and develop the productivity (Asaari,
Desa and Subramaniam, 2019). The mangers understand the requirements and offer kind of
products as well as services so that kind of services could provide to customers as it supports to
accomplish the personal as well as professional goals. Marks and Spencer have seen that a
negative environment due to which their sales activities also affected in negative manner and
reduced the productivity.
2.3 Conclusion of Literature Review
From the above it has identified that literature review of talent management explained the
importance and its role at workplace that supports to recruit skilled employees and get work
7

done. This is important for each industry to have skilled and talented staff as they work
continuously and bring change in their existing performance that supports to increase
performance. To motivate employees, there is need to have different schemes and strategies as it
influences number of people and satisfy to manage the work as well as activities at workplace.
8

CHAPTER 3
RESEARCH METHODOLOGY
Research Methodology is a way of explaining how a researcher intends to carry out their
research as it is important to collect the number of information as well as activities (Lakshmi and
Sucharitha, 2019). A manager should have information regarding their employees and their
needs that could motivate them and helps to retain respectively. It is important for business
industry to analysis the environment and comes to know how they employee would be satisfied
so that kind of services are provided and changes implemented to develop the business
productivity. The research method helps researcher to collect the data and information about
current topic and develop understandings to manage the performance. The methodology is
explained below:
3.1 Research Approach
This could be termed as plan and procedure for research that explains the steps from
broad assumptions to detailed data collection methods, analysis and interpretation. This involves
inductive and deductive approach. The current research cover explanation of talent management
and motivation schemes which is used by selected company to improve their business
performance. The researcher has been used deductive approach as it provides the valid and truth
details by connecting to quantitative technique. This also helps to manage the all functions and
activities effectively (Wenzel, Krause and Vogel, 2019).
3.2 Research Philosophy
This could be determined as main aspects which is the involvement of beliefs set and
investigation used to arrange all information. Talent management is important concept which is
used by Marks and Spencer to recruit and select the right people and get work done. The
researcher used the positivism philosophy as it brings collection of data and information
regarding motivation schemes and provide support to develop the business productivity. This
also helps to increase the business performance and activities effectively (Sultana, Salman and
Irfan, 2020).
9

3.3 Research Strategy
Strategy is the important term which is used by each individual to win and managing
their activities out of many. This can help to provide the right and relevant information that
future results could attain in positive manner. According to current research each organization
should focus on motivation schemes and implement within workplace as it could help to
influence the number of people and get work done. In relation to current research, survey
strategy is being used by researcher that will help to collect data from different participants who
have involved in the research program and support to develop the performance (Neequaye,
2019).
3.4 Research Tools
Tools and techniques are effective instrument developed by an individual by relating to
their study in order to gain their insights as well understandings. This involves quantitative and
qualitative technique which is used for different purposes. In relation to current research,
quantitative technique is used by researcher as it helps to collect statistical and practical
information that support to bring changes and attaining higher performance. This can help to
manage all required activities as well as information in order to develop business productivity
effectively (Hassan, Hassan and Yen, 2020).
3.5 Research Methods
Research method is the important aspect which is used by researcher to collect
information and attaining performance. It is important for each individual to identify how a
researcher could perform their functions and activities. There are number of research method
such as mono, mixed and multi method. In relation to current research, mono method is used by
researcher as quantitative technique is selected to collect the number of data and bring changes in
their performance that helps to motivate the employees and supports to accomplish the business
goals (Carolyne, Robert and Ayub, 2020).
3.6 Data collection and Analysis
This is important area to identify the right technique and activity in order to conduct
research as it supports to accomplish the business goals. If there is proper collection of fata then
could be good opportunity for business organization to grow their business. Data collection is
categorised into two forms such as primary and secondary data. Within this investigation, both
10

the type of data collection method is chosen by the researcher. For gathering primary data,
questionnaire will be framed by the investigator. On the other hand, for accumulating secondary
data different scholarly sources are used by the researcher such as books, articles, newspaper,
etc. this can help to develop the understanding and skills of a researcher so that each work could
be manage effectively. For conducting secondary research literature review is done by researcher
that provide understanding to complete their research area and manage all activities ( Holopainen
and Suslova, 2019).
3.7 Sampling
It is a method of obtaining data from the large number of chosen sample. The two forms of
sampling are probability and non-probability sampling. In the present study, probability
sampling is the chosen method as it provides equal opportunity to each respondents. 30
managers of Marks and Spencer is chosen for accumulating the data related to the proposed
study (Christle, 2019).
11

CHAPTER 4
FINDINGS (DATA ANALYSIS AND PRESENTATION)
Q1) Do you aware from talent management concept in an organisation? Frequency
a) Yes 20
b) No 10
Q2.) According to you, what is the significance of talent management? Frequency
a) Managing, attracting, and retaining people 10
b) Getting work done from employees 10
c) Arranging the people at right place 10
Q3.) How motivation schemes under talent management is effective for Marks
& Spencer in improving its organisational performance within competitive
market?
Frequency
a) Highly effective 15
b) Effective 5
c) Ineffective 8
d) Highly ineffective 2
Q4.) What is the role of employee motivation in managing and growth of
business organization?
Frequency
a) Positive role 28
b) Negative role 2
Q5.) As per your opinion, what are the impacts of staff motivation schemes to
employee retention within Marks & Spencer?
Frequency
a) Helps in making employee feel satisfied 8
b) Company can improve the efficiency and productivity of staff 6
c) Encouraging team work employees 7
d) Introduce innovation and new techniques 9
Q6) It is beneficial for Marks & Spencer to use staff motivation schemes in
order to influence and retain number of employees?
Frequency
a) Yes 26
b) No 4
12

Q7.) As per your opinion, what are challenges faced by Marks & Spencer in
absence of schemes for staff motivation?
Frequency
a) Lower level of employee engagement 7
b) Poor communication 6
c) Creating a negative atmosphere 5
d) Increasing employee turnover 12
Q8.) To provide recommendation on motivation strategies that can be used by
Marks & Spencer to increase productivity.
Frequency
13

CHAPTER 5
DATA INTERPRETATION
Q 1) Are you aware of the talent management concept in an
organisation?
Frequency
a) Yes 20
b) No 10
Interpretation – From the above it has been interpreted that there is total 30 people out
of them 20 possess of talent management concept and remaining does not knows about managing
a talent that support to operate the business effectively and increase productivity (Gunawan,
Aungsuroch and Fisher, 2019).
Q2.) According to you, what is the significance of talent management? Frequency
a) Managing, attracting, and retaining people 10
b) Getting work done from employees 10
c) Arranging the people at right place 10
14

Interpretation – From the above it has interpreted that 30 employees who stated the
importance of talent management at the workplace in equal ratio 10-10 such as it is significant in
managing, attracting, and retaining people, getting work dine from employees and arranging the
people at right place that supports to develop organizational productivity (Phuong, Song, Bach,
and Sang, 2020).
Q3.) How motivation schemes under talent management is effective for Marks
& Spencer in improving its organisational performance within competitive
market?
Frequency
a) Highly effective 15
b) Effective 5
c) Ineffective 8
d) Highly ineffective 2
15

Interpretation – From the above it has been interpreted that as per 15 people motivation
schemes under talent management is highly effective, as per 5 effective, as per 8 ineffective, and
remaining 2 said it is highly ineffective to organization that might be create the challenge in
running business.
Q4.) What is the role of employee motivation in managing and growth of
business organization?
Frequency
a) Positive role 28
b) Negative role 2
16

Interpretation – From the above it has interpreted that as per 28 people employee
motivation is playing the positive role as it brings changes in existing performance and supports
to increase organizational productivity. As per 2 people its role is negative as it might create the
feeling of jealous (Eneh, Anyadighibe and Etuk, 2019).
Q5.) As per your opinion, what are the impacts of staff motivation schemes to
employee retention within Marks & Spencer?
Frequency
a) Helps in making feel employee satisfied 8
b) Company can improve the efficiency and productivity of staff 6
c) Encouraging team work employees 7
d) Introduce innovation and new techniques 9
Interpretation – From the above it has interpreted that as per 8 people staff motivation
scheme helps in making feel employee satisfied, as per 9 helps to use innovation and new
technique, as per 7 encouraging teamwork employees and the remaining 6 explained it helps in
improving the efficiency and productivity of business organization (Juel, 2019).
Q6) It is beneficial for Marks & Spencer to use staff motivation schemes in
order to influence and retain number of employees?
Frequency
a) Yes 26
b) No 4
17

Interpretation – As per 26 people, Marks & Spencer use staff motivation schemes in
order to influence and retaining the number of employees and 4 people denied to this statement
(Aziri, 2019).
Q7.) As per your opinion, what are challenges faced by Marks & Spencer in
absence of schemes for staff motivation?
Frequency
a) Lower level of employee engagement 7
b) Poor communication 6
c) Creating a negative atmosphere 5
d) Increasing employee turnover 12
18

Interpretation – From the above analysis it has interpreted that as per 12 people absence of
staff motivation scheme can the challenge of increasing employee turnover, as per 7 lower level
of employee engagement, as per 12 increase employee turnover, as per 6 poor communications,
and as per 5 creating a negative atmosphere that directly impacts on business performance and
productivity (Churcher, 2019).
19

CHAPTER 6
CONCLUSION AND RECOMMENDATION
From the above report, it can be concluded that motivation is the important aspects which is
used by business organizations for the purpose of influencing number of customers and get work
done. Without employees and their contribution, it would be difficult for organization to regulate
and operate their business as it might be creating the challenge in accepting the innovation and
new technology. While operation it needs to consider that how a business could manage their all
functions and activities. Motivation is most important as it make feel employee satisfied and
happy that can help to influence the number of people and introduce innovation that can help to
develop the organizational productivity. A researcher has conducted the research by using
number of methods such as deductive approach, positivism philosophy, survey method that can
help to collect the information. The researcher also used the primary method by using
questionnaire in which answers is collected from selected people. Researcher used the random
sampling method that can help to manage the all information and data properly.
Recommendation
 It is recommended to organization to understand what their employees wants and how
they could be satisfied so that kind of products and services are provided in order to
managing all functions.
 A human resource manager should identify the vacant position and recruit skilled as well
as talented employees who could work accordingly and supports to develop the
organizational productivity.
 Motivation is important for employees of Marks & Spencer as it could influence the
number of people and support in accepting the challenges resulting in development of
business organization.
 Training and development and monetary benefits are considered as main strategies of
employee motivation which is used to attract the number of people and running business
effectively. This can help to attain the business goals and productivity.
 Marks & Spencer could focus on motivation and make efforts to fill customer’s
expectation that can help to retain people for long period of time. This also helps to
increase the business performance as well as profitability. s
20

REFERENCES
Books and Journal
Aziri, J., 2019. Employee Motivation Incentives and Their impact on the Organization’s
Productivity. Texila International Journal of Management. 5(2). pp.1-6.
Mehrajunnisa, M. and Jabeen, F., 2020. Antecedents to employee suggestion schemes: the study
of UAE. The TQM Journal.
Yunus, M., Iis, E. Y., Adam, M. and Sofyan, H., 2020. Does motivation mediate the effects of
employee staff empowerment, talent, working environment, and career development on
staff performance?. Quality-Access to Success. 21(175).
Alam, M. N., Hassan, M. M., Bowyer, D. and Reaz, M., 2020. The effects of wages and welfare
facilities on employee productivity: Mediating role of employee work
motivation. Australasian Accounting, Business and Finance Journal. 14(4). pp.38-60.
Nielsen, P. A., and et.al., 2019. Are transformational and transactional types of leadership
compatible? A two‐wave study of employee motivation. Public Administration. 97(2).
pp.413-428.
Jabeen, F., Mehmood, K. and Mehrajunnisa, M., 2020, June. Strategic drivers to promote
employee suggestion schemes in GCC organizations. In Evidence-based HRM: A
Global Forum for Empirical Scholarship. Emerald Publishing Limited.
Ritala, P., Vanhala, M. and Järveläinen, K., 2020. The role of employee incentives and
motivation on organisational innovativeness in different organisational
cultures. international Journal of innovation Management. 24(04). p.2050075.
Waseem, D., Biggemann, S. and Garry, T., 2020. An exploration of the drivers of employee
motivation to facilitate value co-creation. Journal of Services Marketing.
Alam, M. N., Alias, R. B. and Hassan, M., 2019. Impact of social compliance on employee
motivation: An empirical study. International Journal of Advanced Science and
Technology. 28(11). pp.42-50.
Asaari, M. H. A. H., Desa, N. M. and Subramaniam, L., 2019. Influence of salary, promotion,
and recognition toward work motivation among government trade agency
employees. International Journal of Business and Management. 14(4). pp.48-59.
Churcher, F. N., 2019. The Effects of Motivation on Employee Morale at Mass Telecom
Innovation (MTI) Ghana Limited (Doctoral dissertation, University of Ghana).
Lakshmi, P. M. and Sucharitha, P., 2019. Motivation and satisfaction through quality circles with
reference to selected organization: an empirical study. Int J Multidiscip Res. 5(2). pp.33-
40.
Lee, H. W., 2019. Performance-based human resource management and federal employee’s
motivation: moderating roles of goal-clarifying intervention, appraisal fairness, and
feedback satisfaction. Review of Public Personnel Administration. 39(3). pp.323-348.
Juel, M., 2019. Organizational performance as an outcome of employee motivation.
Wenzel, A. K., Krause, T. A. and Vogel, D., 2019. Making performance pay work: the impact of
transparency, participation, and fairness on controlling perception and intrinsic
motivation. Review of public personnel administration. 39(2). pp.232-255.
Sultana, S., Salman, Y. and Irfan, S., 2020. Exploring the relationship of HRM Practices on
Employee motivation in public organizations: A systematic Literature review. Global
Management Journal for Academic & Corporate Studies. 10(1). pp.143-163.
21

Christle, D., 2019. The Influence of Mission Valence and Intrinsic Incentives on Employee
Motivation (Doctoral dissertation, Walden University).
Patro, C. S., 2019. Welfare programs as a strategy of promoting employees' economic growth
and work productivity. In Emerging Economic Models for Global Sustainability and
Social Development (pp. 291-311). IGI Global.
Christle, D., 2019. The Influence of Mission Valence and Intrinsic Incentives on Employee
Motivation (Doctoral dissertation, Walden University).
Neequaye, E. R. K., 2019. Implications of Effective Human Resource Practices on Employee
Performance: A Case Study of Social Security and National Insurance Trust
(SSNIT) (Doctoral dissertation, University of Ghana).
Hassan, A., Hassan, J. and Yen, T. A., 2020, April. E-training and development, motivation and
employee performance among academicians: Case study of academicians in UniMAP.
In Journal of Physics: Conference Series (Vol. 1529, No. 3, p. 032011). IOP Publishing.
Carolyne, S., Robert, E. K. and Ayub, S. E., 2020. Influence of Reward Policies on Employee
Commitment. International Journal of Multidisciplinary and Current Research, 8.
Holopainen, L. and Suslova, A., 2019. Job Satisfaction and Employee Motivation: Case
Generation Z.
Gunawan, J., Aungsuroch, Y. and Fisher, M. L., 2019, January. Competence‐based human
resource management in nursing: A literature review. In Nursing forum (Vol. 54, No. 1,
pp. 91-101).
Phuong, N., Song, N., Bach, T. and Sang, P., 2020. Impacts of corporate social responsibility
toward employees on employee motivation in enterprises: A case study in
Vietnam. Management Science Letters. 10(11). pp.2543-2552.
Eneh, S. I., Anyadighibe, J. A. and Etuk, A., 2019. Bonus payment and employee output in
cement manufacturing companies in south-south, Nigeria. International journal of
economic perspectives. 13(1). pp.69-84.
22