By: Muhammad Abid Rafiq
204475
RESEARCH METHODS FOR BUSINESS
AND MANAGEMENT
FINAL PROJECT
Proposal Tile:
“An analysis of the impact of the employee motivation on organizational performance, a
case study of TESCO, UK.”
Student Name: Muhammad Abid Rafiq
Student ID: 204475
University: ARU
Page 1 of 72
, By: Muhammad Abid Rafiq
204475
ABSTRACT
Retail market is filled up with competitors where the majority of organizations are competing
other competitors for greater survive in this volatile and fierce market environment.
Motivation and performance of the employees within an organization have become
significant motives in terms of making organization a successful leading market among other
competitors for the long run. Employees are the main source to them an organization can rely
on and trained them as such level that effectively produce best goods and services for the real
world. Once the objectives are achieved after completion of task, reviewing activities process
are taken. Measuring performance is critical to management of an organization, as to indicate
the achievements and highlights the evolution of the organization. For creating such
environment transformational leadership qualities are required and best resources are
provided to the team member, and also it is essential to provide self-esteem and hazard free
environment within workplace to generate an effective relationship with employees.
Therefore such positive relationship among organizational effectiveness and employee’s
motivation are determined in various studies. This project work is analysing the impact of
motivation on organizational performance for the organization of Tesco UK. Thus this paper
is aimed to drive factors that are involved in employee satisfaction and dissatisfaction that
results in positive or negative in performance. Therefore the literature is presenting the
theories concept that have been presented and evaluated various times for understanding the
behaviour of employees. Maslow’s Hierarchy of Needs has deliver concept of meeting needs
of human stage by stage and it about the human psychological ways that lead them to feel
happy and secure. It has also indicated that the self-esteem, recognition, communication,
trusting employees, and taking care of their interest increase employee motivation that
directly influence on organizational performance. If the any of factor is missing or
Page 2 of 72
, By: Muhammad Abid Rafiq
204475
insufficient available like poor salary package, miss use of skills and experience, long
working hours, location of work, no empowerment, avoiding existence and effort then the
consequences might be disaster. If such factors are increased, then their motivation to work
will also improve, as well as their accomplishments and the organizational performance.
Sometime, nevertheless, dissatisfactions of employees are caused by monotonous jobs and
threats and pressure from leaders for instance criticising employees work every time even on
break hours in front of other members might weaken the organizational performance and if
success is made through this act then that would not be for longer run. However, it might also
increase job absenteeism rate and such employees switch to another retail company with
better opportunities and work conditions. Tesco is multicultural organization and therefore it
needs to be implemented different strategies to motivate its employees and bring ways of
work engagement to build understanding and friendship among them. Not all humans are
same, some might be reluctant, bossy, impatient, and weak in nature. On the other side if it is
determined that some employees are motivated with job satisfaction and working
environment and other might be motivated with incentives or empowerment.
Transformational leadership have such qualities that connect everyone under same roof and
work like their own task the results in effective output with goods and services and employee
satisfactions.
Page 3 of 72
, By: Muhammad Abid Rafiq
204475
Table of Contents:
Chapter ONE:
“Introduction and Over”
1.1 Introduction--------------------------------------------------------------------------------------------
7
1.2 Brief history of TESCO------------------------------------------------------------------------------8
1.2.1 Business growth---------------------------------------------------------------------------8
1.2.2 Expand and conquer----------------------------------------------------------------------9
1.2.3 Change in management and services---------------------------------------------------9
1.2.4 Period from year 2000 to now----------------------------------------------------------
10
1.3 Employee and their needs------------------------------------------------------------------------11
1.4 Organizational performance-----------------------------------------------------------------------11
1.5 Organisational performance assessment---------------------------------------------------------12
1.6 Employee’s motivation---------------------------------------------------------------------------12
1.6.1 Motivation design-----------------------------------------------------------------------13
1.7 Research Aims------------------------------------------------------------------------------------14
1.8 Research objectives-------------------------------------------------------------------------------14
1.9 Research questions--------------------------------------------------------------------------------15
1.10 Significance of the study-------------------------------------------------------------------------15
1.11 Limitation and Demarcations------------------------------------------------------------------17
Chapter TWO:
“Literature Review”
2.1 Introduction------------------------------------------------------------------------------------------18
2.2 Motivation and employee performance---------------------------------------------------------19
2.3 Defining motivation-------------------------------------------------------------------------------19
2.4 Theories of motivation----------------------------------------------------------------------------20
2.4.1 Maslow’s Hierarchy of Needs--------------------------------------------------------21
2.4.1a. Psychological Needs---------------------------------------------------------21
2.4.1b. Safety and Security Needs---------------------------------------------------22
2.4.1c. Love and Belongingness Needs--------------------------------------------23
2.4.1d. Self-Esteem Needs and Self-Worth-----------------------------------------23
2.4.1e. Aesthetic needs----------------------------------------------------------------24
2.4.1f. The Need for Self-Actualization---------------------------------------------24
2.4.1g. The Growth Needs------------------------------------------------------------24
2.4.2 Two-Factor Theory of Motivation----------------------------------------------------24
2.5 Performance management and motivation-------------------------------------------------------27
2.5.1 Make clear expectation------------------------------------------------------------------28
2.5.2 Providing daily feedback---------------------------------------------------------------28
2.5.3 Make Corrections Privately-----------------------------------------------------------28
2.5.4 Trust on employees----------------------------------------------------------------------29
2.5.5 Praising in audience--------------------------------------------------------------------29
Page 4 of 72
204475
RESEARCH METHODS FOR BUSINESS
AND MANAGEMENT
FINAL PROJECT
Proposal Tile:
“An analysis of the impact of the employee motivation on organizational performance, a
case study of TESCO, UK.”
Student Name: Muhammad Abid Rafiq
Student ID: 204475
University: ARU
Page 1 of 72
, By: Muhammad Abid Rafiq
204475
ABSTRACT
Retail market is filled up with competitors where the majority of organizations are competing
other competitors for greater survive in this volatile and fierce market environment.
Motivation and performance of the employees within an organization have become
significant motives in terms of making organization a successful leading market among other
competitors for the long run. Employees are the main source to them an organization can rely
on and trained them as such level that effectively produce best goods and services for the real
world. Once the objectives are achieved after completion of task, reviewing activities process
are taken. Measuring performance is critical to management of an organization, as to indicate
the achievements and highlights the evolution of the organization. For creating such
environment transformational leadership qualities are required and best resources are
provided to the team member, and also it is essential to provide self-esteem and hazard free
environment within workplace to generate an effective relationship with employees.
Therefore such positive relationship among organizational effectiveness and employee’s
motivation are determined in various studies. This project work is analysing the impact of
motivation on organizational performance for the organization of Tesco UK. Thus this paper
is aimed to drive factors that are involved in employee satisfaction and dissatisfaction that
results in positive or negative in performance. Therefore the literature is presenting the
theories concept that have been presented and evaluated various times for understanding the
behaviour of employees. Maslow’s Hierarchy of Needs has deliver concept of meeting needs
of human stage by stage and it about the human psychological ways that lead them to feel
happy and secure. It has also indicated that the self-esteem, recognition, communication,
trusting employees, and taking care of their interest increase employee motivation that
directly influence on organizational performance. If the any of factor is missing or
Page 2 of 72
, By: Muhammad Abid Rafiq
204475
insufficient available like poor salary package, miss use of skills and experience, long
working hours, location of work, no empowerment, avoiding existence and effort then the
consequences might be disaster. If such factors are increased, then their motivation to work
will also improve, as well as their accomplishments and the organizational performance.
Sometime, nevertheless, dissatisfactions of employees are caused by monotonous jobs and
threats and pressure from leaders for instance criticising employees work every time even on
break hours in front of other members might weaken the organizational performance and if
success is made through this act then that would not be for longer run. However, it might also
increase job absenteeism rate and such employees switch to another retail company with
better opportunities and work conditions. Tesco is multicultural organization and therefore it
needs to be implemented different strategies to motivate its employees and bring ways of
work engagement to build understanding and friendship among them. Not all humans are
same, some might be reluctant, bossy, impatient, and weak in nature. On the other side if it is
determined that some employees are motivated with job satisfaction and working
environment and other might be motivated with incentives or empowerment.
Transformational leadership have such qualities that connect everyone under same roof and
work like their own task the results in effective output with goods and services and employee
satisfactions.
Page 3 of 72
, By: Muhammad Abid Rafiq
204475
Table of Contents:
Chapter ONE:
“Introduction and Over”
1.1 Introduction--------------------------------------------------------------------------------------------
7
1.2 Brief history of TESCO------------------------------------------------------------------------------8
1.2.1 Business growth---------------------------------------------------------------------------8
1.2.2 Expand and conquer----------------------------------------------------------------------9
1.2.3 Change in management and services---------------------------------------------------9
1.2.4 Period from year 2000 to now----------------------------------------------------------
10
1.3 Employee and their needs------------------------------------------------------------------------11
1.4 Organizational performance-----------------------------------------------------------------------11
1.5 Organisational performance assessment---------------------------------------------------------12
1.6 Employee’s motivation---------------------------------------------------------------------------12
1.6.1 Motivation design-----------------------------------------------------------------------13
1.7 Research Aims------------------------------------------------------------------------------------14
1.8 Research objectives-------------------------------------------------------------------------------14
1.9 Research questions--------------------------------------------------------------------------------15
1.10 Significance of the study-------------------------------------------------------------------------15
1.11 Limitation and Demarcations------------------------------------------------------------------17
Chapter TWO:
“Literature Review”
2.1 Introduction------------------------------------------------------------------------------------------18
2.2 Motivation and employee performance---------------------------------------------------------19
2.3 Defining motivation-------------------------------------------------------------------------------19
2.4 Theories of motivation----------------------------------------------------------------------------20
2.4.1 Maslow’s Hierarchy of Needs--------------------------------------------------------21
2.4.1a. Psychological Needs---------------------------------------------------------21
2.4.1b. Safety and Security Needs---------------------------------------------------22
2.4.1c. Love and Belongingness Needs--------------------------------------------23
2.4.1d. Self-Esteem Needs and Self-Worth-----------------------------------------23
2.4.1e. Aesthetic needs----------------------------------------------------------------24
2.4.1f. The Need for Self-Actualization---------------------------------------------24
2.4.1g. The Growth Needs------------------------------------------------------------24
2.4.2 Two-Factor Theory of Motivation----------------------------------------------------24
2.5 Performance management and motivation-------------------------------------------------------27
2.5.1 Make clear expectation------------------------------------------------------------------28
2.5.2 Providing daily feedback---------------------------------------------------------------28
2.5.3 Make Corrections Privately-----------------------------------------------------------28
2.5.4 Trust on employees----------------------------------------------------------------------29
2.5.5 Praising in audience--------------------------------------------------------------------29
Page 4 of 72
