Topic: To analyze the impact of employee’s motivation on organizational performance: a case study of Woolworths, Australia
Research background
In the modern times, the retail industry is viable to increase competitive advantages, productivity and enhance the performance of employees within an organization. The company needs to illustrate the objective and identify the strategies to optimum utilization of resources. However, human resources are recruited to fill the gap between each phase of success as well as organizing the resources. Motivation plays a significant role to improve the performance of Woolworths limited. Several researchers have conducted research on motivation but this research is study is beneficial to understand the impact of motivation on the performance of employees in case of Woolworths. It is addressed that human resources are a key component of business as it is effective to gain the level of performance and employee’s motivation (Lee and Steers, 2017).
Project objective
The given objective will be attained by this project:
RO1: To develop the conceptual understanding regarding employee’s motivation: A case study of Woolworths, Australia
RO2: To analyze the impact of motivation on organizational performance: A case study of Woolworths, Australia
RO3: To evaluate the strategy to motivate the employees in the organization: A case study of Woolworths, Australia
This research will beneficial for the investigator, company, and readers. For the investigator, this project will be significant to build the awareness of conceptual understanding regarding employee’s motivation, a case study of Woolworths, Australia. As a result, this project would be beneficial for them to conduct further research regarding this subject-matter. It will be also appropriate for Retail Company to increase the knowledge about the impact of motivation on organizational performance, a case study of Woolworths, Australia. It will be also imperative for readers to improve their comprehension about the strategy to motivate the employees in the organization, a case study of Woolworths, Australia (Barrick, et. al., 2015). Consequently, it would be feasible for them to use the motivational strategy at the workplace.
It can be summarized that motivation is referred as the factors to activate, lead and carry on the goal-directed acts. In addition, motivation is a psychological procedure that is used to assess the attitude of employees within an organization. It also identifies the efforts and level of determination of workforces. It can be also summarized that motivation could be segregated into different elements such as intrinsic and extrinsic motivation. Intrinsic motivation created from self-desire of a person to assess the new things and to deal with the different person. When an individual has intrinsic motivation then it shows that they perform their task with interest. Extrinsic motivation is defined as an act that is lead by outsider rewards like grades, praise, fame, and money. This kind of motivation created from external atmospheres. There are some factors that drive to extrinsic motivation (Cascio, 2018). For example, competition, rewards, competition, punishment, and appraisal are used as external factors to encourage the employees.
Under the Expectancy theory of motivation, an individual will motivate to perform two expectancies. The initial expectation is the probability of attaining desired performance by giving more efforts. The alternative expectancy is the probability of performing specific activities that would lead to attaining the desired results (Jayaweera, 2015).
Expectancy theory focuses on the motivators to define the causes of using particular behavior within an organization.
RO2: ‘To analyze the impact of motivation on organizational performance: A case study of Woolworths, Australia’
It can be summarized that Woolworths must offer adequate resources, clear guidelines and respect to workforces. It is evaluated that corporation should consider recognition of formalized motivation proposal, financial compensation, and eliminate demotivational strategy. As a result, this would be advantageous for retaining the workforces within an organization. Less motivated workforces can damage the company in terms of not demonstrating the quality services. They will also not produce the quality services as well as goods according to the desire of customers. As a result, it could lead to declining the organizational performance (Fu and Deshpande, 2014). Moreover, employee imagination and creativity could lead the modernization into an organization. Woolworths can gain competitive advantageous by encouraging the workforces towards their work. Disinterest in daily task and emotions of separateness from company goal and objective can drive to decline the quality of work. It is stated that less encouraged workforces demonstrate their less energy and time with regards to the job (Mostafa, et. al., 2015).
RO3: ‘To evaluate the strategy to motivate the employees in the organization: A case study of Woolworths, Australia’
Empowerment is an intrinsic factor that is implemented by the corporation to empower the workforces by allocating the responsibilities to them and make an effective judgment for motivating them. Woolworths can motivate an individual to build innovative and creative ideas by empowering the workforces within an organization.
Self-improvement allows an employee to use training sessions according to their needs as it enables them to meet the project goal and objectives. It can encourage the employees in a diverse way. It is a significant method that is implemented by a company for attaining the needs and desires of workforces (Zameer, et. al., 2014). There are different tools by which corporation can encourage the workforces with regards to work like telecommuting, sharing of a job with compressed workweek. The company should apply the resilience time approach to lead the workforces towards their jobs. Job rotation strategy should be exercised to allocate the different jobs to workforces on a provisional basis. The prime intention of applying this approach is to add different kinds of job and rotate the employees from tasks to another at the workplace (Bottomley, et. al., 2016).
Justification of research problem
In the current scenario, the company needs to use different motivational strategy to motivate the employees. These motivation strategies have a direct impact on the performance of employees. This research is significant for addressing the impact on employee’s motivation on the performance of employees. This research is also beneficial for addressing the motivational strategies to enhance the organizational performance (Mone and London, 2018).
Literature gap and opportunity
Under the literature review, a researcher will focus on the impact of employee’s motivation on organizational performance. This literature review also provides the opportunity to assess the impact of employee’s motivation on the organizational performance. This investigation will emphasize on the strategy to motivate the employees. An investigator will use small sample size as there are few people who are interested to give their contribution in research (Nyberg, et. al., 2016).
Primary question
Secondary question
The research design is a proposal to respond each research question. The research design is defined as the overall approach that an investigator used to combine the several elements of the research in a consistent and rational manner. Thus, it makes sure to identify the research issues. It demonstrates the blueprint for pooling, measuring and analysis of facts and figures (Wallace, et. al., 2016). It is evaluated as below:
Qualitative research procedures entail six phases to complete the research in an effective manner. Under the initial stage, general research question will be developed by a researcher. After that, it will choose the appropriate sites and subjects to conduct the research study. In the next process, an investigator will collect the feasible information regarding research concern. Subsequently, it will interpret the gathered data. A researcher will also pool the further facts and figures to complete the conceptual and theoretical work. In the next phase, a researcher will give a specification of the research question (Yousaf, et. al., 2015). After this procedure, they will write up the findings and conclusion.
Approaches to reliability and Validity
Reliability is defined as uniformity across items, across investigators and across time. Validity is the extent to which the outcome actually demonstrates the projected variable. Trustworthiness is vital to make sure the reliability in qualitative research. A researcher will use an inductive approach to assess the reliability of research. By using validity approach, an investigator would enable to develop the conceptual understanding regarding research issue. Therefore, this research would be vital for improving the reliability of the validity of research result (Van De Voorde and Beijer, 2015).
Qualitative data analysis process
Qualitative data analysis is the range of practices and process where an investigator move towards the qualitative information that have been gathered into some sort of explanation, interpretation of people, and circumstances of investigation. Qualitative data analysis (QDA) is relied on the interpretative philosophy. The key aspect of assessing the meaningful and symbolic content of qualitative information is to entail the two things such as writing and identification of themes. Writing of some type is found in all sort of QDA. As well as, finding themes is a element of overwhelming the majority of QDA.
From the above chart, it can be demonstrated that there are different steps of qualitative data analysis process. These steps are collect and assess data, abstract and reduce data, explore key themes and patterns, evaluate alternative explanation and formulate and verify conclusion (Lazaroiu, 2015). In the first step, researcher will collect and analyze the information by using different techniques such as interview. After that, it will abstract and reduce the information to choose the appropriate solution about research concern.
In the next step, an investigator will explore the key themes as well as patterns to complete the main aim and objectives of research. In the fourth step, a researcher will evaluate the alternative explanation to critically assess the research concern (Shields, et. al., 2015). Under the last procedure, a researcher will formulate and verify the conclusion regarding research. These steps are beneficial to complete the qualitative data analysis in research.
Sampling and Sample Size
Sampling is a method used in statistical assessment by which preset amount of observations are taken from the high amount of population. For this research study, non-probability sampling technique will be applied in which participants will be selected on the basis of the subjective judgment of an investigator. But, there is a need for more efforts with costs due to using open-ended questionnaire structure in the interview (Lazaroiu, 2015). For collecting the data regarding research concern, 6 human resources manager will be chosen as a sample size from Woolworths limited from the different geographical location of Australia.
Data Collection Method
Primary data collection method is applied by an investigator for a specific purpose. This technique would be selected in this research study to use innovative, fresh and first-hand facts and figures about the RO1. A researcher will use both interviews and survey through a questionnaire to collect the data. Thus, it is a feasible course of action to acquire the relevant information from predetermined respondents (Shields, et. al., 2015). It addition, statistical data analysis method would be used to assess the primary data. As well as, MS-excel software would be used to present the gather data through graphs and charts.
Variables Specifications
There are different variables used by an investigator like an independent and dependent variable in order to assess the correlation between them. In this research, the independent variable is employee’s motivation and the dependent variable would be the organizational performance of Woolworths limited (Lazaroiu, 2015).
From the above chart, it can be interpreted that a researcher will generate theory and formulate a hypothesis for conducting the quantitative research. After that, a researcher will construct the research designing to conduct the investigation in a methodological manner. In the next phase, a researcher will choose the appropriate device to measure the concept and also choose the feasible site for research. In the sixth phase, a researcher will select the research subjects as well as a participant to conduct the research. Subsequently, the researcher will manage the instruments of research and pool the facts and figures regarding research concern. After that data will be processed into the research. In the next stage, data will be analyzed by a researcher and also interpret the findings (Shields, et. al., 2015). In the last, whole research will be concluded by a research in quantitative research.
Research Instrument
A research instrument is a technique for pooling, measuring and assessing the information associated with the research subject. The secondary information would be applied for completing this investigation. This information will be sourced via different tools like textbooks, academic publications, online and offline materials and government publications. This research instrument would be practiced by an investigator to support the primary sources. For obtaining the survey through a questionnaire, an investigator will select 60 employees as a sample size from Woolworths limited. As a result, it would be vital for obtaining the reliable outcome (Wallace, et. al., 2016).
Quantitative Data Analysis Process
The above chart depicts that there are different phases for analyzing the quantitative data. In the initial phase, a researcher will define the issue of research. In the second phase, the model will be developed by an investigator to resolve the issue. After that, an investigator will obtain the input information regarding research and also develop an appropriate solution (Yousaf, et. al., 2015). Subsequently, the solution will be tested by a researcher to meet the aim and objectives of the research. Later, results will be analyzed by an investigator to arrive at the valid conclusion. In the last, results would be implemented in the research process (Van De Voorde and Beijer, 2015).
Sampling and Sample Size
A probability sampling technique is a technique of sampling which exercises some kinds of random choice. For this research, simple random sampling method will be selected. In this method, some process will be used that assures equal chances of being selected from different units of population. For obtaining the survey through a questionnaire, an investigator will select 60 employees as a sample size from Woolworths limited. It is appropriate for an investigator to pool the reliable as well as appropriate result with limited time period due to applying the close-ended questionnaire structure in the investigation (Nyberg, et. al., 2016).
Reliability and Validity of Data
Validity illustrates the extent to which feasibility of research can be assessed by quantitative facts and figures. For example, an investigator will implement the survey through a questionnaire to assess the impact of employee’s motivation on organizational performance. Moreover, reliability approach could be implemented to evaluate the trustworthiness of investigation result. The qualitative data will be assessed by using the literature review in order to enhance the reliability and validity of investigation result in a methodological way (Van De Voorde and Beijer, 2015).
There are some limitations that will be faced by an investigator to conduct the investigation. This limitation could be insufficient resources, cost as well as time constraints. Another limitation is an inadequate sample size to collect the data via survey through a questionnaire. A researcher will be liable to keep the privacy of predetermined respondents. Thus, these limitations can impact on the outcome of the investigation (Nyberg, et. al., 2016).
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Conclusion
From the above discussion, it can be summarized that motivation is a psychological practice to influence the attitude of an individual and improve their efficiency towards works within an organization. It can be concluded that motivation has been segregated into different parts named extrinsic and intrinsic motivation. It can be evaluated that motivation of employees can positively impact on the performance of organization like gain employee’s retention, enhance the quality of work, and helps to acquire innovative ideas by workforces. It can be summarized that there are several strategies for encouraging workforces within an organization like job redesign, flexible time, and employee empowerment. Furthermore, both qualitative and quantitative research would be applied to this research. It can be also concluded that 10 weeks will be required for completing this project.
References
Barrick, M.R., Thurgood, G.R., Smith, T.A. and Courtright, S.H., 2015. Collective organizational engagement: Linking motivational antecedents, strategic implementation, and firm performance. Academy of Management Journal, 58(1), pp.111-135.
Bottomley, P., Mostafa, A.M.S., Gould?Williams, J.S. and León?Cázares, F., 2016. The impact of transformational leadership on organizational citizenship behaviors: The contingent role of public service motivation. British Journal of Management, 27(2), pp.390-405.
Cascio, W., 2018. Managing human resources. McGraw-Hill Education.
Fu, W. and Deshpande, S.P., 2014. The impact of caring climate, job satisfaction, and organizational commitment on the job performance of employees in a China’s insurance company. Journal of Business Ethics, 124(2), pp.339-349.
Jayaweera, T., 2015. Impact of work environmental factors on job performance, mediating role of work motivation: A study of hotel sector in England. International journal of business and management, 10(3), p.271.
Lazaroiu, G., 2015. Employee motivation and job performance. Linguistic and Philosophical Investigations, 14, p.97.
Lazaroiu, G., 2015. Work motivation and organizational behavior. Contemporary Readings in Law and Social Justice, 7(2), p.66.
Lee, T.W., and Steers, R.M., 2017. Facilitating effective performance appraisals: The role of employee commitment and organizational climate. In Performance measurement and theory (pp. 75-93). UK: Routledge.
Mone, E.M., and London, M., 2018. Employee engagement through effective performance management: A practical guide for managers. UK: Routledge.
Mostafa, A.M.S., Gould?Williams, J.S. and Bottomley, P., 2015. High?performance human resource practices and employee outcomes: the mediating role of public service motivation. Public Administration Review, 75(5), pp.747-757.
Nyberg, A.J., Pieper, J.R. and Trevor, C.O., 2016. Pay-for-performance’s effect on future employee performance: Integrating psychological and economic principles toward a contingency perspective. Journal of Management, 42(7), pp.1753-1783.
Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., Johns, R., O’Leary, P., Robinson, J. and Plimmer, G., 2015. Managing Employee Performance & Reward: Concepts, Practices, Strategies. USA: Cambridge University Press.
Van De Voorde, K. and Beijer, S., 2015. The role of employee HR attributions in the relationship between high?performance work systems and employee outcomes. Human Resource Management Journal, 25(1), pp.62-78.
Wallace, J.C., Butts, M.M., Johnson, P.D., Stevens, F.G., and Smith, M.B., 2016. A multilevel model of employee innovation: Understanding the effects of regulatory focus, thriving, and employee involvement climate. Journal of Management, 42(4), pp.982-1004.
Yousaf, A., Yang, H. and Sanders, K., 2015. Effects of intrinsic and extrinsic motivation on task and contextual performance of Pakistani professionals: the mediating role of commitment foci. Journal of Managerial Psychology, 30(2), pp.133-150.
Zameer, H., Ali, S., Nisar, W. and Amir, M., 2014. The impact of the motivation on the employee’s performance in beverage industry of Pakistan. International Journal of Academic Research in Accounting, Finance and Management Sciences, 4(1), pp.293-298.
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