Employee motivation research project

RESEARCH PROJECT

ON

EMPLOYEE MOTIVATION

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TABLE OF CONTENTS

CHAPTER 1 INTRODUCTION.....................................................................................................1

Research project description........................................................................................................1

Research aim and objectives........................................................................................................1

Rationale of the study..................................................................................................................2

Structure of the research..............................................................................................................2

Timescale.....................................................................................................................................3

CHAPTER 2 LITERATURE REVIEW..........................................................................................4

Theories related to motivation.....................................................................................................4

Importance of enhancing employee motivation..........................................................................6

Factors affecting employee's motivation or satisfaction..............................................................6

Effect of motivation on job satisfaction.......................................................................................7

CHAPTER 3: RESEARCH METHODOLOGY...........................................................................10

Introduction................................................................................................................................10

Research philosophy..................................................................................................................10

Research approach.....................................................................................................................10

Research strategy.......................................................................................................................11

Data collection methods.............................................................................................................11

Population, sample and sampling method.................................................................................11

Validity and reliability of research instruments.........................................................................12

Ethical consideration.................................................................................................................12

Limitation of research method...................................................................................................12

Data analysis..............................................................................................................................12

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Resources and time plan.......................................................................................................12

CHAPTER - 4 DATA COLLECTION AND ANALYSIS.............................................................13

Questionnaire.............................................................................................................................13

Findings from the questionnaire................................................................................................16

Interpretation..............................................................................................................................21

CHAPTER – 5 CONCLUSION AND RECOMMENDATIONS..................................................30

REFERENCES..............................................................................................................................31

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CHAPTER 1: INTRODUCTION

Research project description

The major aim of this study is to investigate the impact of employee motivation on the

job satisfaction. The project highlights the fact that motivational aspects can influence the

behavior of the employees. It is essential that workers should be appreciated or rewarded for the

contribution that they are delivering to the company. Hence this topic can prove to be a very

interesting research point. Due to increasing competition, aspects like motivation, job satisfaction

and employee performance have become very crucial for the firms (Albrecht, 2012). They expect

to retain best of their individuals and gain maximum from them.

This topic has been selected in order to find out more details about the relationship

between motivation and job satisfaction. This research study has the potential to find out the

major reasons why workers remain dissatisfied from their jobs. It identifies the methods through

which satisfaction among the people can be increased (Roberts, 2013). It talks about the different

motivational theories. These theories answer to the questions “what” motivates the employees

and “why” do they behave in a certain way. The research is being performed within the context

of McDonald’s.

Research aim and objectives

The major aim of the research is to evaluate the influence of employee motivation on the

job satisfaction within the context of McDonald’s, Station Road, Harrow, UK.

Following objectives have been laid down in order to achieve the above framed aim:

To examine the theories related to motivation and their association with job satisfaction To investigate the level of employee motivation at McDonald’s To determine the level of job satisfaction at McDonald’s To analyze the impact of employee motivation on job satisfaction at McDonald’s

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Rationale of the study

The goal of the research is to highlight the importance of job satisfaction and its

connection with the employees working within the organization. Further it talks about the

importance of motivation at the workplace. In the present context, talented employees are treated

as the assets of business. Efforts are made to retain them for a longer period so that company can

make valuable use of them (Hakala, 2008). There can be many factors which can affect their job

satisfaction and their respective behavior within the company. From the academic point of view

this study holds a great importance. The readers can get an intellectual view of the motivational

theories, factors affecting job satisfaction and the methods of increasing the motivation for

employees. From the corporate point of view, it can be said that this research work will state

about the motivational techniques and approaches which can be used by the employers

(Armstrong, 2012). Further it will be interesting to know that how job satisfaction is correlated to

motivation.

Structure of the research

Structure of the research is as follows:

Chapter 1 Introduction

This chapter states the area of the research. The clear purpose and rational is defined.

Apart from that the research background, issue and the problem statement are also discussed.

Within this chapter only, the research objectives are framed. It sets down the basis for further

discussion.

Chapter 2 Literature Review

This chapter includes the past research findings. The theories and concepts related with

the topic are discussed critically. The main purpose is to find out the research gaps. An effort is

made to establish a link between the existing literature and the research.

Chapter 3 Research Design & Methodology

It talks about the approaches and instruments which are used in collecting the data for the

research. It is important because it point out the direction for the research. The reasons behind

use of different research tool will be explained along with proper justification.

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Chapter 4 Data Collection and Analysis

This chapter shows the evaluation of the data collected for the study. The outcomes and

conclusion are based on this chapter only. A suitable technique of evaluation has been used for

the study. It will help in producing valuable results.

Timescale

Sr. No. Activities List of activities Weeks Preceding activities

1 A Meeting with supervisor 1

2 B Completion of proposal 1 A

3 C Submission of proposal 2 B

4 D Approval of supervisor 1 C

5 E Review of previous literature 5 D

6 F Collection of data 4 D

7 G Analysis of data 4 E,F

8 H Interpretation of data 3 G

9 I Drafting the complete project 4 E,

10 J Reviewing the complete project 2 I

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11 K Finalizing the project 1 J

12 L Submission of the project 1 K

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CHAPTER 2: LITERATURE REVIEW

Under this chapter past research findings are included. The theories and concepts related

with the topic are discussed in critical manner. The main purpose is to find out the research gaps

so that main objective can be established. An effort is made to establish a link between the

existing literature and the research.

Theories related to motivation

Maslow Hierarchy of needs

The theory was proposed by Abram Maslow in the year 1943. It states that an individual

is having certain types of needs which are satisfied level after level (Pulakos, 2009). Those needs

can be described as follows:

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Figure 1: Maslow Hierarchy of needs

(Source: Eyal and Roth, 2011)

Physiological Needs

According to Trerise, (2010), these are some basic needs of an employee which can be

expected to be fulfilled from the company. For example, employees can be motivated through

offering basic facilities such as shelter, water, food, good working condition, salary etc.

Safety Needs

It is associated with protection and security of an individual. The needs include living in

safe area, financial services, retirement plan, job security etc.

Social needs

According to Tucker, (2013), the social needs includes more of emotional aspects of an

employee. It includes needs like family, love, friends, affection, socialism etc. Within the context

of the business, an employee expect to work at a company where he can find friendly working

conditions.

Esteem needs

The self-esteem needs are related with self-respect, recognition, attention, good

reputation etc. It is about holding a good social status within the society.

Self-actualization

According to Cattermole, Johnson and Roberts, (2013), it is considered as the search of

reaching one’s full potential as an individual. It includes needs such as truth, justice, wisdom,

meaning etc. It can be very difficult to achieve because it is stage of harmony and intense

happiness.

Herzberg theory of motivation

The theory has been proposed by Fredrick Herzberg. In order to understand the employee

motivation, he performed a study and concluded that there are two factors which causes job

satisfaction and dissatisfaction.

Satisfaction factors – motivators Dissatisfaction factors – hygiene Achievement Advancement Growth Recognition

Company policy Relationship with boss Relationship with co-workers

Salary

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Responsibility (Evans, 2010) Work itself

Supervision Work environment (Görgens-Albino

and Kusek 2009)According to Herzberg job enrichment is required for intrinsic motivation and it is a

never ending process. The theory states that the given work must possess adequate challenge so

that full potential of the employees can be utilized (Griffin and Annulis, 2013). The people who

are capable must be given more responsibilities. The company should focus on replacement if a

particular job is not been able to make use of full potential of an individual. The person should be

replaced with the one who has a lower level of skill.

Importance of enhancing employee motivation

For the firm it is very essential that it must make efforts with regard to enhance the

motivation level of its workers. In this regard, it has been evident from the many researches that

high level of motivation among workers will lead to cause the positive impact upon the sales and

profitability related condition of enterprises. It is due to the fact that, motivated employees will

tend to deliver their best services to the firm. According to Hafeez and Aburawi, (2013), Due to

this, the respective customers of firm will feel highly satisfied. As a result of it they will

constantly use the services which is being given by firm and because of this the sales and

profitability related condition of firm will be impacted in a positive way. However, it has been

stated by Kruse, (2012), that firm can accomplish its strategic goal within given specified time

limit if has the team of motivated and satisfied employees. Overall, it can be said that employee

motivation has positive impact upon the organization.

Factors affecting employee's motivation or satisfaction

There are number of factors assessed which lead to cause the necessary impact upon the

motivation or satisfaction level of employees. Here, Lauby, (2005), stated that the work

environment of the organization is being regarded as the major factor which lead to cause

significant impact upon the satisfaction level of the employees. Here, working environment is the

environment where workers work. The employees always prefer to work in the environment

which gives importance to their needs and demands. However, if they will not find such

environment then in the given circumstance their motivation level will be impacted in a negative

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way. As a result of it they will concentrate upon the work which is being assigned to them.

However, Harris and King, (2015), have examined that the level of stress or workload

within organization will lead to influence the motivation or the satisfaction level of employees.

High level of stress will lead to cause the direct impact upon the satisfaction level of workers.

This is because, for any workers it became very difficult with regard to work in a highly stressful

environment. (Motivating Employees. 2015) But, they feel motivated to work in such

environment when manager of firm uses necessary means with respect to enhance the motivation

level of their workers in an effective way.

In addition to this, as per the view point of Whalley, (2009), the type of leadership style

as being adopted by the firm's manager will lead to cause the significant impact upon the

motivation level of employees. In this regard, there are three different type of leadership style

assessed and it consists of autocratic, participative and free rein etc. (Albrecht, 2012). These all

given styles have different impact upon the satisfaction level of workers. For example, the

motivation level of workers is impacted in a negative way firm's manager uses autocratic style of

managing and leading workers. This is because, such leader do not give importance to the

employees who works within firm (Claydon, 2010). The main aim to this worker is to

accomplish its work in any condition. Due to this, motivation of worker will be impacted in a

negative way.

However, Cram, (2010), also examined that employees feel highly motivated when

manager uses democratic method of managing and leading people. This is because, such leader

give priority to the needs and demands of the workers. Moreover, in order to make them feel like

as an important part of firm they involve their employees in the decision making process.

According to Qualls, (2008), through this way only, such manager enhances as well as maintain

the satisfaction level of the employees in an effectual way. Thus, it can be said that different

factors have both positive and negative impact upon the satisfaction level of workers.

Effect of motivation on job satisfaction

According to Roberts, (2013), Motivation is the reason behind satisfaction and

satisfaction is the last situation attend by an employee. It has been reviewed from the many

literature that the motivation causes significant impact upon the satisfaction level of workers. In

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accordance with the given context, as per the view point of Sutherland, (2013), motivation

encourages workers to put double efforts on the work which is being assigned to them. It has

been assessed that the individual who feel highly motivated will always try to make efforts with

regard to deliver its best performance to the firm. According to Griffin, M. and Annulis, (2013),

such type of motivation comes when they feel highly satisfied from their job in an effectual way.

Thus, it can be said that the motivation and job satisfaction are the two such factors which are

directly connected with each other. This means that negative motivation causes negative impact

upon the satisfaction level of employees or vice versa.

In addition to this, Eyal and Roth, (2011), stated that motivation helps in converting the

non-satisfied state of an individual into the satisfied state. There are many instances occur within

organization which will lead to cause the direct impact upon the satisfaction level of employees.

Thus, one ray of hope will help in enhancing the satisfaction level of workers. As a result it an

individual who feel highly dissatisfied from their job will start liking it. Due to this, positive

benefits will be gain by the firms like McDonald in the form of increased profits and sales.

However, it has been critically evaluated by the Cattermole, Johnson and Roberts, (2013)

that satisfaction level of employees varies as per the type of employees motivation mean as being

used by the manager of organization. In this regard, it is assessed that some employees feel

highly satisfied when manager uses non- monetary means such as assigning high role and

responsibilities and giving letter of recognition to the workers for the purpose to enhance the

motivation level of employees in an effective manner.

According to Evans, (2010), some workers feels highly satisfied then firm appraise their

work through monetary mean of motivation which consist of incentives and bonus etc. Thus, it is

also right to say that the type of motivational mean also influences the satisfaction level of

workers. Hence, for the manager it is necessary that it must consider the given thing while

making the decision about the way of enhancing the satisfaction level of employees. This is

because, wrong selection with regard to the motivation factor will lead to hamper the service

delivery process of firm.

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Additionally, according to the view point of Görgens-Albino and Kusek (2009), the

motivation and satisfaction level of workers are influenced through the same type of factors as

they are interrelated or interconnected with each other. There are many factors which influence

the satisfaction level of workers, hence it is essential for the manager that it must consider the

given factors in an effective way. This is because, lack of consideration of the same will lead to

hamper the work of organization.

In addition to this, as per the view point of Albrecht, (2012), productivity in work is the

outcome of employee satisfaction and motivation. Generally, it has been seen that employees

will not take part in any type of activity which is being organized within firm if they do not feel

highly satisfied or motivated from their respective job. Due to this, productivity of the employees

will get hampered. This direct impact will be seen upon the sales and profitability related

condition of firm in an effectual way. Overall, it can be said that the employee motivation has its

impact upon the job satisfaction level of workers.

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CHAPTER 3: RESEARCH METHODOLOGY

Introduction

Research is the systematic process of analyzing a specific thing, events and facts which

are associated with the selected topic under study in an effectual manner. However, research

methodology consists of varied methods, techniques and instruments which are used with an aim

to carry out study upon the topic in a scientific and systematic way (Creswell, 2013). In this

regard, different principles assessed which needs to be followed by the researcher while

formulating the research methodology. These are all depicted in below:

It must be prepared in a systematic and sequential way.

Honesty must be maintained by the scholar while collecting the data for the respective

study.

The data collected must be registered and it should be interpreted effectively by

complying with all the rules and regulations (Diment, 2012)

The result obtained for the study must be free from any kind of errors.

It must give correct information to the reader who will use the given study for the some

future work.

Research philosophy

Research philosophy gives the information about the reality which is unbiased. This is

because, data which is assembled here is actual and measurable. There is a difference exist

between data and subjective reality (Forzano, 2011). Subjective reality only depicts about the

opinion of person. However, data is used in the process of constructing the project in an effective

way. The research philosophy is of four types such as realism, positivism, interpretivism and

pragmatism etc. For the present study which is on analysing the impact of employee motivation

on the satisfaction level of McDonald employees, positivism philosophy has been used (Bell,

2010). It is applied because it helps in observing the behaviour of individuals and thereby it

assesses the casual relationship which exist between the two variables.

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Research approach

Inductive and deductive are being regarded as two basic forms of research approach.

Here, deductive approach is used when scholar has to test the validity of the existent theories and

hypothesis (Merriam, 2009). But, inductive approach is used by the scholar when it will have to

formulate the new theory. For the selected topic under study, inductive approach has been

applied. This is because, with the use of given approach researcher can start its study upon the

respective topic in a systematic manner. The given approach begin with the data collection

process and afterwards researcher will formulate the theory on the basis of collected data (Punch,

2009). The given approach will help in attaining the aims and objectives of the study in an

effectual way.

Research strategy

Research strategy is the way of conducting the study (Meaning of research strategy,

2016). Here, with regard to the present study which is based on the topic of analysing the impact

of employee motivation on the satisfaction level of McDonald employee’s survey type of

research strategy has been used (Quantitative and Qualitative Evaluation Methods. 2007). With

the help of given tactic, detailed examination of selected topic has been carried out. Thus, due to

this an effective conclusion can be drawn with respect to the present study in an effectual way.

Data collection methods

Data collection is consists of two different type of methods which are used with an aim to

assemble an appropriate information for the study. For the present study, both primary and

secondary means of collecting the data has been used. Here, the instrument such as questionnaire

has been framed in order to collect the primary data for the study (Forzano, 2011). The major

questions in the questionnaire has been formulated in the yes or no format. Moreover, it is

designed in such a manner that it helps in giving proper answer to the research problem of the

study. In addition to this, secondary data collection methods are also used for the present study

wherein data has been gathered with the help of books, journals and articles.

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Population, sample and sampling method

Population is the large collection of individuals upon which a researcher wants to conduct

the study. With regard to the present study, all the employees who works in McDonald’s London

branch has been considered as population (Jonker and Pennink, 2010). Due to the time

limitation, it is very difficult for the scholar that it must conduct its study upon whole research

population and because of this there is need to collect the sample for the study is being arises in

front of researcher. This process is called as sampling. For the present study, sample has been

gathered with the use of random sampling method. Here, with the help of given approach sample

of 20 active operational Mcdonald’s employees are selected (Kimmel, 2009).

Validity and reliability of research instruments

For the researcher it is very important that it must ensure the reliability and validity of the

research instrument. Here, research instrument will be consider as reliable if it gives or deliver

consistent results. Here, with an aim make sure the reliability of the research instrument efforts

has been taken by the scholar with regard to not to form poorly worded and imprecise questions

in the questionnaire.

Ethical consideration

It is very important for the researcher that it must follow all the ethical rules and

principles related with the study. This is because, if not followed at that time many complications

will be bear by the researcher of the specific study. For the present study which is on analysing

the impact of employee motivation on the satisfaction level of McDonald employees’ different

ethical aspects has been considered by the scholar (Kuada, 2012). Here, scholar has made efforts

for not relieving the personal information of the sample to any other person. Furthermore,

researcher has given proper information to the sample regarding the major objective behind

conducting the given study.

Limitation of research method

Time is being regarded as the major limitation for the present study. This is because, in

this context it is assessed that here scholar have very limited time to carry out its study upon the

respective topic. This may hamper the result of the given study.

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Data analysis

Data analysis is the way of analysing the collected data for the study. The effectiveness of

the obtained result largely depends upon the different data analysis methods only (Merriam,

2009). Thus, in the present study, SPSS software has been used in which different statistical tests

has been applied.

Resources and time plan

There are varied type of resources will be needed by the researcher with an aim to

accomplish the objective of the study in a successful way. However, among all time and financial

resources are the major one. Here, the whole work of present study has been divided in 10 tasks.

Thus, each tasks are splits into 14 weeks period.

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CHAPTER- 4 DATA COLLECTION AND ANALYSIS

Questionnaire

The purpose of this questionnaire is to investigate the impact of motivation on job

satisfaction at the McDonald’ restaurant, Harrow.

Gender

Male Female

Age

< 30 years 30-40 years >40 years

Job Rank:

High Middle Low

Mention your years of experience?

5 years 2 > 5 years 3 > 10 years

Tick the most appropriate answers

Work motivation Strongly

disagree

Somewhat

disagree

Disagree Agree Somewhat

agree

Strongly

agree

I arrive at the

McDonald store on

time and do not leave

early

1 2 3 4 5 6

My work is of

interesting nature

1 2 3 4 5 6

I am confident with my 1 2 3 4 5 6

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abilities to succeed I take responsibility for

my mistakes and do not

blame others

1 2 3 45 6

My mentor keeps me

motivated towards my

work

1 2 3 4 5 6

I expect more accuracy

in my work

1 2 3 4 5 6

I take participation in

training in order to

improve my skills and

competencies

1 2 3 4 5 6

Job satisfaction Strongly

disagree

Somewhat

disagree

Disagree Agree Somewhat

agree

Strongly agree

I am often bored

with the job

1 2 3 4 5 6

I feel satisfied

from my present

job

1 2 3 4 5 6

I feel enthusiastic

about my job

1 2 3 4 5 6

I feel enjoyment in

my work

1 2 3 4 5 6

I am satisfied with

the recognition

1 2 3 4 5 6

I am satisfied with

my chances of

promotion

1 2 3 4 5 6

I am satisfied with

the dynamics in

my job

1 2 3 4 5 6

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Findings from the questionnaire

Statisticsgende

r

ag

e

Job

Ra

nk

Ment

ion

your

years

of

expe

rienc

e

I

arrive

at the

McDo

nald

store

on

time

and

do not

leave

early

My

work

is of

intere

sting

nature

I am

confi

dent

with

my

abiliti

es to

succe

ed

I take

respons

ibility

for my

mistake

s and

do not

blame

others

My

ment

or

keeps

me

motiv

ated

towar

ds my

work

I

expe

ct

more

accur

acy

in

my

work

I take

particip

ation in

training

in order

to

improv

e my

skills

and

compet

encies

I

am

oft

en

bor

ed

wit

h

the

job

I feel

satis

fied

from

my

pres

ent

job

I feel

enthusi

astic

about

my job

I feel

enjoy

ment

in my

work

I am

satisfi

ed

with

the

recogn

ition

I am

satisfi

ed

with

my

chanc

es of

prom

otion

I am

satisf

ied

with

the

dyna

mics

in my

job

N

Valid 20 20 20 20 0 20 20 20 20 20 20 20 20 20 20 20 20 20Missi

ng0 0 0 0 20 0 0 0 0 0 0 0 0 0 0 0 0 0

gender

Frequency Percent ValidPercent

CumulativePercent

Valid male 20 100.0 100.0 100.0

age


CumulativePercent

Valid

< 30 years 4 20.0 20.0 20.0

30-40 years 11 55.0 55.0 75.0

>40 years 5 25.0 25.0 100.0

Total 20 100.0 100.0

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Job Rank


CumulativePercent

Valid

high 5 25.0 25.0 25.0

middle 12 60.0 60.0 85.0

low 3 15.0 15.0 100.0

Total 20 100.0 100.0

Mention your years of experience


CumulativePercent

Valid

5 years 6 30.0 30.0 30.0

2 > 5 years 9 45.0 45.0 75.0

3 > 10years

5 25.0 25.0 100.0

Total 20 100.0 100.0

My work is of interesting nature


CumulativePercent

Valid

Disagree 2 10.0 10.0 10.0

Agree 7 35.0 35.0 45.0

Somewhat agree 8 40.0 40.0 85.0

strongly agree 3 15.0 15.0 100.0

Total 20 100.0 100.0

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I am confident with my abilities to succeed


CumulativePercent

Valid

Disagree 2 10.0 10.0 10.0

Agree 10 50.0 50.0 60.0



Total 20 100.0 100.0

I take responsibility for my mistakes and do not blame others


CumulativePercent

Valid

Agree 8 40.0 40.0 40.0



Total 20 100.0 100.0

My mentor keeps me motivated towards my work


CumulativePercent

Valid

Somewhatdisagree

1 5.0 5.0 5.0

Disagree 2 10.0 10.0 15.0

Agree 9 45.0 45.0 60.0



Total 20 100.0 100.0

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I expect more accuracy in my work


CumulativePercent

Valid

Disagree 4 20.0 20.0 20.0

Agree 12 60.0 60.0 80.0


Total 20 100.0 100.0

I take participation in training in order to improve my skills andcompetencies


CumulativePercent

Valid

Agree 9 45.0 45.0 45.0



Total 20 100.0 100.0

I am often bored with the job


CumulativePercent

Valid

Strongly disagree 3 15.0 15.0 15.0

somewhat disagree 10 50.0 50.0 65.0

Disagree 7 35.0 35.0 100.0

Total 20 100.0 100.0

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I feel satisfied from my present job


CumulativePercent

Valid

Agree 9 45.0 45.0 45.0



Total 20 100.0 100.0

I feel enthusiastic about my job


CumulativePercent

Valid

Disagree 2 10.0 10.0 10.0

Agree 10 50.0 50.0 60.0



Total 20 100.0 100.0

I feel enjoyment in my work


CumulativePercent

Valid

Disagree 1 5.0 5.0 5.0

Agree 11 55.0 55.0 60.0



Total 20 100.0 100.0

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I am satisfied with the recognition


CumulativePercent

Valid

Disagree 3 15.0 15.0 15.0

Agree 11 55.0 55.0 70.0


Total 20 100.0 100.0

I am satisfied with my chances of promotion


CumulativePercent

Valid

Disagree 6 30.0 30.0 30.0

Agree 7 35.0 35.0 65.0



Total 20 100.0 100.0

I am satisfied with the dynamics in my job


CumulativePercent

Valid

Disagree 3 15.0 15.0 15.0

Agree 9 45.0 45.0 60.0



Total 20 100.0 100.0

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Interpretation

Gender distribution

The above graph indicates that gender respondents in the questionnaire process were

equal in numbers. The number of men and women surveyed equals in proportion of 50% each.

Age distribution

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The above graph signifies the age of the employees questioned at the McDonalds. The average

age of employees is between 30-40 years. This indicates that managers of the organization have a

preference to hire young people within this category of work.

Job ranking

The employees are asked about their position level within the company. The results

revealed that 25% are on high job rank, 15% are on low job rank and 60% are on middle job

rank. From this it can be interpreted that medium qualification jobs are largely seen in the fast

food industry.

Years of experience

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The above graph indicates the working experience of the sample respondents at the McDonald.

The results have revealed that majority of the individual have 2-5 years of experience, 30% of

them have 5 years of experience and 25% of them have 3-10 years of experience.

My work is of interesting nature

The respondents were asked to state how interesting their work is at McDonalds. About

35% of them responded agree, 10% disagree, 40% stated somewhat agree and 15% stated

strongly agree. Majority of them were having positive opinions hence they feel interested in the

work that they do.

I am confident with my abilities to succeed

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The employees were asked about their opinion on the confidence that they held on their abilities.

The results discovered that all 20 employees were agreeing with the statement. This shows that

they could reach the level of motivation successfully.

I take responsibility for my mistakes and do not blame others

The above findings shows the sense of personal responsibility for the potential mistakes at the workplace. Majority of the sample people were showing their agreement with the statement. From this it can be interpreted that learning from own mistakes develops high level of personal and professional satisfaction and motivation towards the work.

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I expect more accuracy in my work

The purpose of the researcher was to know whether the employees expect more accuracy

in their work. On getting the responses it was derived that majority of the respondents agree with

the statement.

My mentor keeps me motivated towards my work

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The findings showed that 17 persons from the total 20 employees agree that mentor can

be an effective approach for giving motivation. It is a good approach as the mentors can teach the

employees through their own real life experiences.

I take participation in the training in order to improve my skills and competencies

From the above findings it can be discovered that McDonald employees keeps the

willingness to participate in the training events for the purpose of increasing the professional

competencies. This helps in increasing their motivation level and it also leads to job satisfaction

Job satisfaction

I am often bored with the job

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The above pie chart shows that majority of the sample respondents disagreed with the

statement because they are not bored with the job as it keeps them engaging. Employees of

McDonalds are working with good satisfaction and they are also highly motivated.

I feel satisfied from my present job

In this question, the employees responded in positive manner. They are satisfied from

their present job which means they are highly motivated to make contribution towards the

business growth.

I feel enthusiastic about my job

From the above findings, it can be analysed that majority of the employees are

enthusiastic towards their work. It denotes high level of job satisfaction. However some people

disagreed with the statement which means there is a need to give them support of guidance in

order to increase the motivational level.

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SAMPLE ON

EMPLOYEE MOTIVATION

RESEARCH PROJECT


KINDLY CONTACT AT:

[email protected]

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CHAPTER – 5 CONCLUSION AND RECOMMENDATIONS

After analyzing the whole research report, it can be concluded that the motivation has it

significant impact upon the satisfaction level of workers. This is because, it has been examined

that high level of motivation among worker will force them with regard to deliver their best

services to the corporation in an effectual manner. Here, it has also being assessed that the

employees who are working in McDonald feels highly satisfied and motivated. It is because of

the presence of an effective working environment of McDonald. In this context, it is identified

that the working environment of firm is highly cooperative and here each individuals works like

they are the member of one single family. In addition to this, McDonald have outstanding growth

opportunities for the employees who wants to get associated with the company for the long

period of time. Furthermore, the firm also employ a flexible working hour type of system which

gives opportunity to the employees to maintain the proper balance between the family and work

life. These all given things will lead to entail the high satisfaction among workers. As a result of

it they will put their efforts in giving high and best quality of services to the corporation, Due to

this, firm will get the benefit in the form of increased profits and sales in an effective way.

In addition to this, McDonald appreciates the work which is being carried out by its

employees through an incentive policy. This policy is used with an aim to maintain the

satisfaction level of employees. Thus, it can be consider as one of the element which is playing

very important role in firm's success or in the process of enhancing worker motivation.

Besides this, there are varied recommendations are being suggested to the manager of

organization which helps in enhancing the overall satisfaction level of workers. In this context, it

is suggested to the firm that it must give timely feedback to the workers regarding the type of

services being given by them. For this purpose, it can take help from the 360 degree performance

measurement tool. With the use of this tool, the performance as being given by the employees

can be examined through 360 degree angle. Thus, it will provide opportunity to the employees

with regard to work upon those areas of their performance in which they are hindering. This

thing will not only help in enhancing the satisfaction level of employees but it will also affect the

sales and profits of enterprise in a positive way.

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REFERENCES

Books and Journals

Albrecht, S., 2012. The influence of job, team and organizational level resources on employeewell-being, engagement, commitment and extra-role performance: Test of a model.International Journal of Manpower.

Armstrong, M., 2012. Armstrong’s Handbook of Human Resource Management Practice. 12thed. Eisele, L. and et.al., 2013. Employee motivation for personal development planeffectiveness. European Journal of Training and Development.

Bell, J. 2010. Doing Your Research Project. 5th ed. McGraw-Hill International.

Cattermole, G. Johnson, J. and Roberts, K., 2013. Employee engagement welcomes the dawn ofan empowerment culture. Strategic HR Review.

Claydon, T. 2010. Human Resource Management (Sixth Edition). Pearson Education Limited.

Cram, K., 2010. Study guide for Strategic Human Resource Management; Theory and Practice.Cram101 Incorporated.

Creswell, J. W., 2013. Qualitative, Quantitative, and Mixed Methods Approaches. 4th ed. SAGEPublications, Inc.

Online

Hakala, D., 2008. 16 Ways to Measure Employee Performance. [Online]. Available through<http://www.hrworld.com/features/16-ways-measure-performance-021908/>.

Motivating Employees. 2015. [Online]. Available through<http://guides.wsj.com/management/managing-your-people/how-to-motivate-employees/>.

Quantitative and Qualitative Evaluation Methods. 2007. [Online] Available at: <http://www.civicpartnerships.org/docs/tools_resources/Quan_Qual%20Methods%209.07.htm>

Tucker, K., 2013. What Is Management Leadership's Role in Motivating Employees? [Online]Available through: <http://smallbusiness.chron.com/management-leaderships-role-motivating-employees-21896.html>.

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SAMPLE ON

EMPLOYEE MOTIVATION

RESEARCH PROJECT


KINDLY CONTACT AT:

[email protected]

Toll Free : +44 203 3555 345




Employee motivation research project

Education

Transcript of Employee motivation research project