RESEARCH PROPOSAL

WHICH KIND OF MOTIVATIONAL STRATEGIES THE HIGHER

MANAGEMENT USED TO PROMOTE THE EFFICIENCY OF THE
EMPLOYEES

INTRODUCTION

“Motivation" is the ones internal process that energizes and support behavior. In other
words, it is the energy which helps people to react in a specific manner (positive or
negative). Employee’s moral is one of the important factors that linked with motivation.
So, an employee with high morale will be more loyal and committed with the job. In
short, motivation, give reasons to the employees to work in the best interest of the
company.

Why study motivation?

The answer of this question is that, motivation leads to achieve your business goals.
Employees are like sheep; lead them to achieve the mission. Motivation is the best way to
create interest in employees towards the goals. Motivation is the tough job for managers,
because every employee has different attitude. So use the best methods of motivation that
are acceptable to all.
To accomplish the needs of the employees and to achieve the goals, every organization
should have their own motivation plans. Motivation is the responsibility of all level of
managers and supervisors.
The key motivational awards for the employees to promote their working ability are
profit sharing, gain sharing, job promotion increments, bonuses, ESOP’s, and merits.
With all these promotional activities employees need job security, appreciation at work
and suitable training to boost potential (acas, 2004). In short, incentives maximize
pleasure and minimize physical pain. So it is quite essential to give priority to the
employees pleasure (CottrillsReward .com).

LITRATURE REVIEW

What really motivates your staff?

What really motivates people? Sometimes we assume that people are motivated by the
same things. But actually, number of factors is involved to motivate the people. The
question is that motivated by financial rewards, praise and acknowledgment, status,
competition, public identification, job security, fear, all these fulfill the needs of the
people (bussinessballs.com).

Employee motivation plays an important role in the success or failure of any organization
(Javitch.com). The employees are the back bones of the organization and motivation
work as a fuel to morale, productivity, profits, and product & service delivery (ibid).
What motivates your employees is one of the challenging questions for the management.
Different factors motivate individuals and teams in different ways. Because, some
individuals are motivated by money and others through flexible job timings, job
development opportunities or self satisfaction. It is a challenge from line management to
top executives, to find out the ways to motivate the employees to gain the human
resource advantage lead to the challenging work force (Bukingham at al., 1999).

According to Goleman, Danial (March- April, 2000), motivation manipulate retention as

well as performance, particularly in developing countries. Good leadership receives
feedback from the work climate in a positive manner (ibid). A survey was conduct within
US chain store in terms of how happy and motivated the employees were link to the $104
million of sales, the top 25% group of stores were engaged 1000 more employees per
year than the bottom groups (Bukingham and Coffman, 1999).

With the study of an accountancy firm which ran a management development center, led
to considerable improvement in work performance (motivation, intention to stay and job
satisfaction), attitude and self insight. The study showed that there would be increase in
sales of that company (Naish and Birdi, 2001).

Are employee goals and company goals aligned?

Most of the companies fail to achieve their set goals, or completely fail, because
accidentally their communication procedures do not meet the mission statement
(waterhousegroup.com)

In most of the companies, the aim of the CEO’s is to set shared goals and objectives
throughout the entire organization. They communicate their vision statement in all the
general meetings, newsletters, and annual reports. The CEO’s expect that the boardroom
decisions will be carried out with loyalty by management and staff
(waterhousegroup.com).

Research and knowledge shows that when employees recognize that their role impact on
success of the organization, both organization and employees performance increases
(James Harvey, June, 2006)

. To drive high involvement of employees, workforce alignment

 • Goal Alignment Improvement. Increases visibility in tactical and strategic
goals by moving goals to realistic level which also increases the confidence and
skills of employees.

• Cooperation Building. Employees build their confidence by cooperating each

other and from top to bottom they share their goals and their combine effort will
work our meeting business goals.

• Accountability. It will assign accurate and measureable work on all the

employees which will increase confidence and didn’t put work load on
employees.

• Goal progress. It monitors goal progress and the accuracy of work done.

• Boost employee Confidence. It will boost employee confidence by giving them

accurate and measureable task which can be quantified and will be qualitative in
terms of goal progress and the work will be divided among employees which will
make them stress less in doing their work.

Do employees feel empowered?

A truly favorable work environment is based on outstanding customer service, creativity

in solving problems, high trust. Teamwork effort and operational excellence, the
leadership should understand to invest on the needs of the employee that represents the
valuable assets of the organization and is one of its valuable customers (Ryan, Joe, June,
1998). The return on these investments is in the form of motivation, creativity,
commitment and productivity which leads to achieve the goals and profitability. This
total quality management leads to the employee’s involvement and empowerment.

Employee involvement means that each employee is involved in helping the organization
to achieve its goals (Ryan, Joe, June, 1998). The management should realize that the
employee is one of the important parts of the organization and he is involved in running
the business (ibid). Employee empowerment means, the management realize the ability
of the employees and provide them the tools and authority to recognize and improve their
performance.

The word empowerment is invented in 1849, to refer to “the gaining of power”. In the
background of Total Quality Management (TQM), empower means, to give permission
or to give authority to act independently to reach the expectations. This power is
transferred by the management to develop a human connection with the decision making
process which maintain the TQM program (Beck, Joseph and Susan, 1993).

RESEARCH QUESTIONS

1. What really motivates your staff?

2. Do employees feel empowered?

3. Are employee goals and company goals aligned?

RESEARCH METHODOLOG

Primary data will be conducted at various time intervals by different methods and
tools such as surveys, interviews, discussions, and field observations. Surveys and
interviews will be conducted by using sampling method, questionnaire survey and
interviews separately. According to Sekaran (2002) research should be flexible in
terms of both qualitative and quantitative and it should not restrict to the paradigm as
researcher can get qualitative and quantitative data if the research is done on his own
and with his own style.
 SELECTION OF THE STUDY AREA

For collecting primary information a key organization (TESCO) is selected by the

researcher himself.

The main reason for selecting this organization is that, this organization has an important
position in the RETAIL industry all over the world, mainly in UK. It has a long
history of customer service. That is why it is interesting to make analysis of the
“ MOTIVATION STRATEGIES” used by the top management to encourage the
EMPLOYEES for the achievement of the organizational goals and profitability.

PRIMARY INFORMATION

Primary information will be collected from the local authorities of the organization,
employee’s of the organization. The collection of data from the primary sources
is in consistency with the previous researches conducted by () on the same
subject matter.

Interviews

Questionnaires are the mixture of both open and close ended question. Open ended
questions will identify other variables needed to be studied in the future
researches while close ended questions will help the researcher to gather the
relevant and most appropriate information related to the subject matter (Sekaran,
2004).

SECONDORY INFORMATION

Secondary information will also be collected from different sources, journals, magazines,
company website, published and unpublished information, planning reports and
other relevant materials.
 SAMPLING METHOD AND QUESTIONNIARE SURVEY

According to Saunders et al (2007) 25% of the total population selected as the sample
size gives the fair idea about the subject matter. The questionnaires will
therefore be distributed on the basis of this ratio in 10 outlets of the organization
under study. y. The sample size selected for the present investigation will be 10
in each outlet. Moreover it helps the researcher to include all the groups
represent the organization (ibid). According to Saunders et al (2004) the fair
representation of the total population increases the generalizibility of the
research. According to Saunders et al (2004) the generalization of the research
increases by the fair representation of the whole population. According to
Saunders et al (2004), to cover all the groups present within the specific
organization, stratified random sampling method increases the chances to
generalize the research.

According to Sekran 2002 Questionnaire comprises open and close ended questions, the
close ended questions will help the researcher in finding and collecting relavant
data however open ended question gives positive response to the respondent
according to the respondents thoughts. According to Sekran (2004) close ended
questions restricted the respondent to answer according to the said pattern.
Furthermore, open and close ended questionnaires selected for this study was
also used by Chughtai and Zafar (2006) in studying the organisational
commitment among Pakistani university teachers.

INTERVIEWS
Both structured and unstructured interviews will be used in the present research. The
unstructured will help the researcher in assessing different variables which
needed further investigation by pointing out preliminary issues. (Sekaran, 2002).
On the other hand structured interviews will provide relevant data which will be
used during the study.(ibid). According to Saunder et al (2008), the combination
of both un-structured and structured questions help the researcher to get the brief
knowledge about the topic. All the interviews will be recorded by the researcher
himself. Combination of both the qualitative and quantitative data was also used
by Sekran (2002) . The data obtained from the interviews are also in
accordance of the previous researches conducted by different researchers.

CONCLUSION
From the study of the topic we coclude that employees are the back bones of any
organization. For the success of the organization it is necessary for the management to
look after the needs of the employees. Motivation is the best way to achieve
organizational goals. The involment of employees in decision making leads towords time
saving which leads to progress achievement and profitability. A truly favorable work
environment is based on high trust, exceptional customer service, creative problem
solving, combine teamwork and operational excellence, the leadership should understand
to invest on the needs of the employee that represents the valuable assets of the
organization and is one of its valuable customers.

REFERENCES
• Available at www.CottrillsReward.com (accessed on April, 16, 2010).
• Acas, ‘Pay methods’ (version, June, 2004)
• Beck, Joseph and Susan, TQM: Implementing continuous improvement, Sterling
Publishing Company, New York, 1993.
• www.businessballs.com > Leadership / Management
• Bukingham, Marcus, and Coffman, Curt. First Break All the Rules: What the
worlds greatest Managers do Differently. New York: Simon and Schuster, 1999.
• Goleman, Daniel. “ Leadership That Gets Results.” Haward Business Review
(March- April, 2000).
• James Harvey, “A Practical Approach To Alligning And Managing Employee
Goals”, June, 2006.
• www.Javitch.com/Q/004.pdf
• Naish R. And Birdi k (2001). Evaluation of the effects of a management
development program on development, retention and business performance. The
British Psychological Society Conference, Book of Proceedings, 24-25.

• Ryan, Joe, Giving People Chance To Sparkle, People Management, June 1998,
pp. 40-42.
• www.successfactor.com/corporate-goal-allignment/-United States.