Research Title How to motivate the employees of Tesco in the competitive retail super market industry, UK

Abstract This study is to analyze how to motivation the employees of Tesco for the better performances. Employee motivation and performance seeks to look at how best employees can be motivated in order to achieve high performance within a company or organization. Managers and entrepreneurs must ensure that companies or organizations have competent personnel that are capable to handle this task. Four theories will be taken into consideration to give an explanation to the question raised in the problem formulation. These theories include: Maslows hierarchy of needs, Herzberg two factor theory, John Adair fifty-fifty theory and Vrooms expectancy theory. Furthermore, the performance management process as a tool to measure employee performance and company performance. This research will follow the both strategy as the study requires following both methods. For the research purpose primary data will be collected from sample survey. The workers in M & S will be the sample for this study. It will be total 50. Collected data will be presented and analyzed using different statistical tools such as frequency distribution, descriptive statistics (mean and standard deviation).

Table of Contents Contents 1.Introduction 1.1Background of the Study 1.2 Aim and objectives of this research 1.3 Questions to be answered 1.4Rationale behind the Chosen Research Topic 1.5 Outline of the Dissertation 2. Literature Review 2.1 Introduction 2.2 Concept of Motivation 2.3 Motivational Factors 2.4 Motivational Theories 2.5 The Relationship Between Employee Motivation And Job Performance 2.6 Summary 3. The Research Strategy And Methodology 4. Ethical Considerations 5. Expected Outcome 6. Timescale & Research Planning 7. Conclusion 8. Bibliography Page No 01 01 02 02 02 03 04 04 04 04 05 06 07 07 07 07 08 08 09-10

1.Introduction 1.1Background of the Study The central purpose of this research paper is to analyze the motivational factors and patterns of the workers and at the same time the incentives strategy that make an employee satisfied in his job and inspire to give better service to the clients of the company he involved. To achieve these and to make a proper decision Human Resource Management (HRM) works for a better policy planning and effective strategy making for the company and for its employee. It focuses on proficiency as it matters for the growth of the company and smart and skilled employees are essential for this. Employees can hire if it is needed for the company through proper incentives (Stewart and Brown 2011). This paper will discuss over the motivational aspect of Tesco to its employees for better performance of the company. It was Jack Cohen who started the journey of Tesco in 1919. He was a stallholder of the grocery shops in London city. Cohen merged his business with T.E. Stockwell who sold tea for sale to Cohen and ultimately Tesco was initiated. First branch was opened in 1929 and it spreads all over the world now. There are more than 2200 branches of Tesco and more than 468000 people are working in Tesco at present in the world. To continue this growth and to manage this huge workforce with lots of expectations Tesco needs to reform and bring some dynamics in terms of motivation and incentives to its employees. There should have more training, management skill building to better communicate with the clients and to bring out the demands and expectations of the consumers. At the same time, there should have regular incentives for the employees so that they can get more close with the aims and objectives of Tesco and the workers of every level from customer assistant to the support team and management authority, everyone should incorporate in this pattern of motivation. This motivation is directly connected with the growth of the company. HRM has the core responsibility to maintain this workforce and effectively response to their demands and expectations from Tesco. In fact, at present time motivational patters and incentive are becoming key issue to work on by the researcher and academics in business world and they are trying to interlink this motivational factor with the growth and success of the company specially in focusing over the labor concentrated business industry (Chiang et al 2008). This paper will focus on the strategies of Tesco to motivate its employees and to increase their skill, efficiency and sense of attachment with the objectives of Tesco. 1.2 Aim and Objectives of This Research The aim of this study is to analyze how to motivate the employees of Tesco in the competitive retail super market industry, UK. Objectives are: i. To explore whether employees of Tesco are motivated to work; ii. To identify and analyze motivational factors; iii. To analyze how Tesco could motivate the employees for better performance. 1.3 Questions to be answered i. How much the employees of Tesco are motivated in their workplace? ii. What factors are crucial for motivating employees? iii. What strategies Could Tesco applied to motivate employees?

1.4Rationale behind the Chosen Research Topic

It is very common and most important for any business company to read the psychology of the customer and the demand and expectations of the employees working in the company. As a graduate from this subject the researcher know the facts and relations between this. It is natural when the clients get the products and services from the company according to his expectation he will automatically go there and become loyal to the company. To make the customer loyal to the company products, proper service from the employees are essential. And naturally a motivated employee will serve better. So there is a close link between the satisfaction of employees and customers. Recognizing these facts the researcher thought that it may be a better paper to work on the issue of customer satisfaction through proper service from the employees and at the same time the factor and pattern of motivation which is essential for the employees. Increasing the commitment of the employees is a prime focus here. Many researchers worked on the motivational factors for last 40 years in many times (Willey 1977). There was difference in the aspects through different time. But this is very important for a company to run properly. In this regard this is the demand of time to work on this issue and make out the proper strategy in terms of motivation and satisfaction of the employees in any company.

1.5 Outline of the Dissertation

2. Litreature Review 2.1 Introduction Human Resource Management is always very important for every business sector. Proper management and success of the company depends on the HRM body of the company. Because if there is lack of skill, proper combination, lack of motivation and guidance then automatically company stars to fall and thats why HRM responsibility is key for every business. If the HRM becomes much backdated, company can never sustain in this age of competition. Proper commitment of the employees for the company profit is vital to run and to sustain in this competitive market. Better performance skills can learn through proper training and implementing proper strategies. HRM is responsible for make and to establish all this in the official culture of the company.

2.2 Concept of Motivation There are many ideas and definitions about motivation and motivational factors. Different scholars present this in different ways. The word motivation basically comes from the Latin motive that means the factor that make a direction to do a particular task in a particular way. Attaining the goals and objectives it works as a tonic in many ways. Motivation is basically a means of inspiration and virtual responsibility that leads a person to make a particular task by his own ways as he deserves (Cameron and Spitzer 2010).

2.3 Motivational Factors There are different level of motivational factors in terms of the difference in the level of work, position of job and many others. Through a deep study on this issue the researcher found many motivational factors and these are included in the following1. CHALLENGING AND CREATIVE WORK In most cases the employees of the company likes to take challenges and they likes to work on dynamic job where he can better use his skills and creativity for the work he assigned by the authority (Woodruff 2006). Challenging task inspires them to take risk and if he gets success, he will be pleased to take another chance and ultimately its better for the company. 2. HIGH SALARY Payment is always a big motivational factor as it matters most for maximum employees. Smart payment sometime works as a bond of success as it is the main aspect of security and relaxation in the job by any employees (Tang and Kim 2002). Because of the growing expectation regarding money it becomes a key tool to motivate the employees in many organizations. 3. INDIVIDUAL GROWTH AND DEVELOPMENT The growth and regular success of the company is always a big motivation for any employees as it secures their job and create a positive image for the people involved with the company. People like to involve with those companies where he can get better training and where a certain rules and regulations strongly followed for the individual growth of the employee (Kaye 2003). 4. GOOD RELATIONSHIP WITH SUPERVISOR AND COLLEAGUES Better official environment and good terms with the higher officials and among the employees works as a big motivation in maximum cases. In fact workers want to make good relation with the co-worker he works with and believe in team effort to make the task in success (Kaye 2003).

2.4 Motivational Theories To understand the process of motivation and the real effect of motivational factors over the employees is very tough to understand (Alawi 2005). It is important for the authority to know the real motivational factors before try to implement the motivational strategies over the employees (Tanke 1990). Many theories are practicing now to understand the motivational factors (Kanfer 2004 p. 992). Besides, there are many theories that pointed out the factors that lead to the difference in motivational aspects (Beauvais and Scholl 1999 p. 970). There are some theories which are well recognized where management are the most important factors because it leads to

better performance and attachment with the goal a company establish (Amurusko, Szasz and Duque 2004, p. 1). The very first theory on motivation was established by engineer Taylor in 1911. He believes that people work for money and it is the real motivation for every case. Gradually many researchers pointed out new motivational factors and these are; better communication, strong and likeminded team, mutual understanding, cooperative tendencies among the employees, incorporating the employees in decision making process and a proper teamwork. During the 1950s decade many famous theory was established regarding motivation. Among these theories the Hierarchy needs theory is the most prominent which was given by Abraham Maslow. In 1960s a new theory emerged which known as X and Y theory and it was given by Douglas McGregor. This is basically an urbanized theory focusing on the motivational aspects of the employees. The methods to motivate the employees are properly clarified in this theory. These theories are useful to make a proper decision over the motivational strategies and patterns to motivate the employees in different levels by different ways. 2.5 The Relationship between Employee Motivation and Job Performance Human relations theory mentioned the causal relation between the performance and motivation (Filley et al 1976). This relation and interdependency has been studied for long time by many scholars. But it was tough for the researcher in past to point out the real connection between this motivation and performance (Vroom 1964). Through studying more than 20 research paper on this issue, it was found that these two factors are closely interlinked (Petty et al 1984). Satisfaction of the employees turns to the committed workforce in the company according to maximum research findings (Vroom 1964). There is a circular relation between the motivation, satisfaction and performance (Hackman and Oldham 2006).

Figure: The relationship of Performance, Satisfaction and Motivation

2.6 Summary In this chapter the researcher has reviewed the literatures related to the motivation in short. This short review supports the aim and objectives of this study. 3. The Research Strategy and Methodology There are basically 2 types of research method and these are qualitative and quantitative method (Saunders et al 2007). The qualitative method focus on the naturalistic findings and the quantitative method emphasize on the numerical findings in maximum cases. For this research the researcher used the mixed model as it is more effective to make a theoretical explanation and numerical data collection for a proper understanding. In fact, this mixed model has been used by analysing all factors related to this study.

On the other side there are 5 research strategies and these are- Survey, Case Study, Experiment, History and Archival Analysis (Yin 2004). The researcher will use the case study as it works best for this paper. Tesco is the case company in this study. Primary data will be collected by taking interviews of the selected samples. The employees of Tesco will be the sample for this study. It will be total 50. Interviews will be taken based on a predetermined questionnaire. The details of the questionnaire are attached in the appendix. Then collected data will be presented and analyzed using different statistical tools such as frequency distribution, descriptive statistics (mean and standard deviation). 4. Ethical Considerations Ethical issues are very important for every research paper. A researcher should strongly follow the ethical code and conduct before proceedings. This is basically the maintenance of secrecy in terms of the information given by the respondent and not to pressurize them to make result in favour of the researcher (Saunders et al 2007). In this paper the researcher strongly followed all the ethical code and conduct. 5. Expected Outcome It is expected that this study will find out that the employees of Tesco are motivated in their workplace. Another outcome is expected to be that Tesco follows different motivational theories strategies such asMaslows hierarchy of needs theory, Frederick Herzberg theory, Mayo theory, Taylors theory, and training and development opportunities. The last outcome of this study is that there are some factors that influence the state of the motivation of employees. These factors are high salary, advancement opportunity, challenging and creative work, good relationship with supervisor and colleagues, recognition and job security. 6. Timescale & Research Planning

7. Conclusion The main objective of this study is the motivation of the employees as well as ways of the satisfaction of the employees that guides advanced output through provide superior consumer service. The objectives of this research will be fulfilled by following both the qualitative and quantitative research. 8. Bibliography 1. Armstrong, M. (2009), Armstrongs Handbook of Human Resource Management Practice, (11th edn), London: Kogan Press 2. Bratton, J. and Gold, J. (2007), Human Resource Management: Theory and Practice, (4th edn), Hampshire: Macmillan 3. Filley, A. C., House, R. J., & Kerr, S. (2006). Managerial process and organisational behaviour. Glenview, Ill.: Scott, Foresman. 4. Hackman, J. R. & Oldham, G. R. (1976). Motivating through the design of work. Organisational Behaviour and Human Performance, 16, 250-279. 5. Herzberg, F, W., Mausner, B. and Snyderman, B. (1957), The Motivation to Work, New York: Wiley, New York, In Armstrong, M. (2009), Armstrongs Handbook of Human Resource Management Practice, (11th edn), London: Kogan Press 6. Kaye, B. & Jordan-Evans, S. (2003) How to retain high-performance employees. John Wiley & Sons, Inc, Vol. 2, pp. 291-298.

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