Customer-Facing Employee Motivation On Organizational Performance Case Study

Elevating Performance: The Key Role of Customer-Facing Employee Motivation

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Chapter 1 Introduction Of The Evaluating the impact of customer-facing employee Motivation on Organisational performance in the U.K

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1.0 Introduction Of The Impact of consumer-facing worker inspiration on organisation performance in retail workers

This part of the chapter consists of the ultimate reflection of the investigative methodology, including the introduction, administration background, problem report, the purpose of the study, inspiration, objectives, study, the aim of the learning, and the rationale for selecting this proposal. The main key question of the investigative title is the impact of consumer-facing worker inspiration on organisation performance in retail workers.

1.1 Research Background

In an organisation, human resource is a very crucial part by which a company can attain its determined objective. In the absence of workers, the business can’t be able to reach its business rationale. Thus, the management needs to uphold human resources to accomplish its job effectively. In this aspect, employee motivation is the best scheme by which personnel can retain within the business for a long time. It is a process under which the higher authority of the corporation encourages, appropriately, to be familiar with employees for their effective performance, and this appreciation is determined in terms of money. In this research, the scholar focused on the impact of employee motivation on their performance concerning Tesco plc branches in the U.K. It is one of the most famous retail outlets in the U.K. In order to address this goal, a variety of research methodology methods have also been helpful in this report to reach a suitable outcome.

1.2 Organisational Background

Tesco began in 1919 with one man, Jack Cohen, a market stallholder selling groceries in London. TESCO was formed out of a merger with T.E. Stockwell, from whom he purchased tea for sale on the stall. The first store opened since then, Tesco has extended across the planet. It now has over 2,200 stores, including hypermarkets and Tesco Express outlets, to meet customer needs. As a conglomerate, Tesco offers different goods and services, for example, insurance, banking and online shopping. With net profits of around 3.4 billion, Tesco has become the most famous British retailer and one of the world's leading retail outlets on three continents (Tesco Annual Report, 2009). Tesco's growth has resulted in a worldwide workforce of over 468,000 employees.

To support its growth, Tesco needs motivated, flexible and well-trained staff who recognise customer needs. Tesco recognises that work inspiration is vital for the company's sustained growth. This case study examines how Tesco motivates its employees by increasing their awareness, skills and job enjoyment through training and development and provided that suitable and appropriate rewards and recognition. What is inspiration? Motivation may stem from personal interests such as continuance safe or outside factors, for instance, praise and reward (Dwain Lester,2017)

1.3 Problem Statement

According to B.B.C. (2015), different features have triggered a turndown in the marketplace share of Tesco over the remaining five years. So as to beautify its overall performance and preserve a spirited facet, Tesco ought to discover a ready and green method. The observation by Dewhurst (2010) suggests that dealing with can inspire workers, above all little performers, and expand job achievement for most elevated achievers. However, because of differences in personality and individual options, several workers are more encouraged by financial rewards, whereas others decide on non-financial remunerations. Incentive schemes are also associated with the job and specialist progress of employees. Sufficient incentives make personnel sensitive and precious, and their hard work is known and refreshing with the administration's aid. Consequently, this look examined the remunerations device and its collision on worker schedule employing that specific in Tesco Plc.

1.4 Purpose of undertaking investigate

This is based entirely on the look performed by Panagiotakopoulos (2013), who tested the main motivational elements of a member of a group of worker's inspiration. The examination has done that essential factors impact worker motivation at a time whilst incentives are nominal. They were also complete that the outside atmosphere adjustments generated diverse, demanding situations for the administration to prepare and implement praise systems permitting them to draw and uphold workers. Consequently, the cutting-edge study is considered based on the conclusion of Panagiotakopoulos (2013). Besides, researchers can use this to look at its findings to investigate the exceptional magnitude of incentive schemes, consisting of equity, difficulty, and so on., to look at their effect on a member of staff presentation, contentment, and inspiration.

1.5 Research Questions

  • What are the modern employee inspiration techniques at Tesco?
  • What is the high-quality influential worker incentive features for Tesco?
  • What is the maximum appropriate worker inspiration policy to enhance consumer support and overall worker routine at Tesco?

1.6 Research Aim

The study inspects consumer-facing worker inspiration features in the retail workforce (i.e.Tesco) and business on organisational presentation, progressing realistic research.

1.7 Research Objectives

So as to critically evaluate worker inspiration principles and perceive critical issues that influence employee motivation in organisational performance. In light of the inducement, the have a look at, the targets of the studies are threefold:

1) To decide the sizable motivating elements within a leading retail employer in Tesco.

2) To determine whether motivation as an aspect is at once associated with the organisational output.

3) To decide how vital it is for the manager to understand the motivation.

1.8 The rationale for choosing this proposal

In 1985, an internal communication look at become carried out at Tesco, and the outcomes confirmed that the behavioural issues of personnel with the customers negatively affect the agency's growth efforts in an extraordinarily competitive marketplace. These outcomes were no longer favourable for the organisation’s growth, so control without delay identified the causes of the group of workers participant’s lousy behaviour to resolve their troubles and troubles (Sparks, Leigh, Burt, Steve L., 2003). Tesco took several steps to inspire the team of workers, especially the ones related to customer offerings, empowered the employees to cope with the clients' problems right away and removed lengthy approaches associated with purchaser services.

1.9 Summary

This chapter comprises the ultimate reflection on the research methodology. TESCO plc knows that work incentive is vital for the company's constant development. Researchers use this study's findings to explore different dimensions of reward systems to inspect their collision on worker presentation, fulfilment, and inspiration. The researcher critically reviews employee motivation theory and identifies critical issues influencing worker motivation in organisational performance. Finally, Tesco took quite a few stepladders to stimulate the employee's members and encouraged them, employees, to address the customers' problems.

Chapter 2 Literature Review

2.0 Introduction

Organisational performance is directly proportional to the motivation of employees. A performing organisation is achieving its goals. According to Mason and WRLC (2020), organisational performance objectives are navigated towards achieving improved profits, sales, innovation, and market share. Employees are an integral part of an organisation. An organisation can perform well when its employees are fulfilling their tasks. A positive attitude of employees is vital for a functional organisation. Management of a performing organisation needs to ensure the performance of the organisational plant, equipment, finance, systems and employees to achieve the organisation's strategic goals. Priorities of an organisation need to be set for outstanding performance.

An organisation is independent of the motivation level of its employees to perform. Low motivation generates low productivity. Performance accomplishment of employees must be rewarded to encourage motivation of employees. Motivated employees act intelligently and appropriately. Productivity, profit, quality of work life, employee turnover, quality of product, a satisfaction of customers and service are the parameters to measure the performance of an organisation.

2.1 Definition of employee motivation

The energy, enthusiasm, commitment, and desire to work and create an employee bring to a particular organisation define employee motivation. As per the opinion of Lasisi (2018), inspiration ignites the urge to perform in a manner that can fulfil the goals of an organisation. Employee motivation needs to be established in an organisation, whether the economy is growing or sinking. Management needs to take the concern to employee motivation. Large businesses and small businesses have different roles to play in employee motivation. Employee motivation is related to intrinsic and extrinsic methods. Large companies have the ability to provide extrinsic rewards to their employees.

Small businesses sometimes face problems in delivering extrinsic rewards. Small businesses can give an ideal office environment. Feedback in small enterprises is swift. Employees perform better in an accessible work environment. Owners feel less burdened when their employees work diligently. Feedback is an emotional reward. Employees feel the difference in an accessible work environment where creativity can take its ride. A feeling of accomplishment is the result of good work performance.

Rewards are also necessary. According to Pohjolainen (2021), material rewards are required to improve employee motivation. Organisations have the responsibility to make policies that can improve employee performance. Organisations need to know the functions of motivation to motivate their employees. Incentive policy is established already. Organisations can apply different motivational theories by having a deep understanding of the individual traits of their employees. Motivation is an inner feeling that inspires employees to perform tasks willingly. Some people are motivated by challenges. Employees sometimes prefer certain autonomy in their work. Organisations need to provide opportunities to grow higher. Tesco pays for hard work. They organise seminars and training session’s to upgrade skills. According to Ratemo (2018), the job should provide satisfaction to motivate employees. Sufficient scope, challenges, variety and abilities in the job motivate employees. Motivation means competence.

Increased payment can motivate employees. Promotion plays a role in the way of motivation. Career advancement is vital to boost performance. Discipline also has a slight role in motivation. Employees need to work diligently with specific rules to perform. People generally do not like criticism. Employees try to work in a manner that can deviate from criticism. Fear of payment withholding action encourages employees to perform. Motivation in an employee can find its root in various sources.

2.2 Types of employee motivation

Intrinsic and Extrinsic motivations are seen as two types of employee motivation. As stated by Barrett et al. (2020), Organisations need to understand that employees are individuals with different qualities. An organisation needs to acknowledge the various aspect of motivation to motivate its employee effectively. Employee satisfaction and engagement can be increased by categorising additional employees and encouraging them accordingly. Two types of motivation get various responses from employees.

Figure 1: Two types of employee motivation

(Source: Inspired by Kadir, 2019)

Internal elements of an organisation generate motivation in employees. Teamwork, training, performance appraisals, employee satisfaction, job security, compensation, incentives and rewards and the organisation's structure play a crucial role in the performance level of employees. Motivation plays a psychological role in performance. Motivation increases willingness towards work. Motivated employees can easily choose the direction in which they need to work. They are able to fulfil the organisational needs. They possess the desire to perform. TESCO needs motivated employees to widen the growth of the organisation. The company gave support to the employees in various manners.

TESCO motivated their employees by providing a balance between work and life. Reward, training, and appraisals are critical factors in the Motivation of TESCO employees. Motivated employees help achieve desired goals ahead of time. An organisation, by growing effectively can satisfy its customers’ needs. Motivated employees are attentive towards their work. This quality of employees reduces the chances of mistakes at work. Tesco‘s growth increased its workforce worldwide. Leading grocery retailer Tesco is performing well and effectively with the performance of its motivated workforce

2.2.1 Intrinsic Motivation

Intrinsic motivation gives motivation from within. An employee feels the urge to perform well. An organisation, by applying inherent motivation methods, helps the employees to perform better in their workplace. As per the opinion of Kadir (2019), employees act according to their belief system. An individual’s deep-rooted beliefs can give him the highest motivation. Intrinsically motivated employees have the qualities of acceptance, respect, urge, desire and curiosity. Intrinsic motivation can be increased by praise and positive feedback. Supervisors and managers play an important role in instilling inherent motivation among employees. An employee can understand the ingenuity of feedback.

Intentional positive feedbacks are necessary. Leaders need to make sure that the employees understand their expectations. Tesco motivated its employees to upgrade their skills to perform well (, (2022). The organisation encouraged employees to identify the task correctly and understand the significance of the study. Tesco provided intrinsic motivation by giving positive feedback and providing certain autonomy to work.

2.2.2 Extrinsic Motivation

Extrinsic motivation motivates individuals through external factors. Rewards and recognition are the main external factors that work in proportion to employee motivation. Different employees have different qualities. Intrinsic motivation does not work always on all employees. Extrinsic motivational factors play a vital role for those types of employees. Extrinsic rewards promote willingness among employees. Weinstein (2018) states that they become more interested in achieving new skills. Bonus perks and awards motivate people to grow in their work field. Incentives also play a crucial role in extrinsic motivation.

Performance needs rewards that can boost the energy to perform better. Rewards are linked towards higher performance criteria. Incentives and bonuses grow the urge to achieve goals. TESCO gave its employees impressive External rewards. The organisation's employees performed constructively together to widen the growth of Tesco. Performance appraisal played a vital role in the company’s overall development. Employees felt more satisfied while working at Tesco.

2.3 Model of employee motivation

TESCO needs motivated staff to support its growth. Staffs need to be flexible and trained. Staff must have the ability to recognise the needs of customers. Tesco’s employees got the support of the company at different levels. Tesco provided support to departmental managers, logistics staff and warehouse employees. Tesco recognised the importance of motivation in the performance of employees. Weber and Badenhorst (2018), believe that TESCO motivates its employees by providing job satisfaction, timely appraisal, incentives and skill training. Tesco recognised the performance of employees. Recognition promotes growth. Tesco ensured the employees’ commitment towards the company. Tesco followed model methods to motivate employees.

2.3.1 Maslow Model

Humans feel motivated by five essential needs, as per Abraham Maslow. Maslow gives a pyramid structure demonstration in the name of the hierarchy of needs model. Basic necessities like food and shelter are at the bottom of the pyramid. Security needs to get the next place in the pyramid. As per the opinion of Matacena (2019), TESCO ensured safety by providing schemes related to pensions and sickness. Employees got the option to join the union for a better sense of belonging to the organisation. The company ensured the health and safety of the employees. Social needs get the 3rd position from the bottom.

Tesco encouraged team working. Positive working conditions encourage group work among the staff. The social esteem of the employees was prioritised in TESCO. Self-respect, respect for others, and praise for hard work helped achieve self-esteem in Tesco’s employees. Self-fulfilment is the final level of Maslow’s pyramid. TESCO gave personal development plans by identifying talent and by giving promotion opportunities. The fast-track management programme helped TESCO towards its growth.

Figure 2: Motivational theory practice

(Source: Inspired by Shi, 2018)

2.3.2 Herzberg Model

A two-factor theory of Motivation is Herzberg's model. Satisfiers and hygiene factors are the two factors. Achievement, recognition, job role, responsibility, promotion and growth work as satisfying factors. Personal life, working conditions, job security, supervision, relationship with co-workers, company policy and administration and pay and benefits are hygienic factors in the Herzberg model. According to Shi (2018), TESCO provided opportunities for its staff and managers to take an interest in their work. Different needs and aspirations of employees were encouraged by TESCO. The company provided salary friendly environment to work. Supportive teammates are important in hygiene factors. The availability of hygiene factors enables excellent workplace support. TESCO offered both satisfiers and hygiene factors to ooze out the best possible outcome from their employees.

2.4 Key aspects of employee motivation

The pressure of the workroom can make a person flinch, regardless of their respective job and decreasing motivation for one’s work makes an impact on the organisation in a much worse way. Suppose a company were to lose one of its hardworking staff due to lack of work inspiration. In that case, it could take a long time and sometimes even years to fill the satisfaction and position the company with another employee, mating the graphs (, 2022). Companies should motivate their workers, which will make them work efficiently with loyalty for years. By providing new and challenging tasks, TESCO is making a great effort to keep the employees' engagement with their work, productivity and motivation for the job at a high level. A new creative task can provide the staff reduce the boredom and exaggeration of the job. On the other hand, a challenging task can give the workers a sense of importance that will make them realise the value within the organisation. There are some critical aspects of essential ideas that a company can assimilate its employees motivated, these are

  • A hassle-free work environment: the productiveness of the company largely depends on the atmosphere of the workplace of the organisation. In the words of Pohjolainen, (2021), the overall setup of the workroom can be left a significant positive as well as negative impact on the employees' actions, feelings and engagement with their work.
  • Communication: Regular communication between the employees and the regulatory body is an effortless way to bring motivation among the staff. Opening up with a pleasant conversation can make the employee feel valuable; e as a person in the company, which will lead them to realise there are some people in the company to whom they can approach.
  • The art of constructive criticism: Motivation for the employee is nothing but positivity or getting the p[positive feedback from the higher authority for the job they have done. Feedback should be positive and negative, which will help the employee assess them accurately and helps them to improve their work. As stated by Jackson, (2018), too many admiring comments can sometimes make the staff insincere.

It is always a must-important thing to support the employees’ inspiration and well-being. A person with a good mentality can work on improving themselves, which will make them stay loyal to any organisation that is looking out for them.

2.5 Organisational performance

The performance of an organisation is the capability of an organisation to achieve its targeted goals and optimises the results. In today's competitive industry, organisational performance can be considered as the ability of a company to reach its goals in a place of constant change. The regulatory body shares its responsibilities together for ensuring the employees’ contribution to the business. TESCO is one the leading company in the present industry that used management of performance and leadership in the retailing industry to develop business success rate. According to the speech of Elberg and Noton (2019), from the very wee hours of the foundation in 1919 in London and starting its production in 1924 TESCO has become a multinational company now securing the second highest place based on its revenue. According to the graph of Tesco in 2019, the company's turnover in the U.K. has touched about $6000 each minute. Though in 2010, Tesco faced some problems with its economic performance that led to its shareholders' wealth with a fall.

The primary purpose of performance management is to increase the productivity, quality and efficiency of controlling the resources of the business in order to dominate the industrial market in the long run. According to Pohjolainen (2021), Tesco aims to stay longer in the retail industry market and to ensure that the company is making good quality products and satisfactory services with affordable costs and competitive prices lower than the rival companies.

Figure 3: the average number of employees at Tesco

(Source:, 2022)

Here this statistical graph depicts the average number of individual employees in TESCO in the U.K., which shows the company’s upgrading success rate for every upcoming year. As stated by Schamp (2019), by reducing cost, being innovative, producing performance measurement tools and techniques, communicating about the performances with stakeholders, taking feedback from the customers as well as from the employees, maintaining the balance sheet, monitoring the financial performances and taking risks in the market, TESCO is leading the organisation as well as the employees to a better performance day by day.

2.6 Key drivers for organisational performance

The organisational culture of a company is the main ground of the company on which everyone and everything in the organisation stands- it is the primary field from which the sustainability of a business develops. And here, solid and balanced leadership is the main key driver for organisational performance that will need to succeed in the upcoming future. But here, the main trouble is the leaders with good intentions do not give importance to the culture during disruption rather, they provide focus on guarding the liabilities and boosting the efficiencies. In the words of Dos Santos (2020), research has shown the fact that the best leaders do not remain in the mode of defence instead, they play the role of offence by examining the importance of creating a strong company culture and providing resources to initiatives that sports it. Like this, the leaders of the industries have been treating disruption like fuel for long-term growth in the market. Side by side, the values and rituals of any company are another critical factor for organisational performance, as strong values make the leaders `to be to stay aligned in every communication and update ng the team. That is why clear and lucid values are an example of landmarks that provides guidance to the employees and lighten up the path ahead.

Modifying the organisation's culture requires the leaders to hold their teams on productive paths that will help them to flourish individually. Leaders have now found opportunities to transform the culture depending on performance development, where every individual is capable of developing as they achieve the outcomes for the organisation. As stated by Lasisi (2018), on the other hand, the performance of the employees and the organisation is another key driver for the success of any company. When the chief regulatory body gets its performance management right and the “how” becomes a powerful inspiration for everyone who belongs to the organisation, though this is invincible, it can be felt by the employees well as by the customers alike. The chiefs who take the time to nourish and fertilise their culture by acting on palpable drivers, sowing seeds which will bring tremendous benefits, mainly when disruption is utilised as an energy source to drive towards the bright possible future.

2.7 Impact of employee motivation on organisational performance

Motivation is the prime need for making the employees devoted and improving their mindset by using some human resource management strategies. Tesco believes that keeping the employees happy and inspired can enhance their organisation's outcome.

Supervisors of different companies are devoted to using contrasting methods of motivation built by business researchers based on the need of the establishments. According to the words of Mason and WRLC (2020), it is one of the most important tasks of any regulatory body of companies. Inspiring the workers makes it quite easy for the management to increase the profit and outcome of the organisation and accomplish their goals by developing the standard of the services. The supervisors use different techniques and tools to inspire the workers to increase their self-confidence and devotion towards their work. Like TESCO is trying to give its workers a better package of salary and yearly and occasional bonuses based on their work and improvement in their respective work.

First and foremost, the organisation tried to meet their employees’ psychological and basic safety needs. Focusing on assuring a healthy and better working atmosphere, Tesco provides a professional balance in work life, increasing the safety of the work and their health by providing medical facilities as well. They also make their workers permanent after a certain period of service.

The most general way is by giving rewards and commissions for their every better work, and as a result, they get a considerable benefit from the employees are:

  • Employees execute their work very well, increasing their productivity on a large scale of admiration.
  • Motivated workers build healthy long-term relationships with honest customers and their organisations.
  • They can participate in the company’s decision-making procedure and become better assets of any organisation.

Motivated staffs of a company are very honest to their organisation and add value and social status to their service. In this way, they are driving their best selves in the companies. In the words of Balthus and Clegg (2021), the workflow becomes more dedicated and efficient whenever employees provide their best in the workplace or respective service. Thus the ability of the organisation to create a high standard of work increases. With time employees are getting able to take on more and more responsibilities without compromising the actual quality of their work. As stated by Kadir (2019), the company can upgrade the productivity and the quality of the product effectively with the help of theory-inspired workers. With this outcome, organisations can provide their staff's proper recognition and incentives while receiving fresh talents to increase overall productivity significantly.

2.8 Summary

Organisational performance has a directly proportional relation to the motivation of employees. The accomplishment of the employees' performances in an organisation must be awarded to encourage the motivation of employees. There are two types of employee motivation: one is Intrinsic, and the other is Extrinsic. A company's organisational culture is the chief ground of any company on which every staff and everything in the organisation stands. It is the primary field from which the sustainability of a business develops. With this result, organisations can give their employees proper recognition as well as incentives while receiving fresh talents for the betterment of overall productiveness in a very significant way

Chapter3 Research Methodology

3.0 Introduction Of The The Significance of Research Methodology in Dissertation Writing

The research method is measured as one of the significant chapters in the dissertation that help examine the precise manner. Study technique is the blueprint that lets the researcher plan a way out of trouble and publications it as a definition that suggests information gathering and valuation (Mugenda & Mugenda, 2003). It consists of diverse equipment and methods that create research more robust and legitimate. The writer can use several investigative philosophies and processes, study layout, population sampling, records series and analysis, moral deliberations, and reliability and validity. The current chapter will offer full facts about all the methods and describe the facts. Here underneath are supplied different tools which can be used within the observation.

3.1 Research Philosophy

According to Galliers (1991), study philosophy may be described as a belief about how facts about a fact must be accumulated, used and investigated. He brought up that there are two investigative philosophies: positivist and interpretivism explore viewpoint. Levin (1988) believed that positivists trust that truth can be vital, described and found objectively without disturbing the phenomenon deliberately. He brought up that the examinations should be replicable and remote. This examination will undertake the positivist values as it follows the standpoint of innate scientists (Saunders et al., 2003). In addition, the look-at is accomplished without being prompted to employ the researcher's feelings. The respondents will answer all choices to ensure that the facts cover the study's targets and questions.

3.2 Research Approach

The study's advance is a significant element of its method that ensures an appropriate move is adopted in the examination. According to Eldabi et al. (2002), for an observation to be seen as medical, some precise medical standards must be shown in its software and procedural method. They opined that the selection of studies approach is essential in each study as it outlines the premise for information study. Thus, the researcher needed to undertake a way which could no longer most superficial result in proper statistics series but additionally permits the standing and steadfastness of the evaluation. All researchers have to pick between quantitative and qualitative study strategies. The deductive system narrows commencing a renowned to a scrupulous factor, often identified as top-down analysis (Saunders et al., 2003). The current research will undertake the deductive method, and the primary cause for selecting this technique is that it fits the targets they have a look at aims to gain (Teddie & Tashakkori, 2008).

3.3 Research Design

A studies design is basically a framework, or a plan to look at that may be used as a lead in gathering and analysing information.”(Cooper et al. 2006). Data examination inspects, cleans, transforms, and fashions facts to discover beneficial records, informing conclusions, and guide decision-making. In this research study, the researcher has used a secondary method that helps to collect information about employees' abilities. In the UK grocery sector, Tesco is one of the big retail sectors in the UK market. This company wants to improve their business in the world market. Therefore, various steps have been taken by the company for avoiding all issues (John Dudovskiy, 2018). Secondary quantitative data have provided various types of information about employees' motivation for Tesco. Basically, a research design helps to improve the research topic and it is based on the researcher's ability.

3.4 Population Sampling

Population sampling is figuring out a sample, i.e., collecting members from the target populace as consultants of the entire public. In the research study, sampling helps to select a group of people who helps to collect various information about employees' motivation. Employees are the main part of every organisation. Here, Tesco is a multinational groceries company in the UK, and employees of this company have satisfied to get good facilities and support. Leaders and managers of this company have followed various strategies for engaging employees and increasing their motivation (Myers, 2013). The Researcher has taken secondary data for collecting authentic sources that help to provide authentic information about employees. The research study helps to understand the importance of employees' abilities and their value to the company. The preliminary inhabitant amount of the study looks at all of the personnel and bosses operating for Tesco worldwide. Sampling methods are widely classified into two corporations: opportunity sampling and non-probability sampling.

Possibility sampling is more dependable as all target population individuals have identical possibilities to participate in studies. In comparison, in the non-possibility pattern, all target populace individuals do not have similar options (Creswell, 2013). It guarantees the choice style is randomised and without partiality. The researcher chose non-chance variety as it is suitable and value-effective.

3.5 Data Collection Method

The data collection method is one of the important parts that help to collect much data about employees' motivation on organisational performance. Basically, the secondary data have been collected from journals, articles, and many newspapers related to the company information. The data has been used for examining authentic data and appropriate information. The researcher has collected information from many sources because it is important for improving the research study. Every successful research work is based on the research data and it helps to develop the research study.

3.5.1 Secondary Data

Secondary information comprises qualitative and quantitative information and may be followed in investigative and evocative studies. According to Saunders et al. (2003), one of the number one importance of secondary records is it is obtainable to be had with fewer attempts than complete information. The statistics amassed were correct and applicable to the study's targets (Saunders et al., 2003). The secondary statistics for this have become accrued from numerous dependable and actual resources, including the library and the internet. Diverse magazine articles and books were searched, severely examined, and analysed to gain statistics from the sources. Several readers rented from the library, while others received it online. The journals were mainly extracted online with Emerald, Sage, and Google.

3.6 Data Analysis

Data examination systems and methods are used to examine statistics accumulated using information collection gadgets and to obtain essential consequences for the studies. These outcomes are then used to attract endings and solutions to the study question(s). Therefore records investigation techniques are an essential component of the studies. Unlike statistics, evaluation strategies exist for qualitative and quantitative facts (Levy and Lemeshow, 2013). This looks at analysed quantitative information accumulated throughout a questionnaire review using graphic records and failure and connection study. Expressive information is the most usually used numerical gear in studies. The principal benefit of definitive descriptions is that they use tables and graphs to evaluate information that is less complicated to examine for people who no longer have an investigative heritage. Additionally, descriptive records are more on hand to conduct than other strategies, including weakening examination and providing a more incredible, significant understanding of the statistics. In addition, deterioration and connection evaluation changed to look at remunerations' effect on workers overall show for Tesco, U.K.

3.7 Ethical Considerations

Various moral considerations are usually undertaken in explore studies (Hammersley and Traianou, 2012). Ethical concerns confer with ethical ideas and values considered during the studies technique to show integrity with the studies network. The researcher sought support from the organisation of every retail outlet and approval from the contributors for the acoustic recording of interviews for records. Thirdly, all applicants have been knowledgeable about the current study's reason and nature. The participants were assured that their facts could be saved exclusively and might no longer be disclosed to third parties lacking the participant's consent. The contributors have been knowledgeable about their right to withdraw from the learning.

3.8 Reliability and Validity

Reliability is an assignment on every occasion a single observer is the delivery of data (Babbie, 2010, p.158). According to Wilson (2010), reliability problems are regularly associated with subjectivity. The validity of the studies may be explained due to the extent to which scientific study technique requirements were followed while producing research findings. Oliver (2010) considers validity a pressing want for all research. There are super varieties of examining validity. The number one ones are unique with the resource of Cohen et al. (2007) as content material validity, criterion-related validity constructs fact and many others.

3.9 Summary

The research method is measured as one of the vital parts of the dissertation that facilitates checking out the perfect way. The author uses numerous research philosophies and approaches, study layout, population sampling, facts series and evaluation, ethical considerations, and reliability and validity. The researcher uses the research method, a vital ingredient of the study's system. The researcher is predicated on secondary statistics, such as qualitative and quantitative information. The researcher uses facts evaluation method and strategies to examine statistics and similarly use ethical issues, consisting of ethical standards and values, to be considered for the duration of the study's plan to reveal integrity with the research community.


4.1 Enhancing Research Through Secondary Data Analysis

This research is based on data analysis and findings; these data help the researcher to give explicit knowledge from this research and improve the research process. This research includes secondary data collection. The data analysis part is based on the appropriate data collection method. The researcher has used many sources for collecting secondary data. Secondary sources mean journals, articles, many newspapers and others sources. Therefore, the secondary sources help to improve this study and provide much authentic information. It is said that the secondary method is appropriate for improving this research study and it helps to get much information about employees' motivation on organisational performances.

4.2 Data Collection

4.2.1 Secondary data collection

Impact of employee motivation on the organisational performances of Tesco

Figure 4.9: Impact of employee motivation on the organisational performances of Tesco

(Source: Sudiardhita et al. 2018)

Managers and leaders of Tesco take some unique tactics for motivating their employees. As a result, total organisation work is increasing day by day only for the motivation of employees. An organisation has achieved its goals with the help of the employee's efforts and their work. Quickly, this company achieved its short-term and long-term goals (Sudiardhita et al. 2018). According to recent research, it is disclosed that the employees' participation has a significant impact on the business production of more than 30%, and it is expected that the ratio will increase by 35%because the organisation’s leadership practices will be significantly improved.

The study disclosed that workforce commitment has increased by 34%, and it hopes that the workforce is improving their adherence by 40% with the help of the leader's motivations. Apart from this study, teamwork has decreased in this graph because of the lack of Tesco’s leadership. Therefore, nearly 26% of workers are committed to their work and fixed their goals. Still, it is expected that workers are committed to their work as early as possible with the help of leaders' motivation and support from the managers. According to this study, it is to be noted that employee capacity is deficient because of a lack of motivation and lack of knowledge, a total of 10% of employees are capable of their memory, and it is expected that it will improve in the future.

The motivating factors related to the organisational output

Figure4.10: The motivating factors related to the organisational output

(Source: Pererva et al. 2018)

Reward policy, motivated staff improvement, teamwork culture, and learning culture are four types of motivating factors that follow the leaders and managers of Tesco. The company leaders have encouraged their employees because employees are central to continuing any business or remarkably increasing business (Perervaet al. 2018). This study disclosed that employees are motivated by their work by 20% follow the reward policies when employees are successful in any job. The leaders of Tesco follow these factors when staff has improved their capacity, and it is low run, more than 16% of employees are motivated by these factors.

Apart from this study, it is to denote that the culture of teamwork has been improved every month because the company leaders improved teamwork for their business growth. After all, teamwork is the best option to build a massive turnover in any company, teamwork is enhanced by more than 30%, and it is expected to grow in the future. The motivating factors of the company explain the work culture and learning is the central part of building employee knowledge, so more than 35% of employees are learned many skills and improve daily; hoping that it runs more than 34% and increases its learning culture.

Leadership Impact on employees’ motivation and performance

Figure 4.11: Impacts of leadership on employees’ performance and motivation

(Source: Niati et al. 2021)

Employee motivation is needed for any organisation's better performance; Tesco gives its employees for its business growth. Leaders of the company always encourage their employees and help them. The Decision-making power of the employees has increased by more than 35%, and it hopes that it will increase in the next year (Niati et al. 2021). Teamwork is high for motivating the employees and employees work to make teams, more than 30% of employees work in a group. According to this study, this company thinks of many unique strategies for its business growth. Basically, more than 65% of the work has been done by motivating the employees.

4.3 Secondary data collection

4.3.1 Impact of employee motivation on the organisational performances of Tesco

Employees are central to any organisation; this study explains Tesco employees’ performances. Managers and leaders of the company always motivate their employees to increase business growth. Managers follow many unique motivational types that help encourage this company's employees and improve their self-confidence in their work. The participation of employees has been high because leaders always motivate their employees, and they perform their best in this work.

he company's workers have committed to their job because of a clear vision and understanding given to leaders and managers (Walumbwa et al. 2019). The company's business growth has been increased by motivating staff and staff of the company to work daily and continue their growth. Teamwork in this company has grown at a high rate because the leadership quality of this company is very high, and leaders motivate and guide employees to their work and improve their quality (Ductoc, 2020). Workers have been encouraged to build a strong relationship with the customers and maintain loyalty and a strong organisation.

Employees have many capacities to work, and then it works in their workplace. As a result, employees tried to give their best for the workplace and be successful in their work. Tesco provides their employees with better salaries and payment bonuses on their performance. Even the company provides for employees' health and safety of their work. These facilities have improved the company's work. Many formal and informal supports help to enhance the company's growth and motivate its employees.

4.3.2 The motivating factors related to organisational output

This study explains four types of motivating factors that work on employee work. Therefore, organisational growth has been improved for motivating employees. This company's managers and leaders have given the employees many rewards for boosting their work. Employees are motivated when they get rewarded by the company for their success. Therefore, leaders have given many rewards when employees succeed other company competitors. As a result, employees worked to give their best and were successful in any work. The company staff have been motivated then work daily. The company's leaders inspire their teams when they are successful in their work (Hemakumara, 2020). Teamwork culture is one of the most important motivating factors that help improve company work and increase employee quality. Employees and the company leaders have no direct relation, but employees' motivation is essential for business growth.

Leaders and managers build good relationships with the workers, so employees work to get a good environment and work on their best effort. Learning is integral to developing employees' qualities and the company’s growth. An organisation works successfully when employees are knowledgeable and give their best work. Therefore, a learning culture is good for business growth and improves employee growth. As a result, this culture improved company’s growth. Each employee of the company has been highly dedicated to their work. Tesco believes that employees work on their best effort if they are happy, which affects the company's business growth.

4.3.3 Leadership Impact on employees’ motivation and performance

Leaders are always motivated by their workers, and employee performance has increased their work. Leaders are always encouraging their employees and increasing employees' qualities. Employees have been inspired, so many attributes are improved, such as decision-making power, teamwork power, and other qualities. Leaders are encouraged by their employees, so their decision-making power is very high in the future, and this power helps the employees to set their decision and work on the right path. Leaders have always inspired their employees to build a successful team and the business to grow. The company managers applied many different theories to motivate all employees (Lorincová et al. 2019). Even Tesco ensures to give employees the security of their jobs and always still safe this position. Employees have been satisfied to know their job security and work consistently to achieve the company's growth. Many unique strategies follow the company for success and its effect on the employees' performances. Customers of this company always wanted the best service, but if they were not satisfied, they left the company. Therefore, many unique steps follow the company to motivate the employees. As a result, Tesco was a reputed company then, and its successful principle is different from the other companies.

4.4 Data findings

4.4.1 Secondary data findings

Employee motivation has a positive impact on the organisational performance of Tesco

Employee motivation has seen a positive impact on the overall performance of Tesco. In a recent study, it has been seen that employees work 20% better when motivated and encouraged. This helps in the overall performance of the employees and simultaneously affects the organisational performance (Pang and Lu, 2018). It has also been seen that Tesco has improved its reward policy by 20% compared to its other competitors in the market. This also encourages employees to improve their work and eventually improves organisational performance.

Tesco has also enhanced its retention scenario, which helps to motivate its staff to improve their work performance in the organisation 16% is the improvement of retention scenario that helps to boost their staff. Teamwork culture has also been followed very closely to engage employees in various activities from time to time. There has been seen an increase of 30% in organisational performance as employees are more involved with each other in the team (Paais and Pattiruhu, 2020). Encouraging and prioritising groups to adopt a learning culture within an organisation has positively impacted the overall organisation's performance. The organisation is seen to have benefitted by 34% due to this factor. These factors have had a positive impact on the organisation’s performance.

Teamwork culture has a positive impact on organisational output

Teamwork culture improvement factors have significantly impacted the overall organisation output. Different theories have been used related to teamwork culture by the Tesco organisation to improve teamwork within the organisation; one of the major theories used to strengthen the teamwork culture is Tuckman’s theory (Siregar et al. 2018). According to Tuckman’s theory, the team was set to have undergone 5 stages of development, including forming, storming, norming, performing, and adjourning. The forming stage is the first stage of team development. In this stage, the team is just introduced to each other.

During this stage, discussing the project goals, each other's interests’ background, and different rules and regulations of the organisation's is common. In the storming stage, the teams realise the difficulty they must face while completing the project. The next stage is the norming stage. This is the stage where the group tends to settle down on their work and work together as a team to achieve a particular goal. In the performing stage, each team member is confident and motivated as they know each other's strengths and weaknesses so that they can help them if necessary. Finally, in the Adjourning stage, the team tends to break up after completing the project.

The reward has an effective result on the performance of the employees

Rewarding employees with benefits has improved the performance of Tesco. Tesco has used expectancy theory to help reward employees based on their performance which helps to encourage the employees to improve their work. This theory suggests that if extra performance is well recognised and rewarded, then the employees will be motivated to perform better to be recognised and rewarded (Lee, 2019). Various elements related to this theory include Expectancy, Instrumentality, and Valence. Expectancy refers to an individual's belief that helps them achieve their desired goal. Instrumentality is an employee's belief that they will be surely rewarded for their better work performance to help meet the expected plan. This encourages employees to achieve their best. To encourage instrumentality, it is crucial to communicate the rewards to the employees and clearly state their expectations. Valence refers to how vital the tip is to a particular individual, motivating them to work towards achieving that goal. This mainly depends on the needs of the individual and its liking and dislikes. This will have a direct impact on the individual’s performance.

The researcher has examined all information about employees' performance at Tesco. Every organisation is running its business if its employees and others people have engaged in the company and provide positive effort. Tesco is a multinational company in the World and employees of this company have satisfied to get various facilities and opportunities from their workplaces. People also agree with the fact that intercultural business will improve the skills of the employees. Managers providing motivation and support also agreed to improve employee engagement at Tesco. People mostly agree with the fact that the discovery of business data can improve business performance at Tesco.

Managers and leaders of every organisation have used so many strategies for improving the productivity of the company. They want to improve employees' abilities, therefore, various types of training and development programs have been conducted by the manager of the company. Employees have managed most of the work of every organisation and it helps to improve the productivity of the company. All the managers have the same viewpoint regarding their perspective on employee participation in business growth.

They think employees get more benefits if they participate in each work sector. All types of managers believe that the motivating factor will help the organisation's productivity. Managers of Tesco believe that appreciating and recognising their work will make the employees more confident while working and thus will produce better results. They also think that managers will be able to point out their mistakes while working and will provide them support to rectify them in the near future.

4.5 Summary

The study refers to many motivational concepts that help to improve the company's growth. Leaders and managers of this company are always motivated by their employees, so employees have been skilful in their work. This company gives many rewards to encourage employees to do their work. The researcher collects secondary data so employees can easily understand all work and get inspired. Teamwork is an essential part of the company because a strong team can easily succeed in the company goal and achieve so much knowledge and become an expert of the company regarding work.


5.1 Conclusion

Organisations need not only the customer but also the employees. The organisation must give a comfortable position to the employees working for the organisation. Through this study, it is evident that organisational motivation is essential for retail employees. Retail employees are that part of the company who are not directly connected to the organisation but indirectly selling the service or product of the company. Also, the retail worker is directly connected with the consumer. If it is the consumer's feedback or the company's new product launch, the retailer connects the consumer and the company with each other.

The retail worker is not connected directly to the company, which is why they did not get that much of the motivation that they needed. In this study about Tesco's organisation, Tesco believes that by keeping the employees motivated and happy, the company will improve, and productivity will also improve. As a conclusive part, there are many theories and tools to motivate the employees of the organisation. Still, suppose the retail employees want to get inspired by the company. In that case, the worker must give better productivity, and the company must provide that much comfort zone and happiness that the employee needs.

5.2 Linking with objectives

The main objective of this study is to discuss the theory of motivating retail employees and determine if it needs to encourage the employee by retail companies. Also, the organisation's manager must understand why the motivation of employees is necessary for the company. After completing this study, it will help to know whether it is linked with the objective. The company also gets good growth in that industry. Tesco in the company who believes that the employee is the central pillar of the company. If the employee is happy, then the company will automatically grow.

Employee motivation is one of the important parts of organisational performance. Leaders and managers have provided motivation to improve employees' abilities. It helps to improve their qualities and abilities and they have provided their best effort for improving the business of the company. In this objective, the Tesco Company is very clear about its impact on its company employees. Knowing about all methods and theories, Tesco chose to give full importance to its employees to achieve good growth in the industry.

Motivation is directly related to organisational output. Tesco knows about its employee’s needs which are why Tesco give all its attention and importance to the employee. The company also understands the result of motivating the employees who are working for this company. Giving a promotion or showing appreciation also motivates an employee. But not only are these motivating employees they are also inspired by accepting their decision, appreciating their diction, and many more. This type of motivation affects the work of an employee. After giving a comfort zone to the employee they also want to give their best working effort to betterment productivity. That will also help the company to get better in the industry. So, from this study, the next objective is also clear, motivation is a factor that is directly connected with the organisational output.

Managers must understand the concept of motivation is the last objective of this topic. For an organisation, it is essential to clear the concept of motivation. An organisation has many employees in that sector. Some are not directly connected with the company, and some are directly associated with the company. In that case, the company does not know about its all-retail shop, but every employee is vital to the company if the employees are connected directly or indirectly. From that perspective, the managers are responsible for taking care of every employee and need to understand why the company motivates the employee. The motivation for achieving something or appreciating the work is to enhance the work quality and develop employability. It will also help the company to get better in productivity.

5.3 Research limitations

During any study, there are many problems to face. After the study, the issue became a research limitation. This limitation does not let the project from being finished. During the research, it was very problematic that after covid situation, regarding the secondary sources. Still, it gets complicated when the maximum manager of the company does not want to give an interview. Collecting secondary sources became a financial problem and affected the cost factor. These limitations are there in the study, but if no problems are created during this study, it will help the study get a better result.

5.4 Scope of the study

This study aims to evaluate the impact of employee motivation factors on retail employees of Tesco. This study explains all the theories and methods of motivating the employees of Tesco. After completing this study, it is evident that the scope of this study will be very effective for the upcoming research and effective for the Tesco organisation. In this study, the secondary resources are beneficial to get into a decision about the study. That is why Tesco also face an impact after this study.

5.5 Recommendations

Enhancing motivation by celebrating the performance of employees:

Tesco is famous for its exemplary service and products, and its unique strategies differ from those of other countries. Employees of this company work at their best because leaders and managers support the employees. Motivation is vital for increasing business growth and productive hours. Employees have been committed to their work because they get support from the managers and leaders. If a worker can achieve short goals, then rewards are given by the managers and leaders. Employees get rewarded, so their work effort and results are increased at a high rate (van der Kolk et al. 2019). Managers have arranged small events to recognise the achievable employees who met target goals.

This effect also motivated the employees. As a result, employees understand that the managers and leaders appreciate them, so they increase their effort in the workplace. Recognition is a tool for motivating employees and achieving short-term goals. A highly motivated person has improved their productivity in the workplace and is satisfied with their work so quickly they can achieve success. Employees get the power to quickly solve problems and make the right decision in the workplace and their life. Managers and leaders of the company have shared their knowledge with the employees.

Providing all staff with a clear framework of business purpose:

A firm manager can do many things to keep employees motivated. These are some of the tips that a manager may consider following –

  • Praise the employee - The employees work five days a week to help the company reach a distinctive position. Therefore, a monthly salary and a few paid leaves are not enough for the employees to stay motivated in their workspace (Ali and Anwar, 2021). Hence, a praiseworthy comment from the manager to one employee will keep the workforce on their feet.
  • Respectful gestures - The employees share grievances for being treated with utter disrespect. These situations are responsible for the generation of conflicts in a company. The problem of arrogance among superiors makes it very hard for learners to communicate in the proper manner (, 2022). Therefore, respectful treatment will make the employees give their best and stay loyal to the company for several years.
  • Maintain an excellent work-life balance - The employees have their life other than working for the post in a company. Therefore, asking for overtime without proper payment will never improve the company's productivity. Make sure to give the employees some time off in the form of monthly and emergency leaves.

Arranging reward programs for employees to companies’ sales:

Different programs can be arranged to reward the employees. Tesco can be recommended to follow a few rewarding strategies to help them reward their employees. Provide the team with a budget for shopping in the mall for only itself. This encourages team bonding and will also reflect in their work. Arrange themed lunches for the employees as a reward that can be held outdoors. Tesco can also call for a Thank you meeting for the employees to thank them and appreciate their work these can surely increase positivity among different employees in the Tesco organisation (Ozkeser, 2019). The employees of Tesco get many rewards and recognition from the managers and leaders. Managers have arranged small events to recognise the employee, so employees are working their best for the company. Employees appreciate others, so they improve their tasks for this organisational work's success. Every employee feels their encouragement and works their best effort. The leadership quality of the company is at a high rate, so every employee improves their quality. Tesco gives their employees a safe life and ensures their job security. The leader's support encourages the employee and helps improve their skills. Therefore, reward programs highly motivate employees.


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