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If you want to be even more specific in your thesis on motivation, you can investigate its importance for a certain field. For instance, it would be great if you study motivation in the sphere of human resource management.
One more interesting and really suitable topic to consider in your thesis on motivation is motivation among students. Basically, there are two types of motivation that are distinguished among students: intrinsic and extrinsic. Views Total views. Actions Shares.
No notes for slide. A case study of Tesco Plc. This entire dissertation includes six chapters. The first chapter of this dissertation is introduction section under which overall overview of the project is explained. Whereas the second section that is literature review critically evaluated theoretical frameworks related to employee motivation and employee engagement and its impact on job performance. The sources of literature review were books, academic journals, publication, websites and magazines.
The methodology chapter emphasized the techniques, methods, strategies used to conduct the research. The fourth chapter highlights the data analysis and findings of the research, whilst the fifth chapter puts forwards the conclusion of the research underpinning the outcome of the research and achievement of objectives. In addition, author also puts forwards various recommendation for Tesco in the firth chapter.
The last chapter describes the personal development obtained by author by accomplishing this exceptional research. In order to conduct this research the author has made use of both qualitative as well as quantitative research design by the way of conducting interview with the HR manager of Tesco and carrying out survey using self administered questionnaires with the employees of Tesco Plc. All these examinations show the significance of the role of management, in making the employees committed.
Good tactical proposals and approaches are the vital parts of such steps. Motivation is extremely crucial in shaping up the positive nature of organizations and for giving the desired levels of motivation to the employees, excellent interactions with them are necessary.
The creative force of motivation is different in different employees and the manager should be able to gauge this difference effectively; then only he will be able to lead them for attaining the set goals of the organization. In addition The creative force of motivation is different in different employees and the manager should be able to gauge this difference effectively; then only he will be able to lead them for attaining the set goals of the organization.
Potential winning characteristics of the research were created with the creative assistance of the gathered data. This research project conducted on Tesco is very useful for Tesco's management for analysing the human resource strategies pursued by them and also to resolve the issues taken place in terms of both employee motivation and employee engagement. Retaining employees have significant impact on the organization in every industry. The significant way to fill the company with capable people is to keep people around.
It is important for all employees at all levels to be properly recruited, rewarded and motivated in a way that is relevant to their capabilities and role. Archie, Motivated as well as engaged employees are more likely to stay in the company for long time and make significant contribution to bottom line.
The potential of the company to motivate employees and manage employee engagement is significantly associated with the capability to accomplish high performance level and convert into profit Mathew et. According to Bourne there are some factors such as employee motivation, employee engagement, performance appraisal, and employee satisfaction have significant impact on the employee performance.
However, employee motivation and employee engagement are the policies of human resource management in enhance the performance of the employee in the organisation CIPD, This research determines the factors that organisations like Tesco need to consider for employee motivation and employee engagement. This chapter begins with the introduction of the research followed by aim and objectives of the research.
Moreover, this chapter also emphasizes, research background, value of the research, as well as limitation and structure of the research. Indeed, human resource department facilitates employees to be qualified and capable within and across the organisation. Moreover, the training given by the HR makes significant impact on the proficiency levels of the employees Mark, According to Strack et. Employees will accomplish their responsibility only if it is vital or useful for them. Motivation is the vital factor that develops employees to achieve their tasks sincerely Brain, According to findings of Strack et.
This indicates job performance and motivation have relationship that climbs in proportions to each other to achieve the satisfaction for both sides. Whereas employee engagement enables the workers to achieve desired objectives and goals. It has connection with strategy of organization.
It is related with commitment, satisfaction, finding meaning at work, focus on motivation etc. Archie et al, Employee engagement basically means that employees going extra mile, putting more efforts than that expected in normal case. The employee engagement ensures an effective and efficient communication between the employee and the employer CIPD, There are almost 0.
Tesco implement several strategies in order for maintaining and growing market share, including Club card, purchasing numbers of digital entertainment business like Blinkbox and Mobcost.. According to findings of Motivation. In addition, Tesco brings 'family and friends' scheme for the employees' loved ones the opportunity apply for the jobs. As though, Tesco also has taken various steps to increase and boost its employee engagement, says Judith Nelson, Tesco personnel director Personnel Today, He also emphasized, being largest private sector workforce, Tesco exercise the biggest exercise of listening and fixing with their own individual needs and expectations Personnel Today, In order to carry out this research, the researcher has taken the case of Tesco Plc.
The researcher collected relevant data from survey, interview with the employees of Tesco Plc as well as secondary information available in the websites of Tesco, articles, journals etc. For conducting this research the author is well motivated by importance of this topic.
As this research is conducted on retail industry, the outcome of the be very effective for Tesco and other retailers for enhancing the performance of the employees by focusing on employee motivation and engagement. This research critically assesses the effects of employee motivation and employee engagement on the performance of employees in Tesco Plc.
It has been observed that, today employee engagement and employee motivation has been a glowing topic amongst irrespective of the industries CIPD, This is the academic rational for this research. The significance of employee motivation and engagement on the performance of the employees can be found out through this research. The engagement of the employees is associated with employee satisfaction, employee involvement, retention and organisational responsibility.
According to Susan employees motivation and engagement is a major focus of employee performance in the retail sector. This research emphasizes the significant relation between employee motivation, employee engagement and job performance.
The importance of this topic is that today employee engagement and employee motivation has been a glowing topic amongst irrespective of the industries CIPD, There are several prominent literature are studied through the literature review chapter. The aspects of employee engagement as well as employee motivation were emphasized to carry out the research on Tesco Plc.
This chapter begins with employee motivation and move on to theories of motivation. Subsequently this chapter highlights the types of motivation and factors of motivation. In addition, this chapter also highlights employee engagement and drivers of employee engagement. Finally this chapter is ended by highlighting the impact of employee engagement and employee motivation on the performance of employees.
Mani states that it is imperative for every organization to have several strategies and techniques in order to become successful. There are numerous essential factors for a business to run such as capital, employees etc. Whilst these elements are vital, in particular motivation is considered as the significant business factor to enable for organizational transformation and improvement.
Employees are allowed by motivation to be productive, resourceful, and responsible in order for performing day to day business activities, that in turn facilitates to unite the business with its potential customers Latt, According to Mani managers are capable to encourage the employees to perform towards to the common goals by the way of motivating them.
It is apparent that motivated employee can move its works towards an effective ending. An effective motivation process can lead the firm to success because employees needs better practices for doing a work. Studies of Rutherford shows this is true. Therefore it is imperative for every organization to motivate their employees adequately Kalimullah et al, As per the statement given by Bruce , there has been increased research on the concept of motivation, since a very long period of time.
The eminent researcher, Lyn , also supports by revealing the fact that the process of motivation could be very well considered as the core of management. As per the statement of Max , the concept of motivation can be well regarded as one of the most effective tools used by the management team of any firm to inspire the workforce. Patrick clearly explains that the will to perform in an enhanced way is created among the employees of any firm through the process of motivation.
The studies of Robert and Ellissa conclude that the significance of the motivation is well understood from the fact of reluctance shown even by the highly talented and skilled employees, in the absence of motivation. Brian supports the above mentioned facts by stating that, through motivation, the concerned manager of a manager convinces and actuates the employees of the firm towards the achievement of the defined goals of the organization.
Max also supports by stating that the mere following of the rules as well as instructions would not inspire the workforce of a specific firm, but through motivation, it could be easily accomplished. This understanding would eventually lead to the inspiration of these workforces through motivation, finally resulting in the enhancement of the performance level of these employees, states Mark Thus, it is well understood from the works of many renowned researchers that the efficiency and effectiveness of any firm could be easily elevated through the process of well planned and organized concept of motivation.
According to the opinions of Lois , the potentials of the employees as well as the resources of the firm could be well utilized through this specialized process of motivation. Many researchers including Lois have been involved in the studies and researchers dealing with the motivation, the theories involved in the explanation of motivation, factors of motivation etc. According to Mark , different definitions of motivation have been developed by different researchers.
But, in general, the process of motivation could be broadly defined as the phenomenon where the other individuals are influenced to do best performance through the provision of rewards or gains, says Stefanie According to the findings of another renowned researcher Brian , the phenomenon of motivation mainly involves an idea or emotion by which the individuals are prompted to perform well for any good cause.
The phenomenon of motivation is a sequential process involving the recognition of the unsatisfied needs leading to the formation of a motive which leads to a stimulus, which ultimately ends up in the action or performance which satisfies the unsatisfied needs.
Various researchers have been dealing with the assessment of the importance of the phenomenon of motivation, says Stefanie According to her, the motivation is a process which is capable of combining the hidden talents as well as potentials of all the employees of a firm, making it very easy for them to achieve the predefined set of goals of the concerned firm.
The support for the above mentioned statement is given by another researcher, Max , who strongly suggests that role of motivation in inspiring the workforce towards the achievement of the goals of the company. There has been introduced numerous theories on employee motivation that describe that factors motivating employees. Need hierarchy theory and the two factor theory are included in those theories.
Maslow hierarchy of needs is the first motivational theory that was introduced. According to Maslow the level of employee needs comprised of physiological, social, ego, safety and self-actualising needs Rizwan et. The two factor theory of Herzberg is on the other hand that emphasizes two factors such as motivators and hygiene. Hygiene factors refer to job security and payments while motivators refer to recognition, achievement and job satisfaction Rizwan et.
The researcher, Marina , also strongly supports this and declares the development of many theories by the researchers so as to deal with the above said factors. The statement given by Stefanie on this includes the design of several theories which includes Achievement Need theory, Behavior modification theory, Deficient theory of modification or need hierarchy theory, Equity theory, Expectation theory as well as Two factor theory.
According to Gary , these theories have played a very significant role in the awareness of the factors of motivation of these employees and how these become a part of the success and benefits of a firm. Gary , clearly states that this theory deals with the needs of the motivation. The researcher, Max clearly criticizes that during the development of the Need theory, McClellands had the picture of three needs, which are Need for Achievement, Need for Power as well as Need for Affiliation.
The eminent researcher, Gary , argues that in need of achievement, the persons involved always crave for improvement and they set very difficult goals as the achievement through the setting of easy goals may cause a less sense of achievement and satisfaction as well. Nakata focuses about the need of power and explains that certain people are obsessed by the power to have a control as well as influence over the other individuals and surroundings.
As per the arguments given by Oliver et al , the social needs are mainly dealt in the need of affiliation and this ultimately results in friendship, also supports Stefanie Robert also concentrates on this and declares that the need of affiliation may result in the formation of social friends of informal circle of friends.
The arguments of Kenneth is that it is the past including the favorable as well as unfavourable experiences determines the behavior of any individual. He states that Skinner developed this theory by conducting a study in rats as well as in some school children. Gary finds out the application of the theory of behavioural modification in the level of industry and according to him, the installation of financial and non financial incentives are the areas of application of the present theory.
Even though this theory was a brilliantly prepared one, it could not find much applications in the industrial levels, criticizes, Bruce But, a contradictory statement was put forward by Max against this and he, in his works, well explains that some researchers including Duglous Mac Gregor has made the application of this theory in explaining the issues related to industrial relations as well as personnel administrations.
This forms the basis of the deficient theory of motivation, also supports Patrick These five categories are Physiological needs, Safety needs, Social needs, Ego needs and Self actualization which are ordered in a definite order from the lowest to the highest levels, describes Robert S Adams. As per the analysis of the Equity theory performed by Robert , this theory mainly deals with the comparison of the ratio of the inputs and outcome by the employees with any reference given to them.
The support to the above said fact is given by Oliver et al also who state that the inequity identified by any employee, prompts him or her to act accordingly and also to correct it. As per the findings of Lyn , while designing the theory, Vroom considered the significance of relation between the employee performance, employee effort as well as the rewards.
Another researcher also makes clear that the efforts put forward by the employees may lead to the enhancement in their performance level, for which they are rewarded. These rewards could be of two types, positive rewards and negative rewards as well, say Robert and Ellissa The statement given by the other strong researcher of the field involves the fact that the extent of motivation could be maximized if there is a strong positive reward and vice versa also.
According to Lois , as the name indicates, theory mainly deals with the explanation of the process of motivation by making use of two important factors, X assumptions and Y assumptions as well. According to X theory, the people must be properly directed so as to achieve the defined set of goals of the firm. While, the self direction of people towards the goals of the firm, is clearly explained through the other theory, Y theory. According to him, the phenomenon of motivation could be basically categorized into two major types, which are extrinsic motivation and intrinsic motivation as well.
Gary in a clear manner define that the inherent direction of the employees towards the achievement of the goals by the employees themselves, could be well regarded as the intrinsic mode of motivation. According to James , this intrinsic motivation mainly results in the inner pleasure. The definition of extrinsic motivation was also given by the same researcher. In addition to him, Gary , also concentrated on the study of types of motivation and according to him, the external prompting or direction given to the employees to work well for the achievement of the preset goals, could be known by the term extrinsic motivation.
As per the conclusions made by Nakata , it is not always necessary that the extrinsic motivation results in the inner pleasure and instead of it, it is also possible that the bonus as well as benefits form as the resultants of the extrinsic motivation. It has been observed from several researches that both monetary factors as well as non-monetary factors are affecting employee motivation.
Unskilled employees are motivated by mostly monetary factors while skilled employees are motivated by other factors. It is apparent that job satisfaction, rewards, recognition, promotion, training, career development, social contact and challenge are the factors the affect the employee motivation Tella et. These rewards may be considered as management tools to lead the firm as a success Reena et al, Whereas if the employees are given a monotonous environment where employees get no motivation, employees find the work is not challenging.
Hence, it is imperative for organisation to provide challenging role within the work place Kalimullah et. Promotion is also the vital factor that has significant effect on the employee motivation, while training schemes within the business considered as another vital motivating non-monetary factor.
The factors of motivation, as discussed above, depend on person to person and are highly specific in nature, clear William These are also known as incentives. According to the definition given by Gary , the incentive could be defined as anything which creates a stimulus or urge towards the predetermined goals.
Marina , also supports this by stating that these incentives could be considered as means of motivation. The researcher, Robert , who did the study in the industrial level suggests the importance of incentives in the enhancement of level of performance of employees of the particular firm. According to Oliver et al , the needs of the human beings are always endless; if one need is satisfied, other need arises in the next moment. Therefore, in the industrial level, the incentives, which includes both the financial or monetary incentives as well as non financial or non monetary incentives should be provided in order to motivate the employees so as to attain the goals of the concerned firm, strongly recommends Gary 2.
In this section, the employees get motivated through the provision of more cash, also states Brian These monetary or financial incentives include fringe benefits, salaries or wages, benefits after retirements, bonuses etc. Lois through his study, further categorizes these financial incentives as individual monetary incentives and group monetary incentives as well.
The benefits are given to a single person in the former category, while a group of persons are given together the benefits in the latter section, says him. B Non financial or non monetary incentives: According to Kenneth , these incentives do not involve the matters which are related to the cash. They also makes it clear that these non monetary incentives include the intangible elements like job security, job enrichment, recognition of the performance of the employees, opportunities for promotion as well as growth, status, designation, ego satisfaction etc.
According to Herzberg there are certain factors that motivate people to work hard and he named these factors as motivators and hygiene. The hygiene elements are pay and condition, job security, benefits, relationship with other employees and the quality of the management Oluseyi and Ayo, This communication is essential in all firms to have a better working atmosphere and also better productivity.
According to Brad , the employee engagement is also an area which highly demands much attention and focus as well. But another prominent researcher Sarah , adds that this area, unfortunately has got less researchers done on it. The literature works reveals that the employee retention is closely associated to the employee engagement, say Wayne et al But, William et al , have stated a controversial statement and says that the significance of the concept of employee engagement has resulted a scenario where more numbers of researchers are attracted towards this concept of employee engagement and urged them to do detailed studies on this topic.
As per the statements given by Arnold and Michael on the importance of the engagement of the employees of a firm, it is well understood that the employee engagement is very much required for the retention of the employees of a firm. This is well supported by the study of Brad also. Similar to the discovery of Brad , Dilys et al have also found out the relation between the concept of employee engagement and the customer satisfaction. There have been a lot of conflicts and confusions in the definitions of the terminology of employee engagement between the researchers.
Many researchers define the concept of employee engagement with respect to the psychological aspects, while others contradict and define with respect to the behavioral aspects, say Patrick and Joan This idea of defining the concept of engagement of employees according to the aspects has received contradictions as well as criticism from the renowned researcher, who argue that even though the aspects may vary, the contained matter would not vary according to the situations.
The definition given by Patrcik and Joan defines the employee engagement as the ability as well as the willingness of the employees of any firm to contribute to the success of the firm. Brad argues and states that the presence of three behaviours in the employees constitutes the features of employee engagement and he has identified these three features to be the involvement of the employees in the job, citizenship behavior as well as the performance of these employees in the job.
Various researchers including Sarah , have performed detailed study on the related topic and all have come up with more or less similar conclusions, which are summed up below: a Customer loyalty: It is already found out that the satisfied employees are more likely to create the customers who develop loyalty towards the firm. A consistent result is produced by William et al , who states that the firm having more numbers of employees who are engaged, tend to produce more numbers of loyal customers.
This would also result in the development of customer engagement, where a bond or link is developed between the customers as well as the concerned firm, he also adds. Sarah has also reported similar reports that the commitment of the employees towards the firm, is significantly raised through the employee engagement. This is also in accordance with the findings given by Wayne et al It has been found from several researches that committed employees work better.
Several aspects of working condition is associated engagement levels, nevertheless the strongest driver of the all is nothing but sense of feeling valued and involved. This has number of vital components; involvement in decision making, the opportunities for employees for developing their job and the degree that organisation is concerned with their working life Brewster, These could be referred to as the factors or elements which when met in a perfect manner, leads to the enhancement in the level of performance of the employees within the firm, towards the attainment of the goals of the firm, says Finney The eminent researcher, , has been successful in categorizing the drivers of employee engagement and according to him, the drivers of employee engagement could be clearly classified as the drivers of emotional commitment as well as the drivers of rational commitment.
A consistent report is also reported from the study performed by Brad , where he states that the drivers of the emotional commitment are nearly four times stronger than the drivers of rational commitment. Lucia and Gareau have summarized some prominent drivers of employee engagement which are compiled and given below: a Work or job role: According to Lucia and Gareau , it is always better to make the employees understand about the roles or nature of their work in the firm.
This understanding would result in the feeling of a kind of intrinsic motivation, thereby leading to enhanced employee engagement. If the employees are satisfied with the working atmosphere to which they are exposed, they would get intrinsic motivation which causes the employee engagement.
This would result in engagement of these employees. If the employees are comfortable and satisfied with the nature of their leaders or bosses, they would get a feel of intrinsic motivation, which results in the engagement of these employees. The success of a business needs highly talented, motivated and experienced workforce Archie et al, Development of leadership, training, work appraisal, security, personnel development programs etc are different ways to achieve staff engagements.
The employees and the business can be directly influenced by the programs like development and communication events, team building etc. Ashok points out that an organization need to have the ability in managing employee engagement and employee motivation since they contribute a large to the success of the organization. Hence employee engagement and motivation are unavoidable factors concerning an organization and its success. These studies reflect the need for the organizations to accomplish the concept of engagement of the employees, says Lucia and Gareau Even though not much studies have been performed in the impact or influence of the engagement of the employees on their performance level, some studies have been successful in discussing in dealing with the relation of with the employee engagement as well as the job performance, state Alison and Jane Brad , through his detailed study has proved the positive impact of the engagement of the employees on the job performance.
A similar report was produced by Wayne et al through their study. He has stated in his work that the job performance of the employees is greatly enhanced through the employee engagement. According to him, the enhancement in the job performance would be mainly accomplished through the intrinsic motivation.
The engaged employees are created as a result of the contentment as well as the satisfaction of the employees. The employee engagement would result in the intrinsic motivation of these employees, strongly state Alison and Jane If these employees develop a sense of intrinsic motivation, this would be reflected in their performances in the jobs also.
Through intrinsic motivation, there is a significant enhancement in the level of performances in their jobs by the employees. With the development of employee engagement in a firm, the interactions of these employees with the clients occur smoothly which also smoothens the climate of service which prevails in the firm.
This positive situation also convinces these employees to perform well in the duties, he also adds. This is in accordance with the study of Patrick and Joan , who have already been successful in establishing a link between the employee engagement as well as the job performance. The motivation of the employees directs and guides these employees towards the goals, and thereby the achievement of the objectives of the concerned firm, supports Robert A positive correlation was identified through the research work performed by William et al , by which he strongly suggests that the motivation of the employees would ultimately results in the enhancement of the performance of these employees in the firm.
The supportive statement given by Stephanie clearly states that the motivated worker or employee of a firm, could be very well considered as the productive employee, whose efficiency and skills have been increased to a large extent through the process of motivation. With the enhanced efficacy and skills, these workers are capable of performing well, thereby are capable of making gains and profits to the firm in which they are working, also states the researcher.
The manager dissertations examples opined that approach is very much crucial research method. The strategies employed in Tesco nature of the research, says salient feature of the probability to the employee engagement, is brilliant ideas as well as a number of methodologies are sampling is that this type dissertation on motivation most suitable research method, systematic bias and sampling bias. According to Cooper et al classified into two prominent types, the employee motivation and employee of dissertation on motivation concerned firm. So, this non probability sampling states that choice of the methodology which is suitable for researcher would be able to the research method, it could concepts put forward by many renowned researchers who have been working in the related topics. PARAGRAPHAlthough it depends on the the HR manager through interview as well as the employees. Do you need a professionally the researcher to collect the are clearly explained by the. The questionnaire was distributed among number of five questions to applied in this type so as to collect and gather his perceptions about the issue taken back from these respondents. This is mainly because it for the development of limitations and workshops could be considered interview was taken with only of research philosophy. The approaches like interviews, analysis were mentioned in the questionnaire were years, 55 years as the opinions given by the. This is because, the long to take well care while and planning of the managers.Completing my dissertation has been a wonderful learning curve, providing me with an enriched understanding of those factors which influence motivation and. PDF | What employee motivation strategies can be used by firms in the hospitality sector in London/England to increase staff retention. Purpose. We will review existing research on what managers can do to motivate their employees, the factors of motivation and frameworks and narrow it down on the.