Research project help

Contents

INTRODUCTION.. 1

OVERVIEW OF COMPANY. 1

Task 1 Understand how to formulate a research specification. 2

1A Formulate a research proposal, outlining the specific objectives that need to be addressed. 2

1B Identify Relevant Literature related to your chosen topic and undertake a critical review of key references, including appropriate theories and concepts. 4

1C Develop and discuss the relevant Research Methodology to implement the proposed research and draw up an appropriate plan, including a time schedule for carrying out the research. 7

Task 2 Be able to implement the research project within agreed procedures and to specification. 10

2A Plan and organize the necessary resources and match efficiently to the research questions or hypothesis so that the proposed research investigation can be undertaken in accordance with the agreed specification and procedures. 10

2B Record and collate the relevant data where appropriate and organize in tables if necessary. 12

Task 3 B able to evaluate the research outcomes. 17

3A Organize and structure the raw data in tabular format and use appropriate techniques to analyse the findings in an orderly manner. 17

3B. Interpret and evaluate the results in terms of original research specifications and objectives and make recommendations with justification. 23

Task 4 Be able to present the research outcomes. 26

4A Present the outcomes of the entire research using an agreed and appropriate format as a written report. 26

CONCLUSION.. 28

REFERENCES. 29

APPENDIX. 31

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INTRODUCTION

In the present era, for establishing the long term relationship with employees, it becomes necessary for the organization to keep their employees motivated towards the workplace as motivation is the reason for enhancing the work performance of employees. In the present research paper the current reward system for generating employee motivation would be studied in the context of Harrods. Further, the objective of the study is to evaluate how well the reward system functions well and to find out the aspects which should be developed and improved further so as to enhance employee satisfaction. The present research paper aims at achieving the following learning objectives:

LO1 Understand how to formulate a research specification

LO2 Be able to implement the research project within agreed procedures and to specification

LO3 Be able to evaluate the research outcomes

LO4 Be able to present the research outcomes

OVERVIEW OF COMPANY

Harrods is an up-market luxury shopping destination in Knightsbridge, London. Harrods is a British institution which was established in 1849 by Charles Henry Harrods. The rich history and romance feature of Harrods is shaped and developed through its owners, customers and its workforce. The company’s product range stretches from clothing range to home appliances to furniture and much more. Harrods also provides services of a restaurant from tea to pub food to haute cuisine, also provides repair services, financial services as a Harrods Bank, Designing services, catering, event planning services, and many other things (Baron, 2003). It is the biggest department store in Europe altogether having 330 departments dealing in all the products and services. Almost 300000 customers visit the shop on peak days. The company deals in a wide range of products and employs currently over 5000 staff belonging to over 50 different countries.

Task 1 Understand how to formulate a research specification

1A Formulate a research proposal, outlining the specific objectives that need to be addressed

Today business organizations whether public or private desire to attain organizational objectives and human resources play a very vital role in achieving the desired results. Thus, the results are highly depends on the human resources’ motivation. Human resource is the most vita asset of an organization which supports in attaining success. Due to highly dynamic markets in the present scenario, business organizations are facing key challenges so as to retain their employees. In order to attain better results, it is very necessary for an organization to find out the factors which motivates the employees so as to plan a suitable reward system accordingly (Luthans, 2010). If the company would employ right set of material rewards then it would boost the employee’s morale and would result in enhancing the employee’s commitment toward the company. Motivation can be well stated as the reason of a person’s behaviour behaving in a particular way. For a successful business, it is very imperative for the organizations to attract, motivate and retain the employees as in the present age of information driven business industries they are the most vital resource for the business organization. The implementation of motivation and reward strategies in the company would lead to direct employees emotionally to the business goals of the company.

In the present context of Harrods, the research would investigate and analyse the effectiveness and suitability of the current reward system of Harrods for generating employee motivation. The current study focuses more on reward system set in the company as a result of that the employee of the company would work well towards the goal and also different steps are taken by the management to improve the system effectively. The present research paper would explore the key factors which are needed for ensuring the high motivation level among employees of Harrods so that after studying the motivational factors, there would be implementation of necessary changes and improvement in the company’s reward system and it would be easy to motivate the employees towards their work responsibilities. Motivated and satisfied employees would deliver high performances and would also stay with the company for a longer time period in comparison with the de-motivated employees of the company. It is therefore is of utmost significance to find out by Harrods managers which are the aspects that motivates its employees so that an appropriate reward system can be developed in the company for gaining better results. This research would study the attitudes of workers regarding the reward systems of the company. The major driving force for the current research study is to provide an opportunity to the employees of Harrods to give feedback in relation to their work motivation and their attitude towards the reward system of the company and thus proper implementation would increase their commitment toward the company (Bowen, 2010). The present research study focuses on the below mentioned research questions which are as:

  1. What are the aspects that motivate the employees of Harrods?
  2. Which reward system would be the most motivating according to the employees of Harrods?
  3. How can the reward system be further developed and improved?

Further, the present paper would explore the factors which are motivating the employees of Harrods and the evaluation would be done with the help of primary as well as secondary data sources. Survey conducted in the present paper would provide findings in terms of the reward system which are the most motivating for the employees in Harrods. The information collected would be used to evaluate and compare the different reward systems and conclusion can be drawn that on what areas Harrods needs improvement so as to increase the employees work motivation. The Survey would also invite suggestions from the respondents regarding the probable improvement in the reward system or to make recommendations for other rewards that would be motivating for them.

M1 From the analysis of the above task, it could be stated that the research problems are clearly identified as per core area of the research study and the research proposal is designed accordingly and is justified in the context of identified research problems. In the above study the research objectives are formulated after a clear and precise evaluation of the entire research purpose and the associated research problems. Thus the research objectives as stated in the above task are very clear, specific and appropriate as per research study.

1B Identify Relevant Literature related to your chosen topic and undertake a critical review of key references, including appropriate theories and concepts.

Motivation

Motivation of individuals would be considered as the reason for justifying their specific action and this is the most significant tool as it acts as a trigger for individuals to continue to exhibit similar actions. Motivation is like an internal drive for satisfying the unfulfilled needs and for achieving the specified goals for a person. Thus, for attaining the specified goals, a person should have clarity regarding the goals and should be motivated and encouraged enough to perform suitable action for the actual attainment of goals. Motivation is that desire which is driven by the internal factors instead of external factors, which originates the feelings to achieve beyond expectations (Shore & Shore, 2009). Motivation theory tries to focus more on the people behaviour in relation to their effort and strive for getting achievement. Here, the process of motivation is shown in below figure as:

Figure1. The Motivation process

As per above figure, motivation initiates due to recognition of unsatisfied needs and consequently wants are created. For satisfying the needs and wants, goals are then created and Selection of specific behaviour i.e. action is done for achieving the goals. In case, the goals are achieved then the action would repeat when same need emerges and in case if the goals are not achieved then the same action would not be repeated.

Moreover, as individual phenomenon motivation originates from within and lead to internal stimulation of a person. This is called intrinsic motivation through which cognitive, social and physical abilities would be developed in human. In addition to intrinsic stimulation, there are some external factors too which derive motivation in individuals and this is called extrinsic motivation. Whatever it is intrinsic or extrinsic, motivation act as a medium for generating end results effectively.

Rewards and Incentives

Reward can be better described as a benefit that arises by performing a task or discharging a responsibility. In return of performing the task or for rendering services, pay is derived as the most motivating benefit. It is the foremost reason that encourages individuals to seek work. Apart from being a powerful motivator, salary can also be a strong de-motivator as if the staff is not satisfied with their pay then the company would find it difficult to retain and recruit good employees (Perry et al, 2012). As per expectancy theory, employees will be willing to work hard if they know that something valuable would be rewarded to them. Thus, incentives are used a way for rewarding employees for their efforts and for encouraging them. Suitable incentives would enhance the organizational effectiveness and productivity in the long run and is positive for the employer as well as the employee. The principle benefit for employees is pay, however, reward packages also can be offered to the employees for their motivation. There are various types of incentives that can be offered to the employees which are as:

  • Payment by results: It is the incentive scheme under which employees are rewarded as per to the number of items or units produced by them. However, the limitation of the scheme is that it rewards the quantity of the output rather than quality.
  • Skill based pay: In this system the employees are paid as per their acquired skills or competencies. Skill based pay encourages the employees to acquire more skills and enhance multitasking and flexibility which eventually leads to effectiveness of the organization.
  • Profit sharing: Under this scheme, the company rewards the employees with shares or with percentage sharing in the company’s profit. Profit sharing scheme encourages the employee’s commitment toward the company and their linking with the company’s goal as they are rewarded equally.
  • Performance related pay: It is assumed under this scheme that monetary bonus would encourage employees to perform better in their job. Under this scheme there are two different varieties. In the merit based scheme the employee’s performance is calculated   on the basis of objective set previously for them .In the goal based system, the employee and the employer set a certain objectives and they mutually agreed on that. The objectives set by mutual consent of both employee and employer is clear and measurable.

 

Total Reward system

Total reward system consists of tangible as well as intangible rewards. Tangible rewards originate from the transactions that occur between the manager and the employee and comprise pay, personal bonus and other benefits (McCormick and Tifflin, 2009). Intangible rewards includes learning process, development in work and work experience in the form of recognition by the employer and colleagues, chances of development and colleagues, personal achievement and social life.

D1 The literature stated in the above study related to motivation and reward system was studied after proper evaluation and analysis of relevant theories and models. All the theories and statements quoted by different authors as stated above are linked to a well-reviewed literature and are presented in the above study adequately as these past statements would form the basis and background for framing the current research implications and recommendations.

1C Develop and discuss the relevant Research Methodology to implement the proposed research and draw up an appropriate plan, including a time schedule for carrying out the research.

Research Method

The main concept and aim behind this method is to study about different motivating factors within the organisation and the company tries to find out the effectiveness of the system set by the management for their employees. Moreover, the main aim is to study those aspects which could be possible developed and enhanced further so as to increase employee satisfaction in Harrods. In present research study exploratory research methods was used wherein with the help of primary and secondary research methods, motivation among the employees of Harrods would be obtained. Secondary data in the present context would be explored by the literature review carried out in the research which is done through several sources, for example, journals, research papers, books and news article etc. (Armstong, 2007). These sources would be referred for gathering background information on the research topic which would help in the attainment of research objectives and framing research hypothesis.

For the present paper, primary data was collected through two research types, quantitative and qualitative. In quantitative research type, data is collected which is absolute such as numerical data for an unbiased examination. This is a relatively simple and time consuming way of data collection. The research so conducted would be descriptive which means that the subject would be once measured only or it could be experimental in which the subject would be measured after and before. Qualitative research type was conducted for answering the Question- “why” rather than answering “how” from the analysis and evaluation of unstructured information. It would include different ways of information collection: such as interviews, emailing, case studies, filling of feedback forms, ethnographic research and discourse analysis. In the present research paper interview was conducted for the qualitative part of this study. The questionnaire was developed to gain the highest possible response rate. The questionnaire was segmented in parts. At first all details are collected from different sources where different kind of questionnaire had been prepared and asked. Questions are related to age, gender and working periods in the company and also their employability. In next part the attitude of respondents towards the reward system of Harrods and it would be measured that employees consider which type of reward would be most motivating for them. Employees of Harrods would be the respondents for the survey for conducting questionnaire research. In order to take the responses from the respondents, their prior consent would be obtained by drafting a consent letter. In order to follow ethical compliance in present research it would be ensured to maintain the confidentiality of the respondents & responses.

Apart from the questionnaire, for gathering the qualitative information interview was conducted with the store manager and assistant manager of Harrods. With regard to the company’s reward system and work motivation, insight information on the opportunities and threats of Harrods would be gathered. The questions for the interview were sent to them beforehand so as to give them a chance to prepare. The questionnaire and interview drafted for the research study can be found in the appendix given in the assignment.

Validity and Reliability

The reliability and validity of the present research study could be judged through measuring that in case of another research conducted on the same study, how similar the results would be (Kirk 1986). The result of the survey questionnaire might vary a little due to dependency on the responders. The factors that might affect the respondent’s answers could be time pressure, the respondent’s desire to give insight information, their interest in the study and honesty. Respondents also have the fear that responding negatively to the survey can affect their relationship with the employer so they might be unwilling to answer truthfully (Armstrong & Brown, 2006). Because of the reason that Harrods’ middle age is approximately 65 years old, it should be well considered that results of the present study would be usable or not in a higher middle age work environment. As compare to more mature employees, the young employees are affected easily by different motivating factors.

M2 The above section comprising of the methodology of the present research shows that primary and secondary data collection methods can be used for conducting the research. Also, appropriate sampling methods have been used in the research survey for gathering data in order to assure the validity and reliability of the data collected. Suitable and reliable techniques have been used for checking the validity and genuineness of information collected in the present research paper. The whole assessment has been done in the context of validity and considering the reliability so as to frame fair research synthesis.

 

 

 

 

 

 

 

 

 

 

 

Task 2 Be able to implement the research project within agreed procedures and to specification

2A Plan and organize the necessary resources and match efficiently to the research questions or hypothesis so that the proposed research investigation can be undertaken in accordance with the agreed specification and procedures.

The current study pertaining to reward system and motivation of employees in Harrods focuses only on Harrods and the study cannot be generalized to the whole Harrods chain. The sample size of this study was the most challenging limitation as for getting better results, whole Harrods study needed to be done to reveal better results.

The present research is all about checking that whether a suitable reward system supports in generating motivation in employees of Harrods. More precisely, the study aims at revealing the best-suited reward system for the company and in increasing motivation and satisfaction level of employees in Harrods. The respondents’ size of the current study was very limited to 28 due to reason that only unit of Harrods is considered for this survey. Out of the population size of 27 respondents, 23 individuals gave responses to the questionnaire which form a response rate of 85.1% in current study. Out of the respondents 78.3% were below 29, 17.4% were between 29 and 39, and 4.3% were between 40 and 50. Among the respondents only 21.7% were women while 78.3% were men. Among the respondents only 39.1% of the respondents worked as part-time employees while 61% were full time employees. About 60.8% employees were working in Harrods for 2 years while 13.5% had worked for less than 1 year and 25.9% for above 2 years. For the present research it is very necessary to first evaluate the current reward system in Harrods.

Reward system in Harrods

The reward system of Harrods consists of 3 distinctive rewards; profit sharing, tangible recognition and personal bonus. These rewards have been used in Harrods from the past 5 years. In the profit sharing reward, the company system is to pay it one time in a month together with the monthly salary. In this system each month a sales target is determined in advance and if the respective store unit achieves the target then bonus is paid out to all the respective employees (Beardwell & Claydon, 2004). The reward is 0.0027% of total sales achieved which is then divided into work hours as every employee is paid as per their hours worked. This can be well illustrated in the following table.

For the company:

Target Sales1) 650 0002) 650 000
Sales realized615 000615 000
Reward set1526 €1526 €
Work hours completed33102408
Reward/h0,46 €0,64 €

Individual reward:

Hours of workReward per hourTotal Reward granted
1) Employee in Full-time1620,46 €73,95 €
1) Employee in Part-time740,46 €32,38 €
2) Employee in Full-time1620,64 €106,10 €
2) Employee in Part-time740,64 €44,50 €

Table 1 showing profit sharing in Harrods

As per personal bonus reward system, it is paid only one time in a year as a Christmas bonus. The amount varies from 50-160 Euros and it depends on the working period of the employee in the company and the job type of the employee i.e. full time or part time job in the company. The tangible recognition refers to offering of movie tickets. It depends on the store manager who would be rewarded with the movie tickets. The company states that it would be used as a great method to motivate employees for performing in a better way and for putting extra effort in their daily job and also encourages team work.

2B Record and collate the relevant data where appropriate and organize in tables if necessary.

In this study the survey data collected would be suitably analysed for creating the report. The questions designed in the survey were framed for measuring fairness among the employees, work climate, attitude in work, and impact of rewards on work efforts and overall level of satisfaction of employees from three reward systems of Harrods (Tosi & Carroll, 2004).

The study results show that majority respondents (63.4%) were satisfied with profit sharing as according to them profit sharing reward is the most motivating reward and they agreed to increase their work effort for getting this reward (81.8%) and also they felt that this reward match their work efforts (65.2%). This reward system has only one criticism that it might have a negative impact on the work atmosphere (71.5%).

The second reward of tangible recognition in the form of paid out movie tickets were regarded as 2nd choice by the respondents (45.2%). The respondents (39.1%) felt that this reward help in increasing team efforts among the employees and most respondents were satisfied with the quantity and quality of movie tickets (82.64%) while mostly respondents believed that movie tickets were distributed unfairly (60.8%).

The Christmas bonus reward regarded as the least satisfying reward for workers of Harrods (44.0%). However, there was only a minor difference of only 1.1% between the movie- tickets and the Christmas bonus reward. It was perceived (75.1%) that Christmas bonus has a positive impact on the atmosphere of work while the majority of the respondents disagreed (66.7%) that Christmas bonus would be motivating for employees for performing well in their jobs.

Movie TicketsProfit

sharing

Christmas

bonus

 

The rewards are distributed rightfully.
  • strongly agree
154
  • agree
8155
  • disagree
824
  • strongly disagree
809
The reward match with the work effort.
  • strongly agree
272
  • agree
9129
  • disagree
363
  • strongly disagree
827
I am satisfied by reward’s quality/quantity
  • strongly agree
654
  • agree
1185
  • disagree
3710
  • strongly disagree
227
I am ready to enhance my work efforts for gaining the rewards.
  • strongly agree
396
  • agree
487
  • disagree
933
  • strongly disagree
514
In order to gain the rewards employees work more as a team.
  • strongly agree
143
  • agree
424
  • disagree
111110
  • strongly disagree
878
The rewards have a positive and good effect on the work atmosphere in the company.
  • strongly agree
442
  • agree
1165
  • disagree
859
  • strongly disagree
655
The rewards motivate for performing well in my job.
  • strongly agree
473
  • agree
10129
  • disagree
528
  • strongly disagree
424

Table 2 showing results on the employee’s satisfaction in relation to reward system of Harrods

 

 

 

 

 

 

 

 

 

 

Task 3 B able to evaluate the research outcomes

3A Organize and structure the raw data in tabular format and use appropriate techniques to analyse the findings in an orderly manner.

The data so collected in the research study regarding the level of motivation and satisfaction of employees from reward systems is organized and structured as discussed below.

Employee satisfaction on aspects of work motivation and other associated reward factors in Harrods

The study results show that majority respondents (65%) felt that their job is simple and self-repeating. Out of them 60.84% respondents believed that they have the option to choose their task. 68.1% respondents felt that there is no need of special skills for their work. Most of the respondents (56.5%) believed that they receive enough feedback from their employer while 62% believed that their boss motivates them to work. Only 47.8% were satisfied with their salary and almost 52.3% liked their job. The entire research findings can be shown in below table.

My Boss encourages me to workMy work tasks are interesting.
Strongly

agree

33
Agree139
Disagree68
Strongly

disagree

36

 

I am satisfied with my remuneration.I am satisfied with the amount of free time activity that is available to me.
Strongly

agree

01
Agree109
Disagree98
Strongly

disagree

20

 

It is personally considered by me that

Harrods is successful.

I get to influence by my work tasks.
Strongly

agree

21
Agree75
Disagree109
Strongly

disagree

76

 

I like my work.My work is easy and self-repeating as well.I get enough feedback from my employer.
Strongly

agree

333
Agree9108
Disagree768
Strongly

disagree

511

 

I am satisfied with the flow of information in the company.There is a need of special skills in my job tasks.
Strongly

agree

30
Agree96
Disagree611
Strongly

disagree

35

Table 3 showing results on employee’s satisfaction level on work-motivation

In the questions related to the Reward systems, the respondents chose on a range from 1 to 5, rating the specific reward system that motivates them the most. The results so derived are shown below.

Personal bonus paidRise in payExtra holidaysPromotionCompany car, mobile and other facilities.TrainingFlexible working hours
10000301
22010631
325391104
48598657
511131067310
Avg.4.64.34.33.93.33.44.3

Table 4 showing results on other rewards

In the above table, average has been calculated for analysing that which reward is the most motivating as perceived by the employees. The results clearly show that personal bonus, rise in pay, extra holidays and flexible work hours are the most motivating for the employees. Company car and training can be regarded as the least motivating factors.

Results on open questions

Some of the important questions which were included in the questionnaire are given as follows:

  1. Which reward system used by Harrods is preferred by you and why?
  2. Is there any need to change or improve something in the reward system?
  3. Do the reward systems of your company motivate you?
  4. Is there any other reward that would be motivating for you?

Many respondents believed that profit sharing is the best-preferred reward as it enables the employees to decide about how to invest money. The factors that could possibly be improved in this reward might be the amount of money paid as a share of profit and the information flow in the company (Beck, 2008). The respondents stated that rewards in the form of personal bonus would be more effective if they were paid out as money. Personal feedback and the manager’s sincere appreciation for the work performance would be effective for employees. Moreover, some respondents suggested that for developing better relations with employees the company may introduce individual rewards which can be in form of thank-you cards, gift baskets, birthday cards or other presents and even extra coffee breaks.

Result of the interviews

The interview was conducted with store manager and assistant manager of Harrods. Major points recorded as the interviewee’s opinion are presented below:

  • It is the responsibility of manager to motivate and encourage employees.
  • For manager it becomes very challenging to offer specific rewards that generate motivation in employees.
  • While developing a reward system for the employees, many ethical aspects should be taken into consideration.
  • Work recognition, honest feedback and money are the most motivating factors.
  • Sometimes there is a need to remind the employees that the rewards should not be taken for granted and are something extra.
  • It’s not a simple task to generate motivation in the employees as there are always some employees who have the feeling that they are treated unfairly in the company as compare to other co-workers.
  • Apart from personal bonus and rise in pay, positive and encouraging feedback from manager and colleagues are very important for enhancing motivation.
  • Different work tasks and proper and sufficient training would help in generating motivation among the employees.
  • It has been noticed that after the employees were given responsibility for their work in the store, a visible increase in the employee’s motivation was observed.
  • The employees who have been with Harrods from the beginning are far better motivated in comparison to those who have worked for a very short period of time (Pitts, 2005).
  • Other factors also affect the increase in motivation such as change in the office atmosphere, a new store manager or new work colleague etc.
  • It is not so easy to judge whether the rewards had a positive impact on the employees or not.

M3 In the above study, appropriate methods had been applied making use of tables and percentage analysis for presenting suitable and reliable findings. Also, the average method has been used for deriving at a conclusion regarding the most effective motivating factors. The tabular form has been used in the above study for clear presentation of all the research findings so that suitable and appropriate analysis can be made through the research findings. The whole survey was carried out satisfactorily and the findings are well presented for the reader’s suitability and for developing an adequate synthesis project report.

3B. Interpret and evaluate the results in terms of original research specifications and objectives and make recommendations with justification.

As per above study carrying out the analysis of data collected would be interpreted and discussed for the generation of proper recommendations and driving conclusions. The primary objective of the study was to conceptualize and summarize the strong motivating factors of the employees in Harrods. The following interpretations can be arrived from the study:

  • With regard to the motivating factor, majority employees believed that personal growth, fairness, salary, work recognition and work environment are the most important. As per employees the work itself and the company’s growth were not considered motivating.
  • In Harrods, the interview results have elaborated the fact that combining material reward and work recognition with encouragement would be very essentially vital for good motivation.
  • Profit sharing was preferred as reward due to the reason that it is distributed fairly and the employees can decide about investing money. The majority of respondents showed that they are ready for working more for receiving the reward (Zingheim & Schuster, 2010).
  • The Christmas bonus was considered the least motivating as it is paid only one time in a year and besides employees do not have the chance to influence the reward size as well.
  • The third reward of offering movie tickets were motivating as they are linked to work performance of individuals and not on company performance but a majority of the respondents stated that as this reward does not match their work effort so it did not motivate them.
  • For making the rewards more motivating and encouraging, the employer must include employees to some extent in the process of decision making and in developing rewards.

Recommendations

As per research made, it is evident that Harrods needs to take more consideration in the needs and wants of the employees. It would be recommended for the company to involve employees in decision making process and in development of the rewards. This can possibly be done by providing the employees an opportunity to give their feedback on reward systems. As per research findings, major challenge in motivating employees is that unfair rewards provide reward and benefits to the employees who do not work hard. It would be recommended for Harrods that profit sharing should be paid out as per the individual performance and the company could develop new rewards that must be paid out as per the individual performance only. For instance, Harrods can develop a personal sales bonus reward system, salary-increase and extra holidays, and these rewards would assure that those who work hard would receive a proper reward for their better performance.

The questions asked to respondents showed that respondents felt that their work tasks were too simple and self-repeating. For solving this problem it may be recommended that employer can try to increase the level of personal contact with employees. Discussion regarding development must be conducted more than once a year where employees have the chance to give feedback on their work. For those employees who feel that their jobs are self-repeating multitasking or job rotation should be arranged for them and for this effective training could be imparted to the employees for doing different tasks (Redman & Wilkinson, 2010). For example, cashier may be trained to work as sales clerk or in logistics department and vice versa. It would be suggested that the manager can arrange regular practical training providing opportunity to employees to improve themselves. It is believed that by implementation of more individual rewards on the basis of performance, it would be possible for Harrods to gain success by encouraging the employees to perform better in relevant specific tasks. While concentrating more on bigger rewards, Harrods has forgot that smaller rewards may have same effect on motivation. It could also be said that the verbal and written recognition, social recognition and symbolic recognition are the powerful motivators if used correctly.

D2 The interpretations as stated in the above study are in relation to research objectives in order to make proper conclusions that the research problems are identified suitably. Appropriate methods had been applied for generating good interpretations and suitable recommendations have been made considering the analysis and interpretations of the research study. Suggestions have been made after thorough analysis of all the research outcomes and as per company’s work environment.

 

 

 

 

 

 

 

 

Task 4 Be able to present the research outcomes

4A Present the outcomes of the entire research using an agreed and appropriate format as a written report.

In a company’s success and development employee’s motivation plays a very vital part. Thus, it is vital for Harrods to understand what motivates the employees and in what ways their job performance can be improved. The result of the study and analysis of literature conclude that there are two important factors that have a profound effect on work motivation in Harrods. One factor is the intrinsic motivation which comes from within and related to the feelings of the employees such as personal growth, responsibility for the work, feeling of achieving, and freedom to act. Other one is extrinsic motivation in which outside factors motivate the employees like salary, rewards and criticism (Hafiza et al, 2011).

From the study of the questionnaire and interview, it is clear that profit sharing is the most preferred reward among the employees of Harrods. It was indeed motivating for the employees as it best matches with their individual work effort. Intrinsic motivation which includes the immaterial rewards is considered equally important as extrinsic motivation and thus it should be used frequently by Harrods so as to increase employee motivation (Deeprose, 2004). Specifically, taking feedback and verbal recognition from the managers and colleagues were considered important. Moreover, in order to improve the reward system and work motivation of Harrods, it could be suggested to the company to include the employees in decision making processes and development. Also, it could be recommended to the company to pay out a certain percentage of profit sharing based on the individual performance so that the work effort of each individual can be better matched. With the objective of keeping the employees satisfied and interested in their work tasks, it could be suggested to implement multi-tasking and job-rotation along with constant development and training of the employees.

The present research was conducted to help Harrods in analysing the different attitudes of their employees regarding the reward systems of the company. More specifically the research carried out for Harrods to investigate the most preferred reward system by the employees and what other rewards motivate the employees. Thus it can be concluded from the whole analysis conducted in the present research study that the general factors that affect the work motivation in Harrods are personal growth, healthy work atmosphere, achievement, salary, recognition, responsibility of work and work itself. The most efficient and effective way to maximize work motivation in Harrods would be a combination of material reward and spiritual encouragement. These ways would definitely boost the employees to work hard and to put extra effort in the work and would eventually help in achieving the desired objectives of the organization (Eisenberger et al, 2008).

D3 The above conclusion with the suggested recommendations clearly shows that the research project is well structured and presented accordingly. The final report discussed in the above task is arrived at after a thorough analysis of the research study and the research outcomes. Also conclusion is derived considering the professional standards and for convenience of the learner, proper referencing has been done in the end of this research project. Also a list of appendix has been attached in current research project for proper evaluation and understanding of the learner. Finally, the report as stated above is reliable and as per analysis of all the research data pertaining to Harrods in the context of its employee’s motivation.

 

 

 

 

 

 

 

 

CONCLUSION

Present research has been developed in order to examine the motivational factors of one of the major retail organization named Harrods. Present research has been conducted by making use of the primary and secondary research methods. It has been revealed through present research that intrinsic and extrinsic rewards are having equal importance in order to enhance the motivation level of employees in the Harrods.

 

 

 

 

 

 

 

 

 

 

 

 

 

REFERENCES

Armstrong, M & Brown, D. (2006) Strategic Reward, 1st edition Great Britain: Kogan Page Limited, 266 p.

Armstong, M. (2007) Human Resource Management Practice, 7th edition Great Britain: Kogan Page Limited, 922 p

Baron, R.A. (2003) Behaviour in organizations, p. 123, New York: Allyn & Bacon, Inc.

Beardwell, J. & Claydon, T. (2004) Human Resource Management, 5th edition Great Brian: Pearson Education Limited, 694 p

Beck, R. (2008) Motivation Theories and Principles, 1st edition Prentice-Hall Inc., 470 p

Bowen, B.B. (2010). Recognizing and rewarding employees. McGraw-Hill

Deeprose, D. (2004). How to recognize and reward employees New York: AMACO

Eisenberger, R., Armeli, S., and Pretz, J. (2008) Can the Promise of Reward Increase Creativity? Journal of Personality and Social Psychology Vol.74, pp. 704-714.

Hafiza N., Shah S., Jamsheed H. and Zaman K. (2011) Relationship Between rewards and Employee’s Motivation in the non-Profit Organizations of UK, Business Intelligence Journal-July, Vol.4No.2.

Luthans, K. (2010). Recognition: A Powerful, but often Overlooked, Leadership Tool to Improve Employee Performance, The Journal of Leadership Studies. Vol.7, N0.1, pp. 32-39.

McCormick and Tifflin, J. (2009) Industrial Psychology, New York; George, Allen and Unwin. Torrington, Derek. Hall, Laura. Taylor, Stephen & Atkinson Carol 2009, Fundamentals of Human Resource Management, 1st edition. Pearson Education Limited, 439 p.

Perry, J.L., Mesch, D., & Paarlberg, L. (2012) Motivating Employees in a New Governance Era: the Performance Paradigm Revisited. Public Administration Review Vol.66, pp. 505-514.

Pitts, C. (2005). Motivating Your Organization, 1st edition McGraw-Hill International, 187 p

Redman, T. & Wilkinson, A. (2010) Contemporary Human Resource Management, 2nd edition Pearson Education Limited, 528 p

Shore, L.M., & Shore, T.H. (2009) Perceived organizational support and organizational justice. In R. Cropanzano & K.M. Kacmar (Eds.), Organizational politics, justice, and support: B. Managing social climate at work (pp. 149-164.), Westport, CT: Quorum Press.

Tosi, H & Carroll, S. (2004). Managing Organizational Behaviour, 3rd edition USA: Pitman Publishing Inc., 620 p

Zingheim, P & Schuster, J. (2010) Pay People Right, 1st edition California: Jossey-Bass Inc., 388 p.

 

 

 

 

 

 

 

 

 

APPENDIX

QUESTIONNAIRE

  1. From how many years are you working in Harrods?
  • less than 1 year
  • 1-2 years
  • 2-5 years
  • 5-10 years
  • Over 10 years

 

  1. The rewards are distributed fairly and rightfully.
Movie ticketsSales bonusChristmas-bonus

 

§  strongly agree
§  agree
§  disagree
§  strongly disagree

 

 

  1. The rewards match your efforts you put in work.
Movie ticketsSales bonusChristmas-bonus
§  strongly agree
§  agree
§  disagree
§  strongly disagree
  1. I am satisfied with the reward’s quality/quantity offered by Harrods.
Movie ticketsSales-bonus

 

Christmas-bonus

 

§  strongly agree
§  agree
§  disagree
§  strongly disagree

 

  1. Employees work properly as a team so as to gain the rewards.
Movie ticketsSales-bonusChristmas-bonus
§  strongly agree
§  agree
§  disagree
§  strongly disagree
  1. The rewards have a positive and better effect on the work atmosphere.
Movie ticketsSales-bonusChristmas-bonus
§  strongly agree
§  agree
§  disagree
§  strongly disagree

 

 

  1. The rewards motivate and encourage me to perform effectively in my job.
Movie ticketsSales BonusChristmas-bonus
§  strongly agree
§  agree
§  disagree
§  strongly disagree   

INTERVIEW QUESTIONNAIRE

1) Is it hard for a manager to distribute the rewards fairly?
2) Which reward system do you believe the employees prefer?
3) Are there other rewards that motivate the employees?
4) Do you believe that by implementing rewards have employee motivation would increase?
5) Is there any difference between the motivations of employee who have been working for the company for a long period of time and those who have just started?
6) What are the challenges of a manager when developing a reward system in the company?
7) Should employees be given a chance to involve in decision making process of the reward system?
8) Does it is the responsibility of the manager to motivate the employees?
9) Could the reward systems be improved or developed further?
10) Are the employees included in decision making process of the reward systems?

 

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