Employee Motivation Research Project

RESEARCH PROJECT
ON
EMPLOYEE MOTIVATION
Toll Free : +44 203 3555 345

Email : help@onlinedissertationwriting.co.uk
Website : http://www.onlinedissertationwriting.co.uk/
TABLE OF CONTENTS
CHAPTER 1 INTRODUCTION.....................................................................................................1
Research project description........................................................................................................1
Research aim and objectives........................................................................................................1
Rationale of the study..................................................................................................................2
Structure of the research..............................................................................................................2
Timescale.....................................................................................................................................3
CHAPTER 2 LITERATURE REVIEW..........................................................................................4
Theories related to motivation.....................................................................................................4
Importance of enhancing employee motivation..........................................................................6
Factors affecting employee's motivation or satisfaction..............................................................6
Effect of motivation on job satisfaction.......................................................................................7
CHAPTER 3: RESEARCH METHODOLOGY...........................................................................10
Introduction................................................................................................................................10
Research philosophy..................................................................................................................10
Research approach.....................................................................................................................10
Research strategy.......................................................................................................................11
Data collection methods.............................................................................................................11
Population, sample and sampling method.................................................................................11
Validity and reliability of research instruments.........................................................................12
Ethical consideration.................................................................................................................12
Limitation of research method...................................................................................................12
Data analysis..............................................................................................................................12
Toll Free : +44 203 3555 345
Resources and time plan.......................................................................................................12

CHAPTER - 4 DATA COLLECTION AND ANALYSIS.............................................................13
Questionnaire.............................................................................................................................13
Findings from the questionnaire................................................................................................16
Interpretation..............................................................................................................................21
CHAPTER 5 CONCLUSION AND RECOMMENDATIONS..................................................30
REFERENCES..............................................................................................................................31
Toll Free : +44 203 3555 345

SAMPLE ON
EMPLOYEE MOTIVATION
RESEARCH PROJECT
FOR DISSERTATION HELP
KINDLY CONTACT AT :
help@onlinedissertationwriting.co.uk
Toll Free : +44 203 3555 345

CHAPTER 1: INTRODUCTION
Research project description
The major aim of this study is to investigate the impact of employee motivation on the
job satisfaction. The project highlights the fact that motivational aspects can influence the
behavior of the employees. It is essential that workers should be appreciated or rewarded for the
contribution that they are delivering to the company. Hence this topic can prove to be a very
interesting research point. Due to increasing competition, aspects like motivation, job satisfaction
and employee performance have become very crucial for the firms (Albrecht, 2012). They expect
to retain best of their individuals and gain maximum from them.
This topic has been selected in order to find out more details about the relationship
between motivation and job satisfaction. This research study has the potential to find out the
major reasons why workers remain dissatisfied from their jobs. It identifies the methods through
which satisfaction among the people can be increased (Roberts, 2013). It talks about the different
motivational theories. These theories answer to the questions what motivates the employees
and why do they behave in a certain way. The research is being performed within the context
of McDonalds.
Research aim and objectives
The major aim of the research is to evaluate the influence of employee motivation on the
job satisfaction within the context of McDonalds, Station Road, Harrow, UK.
Following objectives have been laid down in order to achieve the above framed aim:
To examine the theories related to motivation and their association with job satisfaction
To investigate the level of employee motivation at McDonalds
To determine the level of job satisfaction at McDonalds
To analyze the impact of employee motivation on job satisfaction at McDonalds
Toll Free : +44 203 3555 345

Rationale of the study

The goal of the research is to highlight the importance of job satisfaction and its
connection with the employees working within the organization. Further it talks about the
importance of motivation at the workplace. In the present context, talented employees are treated
as the assets of business. Efforts are made to retain them for a longer period so that company can
make valuable use of them (Hakala, 2008). There can be many factors which can affect their job
satisfaction and their respective behavior within the company. From the academic point of view
this study holds a great importance. The readers can get an intellectual view of the motivational
theories, factors affecting job satisfaction and the methods of increasing the motivation for
employees. From the corporate point of view, it can be said that this research work will state
about the motivational techniques and approaches which can be used by the employers
(Armstrong, 2012). Further it will be interesting to know that how job satisfaction is correlated to
motivation.
Structure of the research
Structure of the research is as follows:
Chapter 1 Introduction
This chapter states the area of the research. The clear purpose and rational is defined.
Apart from that the research background, issue and the problem statement are also discussed.
Within this chapter only, the research objectives are framed. It sets down the basis for further
discussion.
Chapter 2 Literature Review
This chapter includes the past research findings. The theories and concepts related with
the topic are discussed critically. The main purpose is to find out the research gaps. An effort is
made to establish a link between the existing literature and the research.
Chapter 3 Research Design & Methodology
It talks about the approaches and instruments which are used in collecting the data for the
research. It is important because it point out the direction for the research. The reasons behind
use of different research tool will be explained along with proper justification.
Toll Free : +44 203 3555 345

Chapter 4 Data Collection and Analysis

This chapter shows the evaluation of the data collected for the study. The outcomes and
conclusion are based on this chapter only. A suitable technique of evaluation has been used for
the study. It will help in producing valuable results.
Timescale
Sr. No.
Activities
List of activities
Weeks
Meeting with supervisor
Completion of proposal
Submission of proposal
Preceding activities
Approval of supervisor
Review of previous literature
Collection of data
Analysis of data
E,F
Interpretation of data
Drafting the complete project
E,
Toll Free : +44 203 3555 345

10
Reviewing the complete project
11
Finalizing the project
12
Submission of the project
Toll Free : +44 203 3555 345

SAMPLE ON
EMPLOYEE MOTIVATION
RESEARCH PROJECT
FOR
KINDLY CONTACT AT:
Toll Free : +44 203 3555 345
CHAPTER 2: LITERATURE REVIEW

Under this chapter past research findings are included. The theories and concepts related
with the topic are discussed in critical manner. The main purpose is to find out the research gaps
so that main objective can be established. An effort is made to establish a link between the
existing literature and the research.
Theories related to motivation
Maslow Hierarchy of needs
The theory was proposed by Abram Maslow in the year 1943. It states that an individual
is having certain types of needs which are satisfied level after level (Pulakos, 2009). Those needs
can be described as follows:
Toll Free : +44 203 3555 345

Figure 1: Maslow Hierarchy of needs
Physiological Needs
According to Trerise, (2010), these are some basic needs of an employee which can be
expected to be fulfilled from the company. For example, employees can be motivated through
offering basic facilities such as shelter, water, food, good working condition, salary etc.
Safety Needs
It is associated with protection and security of an individual. The needs include living in
safe area, financial services, retirement plan, job security etc.
Social needs
According to Tucker, (2013), the social needs includes more of emotional aspects of an
employee. It includes needs like family, love, friends, affection, socialism etc. Within the context
of the business, an employee expect to work at a company where he can find friendly working
conditions.
Esteem needs
The self-esteem needs are related with self-respect, recognition, attention, good
reputation etc. It is about holding a good social status within the society.
Self-actualization
According to Cattermole, Johnson and Roberts, (2013), it is considered as the search of
reaching ones full potential as an individual. It includes needs such as truth, justice, wisdom,
Toll Free : +44 203 3555 345
meaning etc. It can be
very
difficult
to
achieve because it is stage of harmony and intense happiness.

Herzberg theory of motivation
The theory has been proposed by Fredrick Herzberg. In order to understand the employee
motivation, he performed a study and concluded that there are two factors which causes job
satisfaction and dissatisfaction.
Satisfaction factors motivators

Achievement
Advancement
Growth
Recognition
Responsibility (Evans, 2010)

Work itself
Dissatisfaction factors hygiene

Company policy
Relationship with boss
Relationship with co-workers
Salary
Supervision
Work environment (Grgens-Albino
and Kusek 2009)

According to Herzberg job enrichment is required for intrinsic motivation and it is a
never ending process. The theory states that the given work must possess adequate challenge so
that full potential of the employees can be utilized (Griffin and Annulis, 2013). The people who
are capable must be given more responsibilities. The company should focus on replacement if a
particular job is not been able to make use of full potential of an individual. The person should be
replaced with the one who has a lower level of skill.
Importance of enhancing employee motivation
For the firm it is very essential that it must make efforts with regard to enhance the
motivation level of its workers. In this regard, it has been evident from the many researches that
high level of motivation among workers will lead to cause the positive impact upon the sales and
profitability related condition of enterprises. It is due to the fact that, motivated employees will
tend to deliver their best services to the firm. According to Hafeez and Aburawi, (2013), Due to
this, the respective customers of firm will feel highly satisfied. As a result of it they will
constantly use the services which is being given by firm and because of this the sales and
profitability related condition of firm will be impacted in a positive way. However, it has been
stated by Kruse, (2012), that firm can accomplish its strategic goal within given specified time
Toll Free : +44 203 3555 345
limit if has the team
of
motivated
and
satisfied employees. Overall, it can be said that employee motivation has positive impact upon
the organization.
Factors affecting employee's motivation or satisfaction
There are number of factors assessed which lead to cause the necessary impact upon the
motivation or satisfaction level of employees. Here, Lauby, (2005), stated that the work
environment of the organization is being regarded as the major factor which lead to cause
significant impact upon the satisfaction level of the employees. Here, working environment is the
environment where workers work. The employees always prefer to work in the environment
which gives importance to their needs and demands. However, if they will not find such
environment then in the given circumstance their motivation level will be impacted in a negative
way. As a result of it they will concentrate upon the work which is being assigned to them.
However, Harris and King, (2015), have examined that the level of stress or workload
within organization will lead to influence the motivation or the satisfaction level of employees.
High level of stress will lead to cause the direct impact upon the satisfaction level of workers.
This is because, for any workers it became very difficult with regard to work in a highly stressful
environment. (Motivating Employees. 2015) But, they feel motivated to work in such
environment when manager of firm uses necessary means with respect to enhance the motivation
level of their workers in an effective way.
In addition to this, as per the view point of Whalley, (2009), the type of leadership style
as being adopted by the firm's manager will lead to cause the significant impact upon the
motivation level of employees. In this regard, there are three different type of leadership style
assessed and it consists of autocratic, participative and free rein etc. (Albrecht, 2012). These all
given styles have different impact upon the satisfaction level of workers. For example, the
motivation level of workers is impacted in a negative way firm's manager uses autocratic style of
managing and leading workers. This is because, such leader do not give importance to the
employees who works within firm (Claydon, 2010). The main aim to this worker is to
accomplish its work in any condition. Due to this, motivation of worker will be impacted in a
negative way.
Toll Free : +44 203 3555 345
However,
Cram, (2010), also
examined that employees feel highly motivated when manager uses democratic method of
managing and leading people. This is because, such leader give priority to the needs and
demands of the workers. Moreover, in order to make them feel like as an important part of firm
they involve their employees in the decision making process. According to Qualls, (2008),
through this way only, such manager enhances as well as maintain the satisfaction level of the
employees in an effectual way. Thus, it can be said that different factors have both positive and
negative impact upon the satisfaction level of workers.
Effect of motivation on job satisfaction
According to Roberts, (2013), Motivation is the reason behind satisfaction and
satisfaction is the last situation attend by an employee. It has been reviewed from the many
literature that the motivation causes significant impact upon the satisfaction level of workers. In
accordance with the given context, as per the view point of Sutherland, (2013), motivation
encourages workers to put double efforts on the work which is being assigned to them. It has
been assessed that the individual who feel highly motivated will always try to make efforts with
regard to deliver its best performance to the firm. According to Griffin, M. and Annulis, (2013),
such type of motivation comes when they feel highly satisfied from their job in an effectual way.
Thus, it can be said that the motivation and job satisfaction are the two such factors which are
directly connected with each other. This means that negative motivation causes negative impact
upon the satisfaction level of employees or vice versa.
In addition to this, Eyal and Roth, (2011), stated that motivation helps in converting the
non-satisfied state of an individual into the satisfied state. There are many instances occur within
organization which will lead to cause the direct impact upon the satisfaction level of employees.
Thus, one ray of hope will help in enhancing the satisfaction level of workers. As a result it an
individual who feel highly dissatisfied from their job will start liking it. Due to this, positive
benefits will be gain by the firms like McDonald in the form of increased profits and sales.
However, it has been critically evaluated by the Cattermole, Johnson and Roberts, (2013)
that satisfaction level of employees varies as per the type of employees motivation mean as being
used by the manager of organization. In this regard, it is assessed that some employees feel
Toll Free : +44 203 3555 345
highly satisfied when
manager uses non-
monetary means such as assigning high role and responsibilities and giving letter of recognition
to the workers for the purpose to enhance the motivation level of employees in an effective
manner.
According to Evans, (2010), some workers feels highly satisfied then firm appraise their
work through monetary mean of motivation which consist of incentives and bonus etc. Thus, it is
also right to say that the type of motivational mean also influences the satisfaction level of
workers. Hence, for the manager it is necessary that it must consider the given thing while
making the decision about the way of enhancing the satisfaction level of employees. This is
because, wrong selection with regard to the motivation factor will lead to hamper the service
delivery process of firm.
Additionally, according to the view point of Grgens-Albino and Kusek (2009), the
motivation and satisfaction level of workers are influenced through the same type of factors as
they are interrelated or interconnected with each other. There are many factors which influence
the satisfaction level of workers, hence it is essential for the manager that it must consider the
given factors in an effective way. This is because, lack of consideration of the same will lead to
hamper the work of organization.
In addition to this, as per the view point of Albrecht, (2012), productivity in work is the
outcome of employee satisfaction and motivation. Generally, it has been seen that employees
will not take part in any type of activity which is being organized within firm if they do not feel
highly satisfied or motivated from their respective job. Due to this, productivity of the employees
will get hampered. This direct impact will be seen upon the sales and profitability related
condition of firm in an effectual way. Overall, it can be said that the employee motivation has its
impact upon the job satisfaction level of workers.
Toll Free : +44 203 3555 345

SAMPLE ON
EMPLOYEE MOTIVATION
RESEARCH PROJECT
FOR
KINDLY CONTACT AT:
Toll Free : +44 203 3555 345

CHAPTER 3: RESEARCH METHODOLOGY

Introduction
Research is the systematic process of analyzing a specific thing, events and facts which
are associated with the selected topic under study in an effectual manner. However, research
methodology consists of varied methods, techniques and instruments which are used with an aim
to carry out study upon the topic in a scientific and systematic way (Creswell, 2013). In this
regard, different principles assessed which needs to be followed by the researcher while
formulating the research methodology. These are all depicted in below:
It must be prepared in a systematic and sequential way.
Honesty must be maintained by the scholar while collecting the data for the respective
study.
The data collected must be registered and it should be interpreted effectively by
complying with all the rules and regulations (Diment, 2012)
The result obtained for the study must be free from any kind of errors.
It must give correct information to the reader who will use the given study for the some
future work.
Research philosophy
Research philosophy gives the information about the reality which is unbiased. This is
because, data which is assembled here is actual and measurable. There is a difference exist
between data and subjective reality (Forzano, 2011). Subjective reality only depicts about the
opinion of person. However, data is used in the process of constructing the project in an effective
way. The research philosophy is of four types such as realism, positivism, interpretivism and
pragmatism etc. For the present study which is on analysing the impact of employee motivation
on the satisfaction level of McDonald employees, positivism philosophy has been used (Bell,
2010). It is applied because it helps in observing the behaviour of individuals and thereby it
assesses the casual relationship which exist between the two variables.
Toll Free : +44 203 3555 345

Research approach
Inductive and deductive are being regarded as two basic forms of research approach.
Here, deductive approach is used when scholar has to test the validity of the existent theories and
hypothesis (Merriam, 2009). But, inductive approach is used by the scholar when it will have to
formulate the new theory. For the selected topic under study, inductive approach has been
applied. This is because, with the use of given approach researcher can start its study upon the
respective topic in a systematic manner. The given approach begin with the data collection
process and afterwards researcher will formulate the theory on the basis of collected data (Punch,
2009). The given approach will help in attaining the aims and objectives of the study in an
effectual way.
Research strategy
Research strategy is the way of conducting the study (Meaning of research strategy,
2016). Here, with regard to the present study which is based on the topic of analysing the impact
of employee motivation on the satisfaction level of McDonald employees survey type of
research strategy has been used (Quantitative and Qualitative Evaluation Methods. 2007). With
the help of given tactic, detailed examination of selected topic has been carried out. Thus, due to
this an effective conclusion can be drawn with respect to the present study in an effectual way.
Data collection methods
Data collection is consists of two different type of methods which are used with an aim to
assemble an appropriate information for the study. For the present study, both primary and
secondary means of collecting the data has been used. Here, the instrument such as questionnaire
has been framed in order to collect the primary data for the study (Forzano, 2011). The major
questions in the questionnaire has been formulated in the yes or no format. Moreover, it is
designed in such a manner that it helps in giving proper answer to the research problem of the
study. In addition to this, secondary data collection methods are also used for the present study
wherein data has been gathered with the help of books, journals and articles.
Toll Free : +44 203 3555 345

Population, sample and sampling method

Population is the large collection of individuals upon which a researcher wants to conduct
the study. With regard to the present study, all the employees who works in McDonalds London
branch has been considered as population (Jonker and Pennink, 2010). Due to the time
limitation, it is very difficult for the scholar that it must conduct its study upon whole research
population and because of this there is need to collect the sample for the study is being arises in
front of researcher. This process is called as sampling. For the present study, sample has been
gathered with the use of random sampling method. Here, with the help of given approach sample
of 20 active operational Mcdonalds employees are selected (Kimmel, 2009).
Validity and reliability of research instruments
For the researcher it is very important that it must ensure the reliability and validity of the
research instrument. Here, research instrument will be consider as reliable if it gives or deliver
consistent results. Here, with an aim make sure the reliability of the research instrument efforts
has been taken by the scholar with regard to not to form poorly worded and imprecise questions
in the questionnaire.
Ethical consideration
It is very important for the researcher that it must follow all the ethical rules and
principles related with the study. This is because, if not followed at that time many complications
will be bear by the researcher of the specific study. For the present study which is on analysing
the impact of employee motivation on the satisfaction level of McDonald employees different
ethical aspects has been considered by the scholar (Kuada, 2012). Here, scholar has made efforts
for not relieving the personal information of the sample to any other person. Furthermore,
researcher has given proper information to the sample regarding the major objective behind
conducting the given study.
Limitation of research method
Time is being regarded as the major limitation for the present study. This is because, in
this context it is assessed that here scholar have very limited time to carry out its study upon the
respective topic. This may hamper the result of the given study.
Toll Free : +44 203 3555 345
Data analysis
Data analysis is the way of analysing the collected data for the study. The effectiveness of
the obtained result largely depends upon the different data analysis methods only (Merriam,
2009). Thus, in the present study, SPSS software has been used in which different statistical tests
has been applied.
Resources and time plan
There are varied type of resources will be needed by the researcher with an aim to
accomplish the objective of the study in a successful way. However, among all time and financial
resources are the major one. Here, the whole work of present study has been divided in 10 tasks.
Thus, each tasks are splits into 14 weeks period.
Toll Free : +44 203 3555 345

SAMPLE ON
EMPLOYEE MOTIVATION
RESEARCH PROJECT
FOR
KINDLY CONTACT AT:
Toll Free : +44 203 3555 345

CHAPTER- 4 DATA COLLECTION AND ANALYSIS

Questionnaire
The purpose of this questionnaire is to investigate the impact of motivation on job
satisfaction at the McDonald restaurant, Harrow.
Gender
Male
Female
Age
< 30 years
30-40 years
>40 years
Job Rank:
High
Middle
Low
Mention your years of experience?
5 years
2 > 5 years
3 > 10 years
Tick the most appropriate answers

Work motivation
Strongly
disagree
I arrive at the
1
McDonald store on
time and do not leave
early
My work is of
1
interesting nature
I am confident with my 1
abilities to succeed
Somewhat Disagree Agree

disagree
Somewhat Strongly
agree
agree
Toll Free : +44 203 3555 345

I take responsibility
for my mistakes and do
not blame others
My mentor keeps me
motivated towards my
work
I expect more accuracy
in my work
I take participation in
training in order to
improve my skills and
competencies
Job satisfaction
Strongly
disagree
I am often bored 1
with the job
I feel satisfied 1
from my present
job
I feel enthusiastic 1
about my job
I feel enjoyment in 1
my work
I am satisfied with 1
the recognition
my chances of
promotion
the dynamics in
my job
Somewhat Disagree Agree

disagree
2
3
4
Somewhat Strongly agree

agree
5
6
Findings from the questionnaire

Statistics
Toll Free : +44 203 3555 345

gende ag Job
r
e Ra
nk
I feel I am
MentI
My
I am I take
My
I take
I feelI feel
ion arrive work confi respons ment expe particip am satis enthusi
your at the is of dent ibility or
ct
ation in oft fied astic
yearsMcDo intere with for my keeps more training en from about

of
nald sting my
mistake me
expe store nature abilitis and
es to do not ated in
time
succe blame towar my e my
h job
and
ed
the
others ds my work skills

work
and
ed
in my with
with with
work the
my
the
recogn chanc dyna

ition es of mics
prom in my
otion job
job
compet
20 20 20
early
0
20
20
20
20
20
encies
20
20 20
20
20
20
20
20
0 0 0
20
gender
Frequency Percent
Valid
ed
improv wit ent
leave
Valid 20
N Missi
0
ng
ment ed
ed pres
rienc on
do not
enjoy satisfi satisfi satisfi
accur in order bor my my job
motiv acy to
I am I am
male
20
100.0
Valid
Percent
100.0
age
Frequency Percent
< 30 years
30-40 years
Valid
>40 years
Total
4
11
5
20
20.0
55.0
25.0
100.0
0 0
Cumulative
Percent
100.0
Valid
Percent
20.0
55.0
25.0
100.0
Cumulative
Percent
20.0
75.0
100.0
Job Rank
Toll Free : +44 203 3555 345
Frequency Percent
high
middle
Valid
low
Total
5
12
3
20
25.0
60.0
15.0
100.0
Valid
Percent
25.0
60.0
15.0
100.0
Cumulative
Percent
25.0
85.0
100.0
Mention your years of experience

Frequency Percent
Valid
Percent
5 years
6
30.0
30.0
2 > 5 years
9
45.0
45.0
Valid
3 > 10
5
25.0
25.0
years
Total
20
100.0
100.0
Cumulative
Percent
30.0
75.0
100.0
My work is of interesting nature

Frequency Percent
Valid
Percent
Disagree
2
10.0
10.0
Agree
7
35.0
35.0
Valid Somewhat agree
8
40.0
40.0
strongly agree
3
15.0
15.0
Total
20
100.0
100.0
Cumulative
Percent
10.0
45.0
85.0
100.0
I am confident with my abilities to succeed

Toll Free : +44 203 3555 345
Frequency Percent
Disagree
Agree
strongly agree
Total
2
10
6
2
20
10.0
50.0
30.0
10.0
100.0
Valid
Percent
10.0
50.0
30.0
10.0
100.0
Cumulative
Percent
10.0
60.0
90.0
100.0
I take responsibility for my mistakes and do not blame others

Frequency Percent
Valid
Cumulative
Percent
Percent
Agree
8
40.0
40.0
40.0
Somewhat agree
7
35.0
35.0
75.0
Valid
strongly agree
5
25.0
25.0
100.0
Total
20
100.0
100.0
Valid
My mentor keeps me motivated towards my work

Frequency Percent
Valid
Cumulative
Percent
Percent
Somewhat
1
5.0
5.0
5.0
disagree
Disagree
2
10.0
10.0
15.0
Agree
9
45.0
45.0
60.0
Somewhat agree
7
35.0
35.0
95.0
strongly agree
1
5.0
5.0
100.0
Total
20
100.0
100.0
I expect more accuracy in my work

Toll Free : +44 203 3555 345
Frequency Percent
Disagree
Agree
Valid
Somewhat agree
Total
4
12
4
20
20.0
60.0
20.0
100.0
Valid
Percent
20.0
60.0
20.0
100.0
Cumulative
Percent
20.0
80.0
100.0
I take participation in training in order to improve my skills and

competencies
Frequency Percent
Valid
Cumulative
Percent
Percent
Agree
9
45.0
45.0
45.0
Somewhat agree
8
40.0
40.0
85.0
Valid
strongly agree
3
15.0
15.0
100.0
Total
20
100.0
100.0
I am often bored with the job
Frequency Percent
Valid
Percent
Strongly disagree
3
15.0
15.0
somewhat disagree
10
50.0
50.0
Valid
Disagree
7
35.0
35.0
Total
20
100.0
100.0
Cumulative
Percent
15.0
65.0
100.0
Toll Free : +44 203 3555 345

I feel satisfied from

my present job
Frequency Percent
Agree
Somewhat agree
Valid
strongly agree
Total
9
7
4
20
45.0
35.0
20.0
100.0
Valid
Percent
45.0
35.0
20.0
100.0
Cumulative
Percent
45.0
80.0
100.0
I feel enthusiastic about my job

Frequency Percent
Valid
Percent
Disagree
2
10.0
10.0
Agree
10
50.0
50.0
6
30.0
30.0
strongly agree
2
10.0
10.0
Total
20
100.0
100.0
Cumulative
Percent
10.0
60.0
90.0
100.0
I feel enjoyment in my work

Frequency Percent
Valid
Percent
Disagree
1
5.0
5.0
Agree
11
55.0
55.0
5
25.0
25.0
strongly agree
3
15.0
15.0
Total
20
100.0
100.0
Cumulative
Percent
5.0
60.0
85.0
100.0
Toll Free : +44 203 3555 345

I am satisfied with the recognition

Frequency Percent
Valid
Percent
Disagree
3
15.0
15.0
Agree
11
55.0
55.0
Valid
Somewhat agree
6
30.0
30.0
Total
20
100.0
100.0
Cumulative
Percent
15.0
70.0
100.0
I am satisfied with my chances of promotion

Frequency Percent
Valid
Cumulative
Percent
Percent
Disagree
6
30.0
30.0
30.0
Agree
7
35.0
35.0
65.0
6
30.0
30.0
95.0
strongly agree
1
5.0
5.0
100.0
Total
20
100.0
100.0
I am satisfied with the dynamics in my job
Frequency Percent
Valid
Percent
Disagree
3
15.0
15.0
Agree
9
45.0
45.0
6
30.0
30.0
strongly agree
2
10.0
10.0
Total
20
100.0
100.0
Cumulative
Percent
15.0
60.0
90.0
100.0
Interpretation
Gender distribution
Toll Free : +44 203 3555 345
The above graph indicates that gender respondents in the questionnaire process were
equal in numbers. The number of men and women surveyed equals in proportion of 50% each.
Age distribution
The above graph signifies the age of the employees questioned at the McDonalds. The average
age of employees is between 30-40 years. This indicates that managers of the organization have a
Toll Free : +44 203 3555 345
preference
to
hire
young people within
this category of work.

Job ranking
The employees are asked about their position level within the company. The results
revealed that 25% are on high job rank, 15% are on low job rank and 60% are on middle job
rank. From this it can be interpreted that medium qualification jobs are largely seen in the fast
food industry.
Years of experience
The above graph indicates the working experience of the sample respondents at the McDonald.
The results have revealed that majority of the individual have 2-5 years of experience, 30% of
them have 5 years of experience and 25% of them have 3-10 years of experience.
Toll Free : +44 203 3555 345
My
work
is
of
interesting nature
The respondents were asked to state how interesting their work is at McDonalds. About
35% of them responded agree, 10% disagree, 40% stated somewhat agree and 15% stated
strongly agree. Majority of them were having positive opinions hence they feel interested in the
work that they do.
I am confident with my abilities to succeed
The employees were asked about their opinion on the confidence that they held on their abilities.
The results discovered that all 20 employees were agreeing with the statement. This shows that
they could reach the level of motivation successfully.
Toll Free : +44 203 3555 345
I take responsibility
for my mistakes and
do not blame others
The above findings shows the sense of personal responsibility for the potential mistakes at the
workplace. Majority of the sample people were showing their agreement with the statement.
From this it can be interpreted that learning from own mistakes develops high level of personal
and professional satisfaction and motivation towards the work.
I expect more accuracy in my work
Toll Free : +44 203 3555 345

The purpose of the researcher was to know whether the employees expect more accuracy
in their work. On getting the responses it was derived that majority of the respondents agree with
the statement.
My mentor keeps me motivated towards my work
The findings showed that 17 persons from the total 20 employees agree that mentor can
be an effective approach for giving motivation. It is a good approach as the mentors can teach the
Toll Free : +44 203 3555 345
employees
through
their own real life
experiences.
I take participation in the training in order to improve my skills and competencies
From the above findings it can be discovered that McDonald employees keeps the
willingness to participate in the training events for the purpose of increasing the professional
competencies. This helps in increasing their motivation level and it also leads to job satisfaction
Job satisfaction
I am often bored with the job
The above pie chart shows that majority of the sample respondents disagreed with the
statement because they are not bored with the job as it keeps them engaging. Employees of
Toll Free : +44 203 3555 345
McDonalds
are
working with good
satisfaction and they are also highly motivated.

I feel satisfied from my present job
In this question, the employees responded in positive manner. They are satisfied from
their present job which means they are highly motivated to make contribution towards the
business growth.
I feel enthusiastic about my job
From the above findings, it can be analysed that majority of the employees are
enthusiastic towards their work. It denotes high level of job satisfaction. However some people
disagreed with the statement which means there is a need to give them support of guidance in
order to increase the motivational level.
Toll Free : +44 203 3555 345

SAMPLE ON
EMPLOYEE MOTIVATION
RESEARCH PROJECT
FOR
KINDLY CONTACT AT:
Toll Free : +44 203 3555 345

CHAPTER 5 CONCLUSION AND RECOMMENDATIONS

After analyzing the whole research report, it can be concluded that the motivation has it
significant impact upon the satisfaction level of workers. This is because, it has been examined
that high level of motivation among worker will force them with regard to deliver their best
services to the corporation in an effectual manner. Here, it has also being assessed that the
employees who are working in McDonald feels highly satisfied and motivated. It is because of
the presence of an effective working environment of McDonald. In this context, it is identified
that the working environment of firm is highly cooperative and here each individuals works like
they are the member of one single family. In addition to this, McDonald have outstanding growth
opportunities for the employees who wants to get associated with the company for the long
period of time. Furthermore, the firm also employ a flexible working hour type of system which
gives opportunity to the employees to maintain the proper balance between the family and work
life. These all given things will lead to entail the high satisfaction among workers. As a result of
it they will put their efforts in giving high and best quality of services to the corporation, Due to
this, firm will get the benefit in the form of increased profits and sales in an effective way.
In addition to this, McDonald appreciates the work which is being carried out by its
employees through an incentive policy. This policy is used with an aim to maintain the
satisfaction level of employees. Thus, it can be consider as one of the element which is playing
very important role in firm's success or in the process of enhancing worker motivation.
Besides this, there are varied recommendations are being suggested to the manager of
organization which helps in enhancing the overall satisfaction level of workers. In this context, it
is suggested to the firm that it must give timely feedback to the workers regarding the type of
services being given by them. For this purpose, it can take help from the 360 degree performance
measurement tool. With the use of this tool, the performance as being given by the employees
can be examined through 360 degree angle. Thus, it will provide opportunity to the employees
with regard to work upon those areas of their performance in which they are hindering. This
thing will not only help in enhancing the satisfaction level of employees but it will also affect the
sales and profits of enterprise in a positive way.
Toll Free : +44 203 3555 345

REFERENCES
Books and Journals
Albrecht, S., 2012. The influence of job, team and organizational level resources on employee
well-being, engagement, commitment and extra-role performance: Test of a model.
International Journal of Manpower.
Armstrong, M., 2012. Armstrongs Handbook of Human Resource Management Practice. 12th
ed. Eisele, L. and et.al., 2013. Employee motivation for personal development plan
effectiveness. European Journal of Training and Development.
Bell, J. 2010. Doing Your Research Project. 5th ed. McGraw-Hill International.
Cattermole, G. Johnson, J. and Roberts, K., 2013. Employee engagement welcomes the dawn of
an empowerment culture. Strategic HR Review.
Claydon, T. 2010. Human Resource Management (Sixth Edition). Pearson Education Limited.
Cram, K., 2010. Study guide for Strategic Human Resource Management; Theory and Practice.
Cram101 Incorporated.
Creswell, J. W., 2013. Qualitative, Quantitative, and Mixed Methods Approaches. 4th ed. SAGE
Publications, Inc.
Online
Hakala, D., 2008. 16 Ways to Measure Employee Performance. [Online]. Available through
<http://www.hrworld.com/features/16-ways-measure-performance-021908/>.
Motivating
Employees.
2015.
[Online].
Available
<http://guides.wsj.com/management/managing-your-people/how-to-motivateemployees/>.
through
Quantitative and Qualitative Evaluation Methods. 2007. [Online] Available at: <
http://www.civicpartnerships.org/docs/tools_resources/Quan_Qual%20Methods
%209.07.htm>
Tucker, K., 2013. What Is Management Leadership's Role in Motivating Employees? [Online]
Available
through:
<http://smallbusiness.chron.com/management-leaderships-rolemotivating-employees-21896.html>.
Toll Free : +44 203 3555 345

SAMPLE ON
EMPLOYEE MOTIVATION
RESEARCH PROJECT
FOR
KINDLY CONTACT AT:
Toll Free : +44 203 3555 345


Employee Motivation Research Project

Transféré par

Informations du document

Copyright

Formats disponibles

Partager ce document

Partager ou intégrer le document

Options de partage

Avez-vous trouvé ce document utile ?

Ce contenu est-il inapproprié ?

Droits d'auteur :

Formats disponibles

Employee Motivation Research Project

Transféré par

Droits d'auteur :

Formats disponibles

RESEARCH PROJECT

Toll Free : +44 203 3555 345

Resources and time plan.......................................................................................................12

Toll Free : +44 203 3555 345

Toll Free : +44 203 3555 345

Toll Free : +44 203 3555 345

Rationale of the study

Toll Free : +44 203 3555 345

Chapter 4 Data Collection and Analysis

Meeting with supervisor

Review of previous literature

Drafting the complete project

Toll Free : +44 203 3555 345

Reviewing the complete project

Finalizing the project

Submission of the project

Toll Free : +44 203 3555 345

CHAPTER 2: LITERATURE REVIEW

Toll Free : +44 203 3555 345

meaning etc. It can be

achieve because it is stage of harmony and intense happiness.

Satisfaction factors motivators

Responsibility (Evans, 2010)

Dissatisfaction factors hygiene

and Kusek 2009)

limit if has the team

Cram, (2010), also

highly satisfied when

manager uses non-

Toll Free : +44 203 3555 345

Toll Free : +44 203 3555 345

CHAPTER 3: RESEARCH METHODOLOGY

Toll Free : +44 203 3555 345

Toll Free : +44 203 3555 345

Population, sample and sampling method

Toll Free : +44 203 3555 345

Toll Free : +44 203 3555 345

CHAPTER- 4 DATA COLLECTION AND ANALYSIS

Mention your years of experience?

Tick the most appropriate answers

Somewhat Disagree Agree

Toll Free : +44 203 3555 345

Somewhat Disagree Agree

Somewhat Strongly agree

Findings from the questionnaire

Toll Free : +44 203 3555 345

ation in oft fied astic

yearsMcDo intere with for my keeps more training en from about

expe store nature abilitis and

succe blame towar my e my

others ds my work skills

recogn chanc dyna

improv wit ent

enjoy satisfi satisfi satisfi

accur in order bor my my job

Mention your years of experience

My work is of interesting nature

I am confident with my abilities to succeed

I take responsibility for my mistakes and do not blame others

My mentor keeps me motivated towards my work

I expect more accuracy in my work

I take participation in training in order to improve my skills and

Toll Free : +44 203 3555 345

I feel satisfied from