Topic:

Is the organizational motivation practice is productive and

satisfied to employee’s development in modern work
environment? (Case on Sainsbury’s)

Introduction:

Human Resource Management is the most important section for every managers and
as well as a company. There are so many companies found a high-quality partition to
supply a skilled facility dedicated to certifying that the human resource role is
achieved powerfully. The main things of organizations about human resource
management people gone remain organizational valued, organizational trained,
organizational utilized, organizational poor motivated. Motivation is the most
important function of Human Resource Management. It is aspiration to gain final
target to share with the strong ability to work on the way to that target. Simply student
who are well motivated they can reach high quality of success very easily. For an
organization motivation is the most essential feature of the entire model of
administration level. Simply meaning of motivation is doing a job and reason for that
you would like to carry out it. There are the majority public would have the same
opinion that you can't really motivate someone else, you can simply make a situation
in which he/she be able to be motivated.

Sainsbury is a Private Limited Company. It is a leading UK and US food retailer with

interests in financial services and property. The group compromises Sainsbury's
Supermarkets and Sainsbury Bank in the UK and Shaw's Supermarkets in the US. The
Group employed 172,90 people at the end of the year The Groups objective is to meet
its customers' needs effectively and thereby provide shareholders with good,
sustainable financial returns. It aims to ensure all colleagues have opportunities to
develop their abilities and are well rewarded for their contribution to the success of
the business. It also aims to fulfill its responsibilities to the communities and
environments in which it operates. In order to be a productively successful company
Sainsbury's has to make sure that their staff is motivated.

Aim and Objectives:

Motivation is the vital part for an organization. The researcher aims to explore the
impact of motivational practice in organization and how it helps to build productive
employees especially for modern environment.

Objectives:
  Critical review the literature related to motivational practice and collects
some primary and secondary data and analyzes these.
 To develop a theoretical framework of motivation.
 Illustrating the vital issue of motivation.
 How Sainsbury’s practice motivation in their organization.
 How Sainsbury’s enhances their competitive advantages through motivational
practice in their organization.
 To identify how motivation builds corporate value to complete in the current
business world.
 Eventually make some suggestion how motivation becomes productive for the
organization.

Literature Review:

Normally literature review considered to be a criterion educational practice in

superior learning research. While doing a literature review is generally
considered to be a criterion academic practice in higher education research,
little seems to be known about how people actually experience, or understand
it. The purpose of this study is to begin to probe this somewhat curious
silence by exploring and describing the literature review experiences of six
higher education researchers working in an Australian university.

Motivation: Motivation is the force that makes us do things: this is a result of our
individual needs being satisfied (or met) so that we have inspiration to complete the
task. These needs vary from person to person as everybody has their individual needs
to motivate themselves. Depending on how motivated we are, it may further
determine the effort we put into our work and therefore increase the standard of the
output. Motivation is a highly complex phenomenon (Bent, et al., 1999) that
influences and is influenced by a large number of factors in the organisational
environment (Porter and Steers, 1991). Analoui (2000) sees motivation as a drive
within the individual necessary to direct that person's actions and behaviour towards
the achievement of some goals, and focuses, according to Luthans (1995) and Mullins
(1999), on the fulfilment of certain needs and expectations.

Motivational Theory: approaches to motivation are underpinned by motivation theory.

The most influential theories are classified as follows:

Instrumentality theory, which states that rewards or punishments serve as the means
of ensuring that people behave or act in desired ways.

Content theory, which focuses on the content of motivation. it states that motivation is
essential about taking action to satisfy needs and identifies the main needs that
influences behaviour. Needs theory was originated by maslow(1954) and in their two-
factor model, Hertzberg et al (1957) listed needs which they termed satisfiers.

Process theory, which focuses on the psychological processes which affect motivation
by reference to expectation (Vroom, 1964), goals (Latham and Lock, 1979) and
perceptions of equity (Adams, 1965). (Organizational Behaviour, Dr Andrzej
Huczynski; Prof David Buchanan; Kathleen McMillan; Dr Jonathan Weyers, pearson
edition, 6th edition. Page 254)

Maslow’s Hierarchy theory’s is that most people are motivated by the desire to satisfy
specific groups of needs. These needs are as follows:

Physiological needs: needs for food, sleep, sex etc.

Safety needs: needs for stable environment relatively free from threats.

Love needs: needs related to affectionate relations with others and status within a
group.

Esteem needs: needs for self-respect, self esteem and the esteem of others.

Self actualisation: the need for self-fulfilment.

Herzberg’s motivational theory:

There are two types of motivation as originally identified by herzberg et al (1957),

Intrinsic motivation: the self-generated factors that influence people to behave in a

particular way or to move in a particular direction. These factors include
responsibility, autonomy, scope to use and develop skills and abilities, interesting and
challenging work and opportunities for advancement.

Extrinsic motivation: what is done to or for people to motivate them. This includes
rewards, such as increased pay, praise or promotion and punishments such as
disciplinary action, withholding pay, or criticism.

Vroom's theory

Vroom's theory is based on the belief that employee’s effort will lead to performance
and performance will lead to rewards (Vroom, 1964). Rewards may be either positive
or negative. The more positive the reward the more likely the employee will be highly
motivated. Conversely, the more negative the reward the less likely the employee will
be motivated. And if job performance is evaluated properly and then employee gets
feedback in the form of at least appreciation it gives them impression that they are
being watched and their performance is being monitored. in this way particularly this
organisation’s employees get satisfied and would like to put more and more efforts
towards their jobs.
 John Stacey Adam’s theory

Workplace and behavioural psychologist, put forward his Equity Theory on job
motivation in 1963, in that the theory acknowledges that variable factors affect each
individual's assessment and perception of their relationship with their work, and
thereby their employer. Awareness feature more strongly than in earlier models, as
does the influence of colleagues and friends, etc, in forming in this particular model,
'a sense of what is fair and reasonable'.

McGregor X-Y theory: McGregor’s theory X and Y are essentially sets of

assumptions about behaviour. In proposing his ideas, Mcgregor pointed to the
theoretical assumption about behaviour. In proposing his ideas, Mcgregor pointed to
the theoretical assumptions of management that underlie its behaviour. Theory X and
Theory Y have made their greatest impact in the managerial world rather than in the
academic world. The two labels have become part of the folklore of management
style. (Management theory and Practice, G.A. Cole, 6th ed, Page-36, Geraldine Lyons)

Research Methodology:

Research Approach
This research project involves the use of theory and concepts, which may helpful in
the design of the research. The methods used in this project will be helpful in the data
collection and analysis of the data. For this purpose quantitative and qualitative
research methods are most often associated with deductive and inductive approaches,
respectively.
The Deductive and Inductive Approach
The deductive approach moves towards hypothesis testing. These hypotheses present
an assertion about two or more concepts that attempts to explain the relationship
between them. These concepts are building blocks of hypothesis and theories. There
fore, it is the elaboration of a set of principles or allied ideas that are then tested
through empirical observation or experimentation. (Gray 2004).
The inductive approach plan are made for data collections after which the data are
analysis to see if any patterns are emerge that suggest relationships between variables.
From these observations it may be possible to construct generalization, relationship
and even theories. In this research project researcher will take care not to jump to
hasty inferences and conclusions. (Gray 2004).
Quantitative and Qualitative Approach.
Quantitative research is usually linked to the notion of science as objective truth or
fact, whereas qualitative research is more often identified with the view that science is
lived experience and therefore subjectively determined. Quantitative research usually
begins with pre-specified objectives focused on testing preconceived outcomes.
Silverman(1993) stated that positivism based on the traditional science school which
discovers laws with the help of quantitative methods.

Qualitative research usually begins with open-ended observation and analysis, most
often looking for patterns and processes. Qualitative research is one in which
researcher often makes knowledge claims based primarily on constructivist
perspectives. Silverman (1993) stated that the interpretative social science deals with
observation and descriptions and aims to generate hypotheses from field research.
That means there is no clear-cut objectivity or reality (Cassell and Symon, 1995).
Whereas as positivism is concerned with testing correlation between variables.
Positivism is related to the quantitative research, whereas hermeneutics is frequently
related to the qualitative research. Researcher also uses strategies of inquiry such as
narratives, phenomenology’s, ground theory studies or case studies.

In this research the approach is based on the quantitative where data is collected
through questionnaires, interviewing. It is inductive in nature because this study is
taken from particularly that organisation and then related to the theories on motivation
and those applied on it later. It is about positivistic research in nature where study is
based on quantitative, experimental in nature. Because In this study issues are
identified evaluated are explained later.

Research Strategies
In this section researcher turn his attention to the research strategies some of these are
clearly belong to the deductive and others to inductive approach.
These strategies are
• Grounded Theory
• Case Study
• Secondary Research Data
• Primary Research Data
• Data Analysis

Ethical consideration:

There are three major aspects of how question. First is issue of collection of evidence,
second is there are the problems associated with processing the evidence, and finally
there is the use of the findings. (Doing research in business and management, Dan
remenyi, Brian Williams, sage publications1998, New delhi, page 229)

Primary Data Research

As mentioned above, secondary data rarely solves a research problem completely.
Therefore, additional information to the problem at hand -primary data - is needed.
Once secondary data has been examined, primary data can be selected by
communication or observation (Churchill, 1995). In the primary research data
Communication involves the asking of questions to respondents in an oral or written
form by the use of questionnaires. Churchill (1995), stated that communication may
be served by mail questionnaires and interviews conducted either in person or over
the telephone. Observation means that the researcher observes particular situations in
order to record facts, actions, or behaviours that may be of interest for solving the
research problem.
Secondary Data Research
Different researcher (Bryman 1998, Date et al 1988, Hakim 1982, Roboson 1993)
have generated verity of classification of data. These classifications do not capture the
full verity of data. Saunder, Philips and Adrian built on their ideas to create three
main sub groups of secondary data. Documented data, survey data and those for
multiple resources. In this research report researcher tend to use documentary
secondary data.

Documented secondary data includes written documents, books, journals, articles and
magazines and newspapers. Researcher found documentary secondary data important
source of storage medium for compiled data. These data will be analyzed by both
qualitative and quantitative methods. It will be useful to triangulate finding base on
other data research methods. (Saunders, Philips and Adrian 2000). Secondary data, in
comparison with primary data holds the advantage that it is cheap and most of the
time easy to access (Churchill, 1995).

Time table:

Nov to Dec Jan Feb March April

Contents

Literature Reviews
Preparation of Questionnaire
Questionnaire Sent Out
Data Analysis
Report Writing
Compilation of Report
Review of Report
Final Meeting with
Supervisor
Feedback from Supervisor
Submission of Research SUBMIT

Conclusion:
Motivation is a continual process and needs to be sustained and developed as
individual and organisational factors change over time. It may be of interest to have a
continuous view of what motivates the employees and provides them with
satisfaction. Furthermore, it may be interesting to compare the received results with
similar surveys done in the same industry. Unfortunately, such data is not accessible,
therefore, it may be recommended to do a new survey every second year in order to
determine the degree of job satisfaction and to figure out the factors, which are valued
and lacked by the respective subgroups. A comparison of the surveys may provide the
company with useful information about the success/failure of changes regarding the
work and the development in the job satisfaction of the employees.

References:

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Bedeian, A.G(1993). Management (3rd ed.). New York: Dryden Press.

Bowen, B. E., & Radhakrishna, R. B. (1991). Buford, J.A., Jr., Bedeian, A. G., &
Buford, J. A., Jr. (1993). Be your own boss. Journal of Extension, 31 (1).

Cassell, C, and Symon, G. (1994): Qualitative Methods in Organizational Research: A

Practical Guide, Sage Publications, London

Churchill, G. A., Jr. (1995): Marketing Research – Methodological Foundations, sixth

edition, The Dryden Press, Fort Worth

Chesney, C. E. (1992). Work force 2000: is Extension agriculture ready? Journal of

Extension, 30 (2).

Dickson, W. J. (1973). Hawthorne experiments. In C. Heyel (ed.), The encyclopedia

of management, 2nd ed. (pp. 298-302). New York: Van Nostrand Reinhold.

Dessler, G. (1986): Organization Theory: Integrating Structure and Behavior, Second

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Organizational Behaviour, Dr Andrzej Huczynski; Prof David Buchanan; Kathleen

McMillan; Dr Jonathan Weyers, pearson edition, 6th edition. Page 254

Management theory and Practice, G.A. Cole, 6th ed, Page-36, Geraldine Lyons