human resurce management

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Dissertation

On

How motivation effects on performance of employees of Wasabi Sushi

and Bento?


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ACKNOWLEDGMENT

I am feeling great pleasure in acknowledging the support and assistance of all my

colleagues and other people who helped at different stages of this entire dissertation. Without

proper guidance from my instructor, it would not be possible for me to attain my objective of thiscurrent research paper. They all guided me in writing the dissertation in systematic way by using

various concepts. I also feel immense pleasure in expressing my thanks for the participants in

primary research for their valuable opinion and support. Their opinion and views were proved to

be very helpful in this research. At last, I would like to thanks all my family members and

friends who provided me moral support during writing this dissertation.


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ABSTRACT

The present report tries to understand that what exactly employee motivation is and what

role motivation plays in enhancing employees performance. This study will be carried with

Wasabi Sushi & Bento restaurant group through which it will be understand that how motivationaffects performance of employees of Wasabi. It is very essential for every organization,

especially for the hospitality enterprises to satisfy its customers effectively by providing quality

product and services to them, and this is only possible when employees are dedicated towards

their work and are well aware about their function. Employees are the one who have direct

contact with their customers, so when they are satisfied then only they can make customer

satisfied. Thus in this present era companies are now focusing more on their employee

satisfaction, they are adopting various tools and techniques to motivate their employees and

make them work towards organizations effectiveness.

To carry out the research process, a well designed methodology is used to collect

required information. This research report will help in identifying various motivation factors and

its impact on employee performance. Both primary and secondary sources have been used to

collect the data so as to study the subject deeply.

This research report will also be helpful in finding the solution or drawing the

conclusions related to employee motivation and how it affects performance. This report will also

provide some useful recommendations to Wasabi to improve its motivational practices for

employees and thus make them satisfied in every aspect.


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TABLE OF CONTENTSCHAPTER1-INTRODUCTION ............................................................................................................ 1

1.1 Overview ................................................................................................................................ 11.2 Chapter structure .................................................................................................................... 31.3 Focus and purpose.................................................................................................................. 51.4 Research Question ................................................................................................................. 51.5 Framework and Analysis ....................................................................................................... 51.6 Potential Significance ............................................................................................................ 6

CHAPTER2-LITERATURE REVIEW ................................................................................................... 82.1 Introduction ........................................................................................................................... 82.2 Concept of Employee Motivation ......................................................................................... 92.3 Theoretical Models and Framework ..................................................................................... 92.3 Motivation: Intrinsic and Extrinsic ..................................................................................... 122.4 How Motivational and attitudinal patterns relate to the organization ................................. 142.5 Employee Empowerment as Motivation ............................................................................. 152.6 Significance of Motivation on employees performance.................................................... 162.7 Wasabi Sushi & Bento Team .............................................................................................. 162.8 Employee Motivation in Wasabi Sushi & Bento and its affect on their performance ........ 172.9 Conclusion .......................................................................................................................... 19

CHAPTER3-RESEARCH METHODOLOGY ....................................................................................... 21

3.1 Introduction ......................................................................................................................... 213.2 Research Philosophy ........................................................................................................... 213.3 Research design .................................................................................................................. 223.4 Research Approach ............................................................................................................. 233.5 Research Type ..................................................................................................................... 233.6 Data Collection ................................................................................................................... 243.7 Sampling Technique ........................................................................................................... 263.8 Justification for research methods selected......................................................................... 273.9 Data analysis ....................................................................................................................... 283.10 Validity and Reliability ..................................................................................................... 283.11 Ethical Issue ...................................................................................................................... 29


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3.12 Limitation .......................................................................................................................... 29CHAPTER4-DATA ANALYSIS AND FINDINGS ................................................................................ 30

4.1 Introduction ......................................................................................................................... 304.2 Analysis............................................................................................................................... 314.3 Thematic Analysis .............................................................................................................. 32

CHAPTER5-CONCLUSION AND RECOMMEDATIONS ...................................................................... 42CHAPTER6:REFLECTIVE STATEMENT ........................................................................................... 45REFERENCES .................................................................................................................................. 47APPENDIX 1 ................................................................................................................................... 53


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CHAPTER1-INTRODUCTION

1.1 Overview

A main issue that is being discussed in our present report pertains to the aspects ofemployees motivation of Wasabi Sushi and Bento restaurants. The diversity of employees in

todays business environments has caused a major problem for the organization in identifying the

factors that makes the employees satisfied. Every employee has different needs, motives or

desire which influence him to behave in a certain way. Thus it has become very essential for the

business to understand these needs and desire of its employees and thus motivating them in order

to enhance their performance and therefore achieving the organizational objectives (Valencia,

n.d). On contrary, there is no specific way to deal with employees and motivate them to work

better. In addition to it, many scholars and researchers have believed that high employees

turnover is caused by the nature of the work, long working hours and unfair pay, which in turn

affects the organizations effective functioning (Bellehumer and et.al, 2009). Therefore it has

become utmost important for management to address this turnover trouble effectively. Due to

this reasons, motivation of employees has become necessary. Thus, it is implied that employees

play a crucial role in the organizations success or failure. Many authors have considered the

human capital as very critical resource for the organization (Noe, 2000). In today organizations

human resources are considered as the asset of the company on whom the success and the growth

depends. Every organization in the current era is working hard to enhance the skills and

competencies of its employees and making them work towards the achievement of goals and

objectives. Human resource department has also gained its importance over the period of time

which is responsible to make the employees satisfied and thus enhancing their performance.

In this present dynamic and competitive environment, it has become essential for every

business enterprise to meet the expectations of its customers in order to retain him with the

business for long period. And for this reason, employees are the major element of business,

especially for the hospitality industry by which it can satisfy its customers needs and demands

effectively and efficiently (Robbins and Decenzo, 2007). Employees are the medium by the

company relates with its customers and thus delivering its product and services to them.

Employees are the one by whom the company can create a positive and ever-lasting image of

company for the customers. The motivation, thus become vital by which the organization


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influences the behavior of its employees and make them work in the way of achieving the

organizations objectives and also achieving the high-level of customer satisfaction. Many

models and theories have defined employee motivation in various ways. However, these

definitions are based on similar idea. From the context of human resource management,

motivation is about using various strategies in order to influence staff members in such a manner

so that they become dedicated towards their work, enhance their productivity and contributes

their level best in achieving the organizational goals (Chuadhary and Sharma, 2012). Motivation

not only improves the employees performance towards organization but also helps them to

achieve their personal goals. Motivation helps in improving both personal as well as professional

life of an individual (Nahedd, and et.al, 2012).

Many previous researches related with our topic showed that hospitality firms tend to

provide only hourly wages to their employees and bonus and other benefits were also based on

the employment law (Palaiologos and et.al, 2011). However with the drastic change in the

business environment, globalization emergence of the large private organizations and most

importantly growing demand of efficient workforce, the companies have now learned the

importance of the employees for the their business success. They are now implementing various

techniques to retain the best employees and also to enhance the performance of existing

employees. Many small firms are also formulating various strategies to make its employees

satisfied and committed towards them (Nahedd, and et.al, 2012). Although many studies

suggested that together with these practices, right attitude towards employees is also important.

Baum stated that the major functions of the human resource department are to:

Attract the efficient employees Develop an efficient team of employees Maintain or retain efficient employees

He further stated that employee motivation is essential component of the human resource

department. Many scholars seek to identify that motivates employees in different organization,

particularly in hospitality and what motivation factors influences them. There are wide range of

factors identified like prime factors is considered to be the pay, other than this, monetary

incentives, fringe benefits, rewards, opportunity for development, promotions, appreciation and

recognition, challenging work, work environment, working hours, job security are the some


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important factors that motivates the employees. These are further grouped under Intrinsic and

extrinsic factors (Savery, 1989).

Effective motivation leads to reduced employee turnover and absenteeism and it also

make them able to work better even under heavy pressure, for long hours. Further motivation

helps in enhancing employee satisfaction and thus makes him loyal and committed towards the

organization (Palaiologos and et.al, 2011). Leaders and managers of every organization including

hospitality companies in order to motivate their employees effectively, they first have to identify

the employees interest with company. After identifying the motivational factors for every

employees manager can influence their behavior and make them work better. Many theories and

models are there which have suggested factors of motivation and are relevant with our topic.

These are discussed below under the literature review chapter.

How Motivation affects the employees performance will be examined in the context of

Wasabi Sushi and Bento. Wasabi is the UK based restaurant that offers variety of Japanese

Cuisines to its customers. The firm has become successful in providing the lunchtime

alternatives of sashimi, sushi and other authentic Japanese dishes to the Londoners who seek to

taste something new, different and healthy (About us, 2013). Its success is not only because of

the food it is serving but the also the dedication of its employees who work hard to provide this

quality food at affordable prices with instant and efficient services. The philosophy with which it

is operating has remained the same from the start i.e. to provide quality food and services which

in turn has got appreciation from every guest visiting the restaurant. Wasabis employees are

very much dedicated towards their work and all their activities and efforts are coordinated

towards the common goals. Wasabi consider its employees as a Team and gives more emphasis

on team work. The open and friendly culture at Wasabi is itself the motivating factors for

employees. However, various practices are adopted by Wasabi to enhance its employees

performance and thus to make them function effectively. So Wasabi can be said to be the

appropriate research subject through which it will be easy to understand the affect ofemployees

motivation on their performance and how it impact the organization efficiency (Our team, 2013).

1.2 Chapter structure

Our present research topic about examining how motivation affects performance of

employees at Wasabi Sushi and Bento and to carry out the research process in right direction and

flawlessly, a pre-determined and systematic format or structure is required (Samuoel and et.al,


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2003). Considering this, our current dissertation is divided under five chapters which are

described briefly below:

Introduction: The first chapter is introduction which attempts to provide a brief overview about

the subject background, aim and objectives of research and what is rationale behind this research.

It will also provide the detailed explanation of the entire research process that will be carried out.

Literature Review: As the information related with the current topic is vast but is not possible to

include all the relevant information in the report, so in this chapter key theories and models

related to employee motivation by different authors will be studied and mentioned. In addition to

it, major factors that affect employees motivation will also be included. This section will

conclude by giving the base for the current research and also determines the gaps or deviation in

the previous researches related to the topic.

Research Methodology: The third chapter of research methodology will outlines the methods and

techniques that are employed in research. Research design, type of research, research philosophy,

data analysis techniques that are implemented in this report will also be explained. Thus, this

section will describe the entire procedure or research process from collection of data to ultimate

data analysis tools that are adopted.

Data analysis: This section is the most critical section of the research report as it requires the

deep knowledge of every tool and technique by which the information so collected can be

effectively and accurately analyzed in order to draw appropriate conclusion. The data that is so

obtained from the different sources such as primary and secondary will be processed here in this

section in order to extract relevant information (Johnson and Gill, 2002). Primary data will be

collected with the help of interviews and questionnaire and then it will be analyzed by the way of

thematic analysis. Graphical representations will also be used in analyzing the data.

Conclusion and recommendations: Conclusions will be drawn on the basis of the findings thatare derived from the data analysis chapter. This chapter will also provide the suitable

recommendations or suggestions to Wasabi Sushi and Bento through which it can improve its

employees performance and can motivate them effectively towards the ultimate goals. This

chapter will also be able to provide the ground for the future work and suggestions to carry out

the further researches


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1.3 Focus and purpose

The purpose of this research report is to identify the factors that affect the employees

motivation and how these motivation factors do affects their performance. Moreover, how the

motivated employee affects the organizations effectiveness will also be studied. The research

study will help not only identify the motivational practices done for the employees by Wasabi

Sushi and Bento restaurants but it will also help the company realize the more effective ways of

motivating its employees to work better and collectively and thus developing the high

performance team. This research aims at studying the link between motivation and employees

performance within Wasabi and how it affects the business growth and success. To achieve these

aims, certain objectives are formulated and thus ensuring that the research is going on right track.

These objectives are as follows:

To analyze the role of motivation in enhancing employees performance To access what are motivation factors and how they influence employees To determine practices done by Wasabi in order to motivates its workforce To examine how motivation improve performance of employees of Wasabi

1.4 Research Question

Research questions are of utmost importance for any research as it guides the direction to

the entire process and ensures the systematic move towards the research objectives. Well-

structured research question helps in channelizing the researchers efforts and available resources

on the right track. For this study, Research questions are as follows:

What is the current situation of human resource department in Wasabi? What factors motivates the employees to work better? How motivation is significant in enhancing the organizations performance? To what extent Wasabis employees are motivated to achieve the firms objectives?

1.5 Framework and Analysis

There are numbers of approaches, methods and techniques to carry out the research

study, but only some are appropriate for our present topic. To conduct the research in systematic

way and to avoid distraction from the key aim of the study, a well-defined structure is prepared

in advance that will direct the entire research operation (Research Methods: Data Analysis.). It is

important to specify the overall framework beforehand which includes the type of research,


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research design, methods of collecting the information, sampling techniques, and how the data

will be analyzed.

Research design: Vast literature is there which is relevant to our research topic andprovides the basis for the carrying the present research. So, this research can be said to

descriptive. With the help of descriptive research the varied findings from the previous

researches will be compared with the responses so collected from the primary methods

and then it will be interpreted (Gardner and et.al, 2004).

Research approach: In this report Inductive approach is employed as the selectedmethods are helpful in analyzing the problem or issue clearly which in turn does not

require any form of hypothesis tests (Deduction and Induction, 2006).

Research Type: Data that will be collected for the research purpose is of both qualitativeand quantitative nature so; the type of research is also both quantitative and qualitative.

Methods for collecting Data: Various books, articles and Journals are reviewed to collectthe required information. But as it is difficult to access the vast literature, therefore

relevant information from employees of Wasabi was also collected so as to get deep

insight in the research topic. Hence, both primary and secondary methods of data

collection are employed (Reilly and Harrison, 2011).

Sampling technique: There are various sampling techniques, but in this report randomsampling technique has been used. This is the shortcut method for understanding the

whole population. This technique is considered to be the least biased from all other

techniques as the respondents have equal chances to get selected (Panneerselvam, 2004).

Data analysis: For the chosen topic, both qualitative and quantitative analysis isappropriate as it is important to understand deeply the employee motivation and to what

extent motivational practices adopted by the company enhance their performance.

Statistical analysis will not be appropriate for this research, so thematic analysis and

graphical representation will be conducted to analyze the data so collected (Thornhill and

et.al, 2009).

1.6 Potential Significance

Because of the tough and competitive business environment, organizations are facing

many issues and problems that have huge impact on their productivity and performance. Some of

these issues are related with employees of organization like employees turnover, increase


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absenteeism of employees, lack of commitment from their side, negative attitude towards work

etc which directly affects the overall performance of organization and thus hinder it to achieve

the desired success. Therefore dedication of employees and their best efforts are very essential

for the positive results and the sustainability of the organization for long term. Evidence in the

literature investigated the importance of employee motivation for organizations effectiveness.

But many of these studies were conducted a long time ago and as the time has changed the

overall business environment drastically, therefore it has become necessary to conduct the

present research in order to understand the todays workforce, their motivation factors and how

these factors influence their performance (Gold and Bratton, 2007). This research study carried

out with the employees of Wasabi Sushi and Bento helped in understanding the human resource

of Wasabi And what initiatives the firm is talking to motivate its work force and thereby

improving their performance. Not only this, but the present study will also recommend the new

ways and techniques that Wasabi can adopt to motivate employees and thus ensuring smooth

functioning of the organization.


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CHAPTER2-LITERATURE REVIEW

2.1 Introduction

Literature review takes into account the works of researchers and authors that have

already been done in relation to the subject matter. It is a detailed account of already established

theories and models. The purpose of conducting this review is to identify the gaps in existing

literature. The current review of literature has taken into consideration the different aspects of

motivation and how it affects the performance of people in a workplace.

Motivated employees will work harder to achieve the greater output within the prescribed

time, thus fostering the production efficiency, less supervision, dedication towards work and

thereby making the positive impact on the customer. Motivated employees tend to have greater

focus on the work and are less likely to involve in conflicts (Gitman and McDaniel, 2008). Theyalso show great loyalty and commitment towards the company and helps in reducing the turnover

and absenteeism. On the other hand, dissatisfied and demotivated employees negatively affect

the quality of the work and organizational growth.

Motivation of the employees in the hospitality industry has been the concern of many

researchers and scholars. Although hospitality industry is wide which comprises of different

sectors such as hotels, resorts, pubs, night clubs, restaurants etc. However, in this report our main

focus is on Wasabi Sushi and Bento restaurants. The result of the organization in this sector

cannot be judged only by the food quality, types of facilities for the consumers, drinks that are

offered, variety in menu or dcor. However, it is also judged by the staffs attitude, service

quality, appearance, the way they conduct with the customers and also with their work (Hughes

and et.al, 2011). To support the growth, Wasabi Sushi & Bento requires staffs that are highly

motivated, well-trained, and flexible; who can effectively recognize the customers needs and

make necessary efforts to satisfy those needs. For this reason, it is essential for the firm to

develop each of its employees personally as well as professionally by supporting them in their

roles and responsibilities and encouraging them to perform better. Wasabi recognizes that

employee motivation is vital for its growth and success. This report looks at how motivation

affects the performance of employees of Wasabi Sushi & Bento and what activities and practices

the company takes to increase the knowledge, skills, competencies and job satisfaction (Wasabi

Team, 2013).


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2.2 Concept of Employee Motivation

Motivation in management context can be defined as reinforcing the desire within an

employee to make him perform best of his ability in pursuit of achieving the organizations

objectives. While, Harris has defined motivation as an educational program through which

employees' effort are channeled towards the organizations activities and thus, enhancing the

performance based on set standards (Ardichvilli and et.al, 2003).

Thus, motivation with this reference is explained as a tool that enables the supervisor or

manager to persuade others to achieve the set targets. With the change of time, these theories

were modified accordingly. For instance, Fredrick Winslow Taylor suggested that no individual

can motivate others instead he only can create such atmosphere or conditions for others in order

to get self-motivated. Different theories of motivations provided deeper insight into the

individual behavior, his needs and motives and what factors make them behave in the way as

they do (Deci and Ryan, 2000). To understand how employees should be motivated and what

motivates them, various appropriate theories and models are reviewed in order to make the

research content strong and evident.

2.3 Theoretical Models and Framework

What motivates employees and what factors motivates them was the focus of several

researchers. A considerable number of researchers have formulated the theories on motivation of

employees. Some of the major theories that are related with the present research topic are

discussed below:

Economic theory

These theories are based upon the conception of scientific management and Taylorism.

This theory believes that employees operate because of their self-interest. They generally dislike

the work and are forced to do it, hence supervision and direction is necessary to make them clear

about their jobs (Swift and et.al, 2010). This theory also suggested a system for hierarchical

control and authority in order to ensure pursue of set policies and procedures. The more you

produce, the more you earn was the principle idea of these theories. However, Wasabi Sushi &

Bento implemented this for recruiting Managers to carry out the function of Task Management

effectively. The manager gives direction and instruction to impose task management and thus

reduce individual thinking, conflicts and confusion among employees.


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Maslows need hierarchy theory

Abraham Maslow advocated that an individual has a hierarchy of needs, which starts with

psychological needs like food, shelter, clothing etc. and ends with the realization of self-

potential. In between comes the security, social needs, and esteem needs. Maslow divided these

five needs into two parts lower level needs and higher level needs. Psychological and safety

needs are the lower level needs while social, esteem and self-potential needs are higher level of

needs. Employees working at the lowest level of organization works for satisfying their lower

level of needs and they can be thus motivated through bonus, incentives and other monetary

incentives. While, the middle and higher level of employees including head chefs, managers,

supervisor works to satisfy their higher level needs. Although in the present dynamic

environment, this theory is not that significant but, it helps in understanding the motives of

employees (Lam and et.al, 2005).

Equity Theory

This theory proposes that it is the tendency of employees to compare themselves with the

other employees in terms of their input and output ratios. Imbalanced ratio creates dissatisfaction

and thus, influences the performance. While equity in ratios creates job satisfaction and also

motivates the employees to maintain the current ratio or increasing their input in order to raise

output (Osterloch and Frey, 2002). Output can be of varied types such as pay, incentives, fringe

benefits, job security, status, promotion, appraisal, opportunity for advancements and anything

that employees receive from the company for performing the task. Input, on the other hand

comprises of training, education, work experience, skills and creativity, time and anything that

employees contribute to organization for achieving the prescribed goals and objectives.

True Motivator theory

The true Motivator theory describes some factors that are related to the job and directly

results to reward of performing the task well. These factors motivate the employees to improve

their performance, accept challenging projects, availing opportunities for growth and

development etc. For instance, achievement, promotions, salary hike, recognition are considered

to be the true motivator for employee (Braskamp and Maehr, 1986).


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ERG theory

Alderfersrevised the Maslows need hierarchical theory by grouping the five needs into

three main groups that are being known as Existence, Relatedness and lastly growth (ERG).

Existence needs are similar to that of the basic needs and security needs of Maslows while

Relatedness need is concerned with the need of belongingness and position in society, in turn it

is concerned with social and esteem needs of Maslow and growth need is concerned with internal

desire of individual for his own growth and development (Ardichvilli and et.al, 2003). Unlike

Maslows theory, ERG theory states that multiple needs might act as motivators at the same time

and individual may be motivated to achieve the higher level of needs first.

Herzbergs Two Factor theory

Two factor theory states that there are different set of factors namely Hygiene factors and

Motivational factors that influence an employees behavior. Hygiene factors are related with the

organizations working condition, work environment, salary and incentives, job securi ty,

companys policies and management, etc while Motivational factors are related to ones work

profile such as responsibility, achievement, personal growth, recognition, advancement etc.

Satisfaction and dissatisfaction of employees are based on these various factors as per the theory

of Herzberg. He further stated that hygiene factors greatly affect the employees attitude towards

the work and their absence make him dissatisfied (cruz and et.al, 2009) On the other hand,

motivational factors make the employee satisfied but their absence doesnt affect him that much

i.e. employee is not dissatisfied when he doesnt achieve them.

Expectancy theory

This theory was based on the assumption that an individual can be motivated to do things

if they believe in worth of doing it. It suggested that motivation of employees depends on

expectancy, which states that reward can influence ones behavior to attain the organizations

goals. Employee are willing to perform to their best when he feels that this will lead to some

rewards. It also states that motivation is caused only when employees believes that his efforts

lead to task performance, which in turn leads to rewards (Soverall and Khan, 2007).

Goal setting theory

Goal setting theory of motivation emerged from the idea of expectancy theory, which

suggests that setting goals and targets are important tool in regulating the employees action,


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which leads them to attainment of these goals (Plotnik and Kouyoumjian, 2010). Goals and

objectives affect the employees performance by mobilizing their efforts and directing their

attention towards the common goal.

2.3 Motivation: Intrinsic and Extrinsic

Intrinsic motivation can be explained as doing the task or activity to satisfy inherent

needs rather than for some separable outcome. In other words, intrinsically motivated individual

is influenced to act for the challenge or fun instead of external pressures like reward etc. Deci

and Ryan presented Cognitive Evaluation theory argued that interpersonal structures and events

like feedback, communication can develop intrinsic motivation for a particular action as they

allows the satisfaction of the need for competence, for instance, challenging tasks, feedbacks are

all considered to reinforce intrinsic motivation. This theory further specified that intrinsic

motivation will not only be enhanced by sense of competence unless is combined with the

feeling of self-sufficiency (Sansone and Harackiewicz, 2000). Many theories have also showed

that employees are also motivated when they get the positive feedback for their work. When an

individual performs a task in order to accomplish some distinguishable outcome then he is

considered to be extrinsically motivated. Factors which exist externally and influence the internal

needs and behavior of an individual are known as extrinsic motivators. Some of the extrinsic

motivators are rewards either monetary or non-monetary, sense of competing with the fellow

employees, praise, promotion etc. (Goncharuk and Monat, 2009.).

However, many scholars have suggested that for motivating the employees effectively,

manager needs to make connection between extrinsic and intrinsic motivation factors. Individual

is motivated when his different needs are satisfied, needs varies from person to person in terms

of situation, their work, position in the organization, educational qualification of the employees,

skills etc (Lin, 2007). Therefore, it can be said that all employees have different motivation

factors which influence them to work better. Different theories have suggested different factors

to motivate the employees. Pay although is considered to be the prime motivating factor. Otherthan this, some intrinsic and extrinsic motivation factors are mentioned below;

Challenging task: Challenging work attempts motivate employee intrinsically to worktheir best. By providing the challenging projects and assignments to employees with

some authority to take decision will lead to sense of ownership of that work and


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employee will be motivated to give his level best for effectively completing it (Kinman

and Kinman, 2001).

Appreciation/ Recognition: Recognition or appreciation programs where employees arepublicly praised or promoted to high position are some of the intrinsic factors that build a

sense of being valuable for the company. In turn it motivates him to gain more

recognition and appraisals from company by doing the assigned task effectively,

efficiently and as per the norms of the company (Manzoor, 2011). Appreciation and

credit for the work is one of the major desire of an employee, which motivates him to

continue to do his best in the future in terms of productivity. Recognition enhances

employee morale, which thus allows him to contribute his best for the achievement of

goals and objectives. Employees at the highest level of organization tend to have high

self-esteem needs, which make them intrinsically motivated. Due to this they are willing

to work harder and with best potential (Nawaz, 2011). There are various ways by which

employees' efforts are recognized such as publicly praising, promotion, appreciation for

the new and unique ideas etc.

Feedback: Positive feedback from managers or the supervisor influences an employee towork harder and also makes him aware of his own position in terms of his own

performance. Regular Feedbacks and addressing them constantly motivate an individual

to identify the areas of improvement and constantly addressing them.

Opportunity for development: When an employee feels that he has a bright future with thecompany and has potential to grow, then he will be more dedicated and committed

towards the work and also for the company. He will be intrinsically motivated to move

ahead in the direction of growth and career advancement, which is indirectly vested in the

companys interest and its success. Therefore in that case employee will contribute his

best in the achievement of organizational goals. Training, skills enhancement, promotion

and opportunities for growth are identified as effective motivation factors which satisfy

the needs of self-esteem and self-potential or actualization needs. As per the two factor

theory advancement and personal growth are intrinsic motivational factors that make

employees satisfied internally (Xaxx, 2013). Although the company must ensure that

growth and promotion policy are appropriate to employees' needs so that enhanced

performance can be achieved.


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Participation and empowerment: Employees who are invited into the companys decisionmaking process are also intrinsically motivated as it develops a sense of having stake or

contribution in organizations results and its success. They feel that their views, ideas are

valued and their efforts and inputs are also being recognized (Employee motivation

factors, 2008).

Work environment and work itself: Although good working conditions may not motivatethe employees directly but, it helps in improving their performance and productivity (Lin,

2007). Type of the work or work profile and the environment of organization

significantly affect the employees level of motivation. Challenging work, job security,

atmosphere, other employees and relation with them, flexible working hours, Clarified

job causes the motivation. There are three motivators namely recognition, achievement

and work itself which leads to job satisfaction (Tyilana, 2005).

Relation with the managers and supervisor: Healthy relation between employee and themanager or supervisor is one element, which causes the job satisfaction. Employees bad

perspective towards his boss impacts his performance, which in turn leads to lack of

motivation and dissatisfaction (Miller and Harshman, 2009). According to many scholars

biased company policies and administration, unfavorable supervision and unhealthy

relationship with supervisor leads to job dissatisfaction. However, these days companies

take many steps to develop positive work related through feedback, employee

participation, their suggestions, providing consultation to them, marinating trust and

respect for each other etc.

Company and its policies: Employee feels proud when he is the part of one of therenowned and financially sound firm, which also makes him satisfied. Generally, when

an individual is working with a stable company, he feels secure in his job which in turn

causes the job satisfaction. As per the Herzbergs two factor theory companies

management and policies are considered as Hygiene (Hughes and et.al, 2011).

2.4 How Motivational and attitudinal patterns relate to the organization

A research conducted by the Institute for Work attitude & Motivations focus identified

the relationship between attitudinal and motivational patterns and performance of employees.

They observed that the pattern not only affect the employees' performance but the organizations


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as well. This study further reflected how an organizational culture influences employees

behavior and motivation, thus leads to effective performance. Motivational and Attitudinal

pattern such as high equality, high coordination, compliance, low differences among employees

contributes to consistency and stability within the restaurant (miller and Harshman, 2011).

Most of the employees are recruited for the entry-level position who further receives in-

house training and development. They are then promoted, which is based on the performance and

experience. In order to gain such promotions, other employees work harder and better. As the

proper management of time is the essential to coordinate the activities of Kitchen as well as floor

staff so that they can deliver prompt food and services to their customers. Therefore, focus on

time by employees is the main MAP to provide the timely services to their guests (Devanna and

et.al, 2006).

2.5 Employee Empowerment as Motivation

Empowerment has been defined as an approach whereby a manager allows his

subordinates to take certain decisions with a view to improve organizations effectiveness and

also to motivate employees to take responsibilities. It can be also explained as a process of

liberating potential and giving authority to employees. Empowering makes the individual feels

that their efforts are being appreciated and thus, they are drive to perform even better. Employee

participation and empowerment comprises of their contribution in decision making regarding

policies, strategies and objectives and administration of the organization. Many theories have

observed the significance of empowerment and participation in employees gratification,

motivation and their commitment towards the organization. It results in motivating employees,

which further leads to consistent growth and expansion of the organization (Luthans and

Peterson, 2002).

Evidence in the literature stated that employee empowerment is related to the motivation

in the hospitality sector, because of the reason that as the most Frontline workers has direct

contact with the guests or customers. So, the customer satisfaction can be increased byempowering these employees to deal with the customers in their own way i.e. resolving the

customers problem and addressing their request instantly without relying on the managers or

heads support. This also means that workers should be able to take his own decision to deal with

the unexpected situation without any delay (Schular and MacMillan, 2006). This will in turn


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motivate them to perform better in delivering the services to the customers and making them

satisfied completely. It also directs faster decisions for the customers problems.

2.6 Significance of Motivation on employees performance

Employees commitment, his satisfaction and motivation towards the job refers to the

perspectives of employees about the organization and his contribution in serving the

organization. Employee performance directly influences the organizations effectiveness in

attaining the desired objectives energetically and efficiently.

Various theories have attempted to explain what factors motivate the people at work. For

the management, it is very essential to understand that what influences the employees behavior;

by this the manager will be able to identify the ways by which he can motivate his employees

perform better and thus, lead to positive results for the company. Many researchers have shown

the relationship between employees performance and motivation. These researchers suggested

that different individual has different goals and aims in their life. Hence, motivation factors are

different for the different individual. In an organization, some employees may be motivated by

the extrinsic factors (Osterloch and Frey, 2002). These employees are of two types: Status seeker

and Income Maximizers. Status seekers look for the position or status in the organization. For

them, a task which has the potential of giving a sense of accomplishment and recognition is a

tool to gain high position in the company. On the other hand, income maximizers are only

concerned about earning a high income, for them work is not that essential (Anderson, 2013).

Effective Motivation makes every employee committed and loyal towards the

organization. Employee turnover and absenteeism is also being reduced by proper motivation.

They perform enthusiastically and consistently throughout the day without getting distracted

(Kirstein, 2010).

2.7 Wasabi Sushi & Bento Team

Wasabi Sushi & Bento was founded in the year 2001 with the idea of Japanese food and

sushi takeaway services with the aim to provide healthy lunches to busy London citizens. It

became the first outlet on all over the UK that sells sushi wrapped pieces. Its food quality and the

quality of services it is providing like takeaways, freedom of choice to customers, diverse range

of Japanese food at affordable prices has made Wasabi to expand its business in different cities

of UK. Food is not only the reason for its success, but the services that are offered is also the


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main reason. Wasabis staff is dedicated to provide its customers with the ultimate dining

experience and thus maintaining the Wasabi value (Our history, 2013).

The success of the restaurants depends on how well the management of the organization

directs and manage employees who does the work on their behalf. That means, employees are

the most important assets of the restaurants whether they are at the top level or at the lowest

level. Wasabi provides its every employee the opportunity to develop themselves personally as

well as professionally. Various training and development programs and schemes are conducted

within the company to improve its employees performance. Wasabi aim is to make every

employee dedicated toward the company, in return its offers various benefits and development

opportunities to motivate them (Quick and Nelson, 2007).

Employees are well trained, motivated and dedicated in giving their customers the best

possible experience in terms of food quality as well as services. Staff at every level of the

organization whether they are floor team member or kitchen team members, they are directed to

provide the high level of services and are trained to enjoy working even in a fast paced

environment. Employees are flexible, hard working and enthusiastic who are able to work under

pressure of the busy and hectic schedule. Employees at the middle level of management

including Area Managers and Branch Managers have adequate ability and skills to guide and

support their team all through the day and especially on the busy lunchtimes. Maintenance,

Logistic teams are also so trained to work at varied working hours while traveling to various sites

and locations around the city (Our Team, 2013).

Wasabi strives to develop its employees efficiently through facilitating training to work

in teams, adapt to the changes etc. People at Wasabi are referred to as the team rather than just

employees so as to develop a sense of family and ensuring the open and friendly work

environment. This atmosphere further helps in fostering the remarkable team work which is vital

to provide the excellent services to the customers. Us or them culture doesnt prevail at

wasabi, every employee either manager or head chef work with each other in order to achieve

maintain the value of wasabi and to provide maximum customer satisfaction (Our history, 2013).

2.8 Employee Motivation in Wasabi Sushi & Bento and its affect on their performance

Motivating employees in the hospitality sector especially in the restaurants is not easy for

the managers, this is because getting all the employees from higher level to floor level to work in


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a team is challenging task. Every employee has diverse needs and wants, their ideas and thoughts

are also different from other, so making them work together as a team is very tedious. However,

various types of initiatives are taken to influence the employees to make them perform in a

certain way to attain the desired objectives. At Wasabi Sushi & Bento, with the objectives of

maintaining the traditional value and delivering the quality product and services in order to retain

customer satisfaction and loyalty, various practices are undertaken to improve their performance

and making them capable of giving their best (Furnham and et.al, 2009). Some of the Motivation

practices adopted by the company are as follows;

Training and development: Training and development programs in regard to servicedelivery to customers, the instant provision of meals aims to make employees efficient

towards their work. Proper training and development avoids confusion about the work

and thus enhance the employees knowledge and his performance (Turner and Guilding,

2011).

Working together: All employees of Wasabi are regarded as the team, so their activitiesand efforts are directed to achieve the business goals collectively. From food preparation

to ultimate food delivery to the customers every employees whether chef or Frontline

worker works as a team in making the customers satisfied in terms of food as well as

service quality. A sense of team helps in developing trust and respect among employees

(Milne, 2007).

Empowerment: As the Frontline employees have direct contact with their customers,therefore they are empowered to take decisions regarding addressing the needs and

requests of the customers (Seo and et.al, 2010). This is turn enhances the service quality

as the employees know that about the needs of his customers and thus he can efficiently

meet them and making the customers satisfied. Empowering also improves personal

development and how he conducts with the customers.

Incentive: Incentives for performing well are provided to employees of Wasabi in eithermonetary or non-monetary forms such as fringe benefits, flexible working hours,

accommodations etc. in order to motivate them towards doing the work more efficiently.

Employee Involvement and Engagement: Employees are given right to involve indiscussions and planning of the work. Ideas, views and suggestions of every employees


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are invited and respected. Meetings and discussions are frequently conducted with a view

to maintain healthy employee relation (Luthans and Peterson, 2002).

Professional development: Various personal and professional development programs areundertaken by the Wasabi Sushi & Bento to enhance its employees performance and

making them effectively work in a team.

Enhancing Competencies and skills: Conducting such activities that induces an employeeto use his skills and competencies is one of the powerful ways used by the Wasabi for

motivating his employees. For instance, when an employee is empowered to deal with the

customers on his own, he utilizes his skills and abilities to make a good impression on

customers by providing him quality services. Thus, it not only motivates him to do better

nut also enhances his skills and competencies (Amaanda, 2011).

Employee Survey and Individual review: Open feedback culture among employees andmanagement ensures proper communication and healthy relation among them. Surveys

are also conducted to know the employees' perspectives. This also helps in identifying the

needs and their motives, which in turn helps in influencing their behavior.

Daily Communication: Discussions and information sharing intensify the team dynamics.Employees are given opportunity to express their views, ideas and even their personal

matters with the managers or supervisor. They are also made aware about the news about

the new branch or any other related matter (Kirstein, 2010).

2.9 Conclusion

Motivation is essential for improving the employees performance and to direct his

efforts towards the goals and objectives of the organization. Empowerment and recognition are

considered to be the effective ways for enhancing the employee motivation. It can be concluded

from the above discussions and theories that when employees are praised for the work done and

are involved in decision making and management staff, it satisfies them internally and thus,

make them satisfied with the job, organization and its environment. Motivated employees

perform their best and in the interest of the company, which in turn leads them towards

prosperity, growth and productivity (Panwar and Gupta, 2012). Highly motivated staff

contributes to the establishment of the strong and flourishing culture of organization. Following

the standard procedures, high focus on time, maintaining consistency in product and services,


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prompt delivery to customers etc. are some of the key elements of what makes the Wasabi Sushi

& Bento successful (Employee Motivation Factors, 2008). All types of individual works in the

organization, having different attitude, age, gender, and background and thus, having different

needs and motives. Due to these differences, it has become important for the management to

understand each employees needs and thus, motivating them accordingly.


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CHAPTER3-RESEARCH METHODOLOGY

3.1 Introduction

A research study is intended to enhance the existing knowledge. It is a systematic

process of investigation that is carried out with the aim of understanding the research problem or

the subject and thus, to draw the conclusions or to find out the solution to the problem. So,

basically the research comprises of collecting data, organizing and analyzing it, making

deductions in order to draw conclusions or suggesting solutions to the research problem.

Research demands the accurate investigation and observation to the related facts and issues. To

conduct our present research in proper way and to draw the conclusions accurately and

systematically, various techniques and methods are implemented. Just knowing the number of

techniques and research methods is not only required, but it also needs to know that which

techniques and approaches are relevant and why. And hence the methodology is designed for the

subject, which directs the entire research process. Research methodology means various steps

and methods, which are relevant and are adopted in research for understanding the research

problem along with giving the logic behind those methods.

The central idea behind the research process is to investigate the relationship between

employee motivation and organizations effectiveness. In other words, this research is conducted

to study that how employee motivation affects their performance and how it enhances the

organizations effectiveness. This section of the report thus provides the foundation for carrying

out the investigation on the subject. It gives knowledge about the various tools, techniques and

methods employed during the entire research process in order to identify and analyze the need of

employee motivation for an organization and how it affects its functioning. This study is

conducted with the employees of Wasabi, which in turn helped in identifying the culture of

wasabi and what practices they adopt to motivate their employees.

3.2 Research PhilosophyResearch philosophy attempts to develop the knowledge, background and the nature of

the research and it comprises of the essential assumptions of the individual beliefs, views and

their perception about the world and its reality. It influences the researchers perception, beliefs

and values in order to make him able to provide valid and accurate arguments so as to make


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conclusions. The authors suggest that research philosophy one should adopt depends the type of

the research questions (Saunders and et.al, 2009).

There are four types of philosophies: positivism, pragmatism, interpretivism and realism.

The pragmatism philosophy views that it is possible to conduct research with variations; multiple

methods such as qualitative and quantitative methods can be used collectively for the research.

Positivism philosophy believes that researchers values and ideas are not valuable, quantitative

data should be considered and hypothesis tests and experiments must be conducted to examine

the data and for making the conclusions. The main feature of this theory is the hypothesis testing

of data that is so collected with the help of in-depth interviews. Realism is somewhat related with

the positivism, i.e. these both theories lay emphasis on scientific methods to develop the

knowledge. It further believes that there is a reality which is free from human beliefs and

thoughts. The method selected should have connection with the research subject; it can be either

qualitative or quantitative. Lastly, the philosophy of Interpretivism argues that the world is too

complex and dynamic to make rules, theories and law-like generalizations. It is necessary for the

researchers understand the differences between the individuals and their behavior, therefore

researchers own beliefs and value are considered to be important to analyze such differences.

This dissertation has adopted the philosophy of Interpretivism which is appropriate in the

human resource management field. This approach aims at studying the specific business issues

by inspecting the qualitative data. For this purpose sample was made by employees who were

randomly selected and analyzed in order to understand the large population of employees of

Wasabi.

3.3 Research design

The framework with which the study is being carried out is defined as research design. It

provides the meaningful structure, which in turn ensures that entire study has been done with

respect to the research topic and is valid. Generally it covers four main aspects such as:

What are the research questions What type of data is required How the relevant data has been collected What methods of analysis will be used


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On the basis of these questions, the research is conducted. Our present report has been

designed by considering these above mentioned questions. However considerations about the

time factor, cost factor and surrounding convenience and most importantly the vast literature

available influenced the decision regarding the selection of the research methodology,

descriptive research design was deemed to be appropriate. So, the research design used for this

study purpose is descriptive method and the target population included the employees of Wasabi

Sushi and Bento restaurant. This design allowed the objective and precise measurement of the

different aspects of employee motivation, their satisfaction and the organizations effectiveness.

3.4 Research Approach

There are two main research approaches that are available to carry out the research

process. These two approaches can be deductive or inductive. The inductive research approach isrelated to the philosophy of Interpretivism and qualitative research type. In this approach, the

data are collected from the respondents in order to analyze it. Then with the help of this analysis

theory is developed. Such type of approach is more flexible than other as the researcher can

make the necessary changes during the research progress. In other words inductive approach

moves from specific to general concept.

Deductive approach is totally opposite with inductive; it follows a pre-determined design

and is related to the positivism philosophy and quantitative research type. In this approach, first

the idea or hypothesis are developed from the existing theory and then it is tested so as to

examine the outcomes and to confirm the theory, and at the end necessary modifications are done

if required. This approach moves from general things to specific.

In this present dissertation, Inductive approach has been implemented as the no

hypothesis is required to be developed and first the data will be collected in order to form

specific conclusions. The data that so collected is based on personal experience of the

respondents.

3.5 Research Type

The research can be qualitative, quantitative or both. Qualitative research aims at

understanding the individual behavior and what are the reasons that rule such behavior. As our

present research subject is about studying the effect of motivation on the employees

performance, therefore qualitative research is appropriate. In this research type, broad questions


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related to the topic are being asked of the respondents. This type of research is not well-

structured therefore it allows the researcher to study the various aspects of the subject. This type

of research creates the link between various theories and models that are adopted. Quantitative

research measures the numerical information and then compares it with the previous records and

thus attempts to forecast the future. This research type utilizes the concepts and testing of

hypothesis. It uses the numerical data which may be figures or values which are collected

through interviews and surveys and the analysis of these data also done quantitatively.

The current research report uses both quantitative and qualitative research as it will

provide a broader way of looking at the phenomena and make the research more logical and

meaningful. Qualitative research will support the formulation of the indices and scale for the

quantitative research and will also aid in analyzing the quantitative data. Since our research study

examines the relationship between employee motivation and their performance, a combination of

quantitative and qualitative methods is deemed to be appropriate with a view to get more valid

and accurate evaluations.

3.6 Data Collection

Selecting the suitable research design and methods of collecting data depends on the

availability of the required resources and the extent to which they are related to the research

subject. The aim is to get deep understanding of the views and perception of employees. This

study is based on the theoretical explanations of the employee motivation and the empirical facts

from the past researches. Various books, articles, journals were reviewed in order to gather the

relevant information. Theories and models by different scholars and researchers were also

studied. However, collecting the information from the vast literature is not easy, which

comprises of several obstructions like sometime it is not allowed to access certain journals and

articles etc. Therefore to collect more reliable and accurate information primary source of

collecting information is also adopted for the research. In addition to it our research subject

demands existing facts and figures which further governs the use of primary source of collection.

Both primary and secondary have certain merits and demerits, hence it is necessary to use both

these methods complementing each other.


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Primary data collection source

Primary data imply that the data is collected for the first time; it can be collected with the

help of two methods that are qualitative and quantitative means of collecting data. Primary data

can be collected through surveys, observations, schedules, interviews or online questionnaire etc.

This source ensures the flexibility and openness, which does not exist in secondary sources. The

researcher can get deep insight to the research problem and can get adequate information from

the respondent by asking him questions. It also helps in identifying the perspective and views of

respondent in context with the research subject and what is the logic behind them. A collection

of information from primary source depends on the skills and tact of the researcher that how

efficient he is digging out the information from the respondents.

In this report we have gathered the responses from employees and managers of Wasabi

Sushi and Bento, which comprises of their views and perception on motivation and how it affects

performance. For this purpose, Interviews and surveys have been used. A sample of 30

employees has been designed with whom the survey is conducted and for collecting the

information from managers sample of 5 managers was selected.

Employees responses have been gathered with the help of survey which includes the pre-

determined questionnaire. Survey technique is appropriate for this study as it helps in

determining the diverse attributes and motives of employees and will also help in making the

comparisons between them. Survey method is well-suited with our research design i.e.

descriptive.

Managers view about the employee motivation and what practices they are

implementing to motivate employees has been gathered through interviews. The interview can be

conducted by various means such as it can be structured, unstructured or semi-structured. When

the researcher has well-structured set of questions having the specific order then the interview is

said to be structured. While on the other hand when the researcher conducts the interview

without any set questionnaire, he asks the questions in his own way then such interview is

defined as unstructured one. Semi-structured Interview is flexible and there are limited questions

which allow the researcher to ask new questions during the interview. For this research purpose,

Semi-structured interview has been conducted with the managers through which different

policies and practices adopted by them to motivate employees have been identified. Thus it

provided the in-depth information which alone questionnaire method cannot.


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Secondary data collection Source

Secondary data refers to the data that has already been collected by some researchers,

agencies or individual. Secondary data aid the entire research process by making it easy to

formulate the basis of study and supports the collection of primary data. It saves energy, cost and

time when the required information is available and accessible. It provides the clear picture to

researchers about the present research position and what needs to be done for collecting more

information that is not available in various literary sources. It also helps in determining the

deviation or gaps in current literature and theories. When relevant secondary data is available;

the researcher can easily draw conclusions and find solutions to the research problem. Although

gathering information from the secondary sources can prove to be tedious and challenging. It

might be possible that even after the rigorous research process adequate information cannot be

obtained or sometimes the reliability and validity of the data may pose the problem. Time

constraint can also be one limitation of these sources. However, for our present study two

sources observed to be appropriate that are mentioned below:

External Sources: External sources are those which are present outside the organization.that means they are available in the market or libraries or online. These sources may be

online articles, books, journals, magazines or periodicals. For this report, mixed sources

has been utilized which includes books, journals, articles which are relevant with our

research subject. In this context, companys website has also been accessed. Internal sources: Internal sources exist within the organization and the data so collected

from these sources are assumed to accurate and authentic. Organizations policies and

employment laws has been reviewed to get in-depth knowledge. The reports and

publication of the Wasabi has also proved to be helpful.

3.7 Sampling Technique

Cost and time has hindered the collection of data from the large population. For this

reason, the sample is drawn from the vast population. The method of drawing the sample is

known as sampling. This method makes it easy for the researcher to conduct the research and to

find out the solution for the research problem. Sampling methods can be categorized as either

non-probabilistic or probabilistic. In non-probabilistic sampling method, the probability of all

items being selected for a sample from the large population is not equal. Some items may have


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more chances of getting selected as compared to other items. In this method, the selection

depends on number of factors including the existing situation. This method has certain

limitations such as the sample so drawn may not be able to appropriately represent the entire

population. Some of non-probabilistic methods are quota sampling, convenient sampling,

snowball sampling and purposive sampling. The other method i.e. probability sampling implies

that all items of the population have equal chances of getting selected for a sample. The first step

under this method is to determine the type of population which is relevant to the research subject.

After this, the researcher selects the sample randomly. There are four type of probability

sampling that are: Systematic random sampling, simple random sampling, cluster sampling and

stratified sampling.

A sample of 30 employees and 5 managers currently working with Wasabi has been

selected. The employees selected works at different level and the managers are generally from

the human resource department. In this report we have employed the simple random sampling

technique which is a form of probability sampling or chance sampling. In such type of sampling

technique every item in the population have fair and equal chances of getting selected. For this

research, the sample population comprises of random selection of employees and managers of

Wasabi.

3.8 Justification for research methods selected

The dissertation has been carried with the philosophy of Interpretivism with an inductive

approach. In order to give logical answers to the research questions, surveys and interviews has

been conducted with the employees and managers of Wasabi Sushi and Bento respectively. As

the views and perception of every respondent is valuable and unique therefore by the means of

interviews and surveys deep understanding about the research subject can be developed. As our

present research is about studying the motivation so the qualitative research type is appropriate.

It will help in looking the issues from different perspective. Additionally, the population was

huge and it is difficult to gat views of every item of population, so sample of 30 employees and 5

managers is chosen for the research purpose which in turn will represent the whole population.


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3.9 Data analysis

After collecting the data from various sources secondary and primary, internal as well as

external, the data so collected is analyzed with the aim of reaching to the conclusions. This

section of dissertation assumed to be utmost importance. Data analysis is well-structured method

which helps in analyzing the information so collected by the primary sources. Different tools and

techniques are used with regard to this. Data analysis section provides the logical basis through

which appropriate solution to the problem can be found. There are two methods for analyzing the

data that are quantitative and qualitative. Further the quantitative analysis can be done through

statistical and graphical representation of the data. Some main techniques for quantitative

analysis are Correlation and Regression method, SPSS and ME Excel. This technique assists

mathematical evaluation of the data collected primarily. On the other hand qualitative method of

data analysis, thematic analysis is useful under which various themes are prepared from the

responses in order to draw inferences.

The resent report utilizes both of these methods i.e. quantitative and qualitative.

Qualitative analysis is done by using the thematic analysis in which the responses collected from

employees and managers will be grouped under specific themes and then these themes will be

analyzed. Graphical representation of the data so collected will also be prepared in order to get

the desired outcome.

3.10 Validity and Reliability

Authenticity is considered to be the major concern of every research. Certain information

are not allowed to be accessed while sometime there is lack of adequate information, moreover

lack of required skills and knowledge or the lack of interest on the part of the researcher affects

the reliability and authenticity of the research report which in turn reduces the credibility.

Therefore it is necessary for report to be valid and reliable in order to make it credible. It must

aim to enhance the existing knowledge base of the viewer. Every research has some or other

limitations which tarnish the quality of it.

In this dissertation, required concern and care is taken during the entire research process.

It is ensured that information is collected from the valid and reliable sources like Companys

employment policies, websites etc in order to maintain the authenticity of the report.


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3.11 Ethical Issue

While conducting the research, various legal, political, economical and ethical issues are

need to be considered. Basically there are three main ethical considerations that must be taken

into account that are as follows:

First and most important consideration before carrying out the research is the approval ofrespondents without which the study is in vain.

Second suggests that the research has been done in interest of various stakeholders likegovernment, society and individuals etc.

The third consideration is about the privacy and confidentiality of the information that iscollected including the identity of participant needs to maintained

3.12 LimitationLimitations are referred to as the barriers or constraints that hinder the research process. This

research study faces below mentioned limitations:

This present research is based on the sample therefore it may lack complete accuracy. The respondents were observed to be reluctant during the interview and surveys, so the

quality of their responses is doubtful.

The data collected from different sources may be contradicting as the different researcheruses the different methods of evaluation.

There exists element of biasness which is usually caused by the externals forces. Lack of knowledge, skills and competencies may also be one limitation that affects the

research study.

Access to certain data and reliability of available data can also be considered as barrier.


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CHAPTER4-DATA ANALYSIS AND FINDINGS

4.1 Introduction

After collecting the required data from various sources, a researcher gets the pile of

information of which some are very important while others are just irrelevant. In order to get

ultimate results from available data, it is first evaluated and analyzed. There are various methods

by which data analysis can be done. However it depends on the type of methodology adopted to

conduct the research. The goal of data analysis is to understand the role of motivation in an

employees performance and in turn its impact on the organizations effectiveness (Research

methods: Data analysis, 2004). To attain this goal, this research report has attempted to seek

differences and similarities among the employees within the sample. In this section of the

dissertation the summary of main outcomes and findings of research so conducted will bedepicted. In this report variety of tools has been used to collect the relevant information from

various sources. This tools and methodologies were based on the type of research and its design,

which in turn ensured the systematic conduct of the process. And with the help of our present

research methodology, it has become easy to draw appropriate outcome. Thus selecting the

appropriate research methods is essential to get the adequate and relevant information (Creswell,

n.d.).

The purpose of this study is to determine what practices Wasabi adopts to motivate its

employees and how it affects their performance. Using a standard framework as a guide of

direction, data so collected with the primary sources was analyzed and then reduced to particular

themes. Thus, with the help of this chapter a clear image of present research subjects will be

presented. In this report both quantitative and qualitative analysis has been adopted in order to

analyze the accumulated information. For collecting the relevant primary and secondary

information sources has been used. Primary data is collected from employees and managers of

Wasabi through Survey and Interview respectively. A questionnaire was prepared to carry out

the survey with employees. 10 Questions were administered to a sample of employees. While

secondary data is collected by reviewing wide range of journals, articles, books by eminent

authors with a view to get deep insight about the motivation factors and how it affect

performance of employees.


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There are many theories propounding that to create a competitive advantage for a

business, human resource and their effective management is pre-requisite. It is implied that the

organizations effectiveness or its performance greatly influence with the quality of human

resources it is employing. This concern for quality and commitment from employees calls for the

focus on employee motivation. In this context, management of organization takes various

measures in relation with incentives or others in order to retain efficient employees with them

and to improve the performance of existing employees and make them work toward goal

achievement. The fundamental problem that every organization deals with is that how to exploit

its employees potential in the way that enhances organizations effectiveness? Does motivation

practices are positively related to the employees performance. As discussed in the above

chapter, it can be said that along with the efficient workforce, a company can achieve its goals

and objectives, especially the organization under hospitality industries, the role of employees in

providing the quality services to potential customers in order to make them satisfied is very

important. Attributing to this fact, it can be said that employee motivation is of main importance

for any firm in improving their performance and influencing them to work better so as to achieve

organizations goals and objectives. However, there are many factors that motivate an employee

but they are different for different employee working with the organization.

4.2 Analysis

Primary data that is collected through survey and interviews held among employees and

managers of Wasabi. As the population was large, therefore a sample of employees was made to

make the task easy and time effective. With the help of Simple random sampling employees and

managers were selected for sample. This sample will in turn act as representative of the entire

population or workforce of Wasabi. The survey was conducted with 30employees of Wasabi

who work at different branches and are at different level of firm. While responses from managers

was gathered through unstructured interviews. The responses so received from employees and

managers of Wasabi have been analyzed with the use of thematic analysis along with graphicalrepresentation which has been elaborated below.


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4.3 Thematic Analysis

The type of analysis depends on type of outcome derived and approach that has been

undertaken to carry out the research. In this report, we applied inductive approach which has

descriptive orientation and the information so collected is of qualitative nature so it is clear that

thematic analysis will be more appropriate.

Thematic analysis requires more interpretation and involvement of researcher. It aims to

identify and examine both explicit and implicit ideas within the responses or data. That means

various themes are prepared for analyzing purpose. After that codes are develop with a view to

represent the particular themes (Muir-Cochrane and Fereday, 2006). This type of analysis may

or may not include graphical representation between codes. In simple words, thematic analysis

uses the different recurrent patterns for the purpose of examining the data. Themes can be

defined as the cluster of related category, which conveys the same meaning. There are various

steps for doing the thematic analyses which are mentioned below:

It starts with preparation of data, which means that the information collected throughinterviews should be transcribed into text.

After this sorting is done though, which relevant and important information is gatheredand is converted into proto themes.

Then this proto themes are examined carefully as the data within the theme may becontradicting.

At the fourth step of thematic analysis, final from is constructed for each theme At last the formed themes are described in order to get clear meaning.

Theme 1: Wasabi values its workforce for their work and contribution to firm

When the employees working with Wasabi were asked that whether their work and

contribution to the company are valued than most of the employees revealed that company

values and respect them for their work while some employees believes that their efforts are not

valued as they should be. The sense of being valued to great extent affects employeeperformance, i.e. ifan employeee feels that his efforts and contribution to company are being

valued then it motivates him to do his job more efficiently while on other hand when feeling of

invaluable de-motivates employ

human resurce management

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