Introduction
The study is focused on discussing the impact of non-financial motivational factors on the performance of employees concerning ZARA in the UK. For this reason, the study presents the possible methods that will be followed in the research to get the outcome of the project. In this case, the study presents a brief research background and rationale, a literature review as well as the methodology
Research Background
This project is all about how non-financial motivation schemes improve the performance of the employees working at Zara UK. The non-financial motivation schemes have been engaging and motivating the employees more as compared to the financial motivation schemes. The non-financial motivation schemes include counselling sessions, training and development, paid leaves etc. These motivation factors help organisations to retain valuable employees for a very long time. The study, therefore, will be based on evaluating secondary sources of data to examine the relations between the research area with non-financial motivators.
Research Aim
The study aims to evaluate the impact of non-financial motivation schemes on the performance of employees in ZARA in the UK.
Research Objectives
- To evaluate the different types of motivation factors for improving employees’ performance
- To understand the challenges the organisation faces with the lack of motivation schemes for employees
- To examine how non-financial motivation schemes enhance employees’ performance at ZARA in the UK
Research Questions
Q1. What are the types of motivation factors used for improving employees’ performance?
Q2. What are the challenges organisations face with a lack of motivation schemes for employees?
Q3. How do non-financial motivation schemes enhance employees’ performance at ZARA in the UK?
Literature Review
Different types of motivation factors used for improving employees’ performance
According to Agbenyegah (2019), It is the responsibility of managers in ensuring that their employees are motivated in a way that organisation goals will be met to achieve a competitive advantage over the competitors. The study highlights two types of motivation factors including financial motivation and non-financial factors of motivation (Agbenyegah, 2019). The study defined financial motivators like financial incentives in terms of merit pay by providing additional pay based on their performance. Along with that bonus pay is a type of financial incentive employers give beyond employees’ existing wages. Another financial motivator includes wages and salad which is a more important motivator in an organisation (Panait and Panait, 2018). The study also highlighted various non-final incentives such as recognition within the organisation through appreciation for the level of performance to create a better perception of their work among employees. Other non-financial motivations include an opportunity for career development, and job promotion to higher positions which create scope for a pay rise and enhance employees’ performance (Kefay, K. and Kero, 2019).
Challenges the organisation faces with the lack of motivation schemes for employees
Kocman and Weber (2018), highlighted that motivators such as recognition, fulfilment work and responsibility help to increase job satisfaction among employees whereas a lack of these variables can result in a low level of satisfaction among employees. A lack of hygiene factors including job security, salary, incentive and status also reduces the satisfaction level where employees may feel a lack of opportunity within the workplace. Ali and Anwar (2021), discussed that a lack of appreciation within WordPress is one of the leading causes of occupational psychological distress.
How non-financial motivation schemes enhance employees’ performance at ZARA in the UK
According to Anwar & Qadir (2017), recognition of employees within an organisation helps increase the self-esteem and motivation of employees. The employees were well-known within the workplace, became highly motivated and tended to perform well. Severin (2020), highlighted that non-financial motivators like the internal corporate environment in ZARA help to motivate employees and increase engagement and involvement of employees. This positively impacts the organisational productivity and financial outcomes of the organisation (Wambua, 2019). Along with better learning opportunities, training at Zara helps to promote greater motivating factors for their employees to put more effort into work.
Methodology
Research purposes
The major purpose of the study is to evaluate how different non-financial motivation schemes such as counselling sessions, training and development, paid leaves etc help to enhance employees’ performance at the organisation ZARA in the UK.
Research Philosophy
The research philosophy is considered the perspective or beliefs of a researcher related to the knowledge and reality of the research context. The research philosophy can be categorised into positivism, interpretivism and realism (Alharahsheh and Pius, 2020). In positivism, research adheres to gaining knowledge based on the observation of collected data. Interpretivism research is dependent on a naturalistic approach and research interprets findings based on the observation of data and facts (Ryan, 2018). This study will follow the interpretivism research philosophy as it is aiming to interpret the findings based on the facts.
Research Approach
It is the general plan and procedure of research highlighting possible data collection and analysis processes. It is categorised into deductive and inductive research approaches. The deductive approach is based on developing hypotheses and testing those (Azungah, 2018). In this study an inductive research approach will be followed as the study is focused on evaluating different pieces of data from a general perspective and creating a more abstract generalisation of facts and ideas related to the impact of non-financial motivation factors on employees’ performance at ZARA in the UK.
Research Design
It gives an appropriate framework for the selection of data and evaluation of data using relevant analysis techniques. Research design can be categorised into the exploratory design, descriptive design and explanatory design (Gan and Grunow, 2016). This research study will follow an exploratory research design as the study is aiming to address the impact of motivational factors on employees’ performance level concerning the organisation ZARA in the UK based on exploring various facts and data from already published sources (Hassan and Khairuldin, 2020). Hence, the following exploratory research design will be justified in this research.
Data Collection Method
The study will collect secondary qualitative data related to the research area from already published literature including scholarly journals, books, government websites and statistics, Company websites including ZARA, Statista, PWC etc as well as various news, magazines etc (Sherif, 2018). The study will collect the literature from databases like Researchgate, Sagepub, ScienceDirect, IEEE journals etc.
Data analysis method
The study will be based on secondary data where analyse the collected data the study will follow thematic data analysis. From the literature review, different topic sentences will be selected and from the topic sentences different codes will be generated (Williams and Moser, 2019). Based on summarising the codes further, specific themes will be derived that will give the evaluation criteria of the research.
Ethical considerations
The study will collect data from scholarly articles and other credible sources including government websites, the company’s annual reports, news articles, magazines etc. All the user sources of data will be presented in a separate reference list at the end of the dissertation and no data will be taken that have been published after 2016 (Houdayer et al. 2019). The sources of data will also be properly cited inside the text to give credibility to the researchers of the published documents.
References
Agbenyegah, G., 2019. Effect of financial and non-financial rewards on employee motivation in a financial institution in Ghana. International Journal of Innovative Research and Development, 8(8), pp.121-130.
Agbenyegah, G., 2019. Effect of financial and non-financial rewards on employee motivation in financial institution in Ghana. International Journal of Innovative Research and Development, 8(8), pp.121-130.
Alharahsheh, H.H. and Pius, A., 2020. A review of key paradigms: Positivism VS interpretivism. Global Academic Journal of Humanities and Social Sciences, 2(3), pp.39-43.
Ali, B.J. and Anwar, G., 2021. An empirical study of employees’ motivation and its influence job satisfaction. Ali, BJ, & Anwar, G.(2021). An Empirical Study of Employees’ Motivation and its Influence Job Satisfaction. International Journal of Engineering, Business and Management, 5(2), pp.21-30.
Ali, B.J. and Anwar, G., 2021. An empirical study of employees’ motivation and its influence job satisfaction. Ali, BJ, & Anwar, G.(2021). An Empirical Study of Employees’ Motivation and its Influence Job Satisfaction. International Journal of Engineering, Business and Management, 5(2), pp.21-30.
Anwar, K. and Qadir, G.H., 2017. A study of the relationship between work engagement and job satisfaction in private companies in Kurdistan. International Journal of Advanced Engineering, Management and Science, 3(12), p.239944.
Azungah, T., 2018. Qualitative research: deductive and inductive approaches to data analysis. Qualitative research journal, 18(4), pp.383-400.
Gan, T.S. and Grunow, M., 2016. Concurrent product and supply chain design: a literature review, an exploratory research framework and a process for modularity design. International Journal of Computer Integrated Manufacturing, 29(12), pp.1255-1271.
Hassan, S.A. and Khairuldin, W.M.K.F.W., 2020. Research Design Based on Fatwa Making Process: An Exploratory Study. International Journal of Higher Education, 9(6), pp.241-246.
Houdayer, F., Putois, O., Babonneau, M.L., Chaumet, H., Joly, L., Juif, C., Michon, C.C., Staraci, S., Cretin, E., Delanoue, S. and Charron, P., 2019. Secondary findings from next generation sequencing: Psychological and ethical issues. Family and patient perspectives. European Journal of Medical Genetics, 62(10), p.103711.
Kefay, K. and Kero, C.A., 2019. The Effect of Non-Financial Incentive Scheme on Employees’ Motivation. International Journal of Commerce and Finance, 5(2), pp.76-86.
Kocman, A. and Weber, G., 2018. Job satisfaction, quality of work life and work motivation in employees with intellectual disability: A systematic review. Journal of Applied Research in Intellectual Disabilities, 31(1), pp.1-22.
Panait, C.A. and Panait, N.G., 2018. Trends in non-financial motivation policies of employees. Global Economic Observer, 6(1), pp.148-154.
Ryan, G., 2018. Introduction to positivism, interpretivism and critical theory. Nurse researcher, 25(4), pp.41-49.
Severin, G., 2020. Non-financial performance measurement in the fashion industry: Opening up the reports.
Sherif, V., 2018, May. Evaluating preexisting qualitative research data for secondary analysis. In Forum: qualitative social research (Vol. 19, No. 2, pp. 26-42). Freie Universität Berlin.
Wambua, M.F., 2019. Effect Of Debt Financing On Financial Performance Among Firms Listed At Nairobi Securities Exchange (Doctoral dissertation, University of Nairobi).
Williams, M. and Moser, T., 2019. The art of coding and thematic exploration in qualitative research. International Management Review, 15(1), pp.45-55.
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