Background of the Research
Produce a detailed analysis of the policies to achieve stated corporate objectives of one or more companies, and an examination of the problem of resource acquisition and deployment relevant to those policies.
Provide a relevant literature review on the problems investigated and relate current management theory to practical recommendations.
Demonstrate a lucid and logical discourse containing objectives of the project, methodology, relevant literature review, recommendations for action, appropriate references and bibliography.
Motivation of employees is considered as the most important factor in an organization. It is believed that growth and performance of an organization totally depends on the performance of the employees. If an employee is motivated, he will accept complicated tasks, extra responsibilities and will give extra efforts while executing any task allocated to him. On the other hand, employees who do not feel motivated in an organization will always look to find ways to avoid work, responsibilities and will provide minimum efforts (Fernandezand Moldogaziev2012). Motivated employees will also see the growth of his company as his own growth. Therefore, he will always put extra energy and enthusiasm in any task. However, it is not easy to motivate the employees as it is always difficult to convince someone to put extra effort without providing any extra benefits. Therefore, several strategies are introduced in recent times to implement motivation among the workforce. Reward system is one of those strategies that can influence the workforce to work beyond their limitations and capabilities. Several reward systems such an incentives, promotions, increments, bonus etc are introduced with time to motivate employees in an organization (Fangand Gerhart2012). This dissertation will mainly focus on those reward systems and will discuss how several rewards systems can create positive and negative impacts on workforce of Sainsbury.
According to Byronand Khazanchi (2012), reward systems are like supplements that injects extra energy and enthusiasm among the employees. It increases the hunger to perform well and helps the employees to establish a sense of loyalty with the organization. With time, several reward systems are introduced in organizations, based on their requirements and objectives. According to Chenet al. (2012), most popular and efficient reward systems are incentives, increment, bonus payments, variable payments and profit sharing. However, (Choand Lewis2012) stated that modern reward systems are very much different from old days. According to Choand Perry (2012), modern reward system is divided in two sections which are individual reward system and group reward system. However, (Cummingsand Worley2014) stated that reward systems are not as simple as that. According to Deciand Ryan (2012), based on the priorities, performances of the employees, organizational objectives and market competition, organization have created several reward segments. Each of those reward segments has different reward systems. For example, extrinsic reward system is a segment in which organizations put more focus on rewards like long vacations, free tickets of events, and awards. This reward system is for those employees who get motivated by non-monetary rewards. Another segment is monetary reward system that allows employees to receive rewards like hourly pay, incentives, on job free childcares, insurance policies, payments for over time, bonus, increments and promotions. However, (Freyet al. 2013) argues that employee recognition can also be considered as reward system. In employee recognition, senior authorizes of an organization come forward to show their gratitude to an employee who have performed extremely well in a particular job. However, it is not clear that how only recognition can motivate an employee, as he is not receiving and extrinsic or any monetary rewards. Therefore, it was important to conduct the research to understand how all these reward systems can create impact on employee motivation.
Background of the Company
In 1869, John James Sainsbury and his wife Mary Ann established the first shop of Sainsbury at 173, Drury Lane in Holborn, London (Sainsburys.co.uk 2016). The venture of Sainsbury was started as a retailer of fresh foods and. Later, the company was expanded into packaged groceries like tea and sugar. In their beginning times, Sainsbury faced initial competition from their arch rival Home and Colonial. Sainsbury started to sell own label lines where their rivals were selling own brand lines to minimize that competitive advantages. Besides, Sainsbury boasted marble counters, floors made of mosaic and white-tiles walls in their shops where other shops have sawdust floors and wooden counter. In 1922, Sainsbury became the largest grocery retailer in UK. However, in 1955 Tesco overtook Sainsbury and became number one grocery retailer in UK (Sainsburys.co.uk 2016). After that in 2003, ASDA claimed the second spot and Sainsbury went down to third biggest grocery retailer in UK (Sainsburys.co.uk 2016). Therefore, the company is currently trying to improve their performance to regain their lost market position. Sainsbury has three separate divisions which are Sainsbury’s super markets Ltd, Sainsbury’s Convenience Stores Ltd and Sainsbury’s Bank. Now their primary target is to improve the performances of their employees so that the company can meet their objectives and goals.
Sainsbury was known as the biggest grocery retailer in UK until Tesco and ASDA claimed the number one and number two spot by demoting Sainsbury to third place. Since then the company is trying to regain their lost position by improving their overall performances. Authority of Sainsbury understands that the performance of the company will improve when the performance of the employees will improve. Therefore, they have decided to add various reward systems in their organization to motivate their employees. It was very important to conduct this research to understand whether those reward systems are doing justice with its purpose or not.
The present research aim is to examine the impact of remuneration scheme on worker incentive with reference to Sainsbury. The basic aim is to find out how the authority of Sainsbury is using various reward systems to motivate their employees to maintain a continuous growth o their company.
To critically review the literature on Reward system and Employee motivation related to various reward systems
To Evaluate the various types of reward systems that are vastly used in various organizations including Sainsbury
To Analyze the various factors that can implement motivation into the employees
To explore the impact of recompense scheme on worker inspiration
- What are the theories and models of employee reward system?
- What is the importance of worker enthusiasm?
- What is the impact of reward system on worker motivation?
- What are the recommended reward systems for Sainsbury to increase their employee motivation?
Rationale of the Research
Figure 1.1: Structure of the dissertation
(Source: Created by the author)
According to Cerasoli et al. (2014), presently the productivity and operability of an organization is dependent on the motivation of the employees towards their work. Therefore, it is a quite important task for the company to determine the factors that motivates the employees and thereby designs an effective reward system and obtain better results. A perfect and effective blend of materialistic and non-materialistic rewards may in turn enhance the level of work motivation of the employees and thereby improve their commitment to the company as well. Reward system on the other hand can be characterized as a tool that helps to lead the motivation of the employees in the desired direction (Hau et al. 2013). The reward system constitutes of the organizational components such as the rules and the decision-making activities that are intricately related with the allocation of the allocation of the rewards and the benefits to the employees in exchange of their effort and contribution in the organization (Vance et al. 2012).
Frey et al. (2013) have pointed out that in order to meet the goals of the organization in the era of continuously changing structure of needs, the top management of the company should build up a relationship between the management and the employees, which will in turn largely help the company to meet the goals. According to author, from the view point of the organization, it expects its employees to perform their tasks effectively and efficiently and also maintain the quality that has been established for them. It also expects that employees will themselves take initiative at the workplace, supervise each other’s task and will undergo a continuous learning process in order to meet the organizational needs. However, Manzoor (2012) have argued that the employees on the other hand have certain expectation from the organization; they expect safe working environment, friendly work culture and also a fair treatment. The level of expectations varies in accordance with the type and nature of the organization and the designation of the employees. Cho and Perry (2012) have stated that in order to address these expectations of the employee, it is necessary to understand the process of employee motivation.
The concept of reward can be characterized as the benefit that arises because performing a task, or discharging any duty. The most important and significant factor that motivates the employees largely is the payment that is received in return of providing a service or a task. The pay structure is the important factor that actually compels the employees to search for jobs. On the other hand, according to Hamari et al. (2014), there are several methods that help to establish a mutually acceptable value to the work of the individual and payment is the most effective method among them. However, Chen et al. (2012) have pointed out that payment can also be the most demotivating factor for an organization. If the workforces are not satisfied with the recompense, system it will be tough for the organization to employ and keep hold of the best employees in the organization (Burris 2012).
Aim of the Research
The proponents of the expectancy theory pointed out that the employees of an organization will definitely change their behavioral pattern by hard working or by designing a prioritizing strategic framework if they recognize they will be satisfied with something that means value to them if they do so. Therefore, if the organization wants to encourage efforts and higher productivity, providing incentives to the employees is the most efficient way to reward the employees. Kehoe and Wright (2013) have opined that, if incentives are paid to the employees in return of higher productivity, improved behavior, skills and competencies, the company will be benefitted n the long run. This is because with an excellent incentives structure the employee performance will improve significantly with the passage of time; this will in turn benefit both the organization as well as the employee (Robbins et al. 2013).
The main component of reward for work is the payment that the employees receive. However, many other organizations also offer a combined reward package in which consists of pensions, bonuses, insurance, allotment of cars and other amenities along with the salary. According to Larkin et al. (2012), to determine the most appropriate reward package the decision maker should take into account a number of factors. The author pointed out some of the most important factors as well. Those factors are, the minimization of the costs associated with salaries and wages in the long run (Byron and Khazanchi 2012). Attracting and retaining the most efficient and productive employees in the organization has also been considered. Another factor that should also be considered is motivating the workforce for the enhancement of the organizational performance. The last factor as mentioned by the author is the facilitation of the organizational change (Posthuma et al. 2013).
Therefore, it can be said that one of the most important factors that determines the productivity of an organization as well as the performance is the employee motivation. Thom et al. (2012) have pointed out that reward system is the most effective one in motivating the employees. As the motivation of the employees depend on several needs, reward system actually suffices the most important need among them (Aguinis et al. 2013). Therefore, with an enhanced motivation the employees will perform better and in an efficient manner in order to improve the situation as well as the performance of the organization (Mowday et al. 2013).
Qualitative Data Collection Method
Research Objectives
Models of reward system
The most popular model of the reward system is the total reward model. The total reward model describes a strategic framework that amalgamates two components such as the development and learning together in the context of work situation (Jiang et al. 2012). In the total reward model, both the concrete and indefinable rewards are taken together and are considered equally valuable. Chiang and Hsieh (2012) pointed out that the tangible rewards consist of the rewards that arise from the transaction between the employer and the employing authority and this basically include reward such as payment, employee bonuses etc. on the other hand intangible resources are those which are a result of learning, improvement of skill sets and gaining experience (Li et al. 2012).
To provide examples of these types of rewards are the experience that has been gained from the experience, getting recognition from the employers, personal achievements and social activities. Zhang et al. (2013) have said pointed out that the basic objective of the total recompense system is to enhance the positive effects that the extensive range of reward packages have on the employee inspiration, dedication towards their occupation and the organizational involvements (Hanus and Fox 2015). The figure below describes the components of the total reward model (Patel et al. 2013)
(Source: Wang et al. 2014)
The model of total rewards is concerned at creating a group in which all the relevant reward systems will be amalgamated, and these reward systems will therefore in turn complement and reinforce each other in a mutual perspective. According to Pinder (2014), to achieve consistency inside the organization the strategies contained in the total reward model are integrated horizontally with respect to the activities related to human resource and perpendicularly incorporated with respect to the commerce approaches. However, Buller and McEvoy (2012) have argued that the advantages of the total reward model have widespread effects and can affect the company performance in the long run (Munson and Consolvo 2012).
As the model accommodates different types of rewards, it is quite likely that these will have a greater impact on the employee motivation as well as the performance and commitment of the employees (Chen et al. 2012).
The total reward model seems to be the most attractive model to the employees and this is because it uses maximum of the transactional as well as relational rewards (Fernandez and Moldogaziev 2012).
Research Questions
As the model follows the strategy of complete communication, it perfectly conveys the total value of the reward package. Therefore, it is quite evident that the employees will perfectly value the package rather than undervaluing it (Trevor et al. 2012).
As the total reward system contains a number of rewards, it is able to establish a relationship with the employees and therefore it can obtain information about the needs of the individual employees. Thus, this model has the capability to establish a strong bond between the employees (Zelnik et al. 2012).
Relational reward practices are very difficult to replace as compared to the practice of individual pay. Hence, the total rewards system enables the organization effectively attracts and retains employees by differentiating their process recruitment and selection and thereby making the organization a better workplace (Gerhart and Fang 2014).
Seba et al. (2012) have characterized motivation in accordance with work as the psychological process that is yielded by the process of interaction between the employees and the workplace it is also has feature of enthusiasm. The workers are always keen to augment their performance in order to achieve a certain level of rewards that they desire (Noe et al. 2014).
Fang and Gerhart (2012) have stated that motivation process could be decomposed into three broad components, these are- direction, effort and persistence.
Direction depicts that what a person is desired to do, effort depicts the level of dedication and willingness of the person, while on the other hand persistence determines the tenure of the person that is the longevity of trying (Hernandez 2012).
The employees in the workplace generally put their effort and try achieving a certain level; the motivation theory can explain this behavior of the individual (Deci et al. 2012).
(Source: Moriano et al. 2014)
The model as stated above is generated by recognizing consciously or unconsciously the unsatisfied needs. These needs give rise to desire which as a result turns in to a want to achieve or acquire a specific good. Now, in order to satisfy the want, goals are generated and a particular code of action is determined in order to reach the goal (Murayama and Elliot 2012). If the goal is achieved, it is quite evident that the code of action will repeat again whenever there is an emergence of a similar want.
However, according to Jiang et al. (2012), if the target is not achieved by the specific code of action, it is more likely that the similar action will not be repeated again. There are mainly two processes by which the employees can be motivated, intrinsic motivation and extrinsic motivation. The manager can motivate the employees by the payments, promotional activities and praise (Yidong and Xinxin 2013).
Dissertation Structure
Intrinsic Motivation refers to the inspiration that generally comes from within a human being. Filsecker and Hickey (2014) have stated that the motivation is generated through fulfillment or pleasure that an individual gets in finishing or even at performing a task. The factors that largely influence on intrinsic motivation are responsibility, freedom to act, opportunity to use as well as increase talents and aptitudes along with motivating nature of the work and the occasions for the overall progression (Ifinedo 2012).
(Source: Renwick et al. 2013)
Extrinsic Motivation has been demonstrated by Minbaeva et al. (2012) as something that is done to or fir the employees in the organization to motivate them. This includes money, grades, criticism and punishment as well. It has been found that these factors provide high level of satisfaction as well as contentment that the task itself might not offer. Therefore, most of the companies look at this pare carefully. Cummings and Worley (2014) have demonstrated in his research paper that this type of inspiration has an instantaneous as well as commanding consequence; however it does not lean to last for a long time (Titi Amayah 2013).
Maslow wanted to understand what motivates an individual and on the way to understand this, the hierarchy on needs theory was introduced (Reiss 2012). After getting fulfilled by the basic needs, people move ahead to fulfill their esteem and self actualization needs. It has been seen that every person is capable and has the potentiality and desire to reach self actualization level (Chen et al. 2012). However, the journey towards the final destination is often disrupted by failure to meet the basic level needs.
(Source: Chen et al. 2012)
In this case, it is important to mention that Maslow noticed only one out of the thousand people in the society become fully self actualized because the society rewards motivation initially depending on esteem, love and some other social needs (Schyns and Schilling 2013). In the same manner, each employee in an organization wants to reach the highest level and in order to reach the highest level, they require motivation and the organization is responsible to motivate them in such a manner, so that they can reach the desired place (Cho et al. 2012).
One of the prominent theories of motivation is motivation hygiene theory that states that there are some factors that cause job satisfaction and on the other hand, some factors contribute in opposite situation (Anderson et al. 2014).
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Features for contentment |
Feature for disappointment |
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Chapter Two: Literature Review
(Source: Anderson et al. 2014)
(Source: Page et al. 2013)
Therefore, the above mentioned points have clearly demonstrated the factors that affect the employee motivation in any organization (Kittur et al. 2013). If the organizations provide satisfactory factors to the employees, they will be motivated and their productivity would enhance and the opposite scenario is true as well (Page et al. 2013).
It can be stated that the rewards that an individual receives are very much a part of motivation. Herasâ€ÂSaizarbitoria et al. (2013) have stated that there must be an effectual reward structure in order to retain the high performers in the existing organization and the reward must be related to the efficiency. Several research works have been done on this research topic and most of them have found that there is a positive association between reward system and the employee enthusiasm (Truxillo et al. 2012). If the employees are properly rewarded in the organization, their productivity would automatically reach higher level. It has been seen that as the income level of the employees increase, money becomes less of a motivator and on the other hand, with the course of time, when an employee gets older with experience, interesting work becomes more of a motivator (Abramovich et al. 2013).
With the succession of this particular research work, the associate has identified some of the dodgeS. The leaner has found that with the advent of time and innovation in the concerned sectors, more theories and models are required to come up. The learner could not found many models as well as hypothesis of this concerned research variables, so lack of scopes have been observed in order to analyze the dissimilar theories. Therefore, it can be easily said that the researcher has felt the requirement of some new models and hypothesis in order to appreciate the research subject more evidently.
After discussing several theories as well as models on the research topic in the preceding episode, the researcher in this meticulous part determines to develop a appropriate as well as comprehensive research methodology for the further continuation of the research work. It is believed that the research problems identified in the research work can be easily solved if a proper as thorough research method is followed. Therefore, in this particular chapter, the focus would be shed on designing a proper research method for this particular chapter. Bergh and Ketchen (2011) have said that each constituent of the research methodology is evenly significant for conducting the entire way that each feature can be addressed properly to understand the importance of reward system on employee motivation.
As per the viewpoint of Bernard (2011), technique outline is the border of the entire methodology in order to present a basic as well as methodical configuration of the way to drive the research towards the correct route. The research has been conducted on finding out the importance of reward system on employee motivation. In order to understand the research topic clearly, the researcher has selected Sainsbury, UK. In this research work, the researcher makes a thorough analysis of several aspects of reward on employee motivation. For this particular research purpose, the learner resorts to the use of relevant as well as appropriate methods of data gathering along with positivism philosophy, deductive research approach and the analytical research strategy. Furthermore, the method of probability sampling has been used here to gain quantitative data, as the technique of non-probability is more useful in order to derive qualitative data in regards to carry on the whole research work.
As per the viewpoint of Creswell (2011), research philosophy is the most significant point in the entire research methodology. Therefore, it can be said that all the methods used to perform the research work is highly dependent on the method philosophy. The researcher has selected Sainsbury, UK in order to carry on the total research work. In this particular research work, the researcher has started to demonstrate the in-depth analysis of the research theme, so the superior quality of the research cab be performed.
(Source: Made by the researcher)
Crouch and Pearce (2012) have opined that philosophy of positivism tends to concentrate on investigating the problems that are connected to the research work as per the authentic facts and figures that are obtainable after they are being recognized as well as pragmatic. This beliefs is one of the successful instrument for preparing the rational investigation of the obtainable data to make sure that the investigate predicament are dealt rightfully in the light of authentic details and accurate confirmations. Nonetheless, the points of view put forwarded also disclose that interpritivism can also be established competent with contrast to positivism since the learning on the investigate crisis are based on the insights that persons have on a meticulous circumstances or entity (Crowther and Lancaster 2012).
After investigating both categories of investigate hypothesis, the investigator prefers the viewpoint of positivism since it facilitates in creating significant and rational study on the theme of the research based on appropriate particulars and confirmations (Denzin and Lincoln 2011). The viewpoint of interpritivism puts pressure on the submission of individual insights in order to examine the research difficulty while positivism refers to the assessment of the exertions with the help of real facts. Hence, preferring interpritivism may establish indecent for this case because in order to examine importance of reward system on employee motivation of Sainsbury, it is compulsory to gain detail specifics with the assist of positivism (Dul and Hak 2012).
The deductive and inductive are the mainly used research advances that are appropriate in nearly every thesis. The deductive approach is established beneficial in maximum research cases as it centers on getting hold of information and thus focusing on top-bottom advance to assist the associate to arrange a theory after reconsidering the existing literature and ultimately gaining requisite data in order to authenticate the significance of the existing hypotheses after assessment (Gummerson 2010).
(Source: Made by the researcher)
The inductive approach is appears to be supplementary beneficial evaluated to deductive approach for those research work, which assists to construct new hypothesis in agreement to the current theme (Hesse-Biber 2010). It donates for the looking at the important areas so that right information can be received for the making of accurate supposition so that a new-fangled hypothesis can be constructed (Lancaster 2012).
After construction of a learning of both the approaches, the beneficiary prefers to choose deductive approach and the explanation behind selection such a choice is the competence of the approach in serving to assume information from the existing hypothesis, models and notions on the impact of reward system on employee motivation of Sainsbury, UK. There is partial scope for the associate to expand new hypothesis amidst so many hypotheses in relation to the research theme (Leavy and Hesse-Biber 2010). Therefore, inductive approach is not at all appropriate for this research work and thus the researcher has selected deductive approach (Leedy and Ormrod 2012).
The appropriate recognition of the research dilemma can be done with the assist of an appropriate research problem and revising it using a methodical diagram. The explanatory principle helps in the formation of a suitable association between the two variables that are found in the research theme (Roger 2011). On the contrary, exploratory research principle puts importance on attainment the backdrop information on the research subject since the purpose of the research is not yet planned and the struggles will expand with the steady development of the research (Saunderset al. 2011). Divergently, the investigative principle demonstrates consequence on the creation of the test relationship between the reliant, autonomous and unrestrained (if any) variables of the specified subject and also discovering throughout the tribulations inside the reserach from a range of perspectives (Brannen 2011).
(Source: Made by the researcher)
The dissertation has been carried out by selecting the investigative rationale by the associate in order to deal with the research dilemma from dissimilar paradigms and also different variables can be taken care (Cameron 2011). The dissertation having a well-framed research purpose and questions can use the investigative purpose. The exploratory approach proves itself unfortunate as it develops questions with the development of the study (Ellis and Levy 2011).
The researcher can prefer the research schemes obtainable based on the appropriate research rationale. The strategies such as reviews, case studies, experimentations and meetings can be used for the research work (Freshwater 2011). Surveys appear to be more appropriate as it supplies a large amount of information from a enormous populace and it is time proficient and price competent. Surveys can be carried out through both online and offline sources. Interviews can also present amplified information from a restricted personnel yet well-informed (Hanson and Grimmer 2011).
The policy of using case studies supplies a resultant knowledge to the researchers on a meticulous circumstances or occurrence. Nonetheless, experimentations are assumed to congregate new information in background to the research dilemma and to establish whether the previous ones are suitable and dependable sufficient or not (Hooper 2011).
Among all the obtainable investigate approaches; the investigator prefers to utilize interviews and surveys to carry on with the learning. Survey is measured to the most suitable tool to gather data since it gaining enormous and unmarked information from a large populace of individuals. However, the meetings demonstrate apposite for acquiring restricted but supplemented information from a few educated populaces. Koller (2012) has said that it is believed that interview is highly significant, as this brings original data regarding the research problems; therefore, conduction of the interviews with the knowledge persons of the concerned company is highly important (Onwuegbuzie and Leech 2011).
After assembling statistics from the online investigation, the associate assumes an easy random sampling technique on unchanging sample size of 100 workers of Sainsbury, UK. Probability sampling focuses on the impartial administration of the enormous populace in a cost efficient way (Toloie-Eshlaghyet al. 2011). However, to gather applicable information from the aspirant, non-probability and expedient sampling practice is used on a precise example size of 3 executives of Sainsbury, UK. It is in agreement to the respondent’s expediency, one desire to approach the respondents to get hold of innovative and improved data from them.
In this particular research work, the researcher gathers both the primary and the secondary recourses of information from the survey as well as the interviews. These steps have been taken by the researcher in order to make a mixed method of the research work (Truscottet al. 2011). Therefore, to understand the topic in detail, the researcher has explained each of these methods her in details.
Toloie-Eshlaghyet al. (2011) have opined that secondary research is used in order to check that the primary research is appropriate and this is largely used to save time at the time of the research work. In his work as well, Toloie-Eshlaghyet al. (2011) have stated that the secondary research work takes into account the summary, collation as well as the synthesis of the existing data rather than the primary research work where data is gathered from research subjects and the experiments. Therefore, to gain in depth knowledge of the research work, the learner has used updated books and journals that have provided the learner an in-depth knowledge of the research work (Koller 2012).
Hooper (2011) has stated that in terms of the primary research work, the kind of surveys is taken out to be exploratory as well as specific. Therefore, it means that this takes into account considering the individual interviews with the contributors in person, over the telephone or online via webchat or webcam. Questions might be designed to be open ended or based around their response to the specific research issue. However, different group sizes might be used to measure this important impact, while written as well as spoken reactions can be employed in order to gain a sense that how people react to the same question in different ways (Freshwater 2011).
Therefore, it can be said that primary research work is applicable at those places where the research work has a specific research problem that the researcher want to work through as well as set conditions that the researcher wants to create and after that analyze. However, Ellis and Levy (2011) have mentioned some of the shortcomings of this particular research work are that the researcher is required to spend money as well as time in order to fetch data from the target respondents.
Cameron (2011) has mentioned in his work that qualitative data collection method help to create an enriched amount of data depending on the own experience as well as opinions of the individuals. Moreover, this research method permits the researcher to record the facial expressions as well as voice modulations of the participants at the time of conducting the research work. Nevertheless, in case of time inconvenience of the respondents, the researcher can arrange a telephonic interview instead of face to face conversations.
Brannen (2011) has stated that quantitative data gathering method helps in gaining numerical data that takes into account statistical formulas and the tabular and the chart representation. Further, the qualitative method enables the research associate to gather data from a large number of the target respondents with time and cost effective manner. Additionally, quantitative data is subject to testing for proving the authentication. Therefore, the research associate distributes a set of survey questionnaire online via social platforms like Facebook, Twitter in regards to gather quantitative data, as against physically accessing the respondents, as online survey has proved to be comparatively easier access to the participants in the questions (Cameron 2011).
The researcher appraises the quantitative data suitably by converting the arithmetical numerals into percentages and then reveals it in the form of tables, diagram and graphical demonstrations. In adding up, the transcripts that are prepared during the meeting method by the interviewer are studied lengthily to increase methodical and clear information about the research theme. The quantitative data is analyzed with the assist of MS-Excel. Previous to that, the mathematical data is malformed into percentages. Explicating the percentages, the graphs are equipped by the beneficiary. Therefore, it can be said that with the help of these methods, the researcher will analyze the data in order to reach the conclusion of the research work (Roger 2011).
Ethical issues are mandatory to be followed at the time of conducting the research work. As per the Data protection Act of 1998, the researcher is not allowed to influence any of the respondents at the time of survey. Moreover, the data has been collected to use only for the research purpose, so the researcher is not allowed to use the data anywhere outside the research work (Lancaster 2012). Moreover, it can be said that the researcher is required to look at the part that any of the respondents faces any sort of force as well as compulsion from the end of the researcher in answering any question. The respondents have the full freedom to withdraw their participation from the survey at any point of time. Gummerson (2010) has said that the researcher makes sure to maintain good behaviour with the participants and not to indulge in any sort of verbal or the physical attacks with the respondents. The researcher as well makes sure that at the time of conduction of the interviews with the respected managers of the selected company, the researcher must maintain a proper decorum. Dul and Hak (2012) have introduced in his work that at the time of designing the research questions, the researcher is required to look at that none of the questions are influential and impose any type of negative impact on the respondents. Thus, the designed questions are framed are mostly open ended (Denzin and Lincoln 2011).
Reaching at the end of this particular section, it is clear enough to say that the associate follows a coherent research methodology in order to carry on the whole research work. Moreover, the researcher makes sure of using appropriate research approach along with the research philosophy, research purpose as well as the data collection method for preparing the entire study. However, it is important to mention that this particular chapter of the entire research work seems to be highly important, as this determines the flow of the entire research work.
This is the most vital chapter of this dissertation as the current data will be summarized and analysed in this chapter. As mentioned in the methodology chapter, both of the quantitative and qualitative data were collected for the research study. The sample size of the collected quantitative data was 45 and that of the qualitative data was 3.
The data collected from the employees of the company through the survey questionnaires was treated as the quantitative data of the research study. Total number of respondents in the survey was 45. The data were collected through an online survey and was summarized in tabular format. After that the percentage calculation was done. In the next phase the charts were used for more clear understanding of the findings of thus research study. All the calculations were done with the help of the tolls of MS Excel. The finding and analysis of the response against the survey questionnaires are as follows:
Q1. Select your gender:
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Option Number |
Options |
No. of responses |
Percentage of responses |
Total no. of responses |
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1 |
Male |
32 |
71% |
45 |
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2 |
Female |
13 |
29% |
45 |
Findings and Analysis: While investing any fact of the human resource management, it is very important to consider the viewpoints of both of the male and female employees of the company. Sometimes the perceptions of the male employees and the female employees vary from each other. Because of this reason, the data was collected from both of the male and female employees of Sainsbury, UK. There were 71% male and 29% female employees among the 45 employees who participated in the survey.
Q2. Select your age group:
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Option Number |
Options |
No. of responses |
Percentage of responses |
Total no. of responses |
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1 |
18 – 30 years |
12 |
27% |
45 |
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2 |
31 – 40 years |
20 |
44% |
45 |
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3 |
41 – 50 years |
9 |
20% |
45 |
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4 |
Above 50 years |
4 |
9% |
45 |
Findings and Analysis: The demands and perceptions of the employees varies over the age. In order to collect the overall perceptions of the employees, the data should be collected from employees of vast age group. The data of this research study was collected from the age group started from 18 years to above 50 years. After summarizing the demographic information of the respondents, it has been found that 27% of the respondents belongs to the age group of 18-30 years, 44% of them were form the age group of 31-40 years, 20% of them have the age between 41-50 years and the remaining 9% have the age above 50 years.
Q3. How many years have you been working in the present job position?
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Option Number |
Options |
No. of responses |
Percentage of responses |
Total no. of responses |
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1 |
Less than one year |
24 |
53% |
45 |
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2 |
1 – 2 years |
11 |
24% |
45 |
|
3 |
2-3 years |
6 |
13% |
45 |
|
4 |
Above 3 years |
4 |
9% |
45 |
Chart 4.3: Duration of work in the same position
Findings and Analysis: The results of the survey show that the majority of the employees are working in the same position for less than 1 year. 24% of the respondents are working in their present job position for 1-2 years. Only 13% and 9% of them are working in the same position since 2-3 years and above 3 years respectively. After observing this result, it can be concluded that the company provides promotions to their employees frequently. This is the reason why there are very employees in the same job position since man years.
Q4. How many years have you been working in Sainsbury?
|
Option Number |
Options |
No. of responses |
Percentage of responses |
Total no. of responses |
|
1 |
Less than one year |
11 |
24% |
45 |
|
2 |
1 – 2 years |
13 |
29% |
45 |
|
3 |
2-3 years |
12 |
27% |
45 |
|
4 |
Above 3 years |
9 |
20% |
45 |
Chart 4.4: Duration of work in Sainsbury
Findings and Analysis: After summarizing the data of the research study, it has been found that there are almost equivalent numbers of employees according to their working experience in the company. 20% of the employees are working in this company for more than three years. There are another 27% of the employees who are working with this company since 2-years. 29% of them are working for 1-2 years and 24% of them are new as they are working for less than one year. These findings are indicating that the employees are happy to work with the company. The company has both of the new and old employees in their workplaces are the same time, which is indicating better motivation level of the employees.
Q5. The rewards given by the company are distributed rightfully
|
Option Number |
Options |
No. of responses |
Percentage of responses |
Total no. of responses |
|
1 |
Strongly Agree |
5 |
11% |
45 |
|
2 |
Agree |
10 |
22% |
45 |
|
3 |
Neutral |
3 |
7% |
45 |
|
4 |
Disagree |
12 |
27% |
45 |
|
5 |
Strongly Disagree |
15 |
33% |
45 |
Chart 4.5: Rightful distribution of rewards
Findings and Analysis: While gathering the viewpoints of the employees regarding the rightful distribution of the rewards, it has been found that total 33% of the respondents have agreed with this fact among which only 11% have strongly agreed with the fact. 7% of them said nothing about the fact and the remaining 60% of the respondents are not happy with this fact as they have chosen the section of disagree. 33% of these respondents have chosen the option of strongly disagree. These findings are indicating that the company has some problems with the distribution of the rewards. They should give focus in this section and distribute the rewards properly. In the literature review section of this research study, it has been found that the rewards are able to increase the positivity of the employees by the proper distribution. The research findings are stating that the company has teh issue of improper distribution of rewards. Therefore, they should improve this situation.
Q6. The rewards given by the company match your effort.
|
Option Number |
Options |
No. of responses |
Percentage of responses |
Total no. of responses |
|
1 |
Strongly Agree |
10 |
22% |
45 |
|
2 |
Agree |
13 |
29% |
45 |
|
3 |
Neutral |
2 |
4% |
45 |
|
4 |
Disagree |
12 |
27% |
45 |
|
5 |
Strongly Disagree |
8 |
18% |
45 |
Chart 4.6: Matching of the rewards with effort
Findings and Analysis: 51% of the respondents have said that the rewards given by the company match the effort given by the employees to the company. In this case, quite similar percentages i.e., 45% have mentioned that they are not happy with the reward system as the rewards do not match their effort level. Another 4% remain silent in this fact, which is indicating that they are not so happy but cannot say anything directly. Therefore, it can be concluded that the company is not considering the effort level provided by their employees at the time of providing the rewards. The employees can be motivated by providing rewards by measuring their level of efforts as found in the literature review. Therefore, it concluded that company is able to motivate their employees by the use of proper amount fo rewards to their employees.
Q7. The rewards have satisfactory quality.
|
Option Number |
Options |
No. of responses |
Percentage of responses |
Total no. of responses |
|
1 |
Strongly Agree |
13 |
29% |
45 |
|
2 |
Agree |
12 |
27% |
45 |
|
3 |
Neutral |
4 |
9% |
45 |
|
4 |
Disagree |
9 |
20% |
45 |
|
5 |
Strongly Disagree |
7 |
16% |
45 |
Chart 4.7: Satisfactory quality of the rewards
Findings and Analysis: The employees were also asked about the qualities of the rewards given to them. After analysing the results of the survey, 56% of the respondents were found happy with the quality of the rewards. Among these employees 29% have chosen the option of strongly agree. This section of the rewarding strategy of the company is not problem-free. There are 9% of the employees who have chosen the option of remaining neutral regarding the fact. 36% of the employees have gone for the section of disagree regarding the quality of the products. As found in the literature review section, the quality of rewards also plays a vital role to motivate the employees. Therefore, it can be concluded that the company have to pay attention to the quality of the rewards they are providing to satisfy their maximum employees.
Q8. You are ready to increase your work effort for gaining the rewards.
|
Option Number |
Options |
No. of responses |
Percentage of responses |
Total no. of responses |
|
1 |
Strongly Agree |
13 |
29% |
45 |
|
2 |
Agree |
15 |
33% |
45 |
|
3 |
Neutral |
2 |
4% |
45 |
|
4 |
Disagree |
12 |
27% |
45 |
|
5 |
Strongly Disagree |
3 |
7% |
45 |
Chart 4.8: Willingness of increasing effort for rewards
Findings and Analysis: The employees were asked to give their feedbacks about the willingness of them for increasing their efforts for getting the rewards. The feedbacks of the employees are indicating that most of the employees are willing to give more effort for achieving the rewards given by the company. 62% of the respondents have agreed for increasing their efforts at the workplace where 29% have chosen the options of strongly agree. There are 4% of the respondents who have said nothing and another 34% of them are not agreed to give more efforts. As per the literature review, the employees get motivated to give extra effort with teh help of rewards. Therefore, tore improved rewards can be helpful for the company to get extra efforts from their employees. It can be also helpful for changing the willingness of the employees who are not agreed with this at this moment.
Q9. Rewards are able to increase the team collaboration in your work place.
|
Option Number |
Options |
No. of responses |
Percentage of responses |
Total no. of responses |
|
1 |
Strongly Agree |
9 |
20% |
45 |
|
2 |
Agree |
13 |
29% |
45 |
|
3 |
Neutral |
5 |
11% |
45 |
|
4 |
Disagree |
12 |
27% |
45 |
|
5 |
Strongly Disagree |
6 |
13% |
45 |
Chart 4.9: Team collaboration increasing through rewards
Findings and Analysis: Mixed responses were collected in the area of increasing the team collaboration through the rewards. 49% of the employees have chosen the section of agree where 20% are strongly agree with this fact. 11% of them are neutral about this fact and another 40% are not agreed with this. As there are almost half of the respondents have mentioned that the fact is true, it can be concluded that the rewards of the company is influencing the team effectiveness of the employees. Some more improvements can be the cause of more collaboration among the employees of the company. In the Hygienic theory in the literature review section, it was found that the relationship with the co-workers is major factor of employee motivation. In this section, it has been observed that the rewards are able to increase the team collaboration through the rewards. It is a good sign for the company.
Q10. The rewards are able to develop a positive environment in the workplace.
|
Option Number |
Options |
No. of responses |
Percentage of responses |
Total no. of responses |
|
1 |
Strongly Agree |
12 |
27% |
45 |
|
2 |
Agree |
13 |
29% |
45 |
|
3 |
Neutral |
6 |
13% |
45 |
|
4 |
Disagree |
14 |
31% |
45 |
|
5 |
Strongly Disagree |
0 |
0% |
45 |
Chart 4.10: Positive environment development through rewards
Findings and Analysis: The rewards are also helping to develop a positive environment in the workplaces of the company. There was nobody who have chosen the option of strongly agree. Although 31% percent of the employees are disagreed with the task, but a huge number of the respondents are agree with the fact. Therefore, it can be said that the rewards are good for the workplace environment of the company. Some improvements is required focusing on the rewards schemes that have the major influence on the working environment of the workplace. In the literature review section, it has been observed that the hygienic theory has stated that the employees get motivated through a proper workplace environment. The company is able to develop a positive workplace environment through the rewards which can be seen as a good factor, but some more focus would give some more positive effect.
Q11. The rewards are motivating you to perform better at your job position.
|
Option Number |
Options |
No. of responses |
Percentage of responses |
Total no. of responses |
|
1 |
Strongly Agree |
25 |
56% |
45 |
|
2 |
Agree |
10 |
22% |
45 |
|
3 |
Neutral |
6 |
13% |
45 |
|
4 |
Disagree |
4 |
9% |
45 |
|
5 |
Strongly Disagree |
0 |
0% |
45 |
Chart 4.11: Motivation for better performance through rewards
Findings and Analysis: Most of the respondents of the survey have agreed with the fact that the rewards are motivating them to provide better performance at the workplaces. 78% of the respondents agreed with the fact that the rewards given by the company are motivating them in performing better in the workplaces. There are only 9% of the employees who did not agreed with this fact. These employees can be considered as the employees who are not providing effective level of effort for being able to get the rewards. The 13% of the employees, who are neutral about this fact, can be motivated by improvised rewarding system of the company. According to the factors found in the literature review, the rewards are able to motivate the employees for better performance and the employees of the company have agreed with the fact which means the company is able to increase the performance of the employees by the use of rewards.
Q12. Rate the reward systems according to your preferences.
(1 is indicating low preference and 5 is indicating high preference)
|
Rewards |
1 |
2 |
3 |
4 |
5 |
Average |
|
Personal bonus |
0 |
2 |
5 |
25 |
13 |
4.1 |
|
Increment |
0 |
3 |
5 |
23 |
14 |
4.1 |
|
Incentives |
0 |
6 |
11 |
15 |
13 |
3.8 |
|
Extra holiday |
2 |
7 |
12 |
10 |
14 |
3.6 |
|
Lunch coupons or something like this |
0 |
8 |
11 |
15 |
11 |
3.6 |
|
Training |
0 |
7 |
15 |
16 |
7 |
3.5 |
|
Flexible timing |
0 |
3 |
10 |
15 |
17 |
4.0 |
|
Car allowance / phone allowance |
9 |
16 |
17 |
3 |
0 |
2.3 |
Chart 4.12: Preferences of rewards
Findings and Analysis: Data was also collecting regarding the preferences of the rewards by the company. According to the choices of the employees, the personal bonus, increment and flexible timing of working have been marked as the most important rewards. Therefore, the company can be able to motivate their employees highly, through the use of these reward schemes.
Q1. What you think about the responsibilities of the managers for motivating the employees?
First manager: The managers have the responsibilities to motivate the employees by understanding their requirements and providing them proper facilities.
Second Manager: Mangers have the responsibilities to provide the basic requirements and motivate the employees for performing better in the workplaces.
Third Manager: The managers are responsible for understanding the needs of the employees and the motivational factors of them.
Analysis: All of the three managers of the company have mentioned that they have the major responsibilities of understanding the requirements of the employees and supplying the necessary facilities to them and considering other relevant facts for motivating them.
Q2. What is the most effective reward system for motivating the employees?
First manager: According to the first manager, the most effective reward system is the increment of the salary of the employees.
Second Manager: The second manager of the company has mentioned the personal bonus scheme as the most effective reward system.
Third Manager: The third manager said that the incentive is the most effective reward system for motivating the employees.
Analysis: The views of the managers are matching with the opinions of the employees. The managers have mentioned that the personal bonus and increment are the effective rewards for motivating them. One of them has mentioned incentive as the effective reward for motivating the employees. The managers are not focusing on the area of flexible timing, but the employees prefer this as one of the most effective reward scheme. They have to focus in this area for motivating the employees for achieving the better performances from them.
Q3. Should the decisions of the employees have an opportunity to influence the reward system used by the company?
First manager: Yes, the decisions of the employees should be considered at the time of decisions making regarding the reward system.
Second Manager: The second manager has also agreed with this fact.
Third Manager: The third manager of the company mentioned that, all the demands of the employees cannot be fulfilled by the reward system, but the decisions should be considered by the managers.
Analysis: The managers have agreed that the employees should have an opportunity to take part in the decision making system of the company regarding the rewards given to them by the company. As the main aim of the company is to motivate their employees through the rewards, they have to consider the employee’s perceptions and demands. Therefore, it can be concluded that they are going in the right direction.
Q4. Do you believe that the rewards given by the company have motivated the employees?
First manager: The rewards of the company are motivating the employees as the sales of the company have improved after implementing the rewards schemes. The employees are giving better effort than the previous time.
Second Manager: The second manager of the company replied same as the first manager.
Third Manager: The third manager of the company has mentioned that the motivation level of the employees has increased through the rewards scheme as the employee loyalty has been increased through this.
Analysis: According to the managers of the company the rewards scheme of the company has a major influence on the employee motivation. The employee loyalty, sales and efficient working are increased after introducing the reward schemes by the company. Therefore, it can be concluded that the rewards schemes of the company affected the employee motivation positively.
Q5. What are the major challenges of developing rewards schemes?
First manager: Many ethical considerations are there that need to be considered while taking decisions about the reward schemes. These are the major challenges of developing reward scheme.
Second Manager: The employees have to understand that the rewards are not their right, these are some extra and should not be taken as granted.
Third Manager: All the employees cannot be satisfied by one rewards scheme. Understanding of the satisfaction and motivation level of the employees through the reward scheme is a challenging job for him.
Analysis: The managers have mentioned the ethical issues and the understanding of the satisfaction level of the employees as the major challenges of the reward scheme development.
Q6. Do you think that the reward systems of the company should be improved? If yes then how?
First manager: The Company needs to improve the reward schemes by including some factors that can add more values for motivating the employees.
Second Manager: The reward schemes of the company are good enough, but some improvements are needed in the area of the incentives as the sales of the company has been increased.
Third Manager: The rewards scheme of the company should be improved by focusing on the new requirements of the employees of the company.
Analysis: All the managers of the company have mentioned that the reward scheme should be improvised. They should consider the present perceptions of the employees at the time improvising the reward scheme of the company.
Conclusion and Recommendation:
Introduction
From the assignment, it is clear that Sainsbury is seriously putting efforts to implement various reward systems in their organization. However, the data analysis part clearly indicates that employees are somehow not happy with the reward systems of the company. Most of the employees are not happy with the implementation of the current reward systems in Sainsbury. Employees stated that the amount of effort they are putting and the amount of reward they are getting are not matching with each other. Therefore, it can be concluded that not all the efforts of the company to motivate their employees through reward systems are producing positive results because of several issues and challenges. Therefore, they will have to make some changes in their system so that they can achieve their goals to regain their lost market position.
“To critically review the literature on Reward system and Employee motivation related to various reward systems”
After critically analyzing the literature review, detailed knowledge about various reward systems and its impact on employee motivation is gained. In order to have a clear idea of the research variables, some theories and models related to the topic are also included in the literature review part. All those concepts and theories provided precise and ample knowledge so that the research can be conducted in the proper manner. The research is done using primary research method to understand the whether the employees of Sainsbury are satisfied with the current reward system or not.
“To evaluate the various types of reward systems that is vastly used in various organizations including Sainsbury “
After completing the research, it is found that most of the companies are using both monetary and non-monetary reward systems to motivate their employees. Most of the companies have chosen either monetary of non-monetary reward systems as choosing a kind helps them to organize the system properly and effectively. However, Sainsbury is using a mixed method in their company. They are using both monetary and non-monetary reward systems to motivate the employees. From the research it is found that Sainsbury is using personal bonus, increment, incentives and car or phone allowances which are monetary reward policies. On the other hand they are providing extra holidays, lunch coupons, training and flexible work timings which are non-monetary reward systems.
“To analyze the various factors that can implement motivation into the employees”
From the literature review, it is clear that reward system is not the only factor that can implement motivation among the employees. Employee training is another useful factor that can help a company to increase the amount of motivation among the employees. If a company is providing regular training sessions to their employees then those employees will think that the company is thinking about their future. In that case, the level of loyalty will increase among the employees.
“To investigate the impact of reward system on employee motivation”
From the data analysis part, it is clear that reward system in Sainsbury is still unable to implement motivation among the employees. A large part of the employees has mentioned that they are not happy with the current reward systems as they think that there is a partiality going on in the management. Besides, they also stated that reward systems are not distributed equally. As Sainsbury is using both monetary and non-monetary reward system, they must understand the individual needs of the employees. For example, not all the employees will be motivated by monetary rewards and not all of the employees will be motivated by non-monetary rewards. They have their individual priorities but the company is unable to point out those priorities till now.
The data analysis part of this research clearly indicates that most of the employees are not happy with the current reward system of Sainsbury. Therefore, the authority of the company must implement some changes and enhancements to make the reward system equal and useful to all the employees. Some recommendations are hereby mentioned for the organization,
From the responses of the employees, it is clear that reward systems are not equality distributed among the employees. This clearly indicates that partiality exists in the organization. Therefore, it is highly recommended that the management of the company should restructure their HRM team to make the reward system equal to everyone.
Almost half of the participants have stated that they are not receiving rewards that can justify their efforts and performances. Therefore, it is clear that the performance measuring team is unable to evaluate the performances of the employees therefore; they are allocating improper rewards for the employees. It is highly recommended that the performance measuring team use proper software and tools to measure the performances of the employees in a rightful manner.
Besides, a huge part of the workforce is also not happy with the quality of the reward system provided by the company. It can be assumed that non-monetary rewards like gift vouchers, event tickets and extra holidays are of low quality which are unable to meet the expectations of the employees. The authority of Sainsbury must figure out the interests of its employees then they will be able to implement proper non-monetary rewards.
Thirty four percent of the participant employees have stated that they are no ready to improve their performances to gain extra rewards. This clearly indicates that they are not happy with the reward system. If the company wants to regain their lost market position, they will have to ensure that each employee is performing beyond their limit. Therefore, the authority must find out what problems those employees are facing and why they are not ready to perform beyond their normal job profiles.
The company has taken monetary and non-monetary reward systems to implement motivation among employees individually. However, there is no plan to motivate team collaboration in the workplace. For some projects it is important that a group of employees must work together to achieve required outcomes. In those cases, the organization must facilitate some rewards systems than a group of employees can acquire after achieving success is project.
The illustration that was allowed being tiny had its boundaries that formed detrimental effects over interviews and on surveys. If a stretched era of research would be supplied it became more significant and well established in research ground. Research reliance would have become high by the longitudinal presentation because at the similar time main research exposed the enormous assortments in response during diverse periods that would enlarge the capacity of general data scrutiny.
Having a limited amount of time, the research could only communicate with 45 participants. The purpose of the research demands much more data which demands much more which was unavailable. Besides, Sainsbury is a company that is implementing reward systems in their company for the first time. Therefore, they still need to understand many aspects of the reward system. Besides, still the rules and regulations of implementing a reward system successfully are not found. Several theories and models are available but none of them can provide hundred percent solutions. Therefore, it is obvious that future researches are necessary to understand the variables more closely.
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While doing the research, I have learned a lot of new things on employee reward system and how it can create a positive impact on the employees. Sainsbury being one of the largest brands in UK, was holding the maximum market share until Tesco and Asda took over. After that Sainsbury was trying to improve their performance to regain their lost position. I found out that the company is trying to improve the performances of their staffs and employees to improve their overall performance. Therefore, I choose Sainsbury for my research. I had a brief knowledge on employee reward system. However, this research helped me to gain detailed idea on reward system and how financial and non-financial reward systems can affect performance of the employees. From previous researches I only understood the importance of financial reward system. However, while doing this research I also gained information on non-financial reward systems. I figured out the fact that in spite of using several reward systems in their organization, Sainsbury is still unable to improve the performances of their employees. As a result of partiality and poor review system the organization is unable to allocate proper reward systems for their employees. However, this reward system also helped me to gain significant knowledge on human resource management system of an organization. I realized that an organization totally depends on its human resource management system. Higher authorities might plan several things to improve their work environment to motivate their employees, but the implementation depends on the human resource management team. If implemented poorly, even a great plan will not cultivate any productive result. However, it implemented properly, an average plan can produce tremendously satisfying results. In the case of Sainsbury this is what happened. Their human resource management team could not implement the reward system strategies properly. Therefore, I believe in the near future a research based on proper human resource management skills and activates in Sainsbury is necessary to carry out. Besides, while conducting interview with the managers of Sainsbury, I noticed that their thinking and replies are mismatching with each other. For example, two of the managers stated that they are trying to improve the current reward systems and also trying to minimize ethical challenges in it. However, the third manager said that the employees must not think that reward systems are their right and they should not take it for granted. This clearly indicates that the third manager is not happy with the feature of reward system. That means Sainsbury also have some issues within their management system. Besides, I did not have ample amount of time to conduct the research properly. Therefore, I believe that the data acquired by the research could be more accurate if I could get ample time to conduct the survey with a greater number of employees. Besides, it is also necessary to interview more than three managers to clearly understand what the management of Sainsbury is planning for the future. Therefore, there is a scope of future research followed by this research on Sainsbury.
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