Employee motivation research project by Online Dissertation Writing

RESEARCH PROJECT ON EMPLOYEE MOTIVATION

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

Resources and time plan.......................................................................................................12 CHAPTER - 4 DATA COLLECTION AND ANALYSIS.............................................................13 Questionnaire.............................................................................................................................13 Findings from the questionnaire................................................................................................16 Interpretation..............................................................................................................................21 CHAPTER â&#x20AC;&#x201C; 5 CONCLUSION AND RECOMMENDATIONS..................................................30 REFERENCES..............................................................................................................................31

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

To examine the theories related to motivation and their association with job satisfaction To investigate the level of employee motivation at McDonald’s To determine the level of job satisfaction at McDonald’s To analyze the impact of employee motivation on job satisfaction at McDonald’s

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

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Chapter 4 Data Collection and Analysis This chapter shows the evaluation of the data collected for the study. The outcomes and conclusion are based on this chapter only. A suitable technique of evaluation has been used for the study. It will help in producing valuable results. Timescale

Sr. No.

Activities

List of activities

Weeks

Preceding activities

Meeting with supervisor

Completion of proposal

Submission of proposal

Approval of supervisor

Review of previous literature

Collection of data

Analysis of data

E,F

Interpretation of data

Drafting the complete project

Reviewing the complete project

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Finalizing the project

Submission of the project

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CHAPTER 2: LITERATURE REVIEW Under this chapter past research findings are included. The theories and concepts related with the topic are discussed in critical manner. The main purpose is to find out the research gaps so that main objective can be established. An effort is made to establish a link between the existing literature and the research. Theories related to motivation

Figure 1: Maslow Hierarchy of needs (Source: Eyal and Roth, 2011) Maslow Hierarchy of needs The theory was proposed by Abram Maslow in the year 1943. It states that an individual is having certain types of needs which are satisfied level after level (Pulakos, 2009). Those needs can be described as follows:

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Physiological Needs According to Trerise, (2010), these are some basic needs of an employee which can be expected to be fulfilled from the company. For example, employees can be motivated through offering basic facilities such as shelter, water, food, good working condition, salary etc. Safety Needs It is associated with protection and security of an individual. The needs include living in safe area, financial services, retirement plan, job security etc. Social needs According to Tucker, (2013), the social needs includes more of emotional aspects of an employee. It includes needs like family, love, friends, affection, socialism etc. Within the context of the business, an employee expect to work at a company where he can find friendly working conditions. Esteem needs The self-esteem needs are related with self-respect, recognition, attention, good reputation etc. It is about holding a good social status within the society. Self-actualization According to Cattermole, Johnson and Roberts, (2013), it is considered as the search of reaching one’s full potential as an individual. It includes needs such as truth, justice, wisdom, meaning etc. It can be very difficult to achieve because it is stage of harmony and intense happiness. Herzberg theory of motivation The theory has been proposed by Fredrick Herzberg. In order to understand the employee motivation, he performed a study and concluded that there are two factors which causes job satisfaction and dissatisfaction.    

Satisfaction factors – motivators Achievement Advancement Growth Recognition

Dissatisfaction factors – hygiene  Company policy  Relationship with boss  Relationship with co-workers Salary

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 

Responsibility (Evans, 2010) Work itself

 

Supervision Work environment (Görgens-Albino

and Kusek 2009) According to Herzberg job enrichment is required for intrinsic motivation and it is a never ending process. The theory states that the given work must possess adequate challenge so that full potential of the employees can be utilized (Griffin and Annulis, 2013). The people who are capable must be given more responsibilities. The company should focus on replacement if a particular job is not been able to make use of full potential of an individual. The person should be replaced with the one who has a lower level of skill. Importance of enhancing employee motivation For the firm it is very essential that it must make efforts with regard to enhance the motivation level of its workers. In this regard, it has been evident from the many researches that high level of motivation among workers will lead to cause the positive impact upon the sales and profitability related condition of enterprises. It is due to the fact that, motivated employees will tend to deliver their best services to the firm. According to Hafeez and Aburawi, (2013), Due to this, the respective customers of firm will feel highly satisfied. As a result of it they will constantly use the services which is being given by firm and because of this the sales and profitability related condition of firm will be impacted in a positive way. However, it has been stated by Kruse, (2012), that firm can accomplish its strategic goal within given specified time limit if has the team of motivated and satisfied employees. Overall, it can be said that employee motivation has positive impact upon the organization. Factors affecting employee's motivation or satisfaction There are number of factors assessed which lead to cause the necessary impact upon the motivation or satisfaction level of employees. Here, Lauby, (2005), stated that the work environment of the organization is being regarded as the major factor which lead to cause significant impact upon the satisfaction level of the employees. Here, working environment is the environment where workers work. The employees always prefer to work in the environment which gives importance to their needs and demands. However, if they will not find such environment then in the given circumstance their motivation level will be impacted in a negative Toll Free : +44 203 3555 345 Email : help@onlinedissertationwriting.co.uk Website : http://www.onlinedissertationwriting.co.uk/

way. As a result of it they will concentrate upon the work which is being assigned to them. However, Harris and King, (2015), have examined that the level of stress or workload within organization will lead to influence the motivation or the satisfaction level of employees. High level of stress will lead to cause the direct impact upon the satisfaction level of workers. This is because, for any workers it became very difficult with regard to work in a highly stressful environment. (Motivating Employees. 2015) But, they feel motivated to work in such environment when manager of firm uses necessary means with respect to enhance the motivation level of their workers in an effective way. In addition to this, as per the view point of Whalley, (2009), the type of leadership style as being adopted by the firm's manager will lead to cause the significant impact upon the motivation level of employees. In this regard, there are three different type of leadership style assessed and it consists of autocratic, participative and free rein etc. (Albrecht, 2012). These all given styles have different impact upon the satisfaction level of workers. For example, the motivation level of workers is impacted in a negative way firm's manager uses autocratic style of managing and leading workers. This is because, such leader do not give importance to the employees who works within firm (Claydon, 2010). The main aim to this worker is to accomplish its work in any condition. Due to this, motivation of worker will be impacted in a negative way. However, Cram, (2010), also examined that employees feel highly motivated when manager uses democratic method of managing and leading people. This is because, such leader give priority to the needs and demands of the workers. Moreover, in order to make them feel like as an important part of firm they involve their employees in the decision making process. According to Qualls, (2008), through this way only, such manager enhances as well as maintain the satisfaction level of the employees in an effectual way. Thus, it can be said that different factors have both positive and negative impact upon the satisfaction level of workers. Effect of motivation on job satisfaction According to Roberts, (2013), Motivation is the reason behind satisfaction and satisfaction is the last situation attend by an employee. It has been reviewed from the many literature that the motivation causes significant impact upon the satisfaction level of workers. In Toll Free : +44 203 3555 345 Email : help@onlinedissertationwriting.co.uk Website : http://www.onlinedissertationwriting.co.uk/

accordance with the given context, as per the view point of Sutherland, (2013), motivation encourages workers to put double efforts on the work which is being assigned to them. It has been assessed that the individual who feel highly motivated will always try to make efforts with regard to deliver its best performance to the firm. According to Griffin, M. and Annulis, (2013), such type of motivation comes when they feel highly satisfied from their job in an effectual way. Thus, it can be said that the motivation and job satisfaction are the two such factors which are directly connected with each other. This means that negative motivation causes negative impact upon the satisfaction level of employees or vice versa. In addition to this, Eyal and Roth, (2011), stated that motivation helps in converting the non-satisfied state of an individual into the satisfied state. There are many instances occur within organization which will lead to cause the direct impact upon the satisfaction level of employees. Thus, one ray of hope will help in enhancing the satisfaction level of workers. As a result it an individual who feel highly dissatisfied from their job will start liking it. Due to this, positive benefits will be gain by the firms like McDonald in the form of increased profits and sales. However, it has been critically evaluated by the Cattermole, Johnson and Roberts, (2013) that satisfaction level of employees varies as per the type of employees motivation mean as being used by the manager of organization. In this regard, it is assessed that some employees feel highly satisfied when manager uses non- monetary means such as assigning high role and responsibilities and giving letter of recognition to the workers for the purpose to enhance the motivation level of employees in an effective manner. According to Evans, (2010), some workers feels highly satisfied then firm appraise their work through monetary mean of motivation which consist of incentives and bonus etc. Thus, it is also right to say that the type of motivational mean also influences the satisfaction level of workers. Hence, for the manager it is necessary that it must consider the given thing while making the decision about the way of enhancing the satisfaction level of employees. This is because, wrong selection with regard to the motivation factor will lead to hamper the service delivery process of firm.

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Additionally, according to the view point of Gรถrgens-Albino and Kusek (2009), the motivation and satisfaction level of workers are influenced through the same type of factors as they are interrelated or interconnected with each other. There are many factors which influence the satisfaction level of workers, hence it is essential for the manager that it must consider the given factors in an effective way. This is because, lack of consideration of the same will lead to hamper the work of organization. In addition to this, as per the view point of Albrecht, (2012), productivity in work is the outcome of employee satisfaction and motivation. Generally, it has been seen that employees will not take part in any type of activity which is being organized within firm if they do not feel highly satisfied or motivated from their respective job. Due to this, productivity of the employees will get hampered. This direct impact will be seen upon the sales and profitability related condition of firm in an effectual way. Overall, it can be said that the employee motivation has its impact upon the job satisfaction level of workers.

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CHAPTER 3: RESEARCH METHODOLOGY Introduction Research is the systematic process of analyzing a specific thing, events and facts which are associated with the selected topic under study in an effectual manner. However, research methodology consists of varied methods, techniques and instruments which are used with an aim to carry out study upon the topic in a scientific and systematic way (Creswell, 2013). In this regard, different principles assessed which needs to be followed by the researcher while formulating the research methodology. These are all depicted in below:  It must be prepared in a systematic and sequential way.  Honesty must be maintained by the scholar while collecting the data for the respective study.  The data collected must be registered and it should be interpreted effectively by complying with all the rules and regulations (Diment, 2012)  The result obtained for the study must be free from any kind of errors.  It must give correct information to the reader who will use the given study for the some future work. Research philosophy Research philosophy gives the information about the reality which is unbiased. This is because, data which is assembled here is actual and measurable. There is a difference exist between data and subjective reality (Forzano, 2011). Subjective reality only depicts about the opinion of person. However, data is used in the process of constructing the project in an effective way. The research philosophy is of four types such as realism, positivism, interpretivism and pragmatism etc. For the present study which is on analysing the impact of employee motivation on the satisfaction level of McDonald employees, positivism philosophy has been used (Bell, 2010). It is applied because it helps in observing the behaviour of individuals and thereby it assesses the casual relationship which exist between the two variables.

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Research approach Inductive and deductive are being regarded as two basic forms of research approach. Here, deductive approach is used when scholar has to test the validity of the existent theories and hypothesis (Merriam, 2009). But, inductive approach is used by the scholar when it will have to formulate the new theory. For the selected topic under study, inductive approach has been applied. This is because, with the use of given approach researcher can start its study upon the respective topic in a systematic manner. The given approach begin with the data collection process and afterwards researcher will formulate the theory on the basis of collected data (Punch, 2009). The given approach will help in attaining the aims and objectives of the study in an effectual way. Research strategy Research strategy is the way of conducting the study (Meaning of research strategy, 2016). Here, with regard to the present study which is based on the topic of analysing the impact of employee motivation on the satisfaction level of McDonald employeeâ&#x20AC;&#x2122;s survey type of research strategy has been used (Quantitative and Qualitative Evaluation Methods. 2007). With the help of given tactic, detailed examination of selected topic has been carried out. Thus, due to this an effective conclusion can be drawn with respect to the present study in an effectual way. Data collection methods Data collection is consists of two different type of methods which are used with an aim to assemble an appropriate information for the study. For the present study, both primary and secondary means of collecting the data has been used. Here, the instrument such as questionnaire has been framed in order to collect the primary data for the study (Forzano, 2011). The major questions in the questionnaire has been formulated in the yes or no format. Moreover, it is designed in such a manner that it helps in giving proper answer to the research problem of the study. In addition to this, secondary data collection methods are also used for the present study wherein data has been gathered with the help of books, journals and articles.

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Population, sample and sampling method Population is the large collection of individuals upon which a researcher wants to conduct the study. With regard to the present study, all the employees who works in McDonaldâ&#x20AC;&#x2122;s London branch has been considered as population (Jonker and Pennink, 2010). Due to the time limitation, it is very difficult for the scholar that it must conduct its study upon whole research population and because of this there is need to collect the sample for the study is being arises in front of researcher. This process is called as sampling. For the present study, sample has been gathered with the use of random sampling method. Here, with the help of given approach sample of 20 active operational Mcdonaldâ&#x20AC;&#x2122;s employees are selected (Kimmel, 2009). Validity and reliability of research instruments For the researcher it is very important that it must ensure the reliability and validity of the research instrument. Here, research instrument will be consider as reliable if it gives or deliver consistent results. Here, with an aim make sure the reliability of the research instrument efforts has been taken by the scholar with regard to not to form poorly worded and imprecise questions in the questionnaire. Ethical consideration It is very important for the researcher that it must follow all the ethical rules and principles related with the study. This is because, if not followed at that time many complications will be bear by the researcher of the specific study. For the present study which is on analysing the impact of employee motivation on the satisfaction level of McDonald employeesâ&#x20AC;&#x2122; different ethical aspects has been considered by the scholar (Kuada, 2012). Here, scholar has made efforts for not relieving the personal information of the sample to any other person. Furthermore, researcher has given proper information to the sample regarding the major objective behind conducting the given study. Limitation of research method Time is being regarded as the major limitation for the present study. This is because, in this context it is assessed that here scholar have very limited time to carry out its study upon the respective topic. This may hamper the result of the given study. Toll Free : +44 203 3555 345 Email : help@onlinedissertationwriting.co.uk Website : http://www.onlinedissertationwriting.co.uk/

Data analysis Data analysis is the way of analysing the collected data for the study. The effectiveness of the obtained result largely depends upon the different data analysis methods only (Merriam, 2009). Thus, in the present study, SPSS software has been used in which different statistical tests has been applied. Resources and time plan There are varied type of resources will be needed by the researcher with an aim to accomplish the objective of the study in a successful way. However, among all time and financial resources are the major one. Here, the whole work of present study has been divided in 10 tasks. Thus, each tasks are splits into 14 weeks period.

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CHAPTER- 4 DATA COLLECTION AND ANALYSIS Questionnaire The purpose of this questionnaire is to investigate the impact of motivation on job satisfaction at the McDonald’ restaurant, Harrow. Gender  

Male Female

Age   

< 30 years 30-40 years >40 years

Job Rank:   

High Middle Low

Mention your years of experience?   

5 years 2 > 5 years 3 > 10 years

Tick the most appropriate answers Work motivation

Strongly

Somewhat Disagree Agree

Somewhat Strongly

disagree

agree

interesting nature I am confident with my 1

I arrive at the McDonald store on time and do not leave early My work is of

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abilities to succeed I take responsibility for

my mistakes and do not blame others My mentor keeps me

work I expect more accuracy

in my work I take participation in

motivated towards my

training in order to improve my skills and competencies Job satisfaction

Strongly

Somewhat Disagree Agree

Somewhat Strongly agree

disagree I am often bored 1

disagree 2

agree 5

with the job I feel satisfied 1

job I feel enthusiastic 1

about my job I feel enjoyment in 1

my work I am satisfied with 1

the recognition I am satisfied with 1

from my present

chances

promotion I am satisfied with 1 the dynamics in my job

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Findings from the questionnaire Statistics gende ag Job Ment I r

I am I take

I take

I feelI feel I feel I am

I am I am

e Ra ion arrive work confi respons ment expe particip am satis enthusienjoy satisfi satisfi satisf nk your at the is of dent ibility or

ation in oft fied astic

ied

with with

nald sting my

mistake me

accur in order bor my my job work the

motiv acy to

ed pres

the

recogn chanc dyna

rienc on

es to do not ated in

time

succe blame towar my e my

h job

prom in my

and

improv wit ent the

otion job

others ds my work skills

do not

work

and

leave Valid 20 N Missi 0 ng

ment ed

years McDo intere with for my keeps more training en from about in my with expe store nature abilitis and

ition es of mics

job

compet

20 20 20

early 0 20

encies 20 20 20

0 0 0

gender Frequency Percent Valid

male

100.0

Valid Percent 100.0

age Frequency Percent < 30 years 30-40 years Valid >40 years Total

4 11 5 20

20.0 55.0 25.0 100.0

0 0

Cumulative Percent 100.0

Valid Percent 20.0 55.0 25.0 100.0

Cumulative Percent 20.0 75.0 100.0

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Job Rank Frequency Percent high middle Valid low Total

5 12 3 20

25.0 60.0 15.0 100.0

Valid Percent 25.0 60.0 15.0 100.0

Cumulative Percent 25.0 85.0 100.0

Mention your years of experience Frequency Percent Valid Percent 5 years 6 30.0 30.0 2 > 5 years 9 45.0 45.0 Valid 3 > 10 5 25.0 25.0 years Total 20 100.0 100.0

Cumulative Percent 30.0 75.0 100.0

My work is of interesting nature Frequency Percent Valid Percent Disagree 2 10.0 10.0 Agree 7 35.0 35.0 Valid Somewhat agree 8 40.0 40.0 strongly agree 3 15.0 15.0 Total 20 100.0 100.0

Cumulative Percent 10.0 45.0 85.0 100.0

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I am confident with my abilities to succeed Frequency Percent Valid Percent Disagree 2 10.0 10.0 Agree 10 50.0 50.0 Valid Somewhat agree 6 30.0 30.0 strongly agree 2 10.0 10.0 Total 20 100.0 100.0

Cumulative Percent 10.0 60.0 90.0 100.0

I take responsibility for my mistakes and do not blame others Frequency Percent Valid Cumulative Percent Percent Agree 8 40.0 40.0 40.0 Somewhat agree 7 35.0 35.0 75.0 Valid strongly agree 5 25.0 25.0 100.0 Total 20 100.0 100.0

Valid

My mentor keeps me motivated towards my work Frequency Percent Valid Cumulative Percent Percent Somewhat 1 5.0 5.0 5.0 disagree Disagree 2 10.0 10.0 15.0 Agree 9 45.0 45.0 60.0 Somewhat agree 7 35.0 35.0 95.0 strongly agree 1 5.0 5.0 100.0 Total 20 100.0 100.0

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I expect more accuracy in my work Frequency Percent Valid Percent Disagree 4 20.0 20.0 Agree 12 60.0 60.0 Valid Somewhat agree 4 20.0 20.0 Total 20 100.0 100.0

Cumulative Percent 20.0 80.0 100.0

I take participation in training in order to improve my skills and competencies Frequency Percent Valid Cumulative Percent Percent Agree 9 45.0 45.0 45.0 Somewhat agree 8 40.0 40.0 85.0 Valid strongly agree 3 15.0 15.0 100.0 Total 20 100.0 100.0 I am often bored with the job Frequency Percent Valid Percent Strongly disagree 3 15.0 15.0 somewhat disagree 10 50.0 50.0 Valid Disagree 7 35.0 35.0 Total 20 100.0 100.0

Cumulative Percent 15.0 65.0 100.0

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I feel satisfied from my present job Frequency Percent Valid Percent Agree 9 45.0 45.0 Somewhat agree 7 35.0 35.0 Valid strongly agree 4 20.0 20.0 Total 20 100.0 100.0

Cumulative Percent 45.0 80.0 100.0

I feel enthusiastic about my job Frequency Percent Valid Percent Disagree 2 10.0 10.0 Agree 10 50.0 50.0 Valid Somewhat agree 6 30.0 30.0 strongly agree 2 10.0 10.0 Total 20 100.0 100.0

Cumulative Percent 10.0 60.0 90.0 100.0

I feel enjoyment in my work Frequency Percent Valid Percent Disagree 1 5.0 5.0 Agree 11 55.0 55.0 Valid Somewhat agree 5 25.0 25.0 strongly agree 3 15.0 15.0 Total 20 100.0 100.0

Cumulative Percent 5.0 60.0 85.0 100.0

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I am satisfied with the recognition Frequency Percent Valid Percent Disagree 3 15.0 15.0 Agree 11 55.0 55.0 Valid Somewhat agree 6 30.0 30.0 Total 20 100.0 100.0

Cumulative Percent 15.0 70.0 100.0

I am satisfied with my chances of promotion Frequency Percent Valid Cumulative Percent Percent Disagree 6 30.0 30.0 30.0 Agree 7 35.0 35.0 65.0 Valid Somewhat agree 6 30.0 30.0 95.0 strongly agree 1 5.0 5.0 100.0 Total 20 100.0 100.0 I am satisfied with the dynamics in my job Frequency Percent Valid Percent Disagree 3 15.0 15.0 Agree 9 45.0 45.0 Valid Somewhat agree 6 30.0 30.0 strongly agree 2 10.0 10.0 Total 20 100.0 100.0

Cumulative Percent 15.0 60.0 90.0 100.0

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Interpretation Gender distribution

The above graph indicates that gender respondents in the questionnaire process were equal in numbers. The number of men and women surveyed equals in proportion of 50% each. Age distribution

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The above graph signifies the age of the employees questioned at the McDonalds. The average age of employees is between 30-40 years. This indicates that managers of the organization have a preference to hire young people within this category of work. Job ranking

The employees are asked about their position level within the company. The results revealed that 25% are on high job rank, 15% are on low job rank and 60% are on middle job rank. From this it can be interpreted that medium qualification jobs are largely seen in the fast food industry. Years of experience

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The above graph indicates the working experience of the sample respondents at the McDonald. The results have revealed that majority of the individual have 2-5 years of experience, 30% of them have 5 years of experience and 25% of them have 3-10 years of experience. My work is of interesting nature

The respondents were asked to state how interesting their work is at McDonalds. About 35% of them responded agree, 10% disagree, 40% stated somewhat agree and 15% stated strongly agree. Majority of them were having positive opinions hence they feel interested in the work that they do. I am confident with my abilities to succeed

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The employees were asked about their opinion on the confidence that they held on their abilities. The results discovered that all 20 employees were agreeing with the statement. This shows that they could reach the level of motivation successfully. I take responsibility for my mistakes and do not blame others

The above findings shows the sense of personal responsibility for the potential mistakes at the workplace. Majority of the sample people were showing their agreement with the statement. From this it can be interpreted that learning from own mistakes develops high level of personal and professional satisfaction and motivation towards the work.

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I expect more accuracy in my work

The purpose of the researcher was to know whether the employees expect more accuracy in their work. On getting the responses it was derived that majority of the respondents agree with the statement. My mentor keeps me motivated towards my work

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The findings showed that 17 persons from the total 20 employees agree that mentor can be an effective approach for giving motivation. It is a good approach as the mentors can teach the employees through their own real life experiences. I take participation in the training in order to improve my skills and competencies

From the above findings it can be discovered that McDonald employees keeps the willingness to participate in the training events for the purpose of increasing the professional competencies. This helps in increasing their motivation level and it also leads to job satisfaction Job satisfaction I am often bored with the job

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The above pie chart shows that majority of the sample respondents disagreed with the statement because they are not bored with the job as it keeps them engaging. Employees of McDonalds are working with good satisfaction and they are also highly motivated. I feel satisfied from my present job

In this question, the employees responded in positive manner. They are satisfied from their present job which means they are highly motivated to make contribution towards the business growth. I feel enthusiastic about my job

From the above findings, it can be analysed that majority of the employees are enthusiastic towards their work. It denotes high level of job satisfaction. However some people disagreed with the statement which means there is a need to give them support of guidance in order to increase the motivational level. Toll Free : +44 203 3555 345 Email : help@onlinedissertationwriting.co.uk Website : http://www.onlinedissertationwriting.co.uk/

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CHAPTER â&#x20AC;&#x201C; 5 CONCLUSION AND RECOMMENDATIONS After analyzing the whole research report, it can be concluded that the motivation has it significant impact upon the satisfaction level of workers. This is because, it has been examined that high level of motivation among worker will force them with regard to deliver their best services to the corporation in an effectual manner. Here, it has also being assessed that the employees who are working in McDonald feels highly satisfied and motivated. It is because of the presence of an effective working environment of McDonald. In this context, it is identified that the working environment of firm is highly cooperative and here each individuals works like they are the member of one single family. In addition to this, McDonald have outstanding growth opportunities for the employees who wants to get associated with the company for the long period of time. Furthermore, the firm also employ a flexible working hour type of system which gives opportunity to the employees to maintain the proper balance between the family and work life. These all given things will lead to entail the high satisfaction among workers. As a result of it they will put their efforts in giving high and best quality of services to the corporation, Due to this, firm will get the benefit in the form of increased profits and sales in an effective way. In addition to this, McDonald appreciates the work which is being carried out by its employees through an incentive policy. This policy is used with an aim to maintain the satisfaction level of employees. Thus, it can be consider as one of the element which is playing very important role in firm's success or in the process of enhancing worker motivation. Besides this, there are varied recommendations are being suggested to the manager of organization which helps in enhancing the overall satisfaction level of workers. In this context, it is suggested to the firm that it must give timely feedback to the workers regarding the type of services being given by them. For this purpose, it can take help from the 360 degree performance measurement tool. With the use of this tool, the performance as being given by the employees can be examined through 360 degree angle. Thus, it will provide opportunity to the employees with regard to work upon those areas of their performance in which they are hindering. This thing will not only help in enhancing the satisfaction level of employees but it will also affect the sales and profits of enterprise in a positive way. Toll Free : +44 203 3555 345 Email : help@onlinedissertationwriting.co.uk Website : http://www.onlinedissertationwriting.co.uk/

REFERENCES Books and Journals Albrecht, S., 2012. The influence of job, team and organizational level resources on employee well-being, engagement, commitment and extra-role performance: Test of a model. International Journal of Manpower. Armstrong, M., 2012. Armstrongâ&#x20AC;&#x2122;s Handbook of Human Resource Management Practice. 12th ed. Eisele, L. and et.al., 2013. Employee motivation for personal development plan effectiveness. European Journal of Training and Development. Bell, J. 2010. Doing Your Research Project. 5th ed. McGraw-Hill International. Cattermole, G. Johnson, J. and Roberts, K., 2013. Employee engagement welcomes the dawn of an empowerment culture. Strategic HR Review. Claydon, T. 2010. Human Resource Management (Sixth Edition). Pearson Education Limited. Cram, K., 2010. Study guide for Strategic Human Resource Management; Theory and Practice. Cram101 Incorporated. Creswell, J. W., 2013. Qualitative, Quantitative, and Mixed Methods Approaches. 4th ed. SAGE Publications, Inc. Online Hakala, D., 2008. 16 Ways to Measure Employee Performance. [Online]. Available through <http://www.hrworld.com/features/16-ways-measure-performance-021908/>. Motivating Employees. 2015. [Online]. Available <http://guides.wsj.com/management/managing-your-people/how-to-motivateemployees/>.

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Quantitative and Qualitative Evaluation Methods. 2007. [Online] Available at: < http://www.civicpartnerships.org/docs/tools_resources/Quan_Qual%20Methods %209.07.htm> Tucker, K., 2013. What Is Management Leadership's Role in Motivating Employees? [Online] Available through: <http://smallbusiness.chron.com/management-leaderships-rolemotivating-employees-21896.html>.

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