Employee Motivation and HR Strategies

Chapter 1: Introduction

Motivational activities in managing human resource management are one of the major tactics to retain the employees in the workplace as well as retail the experienced staff fir long run. The research in about analysing the organisational tactics to retain the employees through providing them the chance of work life balance as well as giving enrichment program which further influence the employees to improve their performance and contribute efficiently for better organisational values. Through this research, it is possible for the researcher to evaluate the strategic planning of the firm Sainsbury’s which is one of the leading super market chains in the London, UK. The work life balance strategy as well as enrichment program is also there to motivate the staff members in the organisation which further leads to strong human resource management and helps the staff members to work efficiently to meet the organisational objectives.

1.1 Rationale of the study

Creating values for the employees is important for the entrepreneurs where the organisations in the recent years try to motivate the staff members and retaining them for run as the experienced staffs are good for the organisation to manage the organisational activities in long run (Mas-Machuca, Berbegal-Mirabent and Alegre, 2016). The entrepreneurs try to manage the human resource for better performance and productivity of the staff and in this regard it is mandatory for the leaders to strategise the human reos8irce management tactics as well as develop proper workplace practice and policies for better management of the staff. This research will explore in-depth strategic planning of work life balance and the organisational strategic planning to provide enrichment experience to the employees (Sainsbury’s, 2020a). These are mandatory for the organisations to manage the employees and create values for them. It further satisfies the employees and retains them for long run. The organisations also can provide good resources and training as well as develop strong internal working practice for managing wok life balance of the staff and help them to work innovatively. This is hereby essential for the organisations to manage the staff member and improve their productivity. Through this study, it is possible here to identify the organisational tactics to manage work life balance of the staff as well as improve the enrichment program for the motivational activities of the employees so that it would be possible for the leaders to retain the employees and strengthen their employee base for long run (Sainsbury’s, 2020b).

Sainsbury’s s the second largest super market chain in the UK where the company is successful to provide quality products and services to the customers and the variety if products include clothing and accessories, groceries and daily necessities, health and beauty, home appliances, electronics and gifts related goods and services where the brand is also efficient to maintain quality of the products to satisfy the customers in long run (Sainsbury’s, 2020c). It has more than 1428 shops across the UK and it is also have branch in Ilford, London. Total revenue generation of Sainsbury’s in the last year was £29.007 billion and net income was £219 million. The organisation has strong employee base with more than 172000 who are efficient to contribute positively in the organisation for achieving future organisational success (Sainsbury’s, 2020d). The organisational values are such as employee’s value creation, engagement with colleagues, creating customers values, maintaining transparency and accountability as well as managing cultural diversity in the workplace. In order to fulfil these values at Sainsbury’s it is mandatory to develop proper strategic planning to manage their colleagues and fulfil the mission of live well for less, where the organisation aims at delivering high quality products and services to the customers at lower price (Sainsbury’s, 2020e).

1.2 Significance of the study

The study is appropriate to conduct in depth research and analysis about the human resource management strategic planning in the organisational context. In the recent era of globalisation, there are increasing numbers of issues in managing the workforce at the workplace due to poor working practice, lack of policies to maintain work life balance as well as ineffective strategies to provide incentives to the employees. These are the major issues, for which the multinational corporations face difficulties to manage their strong employee base and retain them for long run. This further deteriorates the performance of the organisation in long run for which the companies fail to meet the organisational objectives and vision. Hence, this study provides a scope to analyse and evaluates the organisational strategic planning of managing work life balance and maximising experience for the employees (Brewster, Mayrhofer and Farndale, 2018). The study is effective to discuss the tactics of managing the workforce through monetary and non-monetary incentives, rewards and acknowledgement at the workplace which would be considered as the motivational factors for retaining the staff members and creating values for them. The organisation Sainsbury’s develops proper values and missions to run their business in the retail supermarket of the UK and in this regard the analysis of the research provides a scope to acknowledge the organisational practice of managing the human resource through providing them suitable workplace and monetary and nonmonetary incentives for successful retention of the workers. The study also provides an opportunity to recommend some suitable suggestions for proper analysis of managing working life balance and incentives structure, so that the organisation Sainsbury’s would be able to manage their position in the market and fulfil their values for their colleagues.

1.3 Aims

The aim of the study is to identify the impacts of work life balance and enrichment experience of the organisation Sainsbury’s on the human resource management.

1.4 Research objectives

The objectives of the study are such as,

To identify the strategic planning of managing work life balance

To acknowledge the enrichment program of Sainsbury’s to mitigate the employees

To identify the impacts of the work life balance and the enrichment experience on the organisational human resource management

To recommend some suitable suggestions to Sainsbury’s to restructure their policies and practice for enrichment program and work life balance so that it would be possible for the firm to strengthen their employee base in future

1.5 Questions of the research

What are the strategies of managing work life balance in Sainsbury’s?

What is the enrichment program of Sainsbury’s to mitigate the employees?

How do the work life balance and the enrichment experience program on the organisation affect the human resource management?

What are the suggested recommendations to Sainsbury’s to restructure their policies and practice for enrichment program and work life balance so that it would be possible for the firm to strengthen their employee base in future?

Chapter 2: Literature review

2.1 Introduction

The chapter is about reviewing the literature sources from where the researcher can identify the suitable theories and concepts related to the research topic. The theories and concepts are related to the employee management strategies including the work life balance as well as the organisational policies and practice to have enrichment program for the employees in the workplace. The theories and concepts are fruitful fir the researcher to gather in depth knowledge and understanding about the research topic for further successful evaluation and analysis.

2.2 Strategy of enrichment experience

The organisations in the recent era of globalisation prefer to retain the diverse workforce and manage cultural diversity at the workplace through different enrichment experiment. In this regard, there are many strategic tactics through which the multinational corporations try to improve the experience of the employees in long run and motivate them for better performance and productivity. In order to maximise enrichment experience, the organisations focus on developing the workplace environment and in this regard, the leader of the companies tries to manage transparency and accountability as well as develop fair policies and practice in the organisation. For enriching the experience of the employees, the organisational leaders try to manage the workforce and create values or them (Brewster, Mayrhofer and Farndale, 2018). They try to provide job security to reduce the fear of the employees as well as provide safety measures at the workplace to ensure that the employees will be safe under proper supervision and monitoring. Quality supervisions and controlling at the workplace are also effective to boost their interest of the staff and improve their experience for better performance management. On the other hand, the leader try to develop proper leadership style for enhancing experience of the staff members in the organisation and in this regard transformational leadership style is considered to be effective for the leaders to manage the staff members (Soltis, Brass and Lepak, 2018). The leaders try to motivate the staff continuously by providing the, monetary and non-monetary incentives as well as create values for them. The leaders provide fair opportunity in the workplace to each staff to take active part in the workplace. As per the transformational leadership style, the leader is also able to motivate them and encourage their creativity to improve their experience in long run (Mas-Machuca, Berbegal-Mirabent and Alegre, 2016). In addition to this, for enriching experience of the employees, the leaders try to create suitable working environment where the partnership working practice and managing the internal bonding are possible. Developing strong corporate bonding and social relationship at the organisation are the tactics through which the experience of the staff can be maximised and apart from that, the organisational leaders are also able to enhance internal communication and bonding for maximising trust and loyalty among the team members. Group working activities and internal bonding further helps to improve the experience of the employees (Guest, 2017). High communication and empowerment of the staff in the organisational decision making behaviour are fruitful for the staff to improve their experience and being interested to work in the workplace. On the other hand, the leaders try to implement the Human Rights Act as well as Employment rules to hire the staff and create values for them. Providing the effective training and development program as well as technical training to the staff further helps to give them the chance for personal and professional development and this is one of the effective factors for enriching the experience of the employees and the leader can lead them towards achieving success by continuous improvement of their skill and experience (Zheng et al., 2016).

2.3 Maslow’s hierarchy of needs

Maslow’s hierarchy of needs is one of the effective models to identify the needs and preferences of the employees in the corporate workplace and through this model, it is possible to identify the factors to motivate the staff and enrich their experience in long run. As per the model, there are five stages which are physiological needs, safety and security, love and belongings, self actualisation and self esteem needs which are mandatory for the employees to stay in the workplace and improve their experience in long run (Russo, Shteigman and Carmeli, 2016).

As per the physiological needs, the employees must fulfils their basic needs of water, food, shelter and air and the leaders are bound to provide the proper monetary incentives through which the employees can fulfil their needs. Safety need is another one, where the leader must provide safety and security to the employees to motivate them and improve their experience in the organisation where health and safety, job security, resources at the workplace and employment contract must be clear. The love and belongingness needs are also mandatory to develop relationship with the colleagues and develop suitable workplace with high communication and cooperation, so that the employees can feel the sense of connection and they try to work collaboratively (Kaufman, 2019). Self esteem is also another mandatory need as per the hierarchy of needs theory, where the employees expect respect, strength freedom, status and recognition to work in the workplace and maximise own contribution. The self actualisation needs include the desire to achieve higher in the workplace where leadership style, motivation and continuous improvement are essential to improve the experience of the staff.

2.4 Herzberg’s two factor theory

For improving the experience of the employees, Herzberg’s two factor theory is also applicable to identify the factors of motivating the staff and retaining them for long run. There are two factors as per the theory, one is motivational and other is hygienic (Soltis, Brass and Lepak, 2018).

As per the motivational factors, achievement, recognition at the workplace, responsibility, team work and advancement as well as the scope for personal growth are effective to encourage the employees and improve their experience at the workplace. On the other hand, the hygienic factors includes the working condition, co-worker relationship, wage and salary, policies and rules, as well as supervisor quality which are also effective to maximise the experience of the staff in the organisational workplace (Marchington et al., 2016).

2.5 Tactics of work life balance

It is mandatory for the organisations to manage work life balance of the employees so that it would be possible for the leader to retain them and create values for them and in this regard the strategic planning of providing flexible hours and allowing employees to work from home are the important to manage the staff and let them balance their work and personal life. Work from home on urgency basis as well as the freedom to choose the working hour is in shifting duties are effective for the employees to maintain work life. Additionally, less rigid lunch schedules and providing technical support including laptops and other equipment are also effective for the leader to provide the chance to the employees to manage their work life activities simultaneously (Sparrow, Brewster and Chung, 2016).

Additionally, encouraging social activities, office setup, as well as workplace volunteering and team-building exercises in the workplace are also considered to be effective factors to maintain work life of the employees (Stewart and Brown, 2019). The staff members can perform productively within effective hours under the conductive office set up and with the help and support from the senior team members and in this regard high communication and cooperation at the workplace are effective to support the employees for managing their working activities and social activities at a time. In addition to this, encouraging the staff to take annual leave and having an open-door policy are also fruitful for the employees to manage them efficiently. The leader of the organisations may develop open door policy where the employees can share their issues and any changes required at the workplace which further helps the leader to empower the staff and maximise their experience in the organisation (Chelladurai and Kerwin, 2018).

2.6 Effects of managing work life balance and enriching experience

The impacts of managing work life balance and enriching experience are,

Maximising employee morale

Fulfilling organisational commitment

Meeting the organisational values

Maximising productivity and performance of the employees

Executing the policy framework and implementation

High retention of the experienced staff

Employee satisfaction

Fulfilment of the organisational vision (Armstrong and Taylor, 2020)

2.7 Summary

The chapter is hereby efficient to develop knowledge and understanding about the tactics of enriching the experience of the staff as well as help them to manage work life activities at the same time.

Chapter 3: Research methodology

Research methodology is a systematic process, where the researcher can choose the right way to conduct the research efficiently. The researcher may choose the right methods and analysis technique to conduct the study and fulfil the above mentioned research aim and objectives. The research onion is the way to choose the right way of conducting the research. The research onion has proper layers of choosing the best method and the layers are such as research philosophy, approach, strategy, data analysis and data collection method which are effective to develop suitable process to conduct the research and fulfil its aim.

3.1 Research philosophies

There are three types of research philosophy which are interpretivism, realism and positivism. Under the interpretivism philosophy, the researcher considers the element of the study and integrates the human interest for interpreting the collected elements. There are different points of views of the interpretive method where the data reliability cannot be maintained properly. Realism philosophy considers the interdependence of reality from the human mind set where the human being are involved in the research for identifying their perception and include real situation and social interactions in the research (Brannen, 2017). Positivism research philosophy is mainly the systematic approach to conduct the research where the human behaviour is involved. Positivism philosophy seeks to identify measure and evaluate the phenomenon and explain it with proper evaluation and analysis. Hence, in this regard, positivism philosophy would be implemented in this research where the researcher would be able to identify the human thoughts and incorporate it in the research or further analysis and evaluation.

3.2 Research approaches

Two research approaches are deductive and inductive. Deductive approach is related to data analysis and evaluation on the basis of the existing theory and concepts or the literatures on the research topic, where the researcher tries to analyse the collected data through applying the theories and concept in order to make better evaluation. However, inductive approach is totally different from the deductive approach where the theories and concept are developed after data analysis and evaluation of the research topic. The researcher tries to develop theory and create concept of the research topic after conducting the research. The researcher chooses the deductive approach to conduct the study, where the existing theories on work life balance and the enrichment experience in the workplace will be applied to evaluate the gathered data and fulfil the research objectives.

3.3 Research method

Mixed method is the combination of quantitative and qualitative research, where both the secondary and primary data will be utilised for better analysis and evaluation. The researcher is able to choose mixed method for better analysis and evaluation, where both the qualitative and quantitative research will be fruitful for the researcher to conduct the study with proper in-depth analysis, the research is about analysing the effects of the work life balance and the enrichment experience for the employees at the organisation on the organisational human resource management strategic planning. The researcher tries to select the mixed method in this study to analyse the above mentioned research topic and conduct in-depth evaluation for better understanding about the organisational tactics of managing the employees in the workplace.

3.4 Sampling method

Sampling method is necessary to choose properly in order to manage the research and collect the relevant data and information for the study. In this regard, the researcher chooses to conduct semi structured survey with different questionnaire so that it is possible to collect authentic information directly from the representatives of the organisation. The employees are the major percipients here where the researcher tries to choose 50 staff in Sainsbury’s through random sampling technique. The sampling method is good for distributing the questionnaire among the employees and convinces them to take active part to give answer to each question properly. The questionnaire is also effective where the options are there and the participants must choose proper answer as per their feedback and perception.

3.5 Data collection

Data collection method is mandatory to be chosen properly and there are two types of data collection method which are primary and secondary. The primary data collection method is the way of gathering first hand data and information directly from the organisational representatives. The strategy of case study gathering, interview and survey are the primary data collection method through which the researcher may be able to collect primary data (Brannen, 2017). On the other hand, the secondary data collection method is the way to collect the secondary data from the secondary sources of information where the journals, books, articles and news papers are the authentic sources of collecting the secondary data. The researcher in this study chooses to apply both the primary and secondary data collection method where the first hand data as well as the secondary information theories and concepts are appropriate for this research for further analysis and evaluation. The researcher is able to identify the first hand information directly from the organisational representatives where the employees at Sainsbury’s are considered to be participants to provide relevant sources and information about the organisational practice to mange human resource. On the other hand, the researcher considers the secondary information, existing theories and concepts for better understanding and conducting the in-depth analysis to fulfil the above mentioned research objectives.

3.6 Data analysis

There are two types of data analysis technique, which are quantitative and qualitative. The researcher in this study selects both the quantitative and qualitative data analysis technique in order to manage the research objectives and fulfil its aim through in-depth evaluation and conclusion. The researcher explains the gathered data through tabular representation and chart which is considered to be quantitative data analysis and on the other hand, for further evaluation and data analysis of the collected information, the researcher applies the secondary information which is considered to be qualitative data analysis method in the study. Hence the mixed method is applied here for successful data gathering and analysis to fulfil the above mentioned research aim.

3.7 Ethical consideration

Ethical consideration must be evaluated to conduct the study ethical and in this regard the researcher considers relevant and valid data to conduct the research with in depth analysis. Authenticity and reliability of the data are considered to conduct the study efficiently for in-depth analysis and evaluation. The researcher also protects the data and information through applying the Data Protection Act 1998. The research also does not force the participants to take active part rather the researcher tries to convince them to provide their feedback for research purpose. The research also ensure them that the collected data and information are only utilised for this research purpose, not fir any other business purpose. The participants also will be safe in future as the gathered data are protected properly. In the recent pandemic era, the researcher tries to distribute the questionnaire online as there is no chance to meet the participants or interact face to face. Thus, the online survey is considered in this case to maintain research ethics and cooperate with them properly to collect authentic and valid data for further data analysis and evaluation.

Chapter 4: Findings and discussion

4.1 Introduction

The fourth chapter is about findings and discussion, where the collected data will be represented properly as per the chosen data collection and data analysis method. The researcher selects mixed method where quantitative and qualitative research techniques are adopted here for better analysis and evaluation.

4.2 Data findings

Survey questionnaire

1. What is your age?

As per this question, the researcher aims to collect the age group of the participants and their participation in the organisation. 21% employees are between 22 years to 30 years. 42% participants at Sainsbury’s are from the age group of 31 and 40 years. 25% employees are from 41 years to 50 years as well as there the employees from the age group 51 years to 60 years who are senior members at the organisations and work productively to achieve organisational aims and objectives.

2. How long do you engaged with the organisation?

The second question is about the experience of the participants through which it is possible to identify how long the employees are engaged with the organisation. 30% employees are engaged 1 to 2 years with the firm. 37% employees are engaged 3 years to 6 years and there are 20% staffs which are engaged with the firm from 7 to 10 years. 13% staff are engaged who are working 11 years and above in the organisation.

3. Do you believe social engagement with the colleagues?

Social engagement is one of the factors which encourage the employees to participate actively in the organisation as well as maintain work life balance in the firm. As per the findings, 44% employees at Sainsbury’s highly believe that it is necessary to engage socially with the colleagues, 30% staffs were neutral and 26% staffs do not believe in social bonding and relationship with the colleagues.

4. Are you satisfied with your job?

Job satisfaction is one of the effective factors to measure work life balance and it is possible for the researcher to identify how many employees are satisfied with their job role and activities at Sainsbury’s. As per the result, 24% employees are highly satisfies, 36% staff are satisfied with their job. 20% provide neutral answers as well as 16% staff are dissatisfied and 4% are highly dissatisfied.

5. How strongly do you agree that the company is successful to protect employee’s rights?

As per the question, the researcher tries to identify whether the organisation is able to fulfil the rights o the employees or not, and the results reveal that 30% employees strongly agree and 46% employees agree that the company Salisbury’s is able to fulfil their rights. However, 4% staffs was neutral, 16% are dissatisfied and 4% are highly dissatisfied with the working activities and organisational practice as they think that their rights are not maximised in the workplace of Sainsbury’s.

6. How important is the maintenance of work life balance?

As per the findings, 60% employees strongly believe that work life balance is mandatory factor to retain the staff in the organisation and on the other hand, 30% staff said that it is important for working in the firm in long run and remaining 10% employees sad that it is not important.

7. Would you agree fair remuneration paid to the employees?

Fair remuneration is one of the enrichment programs for the employees, where it is mandatory for the leader to provide fair remuneration and incentives to the staff members for developing trust and internal bonding and manage them in long run. As per the findings, 30% staffs strongly agree that there is fair remuneration and 36% agree the same. 24% staffs at Sainsbury has provided neutral answer which is not expected for them, as they are confused to considered the remuneration system fair and transparent. 10% employees do not agree the same statement and they try to make changes in the incentive structure and organisational policies and practice.

8. Are you satisfied with the fair compensation structure of the company?

Fair compensation and yearly bonus system, are also playing crucial role in the organisational workplace and in this regard, the finings reveal that 40% employees are satisfied and 24% are highly satisfied. However, 16% provided neutral answers and 16% employees are dissatisfied and 4% are highly dissatisfied with the compensation structure of Sainsbury’s.

9. Employee has recognition and appreciation in the workplace

Employee recognition and appreciation is also another major factor for motivating the employees and maximise enhancement program in the workplace where the employees try to contribute positively in the organisational workplace for better productivity and performance. As per the findings, 30% employees agree and 20% are highly satisfied with the organisational appreciation strategy and on the other hand 10% employees do not agree the same. However, 40% employees provided neutral answers which show that there are 50% employees who are not satisfied with the appreciation and recognition structure of Sainsbury’s.

10. There is ethical practice in the workplace to create values for the staff members

As per the findings, most of the employees believe that the organisation is successful to have ethical practice for tertian the employees fairly. 20% staffs are strongly agreed and 30% are agreeing the same. However, 50% employees provided neutral answers and there are no such negative answers against this question. It can be stated that, most of the employees agree with the ethical structure of the organisation and the internal policies at the workplace to manage the workforce in long run.

4.3 Data analysis

As per the above data findings, it can be stated that, the organisation Sainsbury’s is successful to create values for the employees. There are many experienced staff and colleagues who are still working in the firm as they found it suitable place to work. Additionally, the internal policies to hire the staff and employment rules including health and safety as well as the minimum wage act for the staff are also there to protect employee morale (Sainsbury’s, 2020f). The leader of Sainsbury’s is also supportive and the mangers are also directive for the employees who are efficient to improve their performance and improve the working activities continuously. The strategy of recognition and compensation is also fair, where the employees are getting salary and wages as per their position and job roles in the workplace. Most of the employees agree with the fact the organisation is also acting ethically by creating values for the staff through fulfilling their basic needs, enhancing communication and cooperation as well as maintaining good corporate relationship for working collaboratively (Sainsbury’s, 2020g). Sainsbury’s is also successful to have strong employee base with 172000 colleagues where they are successful of getting monetary incentives and rewards system as per their job roles and responsibilities. Inclusive environment, managing cultural diversity as well as encouraging the talented workforce in the workplace are also effective strategy of the firm to enrich the worker’s experience in long run (Sainsbury’s, 2020h). Continuous motivation is there where the leader of Sainsbury’s tries to encourage them and lead them towards achieving future organisational success (Sainsbury’s, 2020i).

5. Conclusion, recommendations and reflection

5.1 Conclusion

The research is about identifying the impacts of work life balance and enriching the experience of the employees in the Sainsbury’s on the human resource management practice. As per the analysis and evaluation, the employees of the company Sainsbury’s are satisfied with the incentives and compensation structure but there are some employees who are not happy with the fair distribution of the incentives (Jiang and Men, 2017). The company is also successful to create values for the staff members and manage the in long run through creating good workplace, providing training and development program, monetary incentives and non-monetary rewards such as recognition and self esteem which are effective for the leader and management team at Sainsbury’s to tackle the workforce and lead them successfully by improving their experience (Guest, 2017).

5.2 Recommendation

It is necessary for the organisation to restructure the performance related pay and provide incentives as per the performance of the staff which is effective to enrich their experience.

Additionally, enhancing communication and improving engagement with staff members are also necessary for Sainsbury’s where the elder can develop corporate relationship with the staff and improve trust and loyalty to develop teamwork.

The organisational leader must empower each member in the decisions making practice which would be mandatory for the employees to improve their experience and being motivated to work efficiently.

The organisation should provide health insurance to the permanent staff to improve their experience and manage work life balance where they are able to work safely and be encouraged to perform better.

5.3 Reflection

Through this study, I am able to improve my research skill, where I try to gather authentic sources of information and valid data through conducting primary research as well as I am also gain idea about the qualitative and quantitative research which further helps me to improve my critical analysis and evaluation skill. I also come to know the human resource management strategy, review the models and theories of managing work life balance and the way of enriching the experience of the staff which further help me for my personal and professional career.

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