Employee retention is one of the biggest challenges that human resource management of organisations is currently faced with. The uncertainty in the changed economic conditions, diversity in workplace and increased competition has forced majority of the organisations to hold on their top performers at any cost that they have to pay. It is very crucial task for recruiters in organisations to hire such professionals that have right skills and expertise to serve for the company. Thus, the focus of organisation has shifted from numbers to quality and from recruitment to retention. Based on the research topic, the researcher has gathered primary data regarding employee motivation and satisfaction at Zara and its effect on employee retention. The study aimed to assess whether there exist a relationship between employee motivation, satisfaction and employee retention.
The literature review has described major factors that influence job satisfaction while the levels of employee job satisfaction were found through surveys at Zara. The literature also described the link between employee motivation and employee retention, in addition to employee satisfaction and employee retention. Survey and interview questionnaires were designed to gather primary data. The interviews revealed what employee motivation and satisfaction measures were adopted by Zara. The interviews also found the importance of employee retention from manager’s point of view. The study concluded that employee motivation and satisfaction has effect on employee retention. It was also found that organisation found significant to make their employee feel happy, motivated and satisfied so that they can give their best to achieve organisational goals. Organisational productivity is dependent on employee’s productivity, and employee’s productivity can be increased by making them best satisfied with their jobs. For such reasons, organisations provide their employees with flexible work culture, benefits, welfare services, job promotion opportunities and other measures that keep them motivated and satisfied with their jobs. By doing so, the ultimate goal of organisation in retaining its best talent is achieved.
Table of Contents
CHAPTER 1: INTRODUCTION / AIMS OF THE RESEARCH
Introduction
Background of Study
Industry Background
Research Aim and Objectives
Primary Objectives
Theoretical Objectives
Empirical Objectives
Research Questions
Purpose of Study
Significance of Study
Outline of Study
CHAPTER 2: LITERATURE REVIEW
Introduction
Employee Retention
Factors Influencing Employee Job Satisfaction
Psychological Factors and Job Satisfaction
Physical Factors and Job Satisfaction
Environmental Factors and Job Satisfaction
Employee Motivation and Employee Retention
Employee Satisfaction and Employee Retention
Hypotheses Development
CHAPTER 3: RESEARCH METHODOLOGY
Introduction
Research Design
Research Philosophy
Research Approach
Research Instruments
Data Collection method
Primary Data
Secondary Data
Population and the Sample
Sampling Technique
Procedure for Data Collection
Data Analysis
Reliability and Validity
Research Ethics
Limitations
CHAPTER 4: DATA ANALYSIS
Introduction
Quantitative Findings
Correlation of Employee Satisfaction and Employee Retention
Correlation of Employee Motivation and Employee Retention
Qualitative Findings
Importance of Employee Retention
Employee Motivation and Employee Satisfaction
Measures to Motivate and Satisfy Employee at Zara
Employee Motivation, Satisfaction and Turnover
CHAPTER 5: DISCUSSION
Introduction
Discussion
CHAPTER 6: CONCLUSION AND RECOMMENDATIONS
Conclusion
Recommendations
CHAPTER 7: CRITICAL EVALUATION
Introduction
Critical Evaluation
Research Objectives and Topics
The primary aim of this study is to investigate the impacts of employee motivation and job satisfaction on retention rates within the UK retail sector, specifically focusing on the organization Zara. The research addresses how these psychological and physical factors influence the commitment of staff to their employers.
- Correlation between employee motivation, satisfaction, and retention.
- Evaluation of job satisfaction levels and influential factors.
- Analysis of employee needs and management strategies for retention.
- Assessment of retail sector turnover dynamics and organizational responses.
Excerpt from the Book
Background of Study
Employee retention is the amount of measures taken by the managers and organisation to encourage employees to remain in the organisation for a maximum time period as possible (Griffeth & Hom, 2001). Motivation is the behaviour or attitude that drives one to complete a task. Organisations at times use incentives or bonuses to motivate staff to meet a deadline or perform a task that the staff would otherwise have resisted completing. Emery and Oertel (2006, p. 15) stated that employee motivation is comprised of the employee's valences, expectancy, and instrumentality per task. Similarly, Venkatesh (2000, p. 342) considered internal and external control, intrinsic motivation, and level of computer anxiety as motivators. Both authors relate employee motivation to be based on intrinsic and extrinsic behavioural and emotional factors. Motivation basically referred to such conditions that impact arousal, maintenance and direction of individual's behaviour relevant in a specific work setting. The motivational force is stimulated as an outcome of needs that require being satisfied (Bartlett, 2009, p. 1902). Motivation tends to emphasise result oriented management in organisations with the help of setting smart objectives as well as efficient communication system within organisation (Johnson & Yang, 2010, p. 227).
Summary of Chapters
CHAPTER 1: INTRODUCTION / AIMS OF THE RESEARCH: Outlines the research focus on motivation and job satisfaction at Zara, defining key objectives and the significance of the study within the retail industry.
CHAPTER 2: LITERATURE REVIEW: Explores existing academic theories regarding employee retention, factors impacting job satisfaction, and the links between motivation and organizational performance.
CHAPTER 3: RESEARCH METHODOLOGY: Details the research design, including the use of both quantitative and qualitative methods to gather and analyze data from Zara employees and management.
CHAPTER 4: DATA ANALYSIS: Presents the findings from survey questionnaires and interviews, highlighting the quantitative correlations and qualitative insights regarding retention strategies.
CHAPTER 5: DISCUSSION: Compares primary survey results with secondary literature to reflect on how intrinsic and extrinsic factors drive employee retention at Zara.
CHAPTER 6: CONCLUSION AND RECOMMENDATIONS: Summarizes the key study conclusions and provides practical suggestions for management to improve employee satisfaction and retention.
CHAPTER 7: CRITICAL EVALUATION: Critically reviews the research process and identifies areas and directions for future studies in the field.
Keywords
Employee Retention, Job Satisfaction, Employee Motivation, Retail Sector, Zara, Human Resource Management, Turnover, Organizational Behavior, Work Environment, Leadership, Employee Performance, Staff Retention, Organizational Commitment, Job Security, Compensation.
Frequently Asked Questions
What is the core focus of this research?
The research examines the relationship between employee motivation, job satisfaction, and employee retention, using a specific case study of Zara within the UK retail sector.
What are the primary themes addressed?
The work covers themes such as the psychological and physical factors of job satisfaction, the cost of employee turnover, strategies for recruitment, and the role of leadership in fostering retention.
What is the central research question?
The study primarily seeks to answer: "What are the effects of motivation and job satisfaction on employee retention at Zara?"
Which methodology is employed?
The research adopts a deductive approach using a mixed-method design, incorporating surveys for quantitative data and interviews for qualitative insights to ensure comprehensive results.
What constitutes the main body of the study?
The main body includes a literature review on organizational behavior, a detailed methodology section, a quantitative and qualitative data analysis, and an in-depth discussion comparing primary findings to past theories.
Which keywords define this work?
Key terms include Employee Retention, Job Satisfaction, Employee Motivation, Retail Sector, and Organizational Commitment.
How does Zara specifically benefit from this research?
The findings provide management at Zara with clear insights into which factors (such as fair wages, work culture, and career development) most effectively retain their talent, helping them optimize their HR policies.
What does the case study reveal about turnover?
The study highlights a strong positive correlation between employee satisfaction and retention. It reveals that measures such as competitive benefits and positive working conditions significantly reduce the turnover rate, as evidenced by internal company data shared in the interviews.
Is the research generalized to the entire retail sector?
The author acknowledges as a limitation that the focus is on a single organization (Zara), suggesting that while the findings are highly relevant, they cannot be fully generalized to the entire retail sector without further comparative research.
- Citation du texte
- Nashra Rafiq (Auteur), 2020, The Effects of Motivation and Job Satisfaction on Employee Retention. A Case Study on Zara, Munich, GRIN Verlag, https://www.grin.com/document/1361182
