How Does Management Motivation Help in Retain Employees?

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INTRODUCTION:

Management Motivation Help in Retain Employees, Proposed Research Question:
How does management motivation help retain employees in an organisation?
Objective:
The objective of the research is to outline the importance of motivating employees in order to retain them.
Background and Reason for Research:

Motivating employees to work for the same company over extended periods of time is difficult. In today’s professional world with diversity in different fields, and the dynamic young generation, the task at hand has become even more difficult. According to different studies, and case studies of companies, companies with management that keep their employees motivated are able to retain their employees more than the companies who do not. As mentioned earlier the objective of this research is to analyse the importance of motivating employees in order to retain them.
The research will focus on using first hand sources and recording personal experiences of people in order to verify the importance of motivation by management to retain employees. Another reason for conduction research is that human resources departments believe that the only way to motivate employees is by providing them with financial incentives. While financial incentives are very important to motivate employees, at the same time they can increase the costs of company. The research will show that employers can take many steps to motivate and retain their employees.

The research will focus on conducting research on management of the wholesale sector in UK and how they keep their employees motivated enough so that they do not resign. The research will be conducted on Sunmark LTD.
The research will be conducted employing both primary and secondary sources. The primary sources will mainly include books, and will be based on interviews of employees and managers. The dependent variable in research is retaining employees which are dependent on motivating management.
The proposal discusses the importance of the research topic, methodology of research, scopes and limits of the methodology, ethical constraints and timeline of the research.

LITERATURE REVIEW

According to studies motivation is a key tool that is underemployed by managers in today’s professional world. It is usually assumed that motivation has to come from outside sources but now it is believed that individuals have their own sets of motivating forces. The role of a manager is to recognise and asses the motivating factors. The goal of management is to keep the work force motivated in order to increase production and efficiency to attain the maximum results and revenue. In order to achieve that goal it is important to keep the employees motivation. According to studies performance depends on job satisfaction, recognition of achievement, and professional growth (Boyett, 2000)
Management often lacks knowledge and skills to implement motivational programs that can help in achieving desired results. There are different types of motivational programs that managements can utilise in order to increase efficiency and improve their results. This study will focus on how can a management implement motivation based management to improve result and increase retention rate of employees. It is important to provide a positive managerial environment to retain content employees.
In order to understand employee motivation and how to utilise it, it is important for managers to understand the concept of motivation, difference in needs of individuals, organisational management and other motivational aspects, and changing priorities of individuals. According to studies, motivation is representation of forces within a person that affects his/her direction, intensity, and persistency of voluntary behaviour (Campbell, 1976). In order to retain employees it is necessary to keep them motivated, if employees are not motivated the chances of employees leaving is very high. The research questions will based on the 5 levels of human needs that automatically motivate employees, those 5 levels of needs are:
1. “Biological and physiological needs.
2. Safety needs.
3. Protection, security and law.
4. Personal growth.
5. Achievement, responsibility and reputation”.
(Maslow, 1954)
The research will revolve around these questions in order to identify the employees’ expectation from management of the company. Once the expectations of employees are clear it will be easy to design and implement strategies that will increase the employee retaining percentage of the company. According to studies, it is very important for managers to capitalise on employees’ need of achievement. Work force is mainly motivated by their achievement and enjoys taking challenges and completing goals with full enthusiasm in order to achieve personal satisfaction.

Personal satisfaction can only be achieved through praise and appreciation, if they do not receive acknowledgement, praise and appreciation, their work quality is likely to reduce and they are very likely to leave as soon as they find a better option, or to search for a job that keeps them motivated. Therefore, in order to retain employees it is important for management to capitalise on their need for achievement (McClelland, 1961).
In order to stay at one job for a long time, a person needs to feel affiliated and important. It is in human nature that humans would enjoy working in a place where they feel affiliated, important and powerful. Motivating employees to take decisions and praising their decisions will lead to then enjoying their work and they will not likely leave the company they are working for (McClelland, 1961). Therefore, in order to retain employees it is important to motivate them by giving them sense of affiliation and authority.
Another important thing for retaining employees is to be aware of their changing needs. According to Lora Bryson supervisor of TESCO, “We have got a real problem with motivating our young people”. “We have got to teach our managers in how to manage Generation Y, as they are high-maintenance and needy. We need to hand-hold them, as they absolutely want to know where their career is going” (Bryson, 2013). Therefore, manager motivation and awareness is very important to retain employees, especially young employees who demand constant growth and development in their careers.

AIMS & OBJECTIVES:
Aim Statement:
Aim of the study is to outline both successful and ineffective strategies of management in order to retain employees; to prove through research that manager motivation is the key to retaining employees.
Objective:
• To review existing theories about management motivation.
• Conducting new research using traditional research methodology to evaluate the success of management motivation in retaining employees.
• To analyse the theories and test their effectiveness.
• To analyse companies i.e. Sunmark LTD from current wholesale sector and identity if there is a need for management motivation in order to retain employees.
• To analyse companies’ existing human resource strategies and their effectiveness.
• Comparison of employee retention rate of companies with management motivation strategies as compared to other companies.
• Research will not only focus on big companies with specialised human resource departments, but as mentioned in introduction it will focus on companies in wholesale sector such as Sunmark LTD, to analyse diversity and to evaluate how the realities of companies are different. Therefore, different companies might be required to utilise different means in order to keep their employees motivated enough to not leave the job.

METHODOLOGY:
Philosophy
Considering the purpose of this research, it is important to explore and analyse. According to Tight, “Try to think of your end-points at the beginning. Whilst research is often viewed as a linear series of separate steps, it should be viewed as a spiral” (Tight, 1996). Thus, considering this view the research will be conducted using two most popular research techniques in research methodology, qualitative and quantitative study. Qualitative research is considered as a research method that locates the observers closer to the world (Denzen, 2003). The qualitative method research can also be knows as constructivist approach. In constructivists’ opinion, qualitative research of experiences fulfils people desire of comprehending the world and its operations (Creswell, 2014). The limitation of using only constructivist approach is that it does not offer similar views for researchers and participants of research, which can create drawback for the research. Thus, it is important to use both interpretive and constructive approach for the paper.
Approach

The approach of research will be a minutely complex because; research will follow both deductive and inductive approach to reach the results. Deductive approach is reaching to conclusion by following a set rule of analysing all the data; it starts with data collection, and ends at formulation of a theory after data analysis. Inductive approach as mentioned earlier employs the existing data and leads to formulation of specific observations from generalised observations. This research results are based mainly on different parties involved in the company, i.e. managers and employees. Therefore, it is important to utilise both inductive and deductive approach to formulate a final theory. The resources used in qualitative research will include case studies, interviews, observations and scholarly articles. The materials used in quantitative research will be interviews, observations and scholarly articles. The materials used in quantitative research will be questionnaires. It is important to utilise both approaches because each practice portrays the results in different way. Therefore, more than one way should be used for interpretive practice in any study (Schurink, 2008).
In order to understand the changing needs of the individuals and need for motivation to retain them, case studies on existing successful human resource strategies will be studies in order to analyse their effectiveness. Moreover, interviews and surveys will be conducted to understand the needs of employees and to find out their perspective.

Strategy

In order to achieve realistic results, and formulate a strategy that is successful, the strategy of this research is to analyse the needs of employees according to their perspective and according to managers’ perspective. In order to retain employees, it is important to understand and analyse why employees leave the jobs? In order to understand that both managers and employees perspective will be recorded through surveys and interviews. As mentioned earlier, the research will be focused on wholesale groups, i.e. Sunmark LTD. Therefore, field interviews will be conducted with employees in order to understand their needs. Moreover, managers will be interviewed to understand different perspectives on the issue.
In order to evaluate the industry on bigger scale rather than evaluating only one country, online surveys through emails and social media can be conducted to analyse the culture of the industry, and to analyse how companies utilise manager motivation to retain their employees.
Following picture is an illustration of how data will be collected and interpreted:

Choice:

It is important for this research to analyse human behaviour because the research is designed to analyse the effect of managers’ behaviour on employees’ behaviour. Both independent and dependent variables of research are human behaviours, thus it is important to utilise qualitative data i.e. case studies, articles and interviews to achieve realistic results. Qualitative approach is a unique inductive approach and offers great understanding of theories (Eisenhardt, 1989). Apart from this it is also important to analyse the percentage of people sharing same views, and analyse numerical data from the case..