Primark Stores Ltd is one of the taking retail groups in the value sector and subordinate of Associated British Foods ( ABF ) and voted as the Best Value High Street Fashion. In June 1969, in Dublin, the first Penneys shop was opened in Marry Street. Four more shops were added in the greater Dublin country. Primark owns a sum of 187 shops across Ireland, Holland, Spain and the U.K. It employs more than 27,500 people. ( )

The ground behind the success of Primark is its economical pricing scheme, market locations, and concentrate on mark market. Primark has developed its dynamic corporate civilization which is ‘customer focussed ‘ , which can be seen in its merchandise offerings. Its chief mark is immature manner witting under the age of 35 and offers high quality manner rudimentss at value for money ( )

The HR policies chiefly focus on raising the company profile and its repute which makes Primark an attractive topographic point to work. They do this by binding up links with local communities, occupation centres, colleges, universities and planing occupations that are flexible, so as to run into the demands of persons and its company operations. Applicants are selected on the footing of their nature to accommodate to fast traveling concern, cognition of manner and who can lend to the concern and hold some possible to turn within the organisation. Selected appliers undergo an initiation and are given developing before the gap of a shop. This helps to construct an energetic and enthusiastic shop squad who will execute to the high criterions of Primark ( )

Primark has ever been just and honest in its relationship with clients and provides criterion of merchandise which it has agreed with a monetary value which is value for money. Primark ensures that the goods or services they provide meet the safety and quality criterions.

Best services for writing your paper according to Trustpilot

Premium Partner
From $18.00 per page
4,8 / 5
Writers Experience
Recommended Service
From $13.90 per page
4,6 / 5
Writers Experience
From $20.00 per page
4,5 / 5
Writers Experience
* All Partners were chosen among 50+ writing services by our Customer Satisfaction Team

Bing a member of Ethical Trading Initiative ( E.T.I. ) , Primark purely follows the Ethical scheme which aims to advance regard for the rights of people in mills and farms worldwide. It has committed to maintain regular cheques and bit by bit bettering working conditions in the mills that supply Primark ‘s goods. It has besides implemented an extended audit plan which is undertaken by independent specializers, which is been backed up by Primark ‘s Ethical trading Directors who are based in the chief bring forthing parts ( )

Experience within the company

Researcher have been employed with Primark for around 15 months as a Retail Assistant. During this period research realized that motive was required at that degree as the emphasis degree at the work topographic point is really high and employees invariably needs to be motivated to execute best so that clients are satisfied. After discoursing with my Human resource Manager, research worker decided to carry on a research to prove the motivational facets of the employees.


Aim of this research paper is to research the motivational factors of employees and to look into whether employees are demotivated or there is a demand of more motive In staff to better productiveness and keeping of staff at different degrees in the Primark Stores Ltd. As Researcher presently working at Primark, Researcher experience the employees could execute better than what they are at current scenario. To detect this, in this research I will carry on a reappraisal of literatures on different motivational theories and constructs, in order to develop the research theory. Carry out primary research in the Primark Stores ( Wembley Branch ) in order to happen out if hygiene factors of motive affects the motivational degree of employees. Approval has been gained from the organisation to transport out the research.

This research is all about employee motive in retail market and to measure the retail concern procedure and planning to maintain employee motive at high for high productiveness. Besides to supplying with up to day of the month grounds of how company trade with all those issue and to make so for employee to maintain motivated. Based on the findings, the survey aimed to suggest a model for effectual procedure and planning to maintain employee motive degree high. The research objectives of this survey are:

Review the literature in deep in order to happen and understand the constructs of degree of motive in employee at work topographic point.

Undertake the literature reappraisal in order to understand the basic rules and effectual ways of increasing degree of motive in employee

This research will take to look into the demand for different motivational attacks in the Primark depending on the place of the employees.

Identify the factors impacting the employee low degree of motive at primark and prove the conceptual model through a combination of assorted happening include primary and secondary research.

Redefine the constructs of motive degree among employee at work based on primary research findings

Propose a theoretical account for increasing degree of motive among employee.

Literature reappraisal

This literature reappraisal will concentrate on the motivational degree of the employees working in retail environment. This will concentrate on theory relate to it and their attack to the motive. There are many different factors associated with the degree of motive to an person which are their age, gender, civilization, societal and organisational construction.

Among all the employees in the company some do better occupation and other non so this spring a intimation and raise a inquiry that what would be the ground behind these differences in their public presentations. Answer land up to many ground that some single public presentation depend on the calling experience and their ability and experience addition. To increase degree of motive in employees organisation passing tonss of money and edifice schemes. The most good developed and good cognize is developing which provide a basic and all the proficient accomplishment need for workers choice of workers for a peculiar occupation who have necessary accomplishments and endowments to execute etc. The differences in the public presentation of each person making similar occupations reflects differences in their motivational degrees. Increasing the motive of individual who has got ability to execute a occupation will give better consequences than individual with low ability ( Victor H. Vroom and Edward L. Deci,1988 )

There are assorted attacks and thought to actuate employees in the organisation. The chief attack is to give them a occupation satisfaction, which give them a determination to decided whether to work or non in organisations. Another attack of motive is put frontward by Taylor ( 2001 ) is reward and punishments which straight related to their public presentation, therefore wagess are conditional instead than unconditioned. The challenge of actuating employees is every bit old as any other organisational activity but the last half century has seen the usage of scientific methods to make the solution ( Victor H. Vroom and Edward L. Deci,1988 )

Definition of Motivation

Motivation is defined as the procedure which accounts for persons strength, way and continuity of attempt towards achieving a end ( T.R. Mitchell,1997 ) . Motivation is indirectly a end toward their attempt and public presentation. The three elements associated with employees public presentation is described in this definition is strength, way and continuity. Intensity is something when single do a sum of difficult work to acquire their occupation done and demo their attempt. High strength is something which leads to positive consequences until single get win in their undertakings which benefits the organisation. Both quality and strength are to be considered. Harmonizing to Mitchell ( 2006 ) that the 3rd component is continuity which means the continuance of an person to remain motivated. Motivated Persons are the one those who stay with their undertakings until they win and benefits the organisation and achieve their personal end every bit good. Harmonizing to Landy and Becker ( 1987 ) , motive has atleast one of the undermentioned characteristics of behaviour: induction, way, continuity, strength or expiration of a peculiar action. This definition is explains that work motive can non be approached by any one characteristic because it is a multifocal phenomenon.











Procedure of motive. ( Gorman, 2007 )

Intrinsic and extrinsic Motivation ( Kohn, 1993 )

Intrinsic motive is “ The desire to prosecute in an activity for its ain interest – that is, merely because of the satisfaction it provides. ” ( Kohn, 1993 )

Intrinsic motive give person an ain satisfaction by acquiring their occupation done. This sort of person is the ego motivated and have a good control over their ain success and failure. They working for them self and benefits the organisation

Extrinsic motive is something when any person are driven by any external beginnings. Although they do good occupation and profit their organisation but they are driven by either inducements or any wagess.

One of the spread at primark is that there is no indicant of external motive. This theory aid analysing employees motivation degree whether they are motivated by external or internal wagess. Besides the director at work demand to happen out that what are the factors which rides its employees to make good at work and smiling at the client instead than merely to state and follow the other and to smile at the client as proposed by Freemantel ( 2001 )

Contented Theories

Contented theories of motive explain the internal factors of an single employee that how and why each person motivated otherwise in different environment. The illustrations of this theory are the need-based theories. The theories of Maslow ( 1954 ) , Alderfer ( 1969 ) , or McClelland ( 1965 ) assumes that each human being may hold a natural or acquired inclination and some to seek or avoid certain stimulations. Other widely recognized theories without any expostulation which have obtained empirical support and accept the work content done by an person. HerzbergA?s theory and Hackman are the best illustration of such theory and Oldham which explain that some characteristics and sets of factors of occupation which motivates or demotivates an employee at their work topographic point. The chief factor in content theories are the self regard of the individual which give them a value like who they are and their values. Shamir ( 1991 ) argues that if any employee good occupations does non take to any sort of wages but it still motivates them if there values are taken in to consideration.

Maslow ‘s Theory ( 1954 )

Abraham H. Maslow theory, besides known as the hierarchy of demands theory in 1954.According to Maslow, The chief incentive that drives a human are individual ‘s

needs.These demands are:

1 ) Physiological: physiological is the basic demands of the person in their life which includes hungriness, thirst, shelter, sex, and other bodily demands

2 ) Safety: This is associated with the security of the person and besides about their occupation security besides protection from physical and emotional injury

3 ) Sociable: Includes fondness, belongingness, credence, and friendly relationship

4 ) Esteem: This includes ego regard when working in the orgnization, liberty, accomplishment and external regard factors like position in the company among everybody, acknowledgment and attending when required.

5 ) Self-actualization: includes growing depend on their experience or on their public presentation, accomplishing 1s possible, and self-realization.

All these demands are one the ground of the employees motivation depend on their demands. So Harmonizing to Maslow ( 1954 ) that when actuating any single keep their demand in to mind should concentrate on fulfilling those demands or the one above that degree.

Another spread is the basic demand of the employees at primark.

Maslow has divided their demand of hierarchy in to two major order of higher an lower degree of demands. Physiological and safety demands autumn in the lower-ordered class and societal, esteem and self realization autumn under higher-ordered demands. The difference between both the orders is that, the lower- order demands are satisfied externally and the higher-order demands are satisfied internally within a individual.

Subsequently, Clayton Alderferd ( 1969 ) , revised Maslow ‘s demand hierarchy and labeled it as ERG theory.He argued that there are three groups of nucleus demands i.e. Existence ( which is the physiological and safety demands in Maslow ‘s hierarchy ) , Relatedness ( i.e. societal and position demands ) , and growing ( i.e. Maslow ‘s ego regard demands and self-actualization )

ERG theory does non presume that one demand should be satisfied in order to travel on the upper hierarchy.ERG argues that individual can concentrate on any of the either demands or all of the demands together. He besides added that person could acquire frustrated if the higher degree demands leads to arrested development of lower demand.

Subsequently Davis and Filley ( 1963, p. 61 ) in his survey argue on the footing of ‘Executive Leadership ‘ that leaders have to see the fact that human existences prioritize their demands in which they seek to fulfill on the occupation and off which is based on psychological research by Maslow. They farther commented that order of precedence varies between individual to individual and Maslow ‘s hierarchy represents the normal order of precedence for most of the people. Keith Davis ( 1957 ) and Ralph Davis ( Davis and Filley, 1963 ) refer to “ self realization ” and believes it is non the highest order demand.

On the other manus, William James ( 1892/1962 ) and Mathes ( 1981 ) proposed three degrees of human demands. i.e. Levels of stuff demands ( which includes -physiological, safety ) , Levels of Social demands ( which includes – belongingness, esteem ) and Levels of religious demands whereas Mathes proposed the three degrees i.e. Physiological, Belongings, and Self-actualization.Mathes considered security and ego esteem as indefensible. I am of the sentiment that William or Davis and Filley have mentioned sing the degree of demands but if observed closely it is seen that, they are of really much in align with Maslow ‘s hierarchal theory.

McClellands Theory of demands ( 1965 )

McClellands theory of motive is closely associated with larning constructs.His theory explains that when a individuals need is strong the consequence of that demand motivates the individual to act in a manner which in bend leads to satisfaction of that demand.He besides proposed that demands are learned through hooking with 1s environment.

Rewarded behavior tends to repeat at higher frequence since demands are learned ( Gibson, Ivancevich and Donnelly, 1979, 111-112 )

Developed by McClellands ( 1965 ) and his associates, this theory focuses on three needs.i.e.

1 ) Need for achievement – It ‘s a demand to endeavor to win

2 ) Need for power- The demand of power mean to dominant other in organisation or control over them and act in a manner that they would non act otherwise.

3 ) Need for association – This is a demand or desire for interpersonal relationships.

McClelland premises explains that one seeks ends which have non achieved yet and the affects on one ‘s behavior are the outlook of the end of what could happen.McClelland studied people ‘s ends through analyzing what they imagined.

Harmonizing to McClelland theories, is that all the person in the organisation have different motivations and personalities which consequences in one is suited more or less to different functions. Besides each person have their some strong portion in them and some hebdomad and inclination of single is that ushers itself towards those state of affairs in which he or she can make its best.

McClelland theory aid to happen out the demand of employees to acquire motivated in organisation, whether they are hungry for accomplishment, or need power at work topographic point or merely believe in good relation at work.

Frederick Herzberg Theory ( 1959 ) : Two – factor Theory

Frederick Herzberg proposed the two-factor theory which is besides known as “ motive -hygiene theory ” Harmonizing to Herzberg ( 1959 ) that there are two factor which are associated with motive of an person and their de-motivation in an organisation. Motivation as the occupation enrichment factor while hygiene factors lead to de-motivation of an person. Job enrichment factors includes accomplishment in the organisation among others, more acknowledgment in organisation, more duty to derive some more cognition, freedom to make their occupation by their working manners, and promotion. Hygiene factors which includes good working status in organisation which suit their manner and populating criterion, policies, administrative efficiency, manner of supervising, and relationship between employees.

Harmonizing to Herzberg ( 1959 ) , hygiene factors demotivate the employees. They demotivate employees at the work topographic point in different state of affairss.

The factors that lead to occupation satisfaction ( the incentives ) are achievement, acknowledgment, work itself, duty and promotion while company policy and assorted regulations and ordinance with restrict individual to make their occupation and freedom, disposal system, working conditions, supervising, interpersonal dealingss among employee and with direction, money, position and security.

Fredrick Herzberg ‘s ( 1966 ) had conducted legion interviews of professionals at many topographic points and at different degree in each organisation to happen out the key factors which motivate individual at workplace. He found out in his survey that major occupation satisfaction was accomplishment at work palce when employees were provided inducements in term of motive and wages. Such inducements increased motive degree of an employee which leads to their higher occupation satisfaction and efficiency of the employee. However the basic premises by Herzberg ( 1966 ) were the satisfaction and motivational degree of the employees at work which contributes small to occupation satisfaction and that all the employees need to turn psychologically and the dissatisfaction is caused by interpersonal dealingss instead than satisfaction. There were statements sing Herzberg ‘s theory that he relied excessively much on the individual and biased research methodological analysis in support of his theory ( e.g. , Ewen, Smith, Hulin, & A ; Locke, 1966 ; Vroom, 1964 ) . This was argued by Bellott and Tutor ( 1990 ) , that Herzberg theory occurred in 1959 which is excessively long to be applicable.

Procedure theories

Process theory explains about the single ain motivational and how to keep and equilibrate his ain motive it explain about the person who take their ain enterprises and acquire their work done more expeditiously. Adams equity theory assumes that the part made by an person and the result they obtain from it should be balanced. Procedure theories compare explain and compare their status and state of affairs with other similar state of affairss of others. If there is any fondness or unfairness or unfairness, single cut down this sort of civilization at their work topographic point by accommodating to civilization and behaviour. Folger ( 1985 ) and his co-workers proposed an extension to the equity theory which is called the procedural justness theory which takes in to consideration the justness of the determination procedure. Harmonizing to the surveies it is been shown that people react against their organisation when they perceive unfairness which is both distributive and procedural. While Vroom ( 1964 ) underlined and developed the anticipation theory, which move around the motivational procedure of an person. There are three factors which are considered by people:

1 ) Anticipation which is something about the single assurance that the employees in organisation and difficult work which produce a certain degree of public presentation

2 ) Instrumentality id contrary from the anticipation, assurance that the person has that his/her will bring forth peculiar results, and

3 ) Valence: valency is the value that the single assigns to those specific results.

Further Locke ( 1968 ) has contributed to the procedure theory of motive with his goal-setting theory. Two recent theories are the societal acquisition or societal cognitive theory which is based on the procedure theories. Employees at their working topographic point meet with environment which lead to a acquisition procedure which is based on his/her direct experience.

Another spread of motive at primark is that employees are non motivated plenty on their work public presentation or neither it ‘s balanced.

Equity Theory ( 1963 )

Adams.S ( 1963 ) proposed that any person is demotivated when an they sees them self under warded, which creates tenseness and choler in them. while over rewarded, and it creates guilt. This negative province of tenseness gives motive to make something to rectify it.

Harmonizing to Adams.S ( 1963 ) there are four referent comparings that an employee can utilize:

1 ) Self-inside – Employees experiences in the current organisation in a different place

2 ) Self-outside – Employees experiences outside the current organisation in a place

3 ) Other-inside – Another person or group of persons inside employee ‘s organisation

4 ) Other-outside – Another person or group of persons outside employee ‘s organisation

Equity theory says that employee might compare themselves with their friends, co-workers in organisation, neighbours, and coworkers or compare their present occupation with their past occupation. The pick of referent chosen by the employee depends on the information he has about the referents every bit good as the attraction of the referent.

Vroom ‘s Expectancy Theory ( 1964 )

Vroom expecntancy theory is based on the plants of Victor Vroom ( 1964 ) and Porter and Edward Lawler ( 1988 ) . The anticipation theory of motive explain that the single motive are based on his perceptual experiences and about his strength and failing to execute a given undertaking, besides reward they might acquire after their successful occupation or completion of the undertaking and the value she/he topographic points on the wages. Every person has their ain motive degree in term of wages and their outlook. For illustration, at same topographic point one is working for his ain occupation satisfaction while another is working for any wagess which either be money, or topographic point or promotion. Therefore it is of import to understand the value of wages for each persons.

Expectancy theory explains that the perceptual experience will be stronger if the wages is every bit attractive.Employees outlook rises because that the excess attempts will take to honor.

Non-financial wagess:

“ Fiscal inducements are of import, and the job of low wages must be addressed, particularly in state of affairss where income is deficient to run into even the most basic demands of wellness professionals and their households. But the grounds suggests that increased wages are by no agencies sufficient to work out the job of low motive. More money does non automatically connote higher motive. ” ( Mathauer & A ; Imhoff, 2006 ) Its a common misconception by many that most of the times employees can be merely motivated utilizing fiscal inducements. But that is non the instance as employees are even motivated utilizing non fiscal inducements or wagess such as an grasp missive or a “ rap on the dorsum ” . “ Fiscal wagess are frequently unavailable, but with non-financial wagess you literally can make your ain supply. It is possible to give acknowledgment, public presentation feedback, greater duty, or chance to take part in determination devising to one person ; they give the same thing to person else or to the same individual following hebdomad. All employees are typically eligible for these wagess but, if desired ; more can be given to high performing artists than to anyone else. There are normally no constrains upon doing them seeable, and they are besides irreversible ; that is if you unwittingly give person more freedom, challenge or acknowledgment than he or she can cover with, you can take it back. You can be bold and originative with the nonfinancial wagess because the effects of these wagess do n’t hold to be lasting ” ( Kerr, 1997 )

Cross cultural position influence on motive

Erez.M ( 1997 ) , states that civilization is frequently represented by its value system. Motivational ends are expressed by its values and the significance of some specific values varies across civilizations. Hofstede ( 1980 ) has developed five nucleus values in work context, two values that is appropriate to measure the motivational patterns based on the cultural context are: Bolshevism versus individuality and high versus low power distance. Employee ‘s engagement is increased by the agencies of motivational patterns. Four of the most of import motivational patterns are:

1 ) Reward allotment

2 ) Engagement in determination devising and end scene,

3 ) Job enrichment, and

4 ) Quality direction.

Individual who comes from the same cultural environment usage similar ways of measuring the part to a peculiar behaviour to their development of their sense of dignity. These ways vary across civilizations because of the differences in the cultural values which lead to the formation of different significance of dignity. For illustration, Western civilization have their ain person values where as far-east civilizations have a group orientation ego which means they are mutualist.

The theory of Perez Lopez, J.A ( 1991 ) is combination of the four motivations that is extrinsic, intrinsic, surpassing and relational. Individual ‘s cultural values are related to each of the four types of motivations which are given more penchant.

Motivation and Communication

“ Communication is normally defined as affecting a transmitter encoding intending into symbols that are sent along a channel to a receiving system, who decodes the symbols and extracts the significance. ” ( Blanck, 1993 ) When an single attempts to communicated with other he uses assorted agencies such as gestures, symbols, graphs, words etc to convey his message. In an organisation it becomes critical for people to pass on decently. If there is any kind of mis-communication, it will ensue in heavy losingss in footings of money, clients and even employees. Hence it is really critical to hold effectual communicating within an organisation.

Directors have to cover with their junior staff mundane and give all sort of instructions to acquire a occupation done. The communicating does n’t stop over here as the directors would besides be in interested on acquiring feedbacks from employees. The job the staffs are confronting or if they find an easier manner to put to death a similar occupation, they can pass on back to their director. The different ways in which the director can pass on with his staff is through telephone, electronic mail, missive etc. Many times there are barriers in communicating which shall be decently tackled so as to keep a free flow of communicating at both the terminals,

Particularly now in the clip of recession, it becomes necessary for the directors to keep a close communicating with their staff. Communication plays a critical function here as employees may ever maintain the fright in their head about acquiring sacked. If this fright keeps on lifting, the employees will be force to seek for different occupation. This will hold a negative consequence on an organisation like Tesco in two ways. First they will lose an employee who has been trained to make his work and secondly the enlisting and the re-training cost of the new staff will be excessively high.

In add-on to this if there is no proper communicating and the director fails to reach the employee, the employee might experience left out and therefore there are high opportunities that the employee will acquire de-motivated.

Research Methodology


Research is defined as something that is undertaken by people to happen out things in a systematic manner which besides increases their cognition ( Walliman, 2005 ) .The two of import facets that is of import in this definition are “ systematic manner ” and “ to happen out things ” .The term “ systematic ” over here means that the research is based on logical relationships and non beliefs ( Ghauri and Gronhaug 2005 ) .Research should take in to consideration the methods that is used for the aggregation of the informations and do it meaniginful. “ To happen out things ” over here means that there are more than one possible intents of the research which includes describing, explicating, understanding, knocking and analysing ( Ghauri and Gronhaug 2005 ) .Researcher should hold a clear intent or set of things which are to be found out such as reply to figure of inquiries.

Research Approach

There are two types of attacks in research, they are deductive or inductive research. In deductive attack method the research worker develops a theory and hypothesis and designs a scheme to prove the hypothesis where as in inductive attack, the research worker collects the informations and develops a theory as a consequence of informations analysis ( Saunders, et Al. 2003 ) .The primary aim of this research is to look into the motivational facet of the Primark employees and whether there is demand of incentives which could increase their public presentation. This research will be based on Frederick Herzberg Theory ( 1959 ) : Two – factor Theory. As this research will pull decisions based on the findings and will prove the pertinence of Frederick Herzberg Theory ( 1959 ) : Two – factor Theory, hence this research will take a deductive attack.

Research Scheme

A research scheme is a general program on how the research worker will reply the research inquiries that has been set. It contains clear aims, derived from the inquiries, stipulating the beginnings for aggregation of informations and to see the restraints. There different types of schemes which can be employed. Some of these belongs to the deductive attack method and others to inductive methods. The thing that matters most in a peculiar scheme is non the label attached to it but whether it is appropriate for the research inquiries and aims. The different types of scheme that could be considered are experiment, study, instance survey, grounded theory, descriptive anthropology, action research, cross-sectional and longitudinal surveies, exploratory, descriptive and explanatory surveies.

This research following the instance survey scheme as my research is chiefly associated with the deductive attack. Robson defines instance survey as scheme which use a empirical probe of modern-day phenomenon with existent life incident utilizing many beginning and grounds. This scheme is used to derive a rich apprehension of the context of the research and procedure being enacted ( Morris and wood 1991 ) . This research survey scheme will acquire the replies of inquiries like why, what. When and how type of inquiries. This scheme is chiefly used for explanatory research. Although there are many manner of informations aggregation techniques like interview, observation, documental analysis and working with questionnaires but if the instance survey scheme is used it is likely to be usage and gather more than one beginning and grounds of informations.


As Primark has a big figure of staff in over more than 100 subdivisions in UK, it is infeasible to roll up informations from the full population, so researcher will necessitate to roll up a sample size.In this research the minimal sample size to be studied is 40 staff of Primark ( Wembley subdivision ) along with 5 directors in different sections. The ground for utilizing 40 staff and 5 director is to happen more from staff about their motivational degree and their status. In this research sampling will be used because it enables to reply the research inquiry and run into the aims. This type of sampling is used when the working with little sample size such as in instance survey research ( Neuman 2005 ) .

Pilot trial

Before carry oning the existent questionnaires in Primark, it will be pilot tested to look into the effectivity of the questionnaire.10 questionnaires will be pilot tested.

Before utilizing the questionnaire, a trial is supposed to be done, which refines the questionnaire so that the respondents do non hold any job in replying the inquiries and the information recording will be done easy. This trial is called as the Pilot trial.

Bell ‘s ( 2005:147 ) advises that, ‘ nevertheless pressed for clip you are, do your best to give the questionnaire a test tally ‘ , as, without a test tally, you have no manner of cognizing your questionnaire will win.

The figure of pilot trial conducted are dependent on the figure of the research inquiries, aims, size of the research undertaking, clip and money resources available and how good the design of questionnaire is done.

For smaller graduated table questionnaires it is really improbable to hold adequate finance or clip, if the test is to be done on big graduated table. It is still advised to fly test the questionnaire. The figure of people chosen for the pilot trial should be adequate to include any fluctuations in the population that are likely to impact the responses. A Minimal figure of questionnaires for pupil means that there figure of pilot is 10 ( Fink, 2003b ) and if a big study is conducted it should be between 100 -200 responses ( Dillman, 2000 ) . It is recommend to fly test the questionnaire within friend circle or household if non all. This will give us a thought if the questionnaire makes sense. It is really of import to guarantee that respondents have understood the questionnaire decently and have no troubles replying any inquiries and have followed all the instructions decently ( Fink, 2003 B )

Bell ( 2005 ) suggests that a short questionnaire should be used in order to happen out the extra information about the jobs faced by respondents while replying the inquiries. The followers should be used to happen out:

How long did the questionnaire take to finish

How clear were the instructions

Any inquiries non understood or equivocal

Any inquiries the respondents felt uneasy about replying

Whether the layout was clear and attractive

Were there any skips?

Any other remarks

Once we have completed the pilot proving we should thank our respondents for their aid


Face to confront interview to be conducted with the section caputs, Assistant Managers, Senior Managers and the Store director of Primark Store to happen out what they are making in order to actuate their staff. And besides interview 5-10 interview will take from the store floor staff to happen out what sort of motive they are acquiring and their outlook. This interview will show their cognition of motive. The ground for utilizing this method and scheme is to roll up more information by reasoning and inquiring more inquiries.

Few of the inquiries for the interview are as follows:

Does the Staff give their full attempt in executing their responsibilities?

What are the ways by which do you actuate your staff?

What motivational tools do you mean to utilize to actuate the staff?

Datas Analysis

Quantitative informations demands to be processed to do them utile and turn them in to a meaningful information. There are many quantitative analysis techniques such as graphs, charts and statistics which allows to analyse the information and assist us to research and depict relationships and tendencies within our informations ( Saunders et al, 2009 ) .

A questionnaire will be prepared with the inquiries which will be directed towards motivational factors that would actuate the employees to execute better.Questions would be based on wagess, fillips, inducements, publicities, traning, hygine factors, vacations etc. The questionnaire will be distributed to the to employees and the directors across the organisation. The questionnaire will be usage to garner information from more store floor staff by inquiring set of inquiry to cognize their motivational degree and their outlook


Primark Stores Ltd is one of the taking retail groups in uk and in the value sector and subordinate of Associated British Foods ( ABF ) and voted as the Best Value High Street Fashion. In June 1969, in Dublin, the first Penneys shop was opened in Marry Street. Four more shops were added in the greater Dublin country. Primark owns a sum of 187 shops across Ireland, Holland, Spain and the U.K. It employs more than 27,500 people. ( ) . The ground behind the success of Primark is its economical pricing scheme, market locations, and concentrate on mark market. Primark has developed its dynamic corporate civilization which is ‘customer focussed ‘ , which can be seen in its merchandise offerings. Its chief mark is immature manner witting under the age of 35 and offers high quality manner rudimentss at value for money ( )

The human resource policies of primark is chiefly focus on bettering and raising the company profile and its repute which makes Primark an attractive topographic point to work in retail industry. They do this by binding up links with local communities, occupation centres, colleges, universities and planing occupations that are flexible, so as to run into the demands of persons and its company operations. Applicants are selected on the footing of their nature to accommodate to fast traveling concern, cognition of manner and who can lend to the concern and hold some possible to turn within the organisation. Selected appliers undergo an initiation and are given developing before the gap of a shop. This helps to construct an energetic and enthusiastic shop squad who will execute to the high criterions of Primark


Adams, J. S. 1963. “ Toward an apprehension of unfairness ” . Journal of Abnormal and

Social Psychology, 67: 422-436.

A.Maslow, Motivation and Personality ( New York: Harper & A ; Row, 1954 ) .

Armstrong, M. And Murlis H. , ( 2007 ) , Reward Management: a enchiridion of remA±neration scheme and practise, Kogan Page: London

Baumeister, R & A ; Leary, M. R. 1995. “ The demand to belong: Desire for interpersonal

fond regards as a cardinal human motive ” . Psychological Bulletin, 117:497-529.

Beardwell I, Holden, L. and Claydon T. ( 2004 ) Human resource direction: A

modern-day attack, Essex: Prentice Hall.

D.C McClelland, The Achieving Society ( New York: Van Nostrand Reinhold,1961 )

Dillman, D.A ( 2000 ) Mail and Internet studies: The Tailore Design Method ( 2nd edn ) , New York, Wiley.

Easterby-Smith, M. , Lyles, M. A. and Tsang, E. W. K. ( 2008 ) . “ Inter-Organizational Knowledge Transportation: Current Subjects and Future Prospects. ” Journal of Management Studies 45: 677-690.

Erez, M. “ A Culture-Based Model of Work Motivation ” , chapter 8, in Earley, P. C. ,

and Erez, M. ( Eds ) 1997. New Perspectives on International Industrial/Organizational

Psychology, The New Lexington Press.

Folger, R. , & A ; Greenberg, J. 1985. “ Procedural justness: An interpretative analysis of

forces systems ” , in Rowland, K. & A ; Ferris, G. ( Eds. ) , Research in Personnel and

Human Resources Management, Vol. 3. Greenwich, Connecticut: JAI Press.

Fink, A. ( 2003b ) The study Handbook ( 2nd edn ) , Thousand Oaks, CA, Sage

F.Herzberg, B. Mausner, and B. Snyderman, The Motivation to Work ( New York: Wiley,1959 )

Graham, M.D, and Manas, T. M, ( 2002 ) , Creatinga sum wagess scheme: a toolkit for planing a business-based programs, American Management: New York

Ghauri, P. and Gronhaug, K. ( 2005 ) Research Methods in concern Surveies: A Practical Guide ( 3rd edn ) . Harlean carpenter: Financial Times Prentice Hall

Gibson, James L. , John M. Ivancevich, James H. Donnelly, Organizations ; Behavior, Structure, Process, Dallas, Texas: Business Publications, Inc. , 1979.

Hackman, J. R. , & A ; Oldham, G. R. 1975. “ Development of the occupation diagnostic study ” . Journal of Applied Psychology, 60: 159-170.

Hofstede, G. 1980. CultureA?s effects: International differences in work-related

values. Thousand Oaks, CA: Sage

Halepota, Hassan Ali. Cost Engineering, Mar2005, Vol. 47 Issue 3, p41-41

Kohn, A. ( 1993 ) . Punished by wagess: The problem with gold stars, incentive programs, A ‘s, congratulations and other payoffs. Boston: Houghton Mifflin Company

Lawler, E. E. ( 1995 ) , The new wage: Strategic Approach, Compensation and Benefits Review, November

Locke, E. A. 1968. Toward a theory of undertaking motive and inducements. Organizational

L. L. & A ; Staw, B. M. ( Eds. ) , Research in Organizational Behavior, Vol. 9: 1-38.

Greenwich, Connecticut: JAI Press Inc

Morris, T and Wood, S ( 1991 ) ‘Testing the study method: continuity and alteration in British industrial dealingss ‘ , Work Employment and Society, Vol.5, no2, pp. 259-82.

Neuman, W.L. ( 2005 ) Social Research Methods ( 6th edn. ) . Lonon: Pearson.

Robbins, P. S. , Judge, T. A ( 2007 ) Organisational Behavior, 12th Edition. New Jersey: Pearson Prentice Hall.

Rousseau, D. M. ( 2000 ) Psychological Contract Inventory: Technical Report, Heinz

School of Public Policy and Graduate Industrial Administration, Carnegie Mellon

Shamir, B. 1991. “ Meaning, ego and motive in organisations ” . Organization Studies, 12 ( 3 ) : 405-424.

S.Ronen, April 1986, “ Equity Perception in Multiple Comparisions: A field Study, ” Human Relations, pp.333-46 ;

Saunders.M, Lewis.P, and Thornhill.A,2009, Research Methods for Business Students, FT Prentice Hall,3rd Ed.

T.R. Mitchell,1997 “ Matching Motivational Strategies with Organizational Contexts ” , Research in Organizational Behavior, vol. 19, pp 60-62

Victor H. Vroom and Edward L. , ( 1988 ) Deci, ,Management and Motivation

Walliman, N. ( 2005 ) Your Research Project.A measure by usher for the first-time Researcher ( 2nd edn ) .London: Sage.


I'm Niki!

Would you like to get a custom essay? How about receiving a customized one?

Check it out