The Performance In The Organization

Published Date: 02 Nov 2017

Chapter 1:

INTRODUCTION:

An employee can be influenced by the organization by performance management- measuring, monitoring and enhancing the staff performance- applying ranges of HRM tools for example: job descriptions, supervision, performance appraisals, continuous education, rewards and career development and these tools also considered as the factors of motivation. Employee performance can also be improved by providing training as well (Locke, 2012) (This reference is used for describing about how motivational factor related to performance management and this author provides relevant statement about the performance management and motivation).

Successful staff motivation and training can be considered as the one of the main issues for the competitive advantage. Though work based motivation and satisfaction are analyzed by the plethora of theories (Latham, 2010), on the other hand, there are used common theories instead of using evidence for supporting them. At the increasing competitive environment, there is needed to focus by the organization towards the investment value in human resource specifically performance management as the competitive advantage’s major source (Thorpe & Beasley, 2011; Neely, 2010). Though, business strategy as the competition means can be considered as the general conversation at the executive suite, a strategic approach taking refers as specifically valuable for the function of staff within the companies, while there is needed to justify the resource requirement by them and also the contribution of them within the company (Furnham, 2010; Hazard, 2010). (The above references are used for describing about staff motivation and training and the authors provide relevant statement about the staff motivation and training).

The analysis of the issues of performance management is presented by the following study about the employee motivation and training of McDonald. It has been provided by the performance management about the required information on the employees to the McDonald. McDonald is assisted by the information for developing the employees’ skill on the basis of the collected information in the appraisal, it assists to recognize while there is needed the training. McDonald can be benefited by the improvement of the performance through the service improvement by retaining able workers which working to the full ability of them and through developing the relationship between workers and the company (Price, 2010). Here, performance management can be defined from the perspective of the McDonald. Performance management refers to the joint process which consists of both of the supervisor and the employees, by whom common goals are identified, that are engaged with the organizational goal. There has been resulted this process with the establishments of the exceptions of written performance later applied as the feedback measurement and the evaluation of the performance (Murphy and Cleveland, 2005; Pettinger, 2002). (The above references are used for describing about performance management in McDonalds and the authors provide relevant statement about the performance management in McDonalds).

1.2 Background of study

Though criticism and concerns are made by the various authors (Brown & Armstrong, 2012; Rademan & Vos, 2009; Furnham, 2010; Hazard, 2008; Institute of Management & Administration (IOMA), 2008) in relation to the performance management system's efficacy, this can be acknowledged (Viedge, 2005) at the Western world, that can be done with these systems and making a beneficial contribution towards the organizational efficiency and effectiveness. In relation to the performance appraisal systems, they can be incorporated into the overall strategic planning of the organization and beneficial with the organizational objectives achievement. (The above references are used for describing about definition of performance management and the authors provide relevant statement about the definition of performance management).

The systems of performance management are becoming more significant in recent years because managers can be faced the constant pressure in public or private sector in order to improve the organizational performance (Holloway, Francis & Hinton, 2009: 351). There is available much literature on the significance of the system of performance management within the big corporate organization. Over time, on the other hand, there has been increased the application of the systems of performance management at sectors for example the public sector (Curtis, 2009; Hoque, Arends & Alexander, 2004; Radnor & McGuire, 2004; SA Government, 2010) and the sector of academic (Kapp, 2001). Some movements are there towards the performance management systems incorporation at the large sector of nonprofit (Andrew, 2004). Evidently on the other hand, there is available much of the information in relation to the usefulness of the system of the performance management to large corporations. (The above references are used for describing about system of performance management and the authors provide relevant statement about the system of performance management)

1.3 Research

This study is mainly conducted for the purpose of broadening the field for the prospective use of tailored performance management systems specifically in the retail industry. On the study, the researcher will discuss about how employee performance management can be improved by McDonald by motivating and provide training to the employees.

The researcher will be benefited from this research because the concept of the performance management and the knowledge gained after conducting this research can be used in his career. The researcher has the interest to make his career in HR department; therefore, the research conducted on the subject matter of performance management will be helpful for him.

1.4 Organizational Background:

McDonald can be recognized as the largest chain of restaurant throughout the world, servicing the large number of people every day. There has been started the long journey of the burger brand at 1940, while the first restaurant of McDonald was opened by two brothers Dick and Mac in San Bernardino, California. In the beginning, a hot dog stand is owned by them, but after restaurant established 25 items are served by them that were barbeques mostly. It was becoming the famous and lucrative teen hang out. In the year of 1948, the restaurant was closed and also reopened by the brother for selling hamburgers, milkshakes and French fries only (Murphy and Cleveland, 2005; Pettinger, 2002). (The above references are used for describing about the background of McDonalds and the authors provide relevant statement about the background of McDonalds).

In the year of 2003, the campaign of I’m loving it was launched by the company. In 2005, Delivery service in Singapore was started by McDonald. In the year of 2006, it has been announced by the chain that nutritional information will be published by it about its packaging in relation to all products so that customer can be benefited. In terms of thinking about the great success and famous brand having by McDonalds’, there is spread the food chain throughout the world at almost all the main cities of the world. There is no point of doubt about the success rate of the company as economic and user friendly.

1.5 Rationale for chosen topic

This topic is mainly selected because the researcher is particularly interested to conduct the research on this topic. It has been intended by this study to evaluate how performance management can be improved through motivation and training. After conducting this study, the researcher is realized to know about the significance of the topic of performance management. The study has mainly provided the insight for supporting future research in relation to employee motivation and training. Performance management is mainly studied about managing the performance of the employees. Therefore, performance management refers to the way of improving the employees' performance such as: motivating them, or providing training. In the competitive business market, the organization has to retain experienced employees along with also need to improve the performance employees. That’s why, for retaining experienced employees and inspiring them to do their works effectively, the organization should focus towards the motivational factor such as: salary, incentives, promotion etc. in addition, for improving their performance, training should provide to the right people at the right time.

1.6 Purpose of Research

The main purpose of this research is to conduct a study on how employee performance management can be improved by McDonald through motivation and training. In the current economic condition, for the purpose of surviving in the business market, the company has to contain efficient employees who can help the company to be successful in the business. For this reason, there is needed to motivate employees by giving awards on the basis of their performance (Radnor & McGuire, 2004). (The above references are used for describing about why this research is conducted and the authors provide a relevant statement about this).

In addition, proper training should also be given to them for improving their performance and the company has to adopt a performance appraisal system for measuring the employee performance on the basis of which the company can give rewards to the employees. Lack of employee motivation and staff training, it is not possible to improve the performance of employees and it is quite impossible to establish the performance management system. Therefore, this study will be benefited from the company as well as for other research to know about how performance management can be improved through motivation and training (Hoque et al., 2004). The researcher will be benefited from this research because the concept of the performance management and the knowledge gained after conducting this research can be used in his career. The researcher has the interest to make his career in HR department; therefore, the research conducted on the subject matter of performance management will be helpful for him. (The above references are used for describing about the benefit of this research and the authors provide relevant statement about the benefit of this research)

1.7 Problem Statement

Performance management refers to the complex measurement as more holistic and there is arose out the management system with the mixture of the performance appraisal (which was mentioned by Furnham (2004: 83) in previous of both Britain and America at the centuries of eighteenth and nineteenth) and systems of performance measurement. In accordance with Furnham (2004: 84) in the 1950s in America and in the 1960s in Europe, approximately half to two thirds of large companies continued the process of performance appraisal and from that time it was increased with further. Performance management systems of organization became complex, concerning factors instead of financial indicators considering and had the aim of long term sustainability within the organization. During the mid 1990s, a marker was increased there on research from the perspective of academic and also the practical nature (Thorpe & Beasley, 2004; Neely, 2009) in relation to the field of performance measurement of organization and performance management of the organization and also individual. (The above references are used for describing about problems related to performance management and the authors provide relevant statement about the problems related to performance management).

Several reasons are there for the current trend to concentrate towards the performance management wholly. For the purpose of ensuring the managing and improving the results of these measures, there is needed to use the performance management on everyday life of the organization. Through various ways, this can be the general progression of our understanding in terms of significance of the performance measurement to the performance management philosophy (Hoque et al., 2004). (The above references are used for describing about why performance management should adopt by the company and the authors provide relevant statement about the performance management should adopt by company).

Criticisms of performance management system have been leveled by a number of authors (Brown & Armstrong, 2009; Rademan & Vos, 2001; Furnham, 2004; Hazard, 2004; IOMA, 2004) consisting of staff demotivation, unfair application, too subjective, not clear, unethical and consuming more time. Other remarkable criticism of performance management system can be that though it is easy to describe about the process of performance management on paper, but it is quite different and can also be difficult for implementing in real (Brown & Armstrong, 2009; Furnham, 2004). (The above references are used for describing about criticism of performance management and the authors provide relevant statement about the criticism of performance management).

Performance appraisal is considered as the part of the performance management system which can be wasting of time and contained no value while receiving information on the appraisal can be filed afterwards only but not fully utilized (Alfred & Potter, 2005; Rademan & Vos, 2001). It does mean that the theoretical practice of the performance management can be relevant but it can’t work effectively in practical. It can only work by using effective performance management tool such as: motivation and training.

Though, performance management system has several criticisms, still the company has to adopt this system because of motivating employees. And for motivating employees, the company should appraise the performance of the employee by awarding either financially or non-financially. In relation to this, effective performance appraisal method is needed to use by the company for measuring the performance of the employee. In addition, for improving the performance, the organization has to provide effective training method. Therefore, in case of McDonald, for retaining employee within the organization, the company has to motivate employees as well as provide proper training for the purpose of establishing an effective performance management system (Hoque et al., 2004). (The above references are used for describing about why performance management should adopt by the company and the authors provide relevant statement about the performance management should adopt by company).

Research questions:

The research questions of this research study are given below:

1. How performance management system can be impacted through employee motivation and training?

2. How McDonald use motivation and training to improve employee performance management?

3. What are the current performance management systems within the McDonald?

4. How does McDonald appraise the performance of employees?

Research Aims and Objectives

The research aim of this study is to investigate about how employee performance management can be improved by the McDonald through motivation and training.

The main objectives of this study are given below:

1. To conduct theoretical discussion about the topic of performance management of employees.

2. To determine the impact of employee motivation and training on performance management system.

3. To evaluate how McDonald use motivation and training to improve employee performance management.

4. To provide recommendation about the way of improving the performance management system of McDonald.

1.8 Significance of the study:

There has the significant importance of conducting this study on the topic of performance management system. By the conducting this study, not merely the organization such as: McDonald will be benefited, but also other researcher as well as employees can also be benefited. Armstrong & Baron (cited in Price, 2000) proposed the main reason of having the system of performance management within the organization’s operation where the best performance is given by the people while expectation of the organization is understood by the employees and they help to meet that expectation (Hoque et al., 2004). Better performance can be given by the people and know about the expectation which are established according to their levels of capacity in relation to the supporting structure of the organization (access to resources and training is having by them where required). A communication channel can be provided by a performance management system which can be motivated the staff developing the objective attainment by reward system using (Andrew, 2004). (The above references are used for describing about the significance of this study and the authors provide relevant statement about the significance of this study).

1.9 Hypothesis

Research hypothesis refers to the certain testable prediction that can be made on the dependent and independent variables in the study. There are couched the hypotheses from the perspective of the specific independent and dependant variables which will be used in this study. The hypotheses of this research study are:

1. There has significant relationship between performance management and employee motivation.

2. There has significant relationship between performance management and employee training.

3. There has significant relationship between employee motivation and training.

1.10 Structure of Dissertation

This research study can be classified into five chapter which consisting after introduction chapter, literature review- chapter 2 where literature will be reviewed in relation to the employee performance management, methodology- chapter 3 where there will be described about the research methodology, and then chapter 4- findings and analysis where a detailed discussion about the results collected from McDonald will be provided. In chapter 5, the analysis of these results can be described in concerning of the literature. After that in chapter 6, conclusion and recommendation will be provided.

Chapter 2

Literature Review:

2.1 Introduction:

The basic issue to understand and apply the performance management techniques is to define the term ‘performance’ and also ‘performance management’. After that, the competing definition is discussed and evaluated in this paper while the practice of organization and human resource is understood by them. Performance refers to construct of multi- level and multi- dimensional. This is significant for understanding about the level of performance while performance management is considered by the organization. In each level whether it is the organization, unit of work or individual, a combination of factors are there by which performance can be influenced such as: direct, indirect, individual and situational. There is designed the intervention of human resource for the purpose of assisting, enhancing, encouraging the management of performance is targeted effectively in the factors’ right combination (Study Guide 2012, pp.2-8). (The above references are used for describing about performance management should and the authors provide relevant statement about the performance management)

2.2 Definition of Performance

Performance is considered by the contemporary organizations to classify into two main areas such as: performance at the level of individual and performance at the level of organization (Veron, 2012). At the level of individual, different views are there about the definition of performance. In relation to this, some research is there as the record of achieving the outcome (Bernadin 2009). Performance can be defined as the behavior which is the way within which getting work done by the teams and individuals (Campbell 2010). In the level of individual, performance refers as either what is gained which is as output and results or as the way of achieving by which behavior, competencies, process adherence can be demonstrated (Study Guide 2012, pp.2-6).

Williams (2012, cited in Study Guide 2012, pp.2-7) begins with the proposition that the performance of an individual refers to the behavior which can be determined through factors such as: declarative knowledge, knowledge and motivation as procedural. Declarative knowledge refers to the definition of performance; procedural knowledge refers to the way of doing where motivation can be termed as the exercising of selecting over either or not for performing; expending the level of effort and whether or not for maintaining reliable effort level towards the certain tasks over the extended period. (The above references are used for describing about definition of performance and the authors provide relevant statement about the definition of performance).

2.3 An overview of Performance Management

Performance management can be defined through De Cieri & Kramar (2009, p. 286) as the means by which it has been ensured by the managers that there are congruent the activities and outputs of the employees with the goals of the organization. Performance management can be evolved out of the long history or the attempts of management for the purpose of improving the productivity, efficiency and effectiveness at all levels of the organization. It has been outlined in the Study Guide (2012) about the difficulties concerning with the performance management concept that refers to the terms of meaning different things to different people.

The major interpretation which is coming for dominating in practice is that performance management refers to the system to manage the performance of the organization; a system to manage the performance of the employee and a system to integrate the organizational management and the performance of individual (Cully, 2012, p. 10). It has been stated by Walter (2005, p.10) that performance management refers to direct and support employees in order to work as effectively and efficiently as possible at line in relation to the organizational needs.

Performance management can be defined by the Armstrong (2004) as the process which is designed for the purpose of improving the team of an organization and the performance of the individual where performance management has been described by

Armstrong & Baron (2009) as the approach of strategic and integrated in order to delivering the long term success for organization through developing the people’s performance who does work under a team and through improving teams capabilities and contribution of individual. (The above references are used for describing about definition of performance management and the authors provide relevant statement about the definition of performance management)

2.4 The Role of a Performance Management within an Organization

From the perspective of human resource, this can be very much the systematic process to bring the issues such as: organizational performance; effectiveness of management; performance of individual, development of skill and management of reward. There must be integrated these five aspects by the personnel and managers of human resources worked together with staff for the purpose of achieving the desired outcomes of the organization (Williams 2012).

There are aligned the processes with the performance management which are used for rewarding and remunerating the motivation of the employees. At the era of industrial, performance and productivity is coming initially from the physical effort coupling with the investment of capital in technology. At the entrance of the information technology era, the employee performance and productivity are not coming from the physical effort but in terms of the knowledge, information insights, skills, capacities, innovativeness and creativity (Smith 2008, p. 153 cited in Williams 2012, pp.1-16),

For the effectiveness of management, in other side, the manager should know on the organizational policy, objectives, mission and goal. However, the deliver of the products and services are needed for meeting the needs of the customers to achieve its goal, containing better relationship and trust among the company and the customer, on the other hand, being more competitive in the market place.

(The above references are used for describing about the role of performance management and the authors provide relevant statement about the role of performance management)

2.5 Employee Motivation theory and Performance

In business, motivation of employee refers to the main drivers of the high performance while individuals are encouraged by it for working hard and desiring of achieving the higher goal and effective performance. In accordance with the Mitchell (2002), motivation refers to the psychological process which results were encouraging directing and insistence of the actions of voluntary which can be the oriented of goal. It has been described by the Robbins (2003) that this can be the needs of the individual that caused the results for being attractive and tension will be created by the unsatisfied needs for the purpose of stimulating drives in relation to the individuals and it can be called the process of motivation. This study has the aim of discussing about the various theories of motivation and the way of increasing the performance of the employees by motivation effects.

Numerous motivation theories are there established through various famous authors for example: Chester Barnard, Max Webber, Joan Woodard, Bennis and Slater etc. in accordance with Reis and Pena (2001), an evolution in the motivational theory development was there. The concept of the motivation with traditional or classical form has been introduced by the Chester Barnard (2008) as being tough or sticking and being good or carrot then following with the approach of bureaucracy and human relation through Max Weber (1947) and Joan Woodard (1965) correspondingly.

Five classifications of needs are having by the people and this has been described by the hierarchy of needs of Maslow that performed as motivators. These needs are: physiological needs, safety, social and belongings, self esteem and needs of self-actualization. In accordance with Berl and Williamson (2007), this theory has contained the critical aspect which is the needs of individuals for the purpose of satisfying the lower level of need before upward moving. On the other hand, many criticisms are there where the argument was made by Grigaliunas and Weiner (2004) that needs theory are oversimplified and misrepresenting by Maslow. A study has been conducted by Wahba and Bridwell (2003) that there can’t be arranged the need by a hierarchy at each circumstance and therefore think that the model of Maslow is not appropriate.

Two factors are contained by Herzberg theory and these factors are hygiene (physiological) and motivational (egocentric). In relation to this theory, criticism is provided by Wahba and Bridwell (2006). Very similar concepts are shared by Maslow and Herzberg that basic needs must be achieved by the individual for the purpose of moving upward. There was never tested this theory fairly and faced supporting evidence lacking that high job performance can be loaded by the job satisfaction (House and Wigdor, 2006).

The argument was that people can be leased by the job satisfaction to the comfort zone of them and can’t be directed actively to risk the existing rewards (House and Wigdor, 2006). Though criticisms are there, there can be easily and widely applied these theories in practice through defining motivation as the theory as systematic.

It has been founded by Berl, Williamson and Powell (2005) by conducting a survey that more desire for growth is having the people who are satisfied with the growth needs and the people who had the desire of existence and related needs are dissatisfied with the existence needs. Therefore, this theory can be useful to management for the purpose of recognizing the right person in the right task in relation to the realistic goal for the purpose of motivating the high performance.

It has been argued by McClelland that motivation can be learnt from the experience in life and there can be developed the needs by life for example: achievement need, affiliation need and the power need Changing of society and culture over time may also influence the Acquired needs theory (McKenna, 2009). Therefore, employees can be motivated more and given a better performance while goals are known by the manager and concentrate towards their needs.

(The above references are used for describing about motivation theories and performance and the authors provide relevant statement about the motivation theories and performance).

2.6 Training and performance

Training refers to the process where skills and knowledge as job related are acquired by an individual. This can be considered as the significant method for the business in order to improve the trainees’ performance. It can be considered as the cost for firms for paying for the training and also has to suffer the working hour loss when training is given to a trainee. On the other hand, it is significant to have a potential gain from the training of employees. Training has the main benefit of improving productivity and staff motivation and along with making products with best quality. This is significant that training is provided by a business which is reliable for the strategy of the business. The most significant steps to develop the strategy of training are the identification of the skills and abilities required through trainees; drawn up the action plan for the purpose of showing the amount of investment on training and development benefited the organization for meeting the goals and objectives of the business; plan implementation, progress and effectiveness of training monitoring.

(The above references are used for describing about training and performance and the authors provide relevant statement about the training and performance).

2.7.1 The Importance of Training:

There can be provided the most simplistic definition of training which refers to the activity by which behavior of people can be changed. Productivity increasing can be termed as the most significant reason for providing training. Training has importance not merely for increasing the productivity but also motivating and inspiring employees to let them know about the importance of their jobs and provided all required information as needed to them for performing their jobs (Anonymous, 2008). The following as well as the general benefits of employee training is listed by McNamara (2008):

Increasing satisfaction towards job and morale

Motivation is increased

Increasing the process efficiencies, resulted in financial gain

Capacity increasing for adopting the advance technologies and methods

Innovation is increasing at strategies and products

Employee turnover reduction

(The above references are used for describing about the importance of training and performance and the authors provide relevant statement about the importance of training and performance).

2.8 Impact of employee motivation and training on performance management system

For the purpose of increasing the productivity and quality of the products, it is crucial to have the motivated and qualified workforce for contributing the achievement of the targets of the organization. From the perspective of the work, motivation can be defined as the degree of willingness of an individual for exerting and maintaining the effort towards the goals of the organization. Managers face the challenge of the way of creating this form of motivation. It has been shown by the research that motivation is perceived by the workers and managers differently.

Competitive edge is achieved by the successful organization of the training on performance management system. Productivity can be improved along with profitability increasing and loyal employees with high morale can be created by an effective performance management program. Performance management system training programs give you the tools you need to hire talented professionals, put each employee in the right job position and continually develop their skills to reach the goals of your organization.

(The above references are used for describing about the impact of employee motivation and training on performance management system and the authors provide relevant statement about the Impact of employee motivation and training on performance management system).

Chapter 3

3.0 Research Methodology

3.1 Introduction:

Research on general idiom indicates towards the knowledge searching. Research can also be defined as the pertinent information search with the scientific and systematic way at the certain topic. Indeed, research refers to the scientific investigation art. On the other hand, research is referred as the innovative contribution of the existing knowledge stock creating for its development. It can be the truth persuit by the assistance of study, examination, evaluation and experiment. Briefly, the knowledge searching by the method of objective and scientific to find the solution for the problem is called the research.

(The above references are used for describing about definition of research and the authors provide relevant statement about the definition of research).

The research will support by the composed information for the purpose of acquiring the research question's answer. The research can be structured through the following ways:

Research Philosophy

Research Method

Research Approach

Research strategy

Research Sample

Research Ethics

3.1.1 Research Philosophy:

According to the Saunders (2011), philosophy of research can be classified into three types such as: positivism, interpretivism and realism.

Positivism

Positivism refers to the approach as empirical and quantitative within which there has tested the hypothesis (deducted from theory) that can be used in order for discovering the relationships and facts which are generalized to the population that consists of empiricism as logical, law model covering, behaviorism, psychodynamic, developmental. 

Realism

Realism is similar with the positivism that carries out the external reality where attention is given by the scientists directly. The belief is shared with them where the same method is used by the natural and social sciences for the purpose of collecting data and for the explanation; on the other hand varies because the theoretical terms are admitted by it not examined directly into their explanations.

Interpretivism

A research strategy has been upheld by the interpretivism where social science needs to indicate towards the differences among the objects which can be studied at the natural sciences and the people; it refers to the epistemological in opposition with the positivism. It has been believed by them that various outlooks of the procedures of research are needed by the study about the social world; one by which the dissimilarity among the nature of the world of humans is reflected.

Justification of adopted philosophy

In between the above discussed philosophies, there will be used the interpretivism philosophy for the purpose of conducting this research study. Because both of the positivism and realism are in quantitative nature and this research is mainly a qualitative study. Moreover, this research is conducted in terms of the theoretical concept. And interpretivism philosophy is mainly based on theoretical concepts and its nature is qualitative.

(The above references are used for describing about research philosophies and the authors provide relevant statement about the research philosophies).

3.1.2 Research Method:

The method of research is mainly divided into two types for example: qualitative research method and quantitative research method. Theoretical terms are used for conducting the qualitative research where numerical terms are used for the purpose of conducting quantitative research.

Quantitative Method:

Quantity or amount measurement is considered as the main basis of quantitative research. This can mainly be used for phenomena which are interpreted from the perspective of quantity. The purpose of quantitative research is conclusive while the main of it quantifies the problem and understanding the way of prevailing it through funding for the result aspredictablee for the larger population. In relation to the quantitative method, data can be collected by using surveys (online, phone, paper), audits, points of purchase (purchase transactions), and click-streams.

Qualitative Method:

In specific, qualitative research can be considered as significant for the behavioral science where it has the aim of discovering the primary motives of the behavior of humans. In terms of exploratory study, qualitative research is significant from the theoretical terms and it can be applied while we can’t know what to expect, for the purpose of defining the problem or developing the approach to the problem. This can be also applied for going deeper into the interesting issues and nuances exploring in relation to the problems at hand. There can be used general methods for data collection in the qualitative research for example: focus groups, triads, dyads,  in-depth interviews, uninterrupted observation, bulletin boards, and ethnographies participation/observation.

Justification of using Qualitative Method:

In relation to the discussion of these two methods for example: qualitative and quantitative research method, there can be used the qualitative method in order to conduct this research study (Viedge, 2012). For conducting this study, data collection method should be in theoretical nature. The survey will be conducted by the researcher for the purpose of collecting the data on the basis of the previous study about the research topic.

(The above references are used for describing about research methods and the authors provide relevant statement about the research methods).

3.1.3 Research Approach:

Approach of research is mainly classified with two forms for example: theory establishing and that theory testing.

Inductive method: building theory

In accordance with Alfred & Potter (2011), data is assembled by the researcher in order to increasing the theory, along with there is also transmitted the interpretive philosophy by this approach that can be depend on the data output through which commencement of forming a theory can be congregated. This can be quite elastic for hunting the substitution theory; there can be started the inductive approach with the way of qualitative data for the purpose of comprehending the problem nature.

Deductive method: testing theory

Usually, there can be illustrated the deductive approach as the approach of top down. In relation to this method, theory has been increased by the research, devising the methodology as extremely prearranged in relation to the positivism philosophy for the purpose of constraining the statistical analysis (Trochim 2006 cited in M. Sander, 2011).

Justification of Using Deductive Research Method:

In order to conduct this research study, here deductive method of research can be used by the research because collected data should be expressed and interpreted by using numerical terms in relation to the subject matter of this study. Here, the researcher can’t use the inductive method because not any theory can be established in this research while researcher can test the theory (Pettinger 2002, p 28).

(The above references are used for describing about research approach and the authors provide relevant statement about the research approach).

3.1.4 Research Strategy:

It has been suggested by M. Saunder, et al, (2010:135) that several ways are there for forming the strategy of research or the method of data collection. Such as: ground theory, a survey, case study, action research, ethnography etc. In relation to this study of research, the researcher thinks that the survey will be perfect for this study in order to collect the data (Yin, 2012). There might be conducted the survey in between the employees of McDonalds where all respondents can be placed in a focus group.

Survey

The large amount of data collection is allowed by the research strategy of survey which can be considered as the efficient way. The researcher mainly used this strategy because it is more cost effective rather than other research study.

(The above references are used for describing about the data collection method of research and the authors provide relevant statement about the data collection method of research).

3.1.4 Data collection method:

Required data are mainly gathered from two sources for example: primary source of data and secondary source of data. Primary data refer to the data that are not established or published in any place before through other research. This can be also called the research of field based. On the other hand, secondary data refer to the data that are already established or published in another place by another researcher (Smith, 2012). The example of secondary data can be the books, online source, website, journals, articles, newspapers etc. Here, in order to conduct this study, primary and secondary, both of these sources can be applied through the researcher. The researcher can collect the primary data by observing and taking interview of the people.

(The above references are used for describing about sources of data and the authors provide relevant statement about the sources of data)

3.1.5 Sampling:

The definition of sample is provided as the selecting people who participate in a research study (Frankfort-Nachmias & Leon-Guerrero, 2009). Sampling can be divided into two types for example: probability and non-probability sampling. Probability sampling is related to the survey strategy where the researcher needs to make interference from the sample of the population in order to questions answering.

Probability and non-probability sampling:

In case of sampling of probability, there can be used the random sampling to ensure the equal probability at the selection method (Frankfort-Nachmias & Leon-Guerrero, 2009). In case of sampling of non- probability there can be provided the sample selection’s alternative techniques which rely on the researcher’s subjective judgement (Saunders, 2012). The example of non-probability sampling is: Convenience sampling, quota sampling, purposive, snowball, self selective sampling. Here, in relation to this case study, the researcher can use the sampling of non-probability and it is effective to conduct the survey of this research study. Though non probability sampling can have different forms but the researcher will use the quota sampling due to the cost effective and consuming of time.

3.1.6 Sample Size:

In relation to the data collection of efficient manner, certain sample size should be determined. Therefore, the size of sample can be 15 (Robinson, 2012). Among the fifty questionnaires which were distributed between the staff, 15 questionnaires were returned back to the researcher.

(The above references are used for describing about sample size and the authors provide relevant statement about the sample size).

Primary and Secondary Data Analysis

In this research study, the researcher will analyze the data from the theoretical perspective where the qualitative method of research will be used in order to establish the theory. In addition of this, to analyze the data, the researcher will use the numerical terms. To conduct this research, the researcher will use the both primary and secondary data (Davies & Dodd, 2012; Lincoln & Guba, 2009; Mishler, 2011; Seale, 2009; Stenbacka, 2011).

In relation to analyzing primary data, interview will be taken among the staff and manager of McDonalds. By analyzing primary data, the researcher will get the feedback of the respondents about a performance management system of McDonald, whether it is fair or unfair, whether the respondents are happy with this or not and how motivation and training system can improve the performance system.

In relation to analyzing secondary data, books, journals, articles etc. will be used by the researcher. Theoretical concept about the subject matter of performance management will be found by analyzing the secondary data.

3.1.7 Reliability and Validity

According to Patton (2011), there are two factors which should be considered by the researcher such as: validity and reliability in order to designing the study along with interpreting the result and observing the quality of study. In relation to the discussion of two methods for example: qualitative and quantitative research method, there can be used the qualitative method in order to conduct this research study (Viedge, 2012). For conducting this study, data collection method should be in theoretical nature. Survey will be conducted by the researcher for the purpose of collecting the data on the basis of the previous study about the research topic. There will be used the interpretivism philosophy for the purpose of conducting this research study. Because both of the positivism and realism are in quantitative nature and this research is mainly a qualitative study. Moreover, this research is conducted in terms of the theoretical concept. And interpretivism philosophy is mainly based on theoretical concepts and its nature is qualitative. In order to conduct this research study, here deductive method of research can be used by the research because collected data should be expressed and interpreted by using numerical terms in relation to the subject matter of this study. Here, the researcher can’t use the inductive method because not any theory can be established in this research while researcher can test the theory

3.1.8 Limitations:

Some limitation can have in a research study. In the context of this research, the research faces some limitations for example: time limitation, lacking of finance, limited resources while these limitations should overcome by the researcher. Performance appraisal is considered as the part of the performance management system which can be wasting of time and contained no value while receiving information on the appraisal can be filed afterwards only but not fully utilized

3.1.9 Ethical Issues

The researcher will maintain privacy and secrecy of the respondents’ feedback about the research project. The main respondents are the McDonalds’ employees in relation to the self-regulation and benchmark of the industry. The self -directive comprises that respondents can withdraw their information from survey if they feel inconvenient.

Chapter 4:

4.1 Finding from the primary data:

For the purpose of conducting this research study, both primary and secondary data have been used by the researcher. Primary data were collected through taking interview among the employees of McDonalds. Among the fifty questionnaires which were distributed between the staff, 15 questionnaires were returned back to the researcher. While getting the questionnaire, the researcher started to conduct the data analyze in relation to which question and break down each question from the perspective of the aim. Each question contains the multiple choices, and it has been ensured by the researcher that the answers were amalgamated by him and charts such as: pie chart, bar chart, line chart is created by him in order to visually show the answers. Where the long hand answer is having by the questions, ‘verbatim’ will be used by the researcher.

4.2 Finding from Interview of staff

1) Gender?

Among the fifteen respondents, 9 staff were male and 6 were female. According to the observation of the researcher, at canning town branch, the majority of the staffs is male.

In accordance with the Elton Mayo, after a period of 5 years, he showed that there has been rising the productivity at the highest levels. He gave his feedback like following:

Importance is felt by the women because they were singled out.

Good relationships among each other had been maintained by the women and permitted for setting their own pattern of work.

Strong relationship among staff create a good and pleasant environment in working place.

2) How would you rate McDonalds as an employer?

What employees wrote

A) Poor 0

B) Below Average 2

C) Average 4

D) Above Average 7

E) Excellent 0

Among the fifteen respondents, average percentage was given by the most of the workers in the questionnaires who worked at McDonalds. Pie chart has been constructed by the researcher for the purpose of showing the data for question two.

3) When was the last time you attended a training course?

This question has been answered by the employees vaguely and didn’t worry for pointing out that the training of McDonalds is not so good and most of the time it might be boring. It has been said by one employee he couldn’t remember when he received the training in last time. It does mean that more investment should be made by the McDonalds for making the training courses more creative and pleasure to their employees for the purpose of motivated them.

4) Overall, what do you think of the training provided at McDonalds?

What employees wrote

A) Poor 2

B) Below Average 1

C) Average 6

D) Above Average 4

E) Excellent 0

Training has been rated by most of the employees as average percentage. There can be taken the different approaches of training by the McDonalds. If there were implemented the changes appropriately, the researcher expects that if the same question was asked by the researcher to employees at six months, the majority of the staff might be answered that excellent training is provided by the McDonalds. The result of question four will be shown by the bar chart.

5) What keeps you motivated at McDonalds?

Among the fifteen respondents, eleven respondents told that employees are mainly motivated by the salary. This is a most significant factor which make them happier rather than another factor. Self motivation is considered as another factor by three workers where one respondent answered that he worked there only for doing the job.

Motivation of staff is influenced by three things in practice:

The culture of the company.

Approach of it for people managing

The system of financial reward

6) Do you feel you have career prospects at McDonalds?

Mixed answers were given by the majority of the employees in this question. After getting the answer from them, the outcome was 50/50. Among them, some respondents said that they have a future in McDonalds, where other told that they need to switch other place. There are lots of factors which determine the future of an employee in the job sector.

A bar chart has been drawn from the research in order to present the data where whether the employees have a future in McDonalds or not will be presented:

- The employees’ number who think that they have a future in McDonalds for the long term

- The employees’ number who think that they have a future in McDonalds for short term

According to the graph, the respondents of 54 percent said that they have future in McDonald while the respondents of 46 percent said that they will leave the McDonalds.

7) Do you feel you are paying a fair wage for your job compared to the fast food restaurant place?

Among the fifteen respondents, eleven respondents told that employees are mainly motivated by the salary and they are satisfied with the salary in comparison with the other fast food company. According to them, fair wages are paid by McDonalds. They told that McDonalds provides scope for improving the working skills which does mean fair paid is given by the company.

In relation to the hierarchy needs theory of Maslow, if the level of pay is increased, this might be applied as the incentives for the purpose of ensuring that they keep in store. It has been believed by Maslow that same needs are having by the everyone- which can be structured through a hierarchy. While enough money is earned by the employees for the purpose of satisfying these needs, on the other hand, there has been disappeared the motivation power slowly. Then hierarchy of needs is referred by Maslow for the purpose of motivating them-

- Self-Actualisation

- Esteem needs

- Social needs

- Safety needs

- Physical Needs

The question is structured with the following options:

1. Whether a fair wage is paid by the employees or not in comparison to the fast food company.

2. They agreed that fair wages are given to them.

3. They are dissatisfied with the existing salary.

8) Do you feel McDonalds has effective managers within branches?

It has been said by more employees manager is effective at the branch, though the employees who are not happy can have a lot of criticizing. A worker told that managers can be more hands on. A question is raised that how can be defined an effective manager? Several explanations are there for this question and the researcher is going to discuss it through using the X and Y theory of McGregor. According to the theory of Douglas McGregor, there are two management styles. It has been tended by the theory X managers not trusting their employees; they agree that work is not enjoyed by them and they should be controlled. In accordance with the McGregor, it has been believed by many managers that an inherent dislike of work is having by the average human and could be neglected if he can.

This is appeared that manager in Canning branch is in manager of theory Y from some aspects while he inclines for the purpose of adopting the democratic style of leadership. Delegation of authority for the purpose of meeting the certain objectives is related to their style. Self fulfilling is related to the style of theory X. Less output is produced by the lazy people in comparison with livelier person. The way of making that an incentive is offered to the lazy person by which he can be motivated for working harder.

9) What, in your view, could McDonalds do to improve your working environment?

Opinions are answered and voiced by the employees for the purpose of making the better working environment of McDonalds. Details will be provided on recommendation that how can be improved the working environment.

10) Would you recommend your friends to work for Marks & Spencer?

It has been said by eight employees that friends are recommended by them for working in McDonalds, among them, one said that the researcher should read about the comparison among higher starting salary with other fast food restaurant. The answers represent that mixed opinion was getting and several reasons can be there. Mix businesses don’t want to do by workers with pleasure and hence recommend for friends for being about them at the office, there can severely decreased by their performance.

4.4 Findings from interview of Manager:

The researcher was also taken the interview among the four managers of McDonalds. The following questions were asked to the managers by the researcher-

1. Do you think that more training need to provide to employees?

The majority of the respondents told that there is needed to provide more training to the employees for the improvement of the service quality of the staff.

2. Is the performance management system of McDonalds motivated the employees?

It has been agreed by the managers that performance management system of McDonalds motivated the employees.

3. How McDonald use motivation and training to improve employee performance management?

Training has been rated by most of the managers as average percentage. There can be taken the different approaches of training by the McDonalds.

4.3 Finding from observation

All questions are designed by the researcher for the purpose of finding out about the opinions of the staff about the motivation and training at Canning branch and also it is established branch, recognized shopping center, quite experience staff is there in comparison with the other branches of high street. The researcher pleased that proper answer was getting according to his expectations and questionnaire is answered by them with honesty. There was answered this question by the way of being critical by the managers and mocked the intelligence of them.

It has been said by one of the staff that support is given by the managers instead of motivation. There has the significant difference between the support and motivation. Support refers to while work is done by the manager literally for an employee, but instead of setting the framework for what is happening. Motivation refers to while employees are encouraged by a manager for doing something through the way of providing them incentives. In relation to the answers provided at the questions, it can be appeared that employees are not feeling that right motivation is not getting by them which are deserved by them.

It has been assumed by the most of the managers that human motivation is understood by them while in practice never been studied it with them. Due to this reason, the potentiality of the staff is underestimated by them. Or resentments can be caused by unthinkingly that fester. There has been taken place the process to manage people in each part of every organization. In comparison of this, financial concept of gear is known by few people in the working lives of them. Therefore, there is specifically unfortunate the lack of knowledge about motivation theory and widespread effects has been there excepted.

From this perspective, managers are leaded by the ignorant for ignoring the motivation altogether.

4.5 Findings from secondary data

This study was to provide a review of the different literature on motivation theories. It can be seen that extensive studies have evolved over time on this topic, but in order to progress, work motivation needs to be researched from further new perspectives with changing times. Employees must learn to work together towards common goals and must have an understanding of the organizational culture as a whole and how they fit into the big picture. Management must show the employee the need for their being, output and input.

The top to bottom role should be fair and there must be a clear code of corporate ethics. There must be communication between all levels, top down and bottom up. Management should ensure that their employees feel secure and they can be trusted and equal among their peers. Thus, motivation today is about empathy, understanding, recognition and sharing values at the workplace thereby resulting in high performance.

Chapter 5:

Conclusion:

This study is mainly conducted for providing the review about the various literature on the theories of motivation. It shows that there can be evolved the extensive study about this topic, but for the purpose of progressing, needed to conduct research on work motivation in terms of further new perspectives in relation to changing times. Work should be learnt by the employees together towards the general goals and an understanding about the culture of the organization must be needed as a whole and the way of fitting into the larger picture.

Research Objective 1: To conduct theoretical discussion about the topic of performance management of employees.

The performance concept in relation to the productivity or efficiency embracing might be concerned with the effectiveness, adaptability and responsiveness. After that, this can be clear that organizational performance refers to away from being the simple concept (Cully 2002, p. 68). In some way, in the level of organization, the employers can be related to efficiency, effectiveness and productivity issues.

For the purpose of addressing the multi dimensions as aforementioned, there is needed the meaningful measures of performance. There has been analyzed the growing recognized approach for measuring the performance of the organization where the balanced scorecard is used to develop through Kaplan and Norton in 2012, that efforts for the purpose of capturing the performance of the organization as contradictory nature.

The aim of it is measuring the performance from the perspective of the indicators of four sets such as: financial, customer, internal business process and learning and growth. A different perspective has been taken by the aforementioned four indicator sets. In order to become successful financially, the way of appearing the organization to its stakeholders; for achieving the vision of the organization, the way of appearing the organization to its customers; for satisfying shareholders and customers which internal process of business should excel by the organization in order to achieve the organizational vision, how the organization can be sustained by achieving the ability of changing and improving.

Research Objective 2- To determine the impact of employee motivation and training on performance management system.

Research is conducted on how the needs of the customer can be fulfilled. There needs to implement a plan or strategy for the purpose of improving the performance of the company and staff for becoming more successful. There should be lined the performance with the business plan of the company. The performance of the employees should adjust with the strategies of the company and must need to improve. For the purpose of achieving the long term changes in behavior, there is needed to concentrate towards the program of training and development and approaches on organizations that enhance productivity in the level of individual, group and organization. Like this way, training and development is related to the field of performance management. In relation to the aspect of the performance of the organization and human resources, training and development can be related to the identification of the needs of training. On the basis of the comparison of expected performance and actual performance, there is designed, implemented and assessed the interventions of training for the purpose of ascertaining whether there has been developed the performance as the outcome of training.

Research Objective 3- To evaluate how McDonald uses motivation and training to improve employee performance management.

All questions are designed by the researcher for the purpose of finding out truly what is thought by the staff about the motivation and training impact at the Canning town branch and in addition it refers as well established branch at the recognized shopping center, where staffs are quite experienced in comparison with the other branches in the high street. The research was very pleased while the answer was getting from his that he expected and questionnaire was answered by them with honesty. There was answered this question with the way that it was critical of the managers and mocking the intelligence.

It has been said by one of the staff that support is given by the managers instead of motivation. Two totally different things are supported and motivation. Support refers while work for the employee doesn’t done by the manager literally, but instead of setting the framework for what is happening. Motivation refers while employees are encouraged by a manager for doing something with the way of offering them incentives.

Research Objectives 4: To provide recommendation about the way of improving the performance management system of McDonald.

In case of fourth research objective, the researcher will achieve it on the recommendation section. Detail description about this objective will be provided on the recommendation chapter.

Research Question 1- How performance manag