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Major Motivational Challenges Faced by Senior Management: Wool Worths

1) Introduction

According to McClafferty and Ringel (2012), employees are the integral part of organization where it is the responsibility of human resource department to motivate employees up to maximum extent. In the dynamic working environment of the organization, employers must also understand the need of motivation within the organization. This increases the productivity of employees and helps them to make organization to attain a level of competency in the market. Hence the employee productivity makes them capable of taking advantage of award and reward system &retains them in the organization for longer time.

1.1) Aims of the Research Work

Aim of the research work is to work on the understanding of the motivational activities undertaken by the organization and also to study the challenges faced by them while pursuing with such processes.

1.2) Objectives of Research Work

  • To evaluate the effectiveness of motivating employees.
  • To scrutinize the challenges that the employers (or higher officials) and the organization face while implementing motivational strategies.
  • To determine the effect of de-motivation on the working of employees.

1.3) Hypothesis

  • Employee motivation is the major challenge for the management employers of the organization.
  • Employee motivation is not a major challenge for the management employers of the organization.

2) Literature Review

2.1) Introduction

According to the outlook and opinion of Gandhi and Bharathi (2012), motivation and inspiration make employees to work effectively.This further helps employees to achieve targets of the organization and enhance organizational performance.

2.2) Requirement of Understanding Employee Needs

According to Papi and Teimouri (2014), motivation help employees to understand the targets of organization and it also increase the overall performance of the organization. Moreover, the productivity of organization is also increased. Motivation not only helps employees to get satisfied from their job but also help them to gain advantage of award and reward system. Hence, employee retain within the organization for maximum extent.

2.3) Functioning of HR department in motivating the staff

According to Corns (2014), HR department of organizations should aim to motivate employees and provide them comfortable environment so that they can also work accordingly in a stress free environment for the benefit of organization. Motivation helps the employees to understand the role and demand of organization. So the HR department should focus on the maintenance of a team that could help in award and reward appraisals. In this context, McClafferty and Ringel (2012) stated that motivation is the most challenging work of the senior management team because each and every employee possesses different needs and wants and that should be taken into consideration while managing the motivational strategies for them.

2.4) Summary

This section explains the issues that HR departments face while inspiring or motivating the employees. This section also highlights the need of motivating the employees according to their wants and needs. It states the functioning of the HR department with deep explanation.

3) Research Methodology

3.1) Research Approach

Inductive research approach has been used in this research work in order to connect the principles and theories to represent the knowledge regarding the challenges faced by employers while motivating the employees.

3.2) Research Design

Explanatory research design has been used to completely satisfy the data or information collected from different sources.

3.3) Research Philosophy

The research philosophy used in this study is interpretive research philosophy for the validation of the dissertation.

3.4) Data Collection Methods

Primary data has been collected with the help of qualitative and quantitative methods that further include the questionnaires and interviews. And the secondary data has been collected from online and offline sources including social media websites, books, articles and journals.

3.5) Sample Size

For collecting primary data through interviews and questionnaires, 10 managers and 50 employees were interviewed to attain their viewpoints regarding the employee motivation.

3.6) Research Ethics

Research ethics makes a researcher to collect data while maintaining a boundary of ethics which help the researcher to maintain social, personal and political relationships. It is very useful for researcher to follow such code of conducts because without this the researcher can face some issues regarding data collection.

3.7) Limitations

The lack of resources due to budget constraint and time provided for the completion of the research formed the basic limitations for this research work.


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Clarence Ng, C. (2013). Examining the self-congruent engagement hypothesis: the link between academic self-schemas, motivational goals, learning approaches and achievement within an academic year. Educational Psychology, 34(6), pp.730-762.

Corns, J. (2014). Unpleasantness, Motivational Oomph , and Painfulness. Mind & Language, 29(2), pp.238-254.

Gandhi, L. and Bharathi, S. (2012). Competitive Challenges for gen-Y HR Managers in Manufacturing Industries. Trai.andDeve. Jrnl., 3(2), p.11.

Iles, P., Almhedie, A. and Baruch, Y. (2012). Managing HR in the Middle East: Challenges in the Public Sector. Public Personnel Management, 41(3), pp.465-492.

McClafferty, E. and Ringel, B. (2012). Is your HR department protecting the company from export-control penalties?. Employment Relations Today, 39(2), pp.39-45.

Papi, M. and Teimouri, Y. (2014). Language Learner Motivational Types: A Cluster Analysis Study. Language Learning, 64(3), pp.493-525.


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