Table of Contents

Cover Page………………………………………………………………………...P1
Introduction and Background of Project…………………………………………..P2
Research Questions………………………………………………………………..P3
Project Significance…………………………………………….………………….P4
Literature Review……………………………………………………………...…..P4
Conceptual Framework…………………………………………………………….P5
Methodology……………………………………………………………………….P6

Sources……………………………………………………………………………..P6
Data Collection Tools……………………………………………………………...P6
Project Timetable…………………………………………………………………..P7
References………………………………………………………………………….P8

An investigation on Employee Motivation and Productivity in Dixons Carphone

Introduction and Background of Project

Project report proposal is understood as, “Document that facilitates a professional

relationship between an organisation and outside contributors”. The aim of this
research study is to reflect on employee motivation and productivity in an
Organisation and how Employee incentive places a central role in day-to-day
activities that are in line with the organisation’s goals. Areas of objectives will cover
ranging from Training and Development and addition to Communication furthermore
focusing the factors that cause employee motivation, in what way managers address
the importance of employee motivation and Productivity. The aim of the report
proposes ways to improve and strategies Employee motivation and to rediscover ways
to increase worker efficiency. Thus, as an appointed consultant for the organisation,
the purpose will be to gather information in which will consist Primary and secondary
data, of that, will provide mapped plan into addressing the issues related to Employee
Motivation and Productivity to deliver or perhaps to interpret such information into a
strategy that will tackle challenges faced in workplace.
Majority of the employees require training not only to deal with technological aspects
but also to solve problems, human relations and fundamental management concepts.
This training provides more information and knowledge, which improves the
productivity of the employees. This responsibility of Human Resource Management
(HRM) to train their employees in an efficient way. Amongst all the significant
functions of HRM, employee development is the most important function, which
directly impacts the productivity of the organisation. Dixons-Carphone embraces and
ever-changing training for making the company more effective in terms of
productivity. The development of the employees directly depends on their
satisfaction; hence it is the essential element to motivate employees for the better
productivity and profitability of Dixons-Carphone.

Research Questions

Following are the questions that will be studied and answered in this project;
 What are the issues that hinder the employees’ motivation working in Dixons-
Carphone

 Why employee motivation is essential for an organisation

 What are the outcomes of motivation can have on employees’ productivity

Aims and Objectives of the Project

Project Aims
The aim of the project is to tackle and address matters concerning the areas of,
employee motivation and productivity further exploring the training and development
Communication and employee engagement must be at the centre in driving and
tackling issues in the organisation.
Project Objectives
Following are the objectives of the project
 To find ways to address issues concerning employee productivity
 How employee motivation is a way to improve employee efficiency and
finding solutions
 To observe employee’s behaviours and accumulating data from such findings

Project Significance

The significance of this project proposal is to focus on employee motivation and

productivity in addressing the elements that follow in creating ways to implement a
solution into the organisation’s day-to-day tasks. In the realm of employee motivation
and productivity comes with challenges and ways to introduce a solution in what most
organisation experience with their workforce.

Literature Review

With accordance to the theory of (Lacey and Flamholtz, 1981), postulates that the
theory of human capital states that experience, skills of individuals and information
are the different forms of capital, which return in the form of earning, made by
employee or employer for the development of these attributes. The theory of human
capital assumes that employees must be invested in particular training and
promotional opportunities for the enhancement of the path for the better career of the
employees. The theory of (Armstrong, 2001) states that training is considered as the
organised establishment of the information, attitude and skills needed by the
employee for the effective performance in the job. Also, it is indicated by several
researchers that training is an effective action to increase skills and knowledge of
employees for a specific job.
Therefore, It is defined by the study of (Cole, 1997) that training is the process of
learning which aims to impact skills and knowledge to empower employees for the
better execution of tasks. This makes the employee capable of acquiring new
information and knowledge of the technical innovation and several other emerging
external forces. This is directly related to the employee performance and productivity
of the business and the majority of the organisations focuses on training and
development of employees when productivity and profitability are affected. The
policy of training for the motivation of the employees documented for Dixons-
Carphone reflects that in the policy of training, that every employee should be
enabled by means of training for the development of their potential and for the
improvement of their competence. There are several factors of employee motivation
which effectively motivates the employees. These factors are the leadership style,
reward system, climate of the organisation and work structure. By focusing on these
factors most of the current organisations motivates their employees in order to
increase productivity of the organisation.

Conceptual Framework

This research study focuses on employee motivation and employee performance,

which is related to the training and development of the employees. In this research
study, the performance of employees is the dependent variable whereas employee
motivation is the independent variable. Employee development assists in the
evaluation of training and development. This increases the capability and
competencies of employees for the better performance of the employees through
which the performance of the business could be improved. Motivation is the
significant factor, which focuses on the satisfaction of the employees towards their
daily roles and responsibilities. Therefore, when the employee is motivated, the
concentration towards their duties increases which assist for the better performance.
Methodology

Research Approach
This research study will be conducted on the secondary qualitative approach. This
approach uses the already published sources by different researchers relevant to the
topic of this research study. The main benefit of this approach is that it is less time
confusing and provides appropriate results if the chosen sources are in compliance
with the topic of the research study. The fundamental concept of this approach is to
reject the limitation of the research study’s scope and the participants, sample and
surveys will be taken from the other already published sources.

Sources
All the Internet sources will be used for the accomplishment of the research study.
The Internet sources will include published journals, articles, websites, books, and
academic papers from Google scholars, and Secondary literature. These sources will
be expended according to the inclusion and exclusion criteria.

Data Collection Tool

The tools, which were used by the secondary researchers, will be the tools of this
research study. These tools involve questionnaire, surveys and interviews. These tools
should be semi-structured and non-structured if not then it will not be in the
qualitative approach.
Project Timetable

For completion of consultation project stages, will be guided by the timetable

provided below as Gantt chart.

Number of 1 2 3 4 5 6 7 8 9 10 11
Weeks
Submission of
proposal
Drafting
Literature
Review
Formulation of
research
method
Adapting the
research
method
Gathering the
information and
examining it
Formulating
last chapters
First report

Feedback
Revise the
report with
respect to aim
and objectives
Final
formatting
Printing and
final
submission
References

Flamholtz, E.G. and Lacey, J., 1981. The implications of the economic theory of
human capital for personnel management. Personnel Review, 10(1), pp.30-40.
https://employeebenefits.co.uk/issues/september-2014/dixons-carphone-

looks-to-harmonise-benefits/

https://pdfs.semanticscholar.org/446f/25678b01ae31044f77233b5f50c7da7b3

611.pdf

https://pdfs.semanticscholar.org/446f/25678b01ae31044f77233b5f50c7da7b3

611.pdf

https://sajip.co.za/index.php/sajip/article/download/390/375

https://www.academia.edu/9537059/Chapter_8._Motivation_From_Concept_to_

Applications

https://www.dixonscarphone.com/sites/dixons-

carphone/files/results%20and%20presentation/20190709-dixons-carphone-

plc-ara-final.pdf

https://www.indeed.com/cmp/Dixons-

Carphone/reviews?fcountry=GB&fjobtitle=Sales+Consultant&start=80

https://www.researchgate.net/publication/230181858_High-

commitment_HR_practices_employee_effort_and_firm_performance_Inves

tigating_the_effects_of_HR_practices_across_employee_groups_within_pro

fessional_services_firms

https://www.wlv.ac.uk/media/wlv/pdf/Secondary-analysis-JRN3815531.pdf