Brm Research Methods Essay

2641 words - 11 pages

Contents
2.1 Motivation 2
2.2 Maslow’s Hierarchy of Needs 2
2.3 Drives for Employee Motivation 3
2.4.1 Management Commitment 4
2.4.2 Training and Development 4
2.4.3 Respect and Recognition 4
2.4.4 Role of pay 5
2.4.5 Proposed Replica to Motivate Workers in McDonald 6
Introduction 7
3.1 Qualitative & Quantitative Research Methods 7
3.2 Final selection for the project 7
2.3 Primary data or secondary data 8
2.4 Research Tools 8
2.5 Population Sample 8
2.6 Sampling technique 8
2.7 Advantages of qualitative research methods 9
2.8 interviews 9
2.8.1 Advantages and disadvantages of face to face interviews. 9

Literature Review
2.1 Motivation
By Anne (2010) motivation ...view middle of the document...

Maslow’s theory indicates that people initially need basic needs like food, clothes and shelter, after fulfilling of these needs they go to other needs.

Source: Kamalian & Yaghoubi (2009),
Such as clothes, house and basic groceries etc, usually these types of needs are characteristically accomplished through possessing adequate amount of pay.
Safety: second section from downside of Maslow’s motivational safety needs, it includes job safety and health safety etc, these kinds of needs could be fulfilling trough providing job-security and health-insurances etc. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
2.3 Drives for Employee Motivation
According to Anne (2010) drivers or indicators for motivation is very complex area, motivational factors keep varying in different business sectors according to precise business needs. By Kamalian & Yaghoubi (2009) an important point to keep in mind is that motivational factors for employees in developed countries is different as compare to the motivational factors for employees in developing countries. According to Jaffery (2009) precise society norms and country culture also affects motivational factors for workers. Different studies carried out by different researchers found out almost similar results regarding the motivation indicators, a research work by Jaffery (2009) in UK found out that most of the workers in hospitality service prefer admirations and gratitude from managers to, whereas similar study conducted in India (Chandigarh) by Anne (2010) found out that pay is key motivational factor for the employees working in hospitality sector, though this research was conducted on small number of medium level organizations in hospitality .

Basically this research work is conducted in Pakistan (Lahore) which is a developing country, so most probably motivational factors for employees working on McDonald could be different as compare to motivational indicators in developed countries. According to Kamalian & Yaghoubi (2009) one of the most interesting things is how manager can find out what exactly.
2.4.1 Management Commitment
It is an open secret that a loyal and committed managers in an organization would play a huge role in producing committed workers, demonstration of high level of commitment from managers would force subordinates to perform in same manner in order to prove them a useful part of their company. According to Griffin & Moorhead (2012) unfortunately...

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