What are the determinants of employee motivation?

Recent consensus on forecasts associated with sales of general merchandise indicates that the like-for-like sales for products of the researched UK fashion retail have shown reduction and that such a reduction was at xx% in 20xx. This follows a xx.8% fall in overall sales in the previous quarter. We found that fashion retail is also facing problems from its customers and suppliers and therefore, the moral of the employees has been decreasing. In such conditions, the assessment of the monetary and non-monetary rewards used to enhance employee morale should be examined. We argue that monetary rewards can satisfy a wide range of low to high-level needs and this will, in turn, improve employee productivity and performance. However, it still will not guarantee positive returns. These parameters indicate the need to examine other factors which impact employee motivation.

The aim of this research is to identify the impact of employee motivation on organisational performance. The research examined the views of employees on the schemes of reward and other motivational factors in fashion retail store in London. From the study results, it is evident that the employees are more satisfied with monetary rewards rather than non-monetary parameters. Though non-monetary parameters rank high, the monetary parameters are the most vital factors impacting employee motivation. From the interview results, we found that there is a demarcated difference between the HR managers and general managers who recognise the need for pay hikes, bonuses and incentives and finally lesser working hours. The HR of fashion retail concentrate more on better working conditions for employees and the effective engagement of employees. On the other hand, the HR managers want to enhance the skill-sets of employees, working environment and also create an enhancement in managerial support framework.