Employee Motivation : Case: Tosiraju Sub Oy
Saijanen, Ella (2017)
Saijanen, Ella
Kaakkois-Suomen ammattikorkeakoulu
2017
All rights reserved
Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-2017112818633
https://urn.fi/URN:NBN:fi:amk-2017112818633
Tiivistelmä
The purpose of the thesis was to examine what kind of job practices drive employees towards better performance, and to give suggestions how to improve their motivation. Tosiraju Sub Oy is a franchising unit of a company called Subway, which is a fast-food restaurant, operating worldwide. The objective was to find out ways how to improve the motivation of employees at company in question. Motivational theories, such as goal-setting theory and employee engagement were examined in order to find ways to improve the employees’ motivation.
The research was implemented with a qualitative method in order to gain in-depth knowledge about how to motivate employees. All seven employees were interviewed individually, with a semi-structured interview method. Each employee was asked predetermined questions that covered multiple areas of motivation. The interviews were implemented face-to-face, and the results were recorded anonymously to maximize truthfulness in the answers. Additional follow-up questions were asked to clarify the meaning of an answer or to acquire more information about a topic.
The interviews resulted diverse answers, some that didn’t agree with each other. Based on the answers from the interviews, suggestions for the commissioning company were created. Even if only one participant did not agree with the rest of the interviewees, it was noted in the results, and the suggestions were made based on it. The main three suggestions for the company included things such as a continuous rewarding system, regular feedback including both positive and constructive, and also establishing new communication systems for their own purpose. Additional suggestions were to give employees actual lunchbreaks and to find ways how to make the job more challenging and interesting.
The research brought up issues that need to be considered, and it produced practical ideas about how the supervisor at the commissioning company could make an impact on them, and therefore to improve the employees’ motivation.
The research was implemented with a qualitative method in order to gain in-depth knowledge about how to motivate employees. All seven employees were interviewed individually, with a semi-structured interview method. Each employee was asked predetermined questions that covered multiple areas of motivation. The interviews were implemented face-to-face, and the results were recorded anonymously to maximize truthfulness in the answers. Additional follow-up questions were asked to clarify the meaning of an answer or to acquire more information about a topic.
The interviews resulted diverse answers, some that didn’t agree with each other. Based on the answers from the interviews, suggestions for the commissioning company were created. Even if only one participant did not agree with the rest of the interviewees, it was noted in the results, and the suggestions were made based on it. The main three suggestions for the company included things such as a continuous rewarding system, regular feedback including both positive and constructive, and also establishing new communication systems for their own purpose. Additional suggestions were to give employees actual lunchbreaks and to find ways how to make the job more challenging and interesting.
The research brought up issues that need to be considered, and it produced practical ideas about how the supervisor at the commissioning company could make an impact on them, and therefore to improve the employees’ motivation.