Reward System as a Motivating Tool, Case K-Group Grocery Store
Streng, Riina (2023)
2023
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Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-2023051310527
https://urn.fi/URN:NBN:fi:amk-2023051310527
Tiivistelmä
The objective of this thesis project is to investigate the rewards that are most motivating for grocery store employees. A motivated workforce can provide numerous benefits to an organization, such as increased productivity and profitability. By identifying what motivates their employees, organizations can build a work environment that promotes motivation and engagement.
The theoretical background of the project consists of two sections: employee motivation and reward. This background knowledge helps to conduct qualitative research through structured and semi-structured interviews.
The study found that employees in the organization are generally motivated and enjoy their work, value financial rewards, and have a positive working atmosphere while trusting their employer. However, employees believe they do not receive enough feedback and appreciation from their employer. The company's orientation process was also considered ineffective, and both the employer and employees agreed that skills mapping would be an excellent addition to the orientation process to assist the entire team in becoming more productive. It was also suggested that the orientation process should have a designated employee or team of employees to handle the entire process.
Overall, the organization has created a positive working atmosphere that encourages staff satisfaction and well-being. However, to continue promoting a positive work environment and retaining employees, the organization needs to address the lack of sufficient feedback and an ineffective orientation process.
The theoretical background of the project consists of two sections: employee motivation and reward. This background knowledge helps to conduct qualitative research through structured and semi-structured interviews.
The study found that employees in the organization are generally motivated and enjoy their work, value financial rewards, and have a positive working atmosphere while trusting their employer. However, employees believe they do not receive enough feedback and appreciation from their employer. The company's orientation process was also considered ineffective, and both the employer and employees agreed that skills mapping would be an excellent addition to the orientation process to assist the entire team in becoming more productive. It was also suggested that the orientation process should have a designated employee or team of employees to handle the entire process.
Overall, the organization has created a positive working atmosphere that encourages staff satisfaction and well-being. However, to continue promoting a positive work environment and retaining employees, the organization needs to address the lack of sufficient feedback and an ineffective orientation process.