PGBM73 MBA DISSERTATION MODULE Assessment 1 PROJECT PROPOSAL- 20% of Final Dissertation Module Mark

Candidate Name: Mahabub Alam Howlader Study Centre: University of Sunderland London Campus ....... Enrolment Date: 02/10/2012.. Registration number:129067900 Project Title: Impact of Motivation strategy on the performance of staff of Pizza Hut Hand in Date of Proposal: .................. Project Background: According to Pool (2007) motivation is known to be a predictive variable which influences employee job satisfaction .In 1958 Frank and Dan Carney open the first Pizza Hut in Wichita, Kansas. 1972 1000 restaurants are open throughout the USA. In 1973 Pizza Hut went international with restaurants in Japan, Canada & England. The first UK Pizza Hut opened in Islington, London. 1977 PepsiCo bought Pizza Hut. 1980 Pan Pizza was introduced. 1982 The UK joint venture started between PepsiCo and Whitbread. 1984 Over 50 restaurants so far in the UK. 1986 By now, there were 100 restaurants in the UK and 5000 worldwide. 1987 An average of one restaurant opened each week in the UK. 1988 The UK's First Delivery Unit was opened in Kingsbury, London. 1992 There were 9,000 restaurants in 84 countries. 1993 There were 300 restaurants and delivery stores in the UK. 1994 10,000 Pizza Huts were open for business. 1997 PepsiCo decided to focus on their drinks business. As a result, Tricon Global Restaurants was born, creating the largest restaurant brand in the World. Tricon became the partner company with Whitbread. 1999
1

Pizza Hut had over 400 restaurants, employing 14000 people. 2002 Tricon Global became YUM! Brands Inc. 2006 Whitbread sold their share of the joint venture to Yum! Brands Inc. Pizza Hut UK Ltd was now 100% owned by Yum! 2008 We bought Godfather's Pizza in Ireland with 28 stores. Pizza hut raised over 1500000 for the world food programme . Pizza Hut has newly introduced the Crew Development Programme for their employee motivation. It is based on giving training to the crew members to develop their skills, knowledge and efficiency at work and increase their scope to get promotion. Employees are evaluated based on their performance on different work stations, managers do SOC (Station Observation Checklist) on them and give them feedback about the improvement they need to do. People who pass all the SOCs Pizza Hut restaurant recognises its top performer by selecting an Employee of the Quarter. This also helps and creates an opportunity for the winner to go up the ladder to become area managers. Also Winners have the chance to be selected as the national Employee of the Year. All these factors definitely motivate them towards the work and become a crew trainer and eventually can become a shift running manager. [ Information collected at 10/12/12 from http://www.pizzahut.co.uk/restaurants/ourhistory.aspx]

Literature Review: Introduction: Birkinshaw (2010) gives motivation a new definition as it pertains to businesses and organizations, it is what drives an individual to spend time and energy on a particular task or goal. High levels of motivations are directly connected to high levels of productivity. Increasing productivity is always a major goal of managers in any organization. Birkinshaw (2010) adds that large corporations emerged in the 19th century and changed the way people viewed work. There was a major shift in work dynamics where employees began to be paid for inputs rather than outputs. According to Bjorkloud (2009) Extrinsic motivators have long been thought both theoretically and practically, to affect employee motivation and performance.

The role of motivation at workplace: According to Judge, T. & Robbins S. (2012) the rules of employee incentive programs go a long way towards ensuring employees feel appreciated and worthwhile. This alone can help with employee motivation across the board. The great thing about these programs is they are very individualized. That is tailoring the employees programs to suit the needs and wants of your employees. Deci, E (2008) suggested that Incentive rules increase motivation because they are not only encouraging productive performance but also show employees the company cares when flying off into the sunset or anywhere airline prices was at a reasonable rate. Workplace Motivation Theories According to Reeve (2009) the theories about how motivational processes work transpire through research on motivation and emotion and elude personal insights. In assessing the scientific merit of motivational theories, hypothesis can spawn and put to objective empirical testing. Mayo, Maslow, Alderfer, Herzberg, McClelland, and Vroom have each offered their own perspective on the subject. Each of their theories offers more information that can help to bring answers and a better understanding where there had previously been only unanswered questions. Of the many theories, some have suggested that it is McClelland's that has seemingly received the most support (Stroh, 2008, p.68). Irregardless, each theory has heightened the awareness of those factors that may, to a greater or lesser extent, influence employee motivation at workplace. As Stroh has stated, "There is no such thing as an ideal job; a job is ideal only for the person who is motivated by what the job has to offer" (Stroh, 2008, p.69). With this in mind, many have turned their attention to effectively designing jobs that maximize employee motivation and productivity. According to Kim (2006) research, he stated that Maslow investigated that the bottom three levels are human basic needs, which is satisfied by extrinsic outcome, whereas, the next three levels are satisfied by intrinsic outcomes. Overall, lowest unmet needs has the strongest effect, however, when lower needs are satisfied, next higher needs becomes the primary motivator and self-

actualisation becomes a growth need because people desire more rather than less of it when satisfied. Judge (2012) revised that Herzberg two factor theories are based on two distinctive elements. First, it emphasises that some job aspects or factors lead to satisfaction, but the others can avoid dissatisfaction, yet it may not increase the level of satisfaction. Second, is that satisfaction and dissatisfaction does not exist on a single continuum. Judge argued that hygiene factor, also called extrinsic outcomes affect job dissatisfaction and include wages, working conditions, company policy and administration, relationships with supervisor and peers and security.

Motivation theory applies in Pizza Hut : Based on his experience, the author has seen the presence of Taylors theory in pizza hut restaurants. All their jobs are scientifically developed and they allocate people according to the job and time taking to complete each job. Each job is divided into small parts and employees are provided with the training to perform various tasks. Each job is small but they do carry an important part to complete the overall task. For Example, the production line is designed in such a way that the standard timing for making four chicken fries in a full run production should be 82 seconds including 20 seconds for defrosting meat, 42 seconds for cooking meat and dressing by seasonings, 20 seconds to remove meat and finish making fries. Normally this task is performed by two persons ( Jhon, T,. 2009). According to the further investigation of Jhon (2009) that the scientific job designed helps the individuals to get better by repeating the same task. This might lead to job boredom. So the management has decided to rotate people, give them the opportunity to work in different workstations within the store, make them specialize and rotate again. In this way employees can learn to do different jobs which help them to increase their motivation, reduces job boredom, creates flexibility and give employees challenges at workplace.

Critical Analysis of employee motivation: Motivation is achieved through different factors with different people. It is therefore important that the author has found out these factors for each employee which can be put into action once identified. Those factors may include: 1. Financial incentives 2. Non- financial incentives 3. Job enlargement 4. Job Rotation 5. Job enrichment Everyone is motivated by different things and a majority of these factors are not money orientated: instead they react more effectively to incentives that offer personal recognition and achievement. In which case, the author should determine what motivates individual people and further determine whether a financial or non-financial incentive is the solution (Thomas, K. W.,2008). Aim: The main of this research is to make to improvement of the performance of Pizza Hut employees through motivational strategies. Objectives: In this section the author has chosen three main objectives of this report: 1) Critically evaluate the motivation factor that essential for motivation strategy at pizza hut 2) To identify the motivation strategy of the staff performance of pizza hut . 3) To develop motivation strategy tools for future employee development and performance.

Research approach: Deductive The author will be conduct the elements of both exploratory and descriptive

research, from looking into opinions to gain understanding on situations, to identifying the demographics of users. Approach Method: Quantitative research is about asking people for their opinions in a structured way that enables measurement usually statistically to represent findings. Analysis is much easier and quicker with quantitative than qualitative. The author will be used the most common quantitative method of surveys questionnaires to tackle the research objective( Kim, 2006). Sampling: Convenience will be chosen procedure for undertaking quantitative research facilitated through the questionnaire. As established that the author will be wished to achieve a sample size of 40-50 people, and due to its ease of operation it would be the method that would enable us to conduct the questionnaires most efficiently. Methodology: In this chapter the author has illustrated the different methodological tools to conduct this project. For this the author has studied primary data collection tools and comparative study as well as their justification of choosing. Primary research method: Primary research is information that the author has collected himself. It can be in many different forms including: surveys, interviews, focus groups and observations. The key to primary research is that you design and analyse the research yourself (Grellier & Goerke. 2010. Pg. 29). According to the author research he has chosen quantitative research method specially surveys to participants and later he will be use SPSS analysis for his survey validation. Ethics of Primary research: Ethical issues normally arise when humans are the centre of a research in question. At times it also brings in legal issues as well as political and social issues. The main concern of research ethics is to exclusively analyse issues of ethics raised in research involving human participants (Crandall and Biernat 2007). Three objectives exist when such analysis will be undertaken: 1) protection of the employee participants.

2) the interest of the people must be served by any research that is conducted and 3) examination of the activities of the research whether they attain the ethical soundness for instance risk management, fortification of secrecy as well the process of conversant consent. Data collection method: Surveys: The research design for this study employed a descriptive survey method. The target population of this study included employees. The sample size will be included all 40-50 employees of the target population. As many number of participant will be participated in the survey which the expectation of participants rate will be more than 90%. These 40-50 employees will be taken as a sample from our neighbourhood, relatives, friends etc. From a review of literature, a survey questionnaire will developed to collect data for the study. Data was collected through use of a written questionnaire hand-delivered to participants. Questionnaires will be filled out by participants and returned. Also, a comparison of the results to Maslow's need-hierarchy theory was done which provided some interesting insight into employee motivation.

Justification of Primary data. After lots of comparisons and considerations of primary data collection tools, the author has taken a decision to conduct surveys to the practitioner. To conduct this research the author has able to investigate general overview of the motivation. Data storing and analysis: In conduction of the data validation survey the author will be used SPSS uses open which is standards-based technologies. So the author can rely on his surveys data will be worked smoothly with this software tools. SPSS also has

survey and technology experts available to customize solutions, as needed, to particular requirements. References: Birkinshaw, J,.(2010) Reinventing Management : Smarter Choices for Getting Work Done.Hoboken, NJ, USA: Wiley, 2010. p 172. Retrieved from: http://site.ebrary.com/lib/stthom/Doc?id=10469646&ppg=172 [ Accessed 10/12/2012] Bjorklund, C,. (2009). Work Motivation: Studies of Determinants and Outcomes, Handelshogsk; Stockholm Crandall & M.Biernat (Eds.) (2007), Dialogue: The official newsletter of the Society for Personality Social Psychology.16(2), 17 Deci, E. & Ryan, R. (2008),Intrinsic and Extrinsic Motivations: Classic Definitions and New Directions. Contemporary Educational Psychology 25, 54 67 Grellier, J., & Goerke, V. (2010). Communication Skills Toolkit - unlocking the secrets to tertiary success. ( 2nd ed.). South Melbourne, VIC: Cengage Learning. Judge, T. & Robbins S. (2012) Essentials of Organizational Behavior, Eleventh Edition. Upper Saddle River, NJ Jhon, T,.(2009), Latrell Sprewell + Pizza Hut < Intrinsic Motivation, Published at Goal Post Retrived at 10/12/2012 from http://www.psychologytoday.com/blog/goalposts/200906/latrell-sprewell-pizza-hut-intrinsic-motivation

Kim, D. (2006), Employee Motivation: Just Ask Your Employees, Seoul Journal of Business, Vol.12, no.1, June 2006, pp.29.

Reeve, J. (2009). Understanding motivation and emotion (5th ed.). Available from the University of Phoenix eBook Collection database. Stroh, L.K. (2008) Organizational Behavior: A Management Challenge. Mahwah, NJ: Lawrence Erlbaum Assoc., Inc. Thomas, K. W. (2008). Intrinsic motivation at work: Building energy and commitment. San Francisco: Berrett-Koehler Publishers, Inc.

MBA Dissertation Key Activities (Milestones) Selecting topic Project background Literature review Research method Data collection Time-scale (Plan of action) 05/11/1212/11/12 13/11/1228/11/12 29/11/1225/12/12 26/12/1225/01/13 26/01/1325/02/13 26/02/1305/03/13 06/03/1312/03/13 13/03/1315/03/13 Resources required (Equipment, software, personnel etc) Use journals and books Using company website Use office tools, journals, book, websites Use questionnaires and visiting survey area and participants SPSS software, excel tools for graphical and chart representation

Data Analysis and findings

Recommendation Conclusion Bibliography and references, Appendix set

Use authentic recent journals, websites and books

10

First Line Supervisors confirmation that the project has been discussed at a supervisory meeting and inclusion of any comment: Name .......................date of meeting........................ Comments

11

FEEDBACK SHEET Feedback on Project Proposal: Quality of the Strategic Project overview and objectives (50%)

Literature review synopsis and methodological synopsis (50%)

FINAL MARK:

/ 100 marks

12

Any actions to be discussed with Local Tutor:

13