Impact of Training on Motivation of Employees Performance at Pizza Hut

Abstract:
Employees are the bases for running any organization. Efficiency of employees and the way they
handle customers has a great impact on any organizations image and it helps to create word of
mouth to attract other customers to enjoy the products for happy satisfactory appetite. To
increase employee performance the Pizza Hut is using different motivational factors through
training. In order to check the Employee performance, it is tested with other variables and results
are gathered. The result shows that the motivation is one of the important factors to increase the
employee performance in any organization. The increase in motivation level in any organization
results in decrease in employee turnover rate.

ACKNOWLEDGEMENT

First and the foremost thing is that we thank Almighty Allah for helping us write this research
proposal. We are thankful to Mr Zain Akbar for helping us in getting the required data of Pizza
Hut for our research proposal. We are thankful to our course instructor Mr Zeeshan Hanif for
giving us this opportunity of research so that we can implement those methods which he taught
us. And also helping is when we were in need of help and guidance.

Chapter 1
1.1 Introduction
Pizza hut, the American franchise started by two brothers Frank and Dan. Now Pizza hut is
established in almost 85 countries worldwide. Their basic mission is to provide fast track
services of innovative flavors and crust Pizzas. They are providing the pizza in different regions
according to the respective cultures and tastes. Pizza hut came into existence in Pakistan in 1993,
first branch was opened in the capital of Pakistan i.e Islamabad.
Pizza hut is hiring and training its employees according to their work environment. The rules and
regulations set by the Pakistani management is almost following 70% of its rules made globally.
The employees being the main assets of any company, the motivation plays a vital role in any
organizations either success or failure .Motivation is a way of getting the work done by people.
The more the people are motivated, the better their performance will be. Motivation also defined
as the procedures/methods of getting the workload by the employees working in a particular
environment .the most important part is thinking about the ways of increasing motivation in
employees. The success of any organization depends upon the high motivation of employees
.Motivation is a base of enforcing an employee to get the work done efficiently and effectively.
There are many ways of motivation like giving incentives. Holiday package, bonus. Double of
salary etc. different employees have different personalities and different mindset so for one
person bonus might be a better motivation, for the other commission might be a good motivation.
It varies person to person.

1.2 Background of the study

This research is carried out to find out the impact of training on motivation. Over here we are
going to discuss the different types of impacts on motivation. We will calculate the ways that
how employees stay happy in any organization. Training is one of the major rights the employee
needs to get. The employer in every organization needs to give proper training to the employees
so that they should know everything about the company and their work style. Motivation is very
important issue in order to retain the employee in any organization for a long time and that can
only be happen only when the employee have 100% motivation through proper training and
he/she is gaining proper experience in that particular field. If the employees did not get the
proper training that will lead of low interest and low motivation to work in a particular field and
indirectly there will be high turnover, which is not even a good thing for an organization. It
increases the recruitment and training cost for organization. Few things are positive or negative
for motivation. Managers in any organization should create the environment which is healthy for
both employee and employer. Employee motivation is a major factor in the success or the failure
of any organization (Ira Blank 2008). Proper training leads to employee working for long in an
organization. it is the basic thing that guides the person about the organization . as we all say that
first impression is the last impression so if the employee will get a positive response about a
particular company in his mind so that will lead for working good and the negative response
leads to low motivation and increase turnover. There must be Different strategies that can be
implemented by the organizations so that there should be proper hiring of employees because
there must be a right person for the right job and on the right time. The monetary terms
motivation is a good thing now a days. There should be employee labor organizations in the
company so that in case of any issues it will do the settlement and resolving of all the issues.

1.2 Rationale of the Research

The basic motto of doing this research is to identify the reasons / ways that what is the impact of
training on motivation. Good training is the result of doing the work more efficiently which
indirectly increase loyalty and motivation of the employee working for an organization. We will
identify the ways to increase motivation of the employees by giving them proper training about a
particular task they are going to work for.
The success of any organization depends upon the best way of providing training to the
employees so that they should work the way the employer want them to work. The better way the
employees will work, the more incentives they will get, so it is providing benefits according to
the work done by the employees. Low motivation in any organization leads to high employee
turnover. As Pizza hut is a fast food chain which is in the market from a long time. The very big
issue in pizza hut is low motivation due to no proper training to them. There is low turnover only
because of multinational chain. Although pizza hut is providing good pay scale to employees but
they are not providing extra benefits which is having a bad impact on the workload and
efficiency of employees. They spend less money on the training because they think that the
employees are not going to stick with them for a long time which gives a very big impact on the
overall work environment of an organization. They even hire internees by that the company
thinks that they are saving the money but instead of that they are having huge losses because of
less experienced people.
1.3 Problem statement
Impact of training on motivation will lead to employee retention.

1.4 Objectives of the Research

There is always a reason of doing a research and the objective of doing this research is:

To identify the impact of training on motivation

To find out the ways of increasing motivation in all the employees

Solutions to overcome low motivation by providing good training to the employees

1.5 Significance of the Research

The data in research is both primary and secondary. Whenever we do any research we wil first do
the secondary research that how many people have already done research on this particular topic
after that we will do the primary research. The organization need to focus to provide good
incentives to employees so that if they find any other opportunity, they will not accept that option
and will stick to the same company.
Chapter 2
2.1 Literature Review
Its convenient to grab someone to the tube but one cannot force him to drink. The person will
drink water only when he is thirsty similar is the case of the employees. Employees perform
according to their wish but their performances can be improvised if they are motivated. However
the number of people born with motivational drive in them is limited, if someone lacks this drive
even then they can be motivated as motivation is basically a skill which can be learned or taught.
Motivation is defined as the attitude that moves us to do or not to do something by Gredler,
Broussard and garrison (2004).

Moreover, Creech(1995) motivation is defined by psychologist as a stimulation which causes

the creation of aroused sustained and directed behavior which encourages individuals to work
and perform towards achievement of goals. This explains how motivation increases the quality
and quantity of work to lead to its completion. According to Kreitner(1995) motivation is the
psychological process which results as a purposeful behavior. Additionally motivation is a
tendency to behave in an appropriate manner to attain specific needs (Buford Bedian and
Lindner, 1995).Many lay person describe motivation as a degree to which a person is driven
hard to perform well at a particular project. Motivation is also said to be the good to action.
Social scientist suggest that motivation causes arousal, direction and persistence of behavior
psychologically (Atkiuson, 1964; Campbell Dunnette, Lawler, and Weich 1970, Huse and
Bowditch, 1977 Kast and Rosenzweig1979 Korman, 1974; Luthans, 1977)
Our major concern is of motivational factors in business; hence we will proceed further by
discussing the manner in which motivation is a major element for any organization and its effects
on employee performance. The theory of Frederick Winslow Taylor (1856-1917) states that
employees can be increased by an increase in their salary. According to him workers get bore by
working so they need supervision and control, hence managers perform more effectively by
breaking big tasks into smaller ones. Employees should be efficiently trained and should be paid
according to the piece rate pay.
Taylors idea was accepted mainly as repetitive tasks made employees bore, lazy and
irresponsible.

Employee motivation and performance are deeply rooted in the research of Maslow, Taylor and
Herzberg mainly. Conceptually motivation and performance are constructs within the larger
organizational behavior model. Employee motivation is closely linked to employee performance
as employees are the basic part of every business as good performance of an employee increases
business outputs whereas bad performance reduces business output. Managers can alter
employee performance by using a few essential elements like reinforcement to create a sense of
responsibility and organizational commitment.
According to Stipek(1996) early approaches to motivation were rooted in literature on extrinsic
reinforcement. All behavior including achievement was believed to be governed by
reinforcement contingencies positive reinforcement or rewards increase the probability of a
given behavior they are made contingent upon while negative reinforcements result in an
increase in the probability of a given behavior by the removal of some negative external
stimulus. Punishment refers to unpleasant consequences. Mangers must use good and clear
motivational techniques to increase employee performance. Stipek (1996) explains the

limitations of extrinsic reinforcement lead to the development of new approaches to motivate

people including cognitive behavior motivation (CBM). It recognizes the effects of reward
contingencies are mediated by cognitive variables like verbal ability. CBM changes overt
behavior by manipulating cognitive process due to which employees take responsibility of their
own performance by monitoring their behavior, setting goals, deploying meta-cognitive
strategies and administering their own rewards. Failure leads to the feeling of guilt, shame and
humiliation resulted from low ability (Kobus, Maxwell Prono, page 35).
The impact of motivation on employee performance is specifically beneficial for Pakistani
organizations as employees and managers of these organizations should be aware of this
knowledge. Firstly it improvises employee performance and the way in which an organization
works, is benefited by this research. Different variables are considered in this study which
ultimately helps to increase employee performances by motivation and helps the industrial
market to know the tactics. The implication of different theories and results would also be
gathered.
Training the employee plays an important role an important role in the success of an organization
like Pizza hut. There are many purposes of training employees in Pizza hut. Following are some
of them:
1) Staff member to acquire new knowledge and skills necessary for employment.
2) To maintain a professional level staff.
3) Training of staff in scenarios of replacement of colleagues during vacations, illness,
dismissal, etcs.
4) Prepare them for career advancements.
5) To familiarize staff with the standards of company, strategic development, technology
operations.
6) To maintain positive attitude towards work

Chapter 3
3.1 Theoretical Framework
There are two types of variables, dependant and independent variables. Dependant variables,
depend upon independent variables, the ones on which research is based like monetary and nonmonetary benefits, workplace environment, organizational commitment, employee interest and
age.
Monetary benefits include incentives, wages and other gifts. These ultimately increase employee
performance according to a number of researches. On the other hand, non-monetary benefits
motivate every employee differently. These are mainly the benefits employees receive from their
organization. Mainly, six independent variables which greatly affect employee performances for
example friendly workplace environment increases employee performance. The research on a
multinational company PIZZA HUT shows that organization commitment is another
independent variable which explains an employees attachment to an organization. Furthermore,
previous researches show that the elder employees who have spent many years within an
organization are more loyal and more motivated towards their tasks. On the flipside young
employees have different opportunities; hence they are not much motivated towards a specific
task. Employee interest is another factor which motivates individuals to perform better. For
example, a number of employees while young are interested in gaining experience by working
with multinational companies which is beneficial for them in both short and long term.
Additionally, the pay of such jobs gives leverage to a number of employees as it is sufficient for
them to meet their utilities and expenditures, hence this research would also put forwards
questions like Do monetary benefits have negative or positive impact on employee performance?

Do non- monetary benefits have positive or negative impact on employee performance? What are
the effects of organizational commitment and workplace environment? How your age, interest
and motivation influence employee performance?
Chapter 4: Research Design and Methodology
4.1 Research Design
We are doing primary research to check the impact of motivation in any organization. So the
motivation in pizza hut can be checked by doing research by questionnaire, interviews etc.

4.2 Population and Sample Size

Population is the people we can think of doing survey and out of it we select some particular
group of people which is called sample. Sample is the particular group of people on which we
are going to doing research. There is not any way to guides us a sample for a particular research.
It can be 30, 40, 100, 200, and 300. It depends upon the size of research you want to do. After
filling out the survey questions from the particular sample we will the results by using SPSS
software.
4.3 The sampling design
The sample design guides us the people from whom we are getting the survey done. We are
going to ask the questions from all the employees of pizza butt either lower management or
higher management. We will float questionnaires among the sample which we have chosen
which are all the employees of pizza hut. We are using likert scale to collect data. The data
collected in this scenario will be objective because it is in numerical form.

4.4 Method for Data Collection

The method guides us whether the data is subjective or objective. We are making questionnaire
in order to gather the data. We will choose both primary and secondary data. The data already
gathered can be the first option. The 2nd option will be the new data which has no existence so
far. The data collection from secondary data will be from internet while primary data will be in
the form of questionnaire, interviewed sessions etc.

Primary Data
We will distribute questionnaire within the organization of pizza hut. We will use different
method like likert scale. The respondent will respond to the questions.
Secondary data
This type of research is purely subjective based on the previous knowledge and skills of people.
After looking at the theories said by different researchers about motivation factor of employees
Research Hypothesis:
Based on the literature review, variables were discussed that were then used to transform it into
hypothesis which is mentioned as under for the further prove of the effectiveness of the research.
Monetary benefits are basic sources of motivation? Non-Monetary benefits are the basic source
of motivation? Training is the source basic of motivational? Interested in job automatically

motivates employee? Long relation with company motivates employees? Motivation is the main
factor for the better employee performance.
Estimation, Analysis & Conclusion
Particulars
Printing
Travelling
Refreshments
Total

Amount (Rs.)
5,000
8,000
5,000
18,000

Findings:
Multiple Regression Employee Performance
Dependent variable: Employee Performance
Independent Variables:

Monetary Benefits
Non-Monetary Benefits
Employee Interest
Duration of work in organization
Monetary or Non-Monetary Benefits

We will perform variance analysis to check the relation between employee performance and
independent variables.
Then we will be using ANOVA for variables to find out how much the model could be
simplified, especially when you are fitting a polynomial.
Then the confidence of interval and correlation for coefficient will be estimated.

Regression will be calculated to check the employee performance.

Conclusion
After identification of the of dependant and independent variables the above mentioned
processes will be done so that the required results can be combined and on the basis of those
calculations the analysis will be given and that analysis will help us check what were the
things that impacted employee to give us or our company the required output.

Bibliography:

Blank, I. (n.d.). Selecting Employees Based on Emotional.

Castilla, E. J. (2010). The Paradox of meritocracy in organization.
EDERER, F. (n.d.). Feedback and Motivation in Dynamic.
Stone, D. N. (2010). Why Are Financial Incentive Effects.
SWITANEK, N. J. (2001). THE COSTS OF IMPROVEMENT AND REWARDS OF
DECLINE: HOW CHANGES.
Willner, J. (2009). The impact of budget cuts and incentive wages on academic work.
( 2011 , 1) .Employee Training And Development Procedure And Its Effectiveness At Pizza Hut Uk
Researchomatic .Retrieved 1 , 2011, from http://www.researchomatic.com/Employee-Training-AndDevelopment-Procedure-And-Its-Effectiveness-At-Pizza-Hut-Uk-59609.htm

Name: _________________ (Optional)

Faculty of Management Studies, Lahore

1 Khayaban-e-Jinnah Road, M.A Johar Town, Lahore. Phone: +92-42-5880007 Fax: +92-425880007
Respected Sir/Madam,
We are MBA students in University of Central Punjab and working on our Business
Research Project. The main objective of our project is to research how training can motivate an
employee on the job.
Your precious time and valuable participation will be a great contribution towards the
noble cause of knowledge creation. We ensure you that any information obtained in connection

with this study, will remain highly confidential. In any written report or publication, no one will
be identified and only aggregate data will be presented.

1. Your company offers any sort of training to employees?

YES
NO
2. That training was affective for your job?
YES
NO
3. Your training motivated you to work for your company?
YES
NO
4. Your company has defined job descriptions for every employee?
YES
NO
5.

On what sort of job description you are working at the moment?

a) Manager
d) Cashiers

b) Rider
Specify if any other:

c) Waiter

6. What sort of pay structure you are working on?

1. Per Day

2) Per Month

4) Per delivery

3) Per order

5) Specify if any other:

7. Monetary benefits are yet again a motivational factor for the employees. Please rate the
following on the basis of the given scale:
STONGLY
AGREE

AGREE

SOMEWHAT
AGREE

DISAGREE

TOTALLY
DISAGREE

o
o
o
o

Salary increments motivate a hard working employee.

___________
Financial incentives motivates more than non-financial incentives.
___________
Most important goal as an employee is having financial security.
___________
Praise and commendation is more important than the financial benefits.
__________
o As an employee, I place more value on personal development and selfactualization than on the financial security.

8. Are medical benefits provided in the organization to employees of your rank?

YES
NO
9. Do you believe relationship in the informal workgroup is important?
o Strongly agree
o Agree
o Neutral
o Disagree
o Strongly disagree
10. Motivation is the main factor for performance appraisal. Please rank the level of
agreement below:
STONGLY
AGREE

AGREE

SOMEWHAT
AGREE

DISAGREE

TOTALLY
DISAGREE

11. Work load and Stress for employees, Please rank the level of agreement below:
STONGLY
SOMEWHAT
TOTALLY
AGREE
DISAGREE
AGREE
AGREE
DISAGREE

o This job adds significant pressure and anxiety to my life

o The job demands to much physical, emotional and mental effort
o I regularly think about the work issues when I get home
12. Please indicate your extent of agreement using above mention five point scales.
Completely Disagree

Disagree

Neutral

Agree

Completely Agree

Factors

Grading

Monetary Benefits
Non- Monetary Benefits
Employee Interest
Organization/Management Style
Employee Recognition
Organizational commitment
Working Hours
Team Spirit

13. How long have you worked for Pizza Hut?

Less than one year.........................................
One year to less than two years......................
Two years to less than five years...................
Five years to less than ten years.....................
Ten years or more...........................................
14. Please rank the level of medical benefits provided:
Good

Excellent

Very effective

Average

Poor