Achievement motivation theory balancing precision and utility

1.1 Introduction Motivation is one of the challenges for many businesses because employees’ knowledge contributes to the productivity and success of the business (Jamal and Anwar, 2021). For instance, the success of the business can be challenging to understand without motivated employees; as a result, it can be impossible to build a strong team. Lee and Raschke (2016) highlighted that business performance can only be achieved if employees are motivated regardless of the business's sector. For example, in the banking sector, if employees are not motivated, that can result in job dissatisfaction which can negatively impact the business performance. On this basis, the study aims to understand how intrinsic factors are contributing to employees motivation in the UK banking sector.

1.2 Problem Statement and Rationale Globally, it has been challenging for many businesses to understand the valid frameworks and the importance of employees’ motivation (Todnem, 2005). Despite the rapid increase of theories and models testing complex relationships and hypotheses, not many have captured the entire dynamics of how employees’ motivation contributes to business performance. Therefore, the study aim is to apply the theoretical framework depicted by Herzberg’s Two Factors theories (Yusoff et al., 2013) to understand how intrinsic factors are contributing to the success of Barclays plc non-monetary rewards for its employees through exploratory research that will connect the elements impacting the motivation of employees with the Barclays plc Annual Report 2021 (Barclays plc, 2021). Furthermore, the study also aims to contribute to the current knowledge gap, as well as the employees’ motivation research. Whilst the study only considers one bank as a proxy, the results can be extended to businesses across all sectors of the economy.

1. To investigate the current development of intrinsic motivation factors in the UK banking sector.
2. To assess positive and negative factors that influence the employees' motivation towards non-monetary rewards in line with the Barclays 2021 Annual Report.
3. To connect the theoretical framework depicted by Herzberg’s Two Factors theories with Barclays 2021 Annual Report to further understand its contribution to employees' motivation

CHAPTER 2: LITERATURE REVIEW

2.1 Introduction This chapter aims to represent a literature review that strengthens the employees' motivation, focusing on the non-monetary rewards in the banking sector. Therefore, in the next section, the UK banking sector will be summarised.

CHAPTER 3: RESEARCH METHODOLOGY

3.1 Introduction The purpose of this section is to present the proposed methods to justify the research question, derived from Bryman and Bell (2015).

3.6 Data Collection and Analysis The data collection will take a holistic approach, concentrating on triangulation methods to obtain secondary data through a multi-method approach (qualitative and quantitative). The qualitative data will help to investigate key patterns, themes and ideas around the employees’ motivation, focusing on intrinsic factors such as non-monetary rewards for Barclays, but the outcome will be measured using quantitative because of its descriptive nature (Seawright, 2016). Adding to this, data analysis will involve the conversion of data collected using Microsoft Excel. The qualitative data will be converted into numbers by analysing the pattern, themes and ideas from the secondary data. The literature review captured through journals and internet search will also be connected to the data collected from the Barclays Annual Report.

3.7 Ethical Considerations The study will ensure ethical utilisation of data and confidentiality to avoid any potential impact on Barclays plc. The researcher will also ensure that no confidential data is collected and that secondary data will be based on the available sources and backed up by references.