Employees’ Motivation of Giant Hypermarket Kota Padawan

Executive Summary This report is to analyse the organisation rewards and employees' motivation of Giant Hypermarket Kota Padawan. Giant Hypermarket is a major supermarket and retailer chain in Malaysia. It is a subsidiary of Dairy Farm International Holdings (DFI) and is headquarter in Shah Alam Selangor. In this paper the main focus is on the Hypermarket rewards and employees’ motivation, it is to find out if the employees are satisfy or dissatisfy with the rewards given and to know if the employees feel motivated to work at Giant Hypermarket Kota Padawan from the data collected. The author uses primary data to collect her information regarding the employees’ rewards and motivation. She interviewed the management team, the workers, observe and distribute questionnaire to the Giant Hypermarket’s employees. ( i ) Table of Content 1.0 Introduction The purpose of this report is to analyse the motivation and rewards of Giant Hypermarket Kota Padawan’s Employee. Giant Hypermarket, which is owned by Giant Capital Holdings (GCH), is one of the largest hypermarkets in Malaysia. It was founded in 1944 by the Teng family in Kuala Lumpur. It’s headquarter is based at Shah Alam, Selagor, meanwhile Sabah-Sarawak-Brunei Regional headquarter is located in Kolombong Outlet, Kota Kinabalu. The key people to the success of Giant Hypermarket are the Teng Family themselves, and CEO Dato’ John Coyle. Giant Hypermarket Kota Padawan currently has around 130 employees. Some of employee benefits that Giant’s employee receives from working in Giant are employee insurance, where they can claim straight from their management if there is any accident happens and a 10% discount when purchasing within group for example, purchasing from Giant Hypermarket itself, Guardian Pharmacy and Cold Storage. Giant Hypermarket Kota Padawan start it’s operating on 25 October 2011. Giant Hypermarket natural of business is the retail industry. Retail business industry is the sale of goods to end users. The items sales in Giant range from household products, grocery, bakery, electrical appliance and clothing. Its main competitors are Boulevard Hypermarket, Unaco, H&L Supermarket and Everise Supermarket. Giant’s mission was always been to offer a wide variety of products at the lowest possible price. Their slogan which says “Everyday Low Prices, big Variety and Great Value” communicates the company’s mission to the public. Usually the stock were sent to the Miri branch before it being distribute to the other 3 outlets in Sibu, Kota Padawan and Tabuan Jaya. (Gross profit) 2.0 Research Methods There are many types of methodology can be used in this research, there are primary data, for example survey, interview, and there is also the secondary data, where the data are collected from a book, journal or the internet. The author decided to use 4 methods to conduct her research. The method she used are: Primary data: Sampling- This research sample target is those who works in Giant Hypermarket Kota Padawan. The author chose sampling as her method to conduct the research because sampling can save time and cost. Interview- The author went to the company to interview the management department to get the information she needed. She chose interview because they are useful to obtain detailed information about personal feelings, perceptions and opinions, and the interviewer may allow more detailed questions to be asked. Questionnaire- In this Survey, distribution of questionnaire is the most suitable method to use to gather the information that she needed for her assignment. This is because when data has been quantified, it can be used to compare and contrast other research and may be used to measure change. The questionnaire consists of 3 sections. The first section is the employee profile, second section is about the motivation and the last section is about the rewards. (Please refer to appendix for questionnaire) Secondary data:Internet- Giant Hypermarket Kota Padawan could not give the author the annual report of the company because they had to ask for the headquarters to approve it. It is highly confidential information. So the author went to the internet to search for the financial report on Giant. The contact person the author met for the interview is the Human Resources Department Manager Miss Ivy Bong. She is a friendly person and helpful because the moment when the author send in her letter to ask for the permission to conduct the research Miss Ivy immediately allow her to conduct the research. She helped the author to photocopy the questionnaires for the author and distribute the questionnaire to her employees. She tried her very best to answer the questions asked by author. However when the author asked if she can access for the company financial report, she politely told the author that she could not give the financial to the author because she had to ask through the headquarter manager and it may consume more time. However she did tell the author to check through the Dairy Farm International Holdings Company’s financial report because Giant is one of the company subsidiaries. 3.0 Results

SECTION A: EMPLOYEE PROFILE	FREQUENCY	PERCENTAGE (%)
Gender	Male	7	35
Female	13	65
TOTAL	20	100
Age (years old)	18-29		13	65
30-39		6	30
40-49		1	5
50-59		0	0
TOTAL	20	100
Marital status	Single		15	75
Married		5	25
TOTAL	20	100
Level of education	Below secondary school	0	0
Secondary school		15	75
Certificates/Foundation		0	0
Diploma		3	15
Bachelor Degree		2	10
Master Degree		0	0
TOTAL	20	100
Work position	Managerial		2	10
Clerical		1	5
Supervisory		5	25
Sales Assistant		10	50
Cashier		0	0
Others: Security		2	10
TOTAL	20	100
Length of service in the company	Less than 1 year		4	20
1-5 years		16	80
5-10 years		0	0
More than 10 years	0	0
TOTAL	20	100

SECTION B: MOTIVATION	FREQUENCY	PERCENTAGE (%)
Current job	Least satisfied	0	0
Less satisfied	5	25
Satisfied	10	50
Very satisfied	5	25
Most satisfied	0	0
TOTAL	20	100
Achievement	Least satisfied	0	0
Less satisfied	2	10
Satisfied	15	75
Very satisfied	3	15
Most satisfied	0	0
TOTAL	20	100
Nature of work	Least satisfied	0	0
Less satisfied	5	25
Satisfied	13	65
Very satisfied	2	10
Most satisfied
TOTAL	20	100
Personal growth	Least satisfied	0	0
Less satisfied	8	40
Satisfied	10	50
Very satisfied	2	10
Most satisfied	0	0
TOTAL	20	100
Pay	Least satisfied	0	0
Less satisfied	12	60
Satisfied	5	25
Very satisfied	3	15
Most satisfied	0	0
TOTAL	20	100
Fringe benefits	Least satisfied	0	0
Less satisfied	2	10
Satisfied	12	60
Very satisfied	4	20
Most satisfied	2	10
TOTAL	20	100
Interpersonal relation with colleagues	Least satisfied	0	0
Less satisfied	0	0
Satisfied	13	65
Very satisfied	7	35
Most satisfied	0	0
TOTAL	20	100
Interpersonal relation with supervisors	Least satisfied	1	5
Less satisfied	1	5
Satisfied	18	90
Very satisfied	0	0
Most satisfied	0	0
TOTAL	20	100
Working condition	Least satisfied	1	5
Less satisfied	2	10
Satisfied	15	75
Very satisfied	2	10
Most satisfied	0	0
TOTAL	20	100

SECTION C: REWARDS	FREQUENCY	PERCENTAGE (%)
Salary raises	Not important	0	0
Important	14	70
Most important	6	30
TOTAL	20	100
Bonuses	Not important	0	0
	Important	15	75
	Most important	5	25
TOTAL	20	100
Medical benefits	Not important	0	0
Important	13	65
Most important	7	35
TOTAL	20	100
Paid vacation	Not important	0	0
Important	2	10
Most important	18	90
TOTAL	20	100
Promotion	Not important	4	20
Important	11	55
Most important	5	25
TOTAL	20	100
Extra leave/ day off	Not important	12	60
Important	4	20
Most important	4	20
TOTAL	20	100
Recognition	Not important	7	35
Important	8	40
Most important	5	25
TOTAL	20	100
Public praise of appreciation	Not important	5	25
Important	13	65
Most important	2	10
TOTAL	20	100
Career growth and self- development	Not important	1	5
Important	18	90
Most important	1	5
TOTAL	20	100
Awards certificates	Not important	0	0
Important	14	70
Most important	6	30
TOTAL	20	100
Training	Not important	4	20
Important	14	60
Most important	2	10
TOTAL	20	100
Meal subsidy	Not important	15	75
Important	5	25
Most important	0	0
TOTAL	20	100

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