Relationship Between Employees’ Salary and Performance of The Organisation

Executive Summary of Adidas Group Case Study 

This study evaluates the relationship between employees’ salary and the performance of an organisation. The researcher selects the Adidas Group to study this relationship through the use of an independent variable of wages and salaries and a dependent variable of net sales. The study focuses on secondary quantitative methodology using annual reports of the company from 2010-1019 for data collection. For data analysis, the study uses statistical analyses, combining descriptive and inferential statistics. Using Microsoft Excel as a tool to undertake the analyses, the study determines a positive correlation between the variables. Moreover, the analyses also present a statistically significant relationship between wages and salaries and net sales. This indicates a positive relationship between employees’ salary and organisational performance. The review of the literature identifies useful findings where other researchers identify a positive relationship between the salaries of the employees and performance. However, the literature indicates that salary is not the only factor influencing employee and organisational performance as other factors like recognition and rewards/incentives which are provided to employees might also influence performance. The study recommends the use of other variables to further test the relationship to generate richer and more generalisable findings. The study’s limitations include the limited considerations for the variables to study performance; limited literature to support findings; and use of data for limited period.

Table of Contents

Introduction.

1.1. Background and Problem Statement

1.2. Aim and Research Question.

1.2.1. Research Aim..

1.2.2. Research Question.

1.3. Report Structure.

Critical Literature Review..

2.1. The role of salary in employees’ performance.

2.2. Relationship between employees’ performance and organisational performance.

2.3. Influence of salary on the organisational performance.

Methodology.

3.1. Data Collection and Sources.

3.2. Data analysis.

3.2.1. Sample and sampling approach.

3.2.2. Analysis design.

Findings and Analysis.

4.1. Descriptive Statistics.

4.2. Inferential Statistics.

Discussion.

5.1. Analysis of Descriptive Statistics Findings.

5.2. Analysis of Inferential Statistics Findings.

Conclusion.

6.1. Recommendations.

6.2. Limitations.

References.

Introduction to Adidas Group Case Study 

Background and Problem Statement

Organisations have started to gain an understanding of the crucial role played by the employees in the fulfilment of the business goals and objectives. Various studies have been conducted to evaluate their importance in the organisation. In one such study conducted in 2019, Rodrigues da Costa and Loureiro (2019) provided that the organisations must ensure the happiness of their workforce to facilitate better organisational success. Another study done in 2014 discussed the importance of the employees in the organisation by highlighting the direct links between the performance of the organisation and performance of the workforce (Siddiqui, 2014). The author described that the employees are the true asset to any organisation and, therefore, should be managed effectively to circumvent any potential loss to the organisation which might occur as a result of doing otherwise. Focusing on the same issue, Osborne and Hammoud (2017) presented that disengaged employees, in the organisation, can directly or indirectly incur additional costs to the company, thereby highlighting the need of employee engagement.

The literature offers various strategies in Human Resource Management (HRM) which can help in improving the engagement of employees and thus help in achieving organisational goals and growth (Agyare et al., 2016). These include rewards, empowering employees, recognition, better connection, competitive remuneration and so on (Walker, 2016). Of the different employee engagement strategies, remuneration (or wages and salaries) of the employees have been described as a highly motivating factor for the employees (Sule, Amuni, Obasan & Banjo, 2015). This could only be argued to be true as inadequate compensation has been provided to influence the motivation and engagement of the employees in the organisation. Although different studies identify that employees’ salary affects employees’ motivation and engagement in the organisation, which would influence their performance, limited studies assess the impact it could have on the performance of the organisation (Sule et al., 2015; Gunawan & Amalia, 2015).

The researcher of this study aspires to become a future management professional. In the future organisational role, the researcher should know if salaries can influence organisational performance. This will enable the researcher to make informed management-related decisions to ensure high organisational growth and profits. Therefore, the researcher aims to conduct a study which explores the relationship between employees’ salary and the organisational performance.

Aim and Research Question

Research Aim

This research aims to investigate the relationship between employees’ salary and the performance of the organisation. Here, Adidas Group has been selected to aid in the research where company data will be utilised to inform the research question. The variables which will be studied to assess the relationship include ‘Wages and salaries’ for employees’ salaries and ‘Net sales’ for organisational performances

Research Question

  • What is the relationship between the wages and salaries of the employees and net sales of the organisation?

Report Structure

The report begins with the ‘Introduction’ which provides the background and justification of the research along with the research aim and research questions for this study. After this, the ‘Critical Literature Review’ offers a deeper understanding of the topic using different journal articles. Following up is the ‘Methodology’ section which offers the methods utilised for the collection and analyses of the data. Afterwards, the section of findings which offers the results which have been discussed in a separate ‘Discussion’ section. The last section before ‘References’ is ‘Conclusion’ which concludes the study, offers recommendations and identifies limitations of the study.

Critical Literature Review of Adidas Group Case Study 

The Role of Salary in Employees’ Performance

A 2016 study evaluated the pay-for-performance concept’s impact on the future performance of the employees. Focusing on pays based on merit and bonus which were done to recognize past performance had a key role in influencing employees’ future performance (Nyberg, Pieper & Trevor, 2016). Another study used quantitative surveys to assess the impact that salary has on the performance of the employees. The authors could only determine that salary had a positive impact on the employees’ performance. However, this impact was insignificant. The insignificant impact on salary on employees’ performance demands more insights on salary’s role in influencing employees to perform better. A recent study in 2019 provided that work motivation and rewards are critical for an organisation as they help to direct the employees towards organisational goals. The researchers, through survey data and corresponding analysis, concluded that rewards have a positive and significant impact on the performance of the employees (Asaari, Desa & Subramaniam, 2019).

However, the indicators used for assessing rewards included ‘salary’, ‘promotion’ and ‘recognition’. This is conclusive of findings of another study which provided that salary, albeit important, is not the sole factor influencing the performance of the employee and only acts as a motivation for boosting performance (Fatima, 2017; Lee et al., 2017). Moreover, employees can receive rewards and incentives as well to increase motivation. This indicates that there are other factors to be considered when evaluating the performance of the employees.

Relationship Between Employees’ Performance and Organisational Performance

Salaries of the employees play an important role in ensuring sustainable living conditions. A 2016 study identified that ‘employee performance’ is one of the key determinants of the performance of a company which directly and/or indirectly contributed towards organisational performance (Almatrooshi, Singh & Farouk, 2016). The same was highlighted in their proposed framework which was developed using existing literature. Another study recognised that some organisations perform better than others as a result of better employee performance management (Pradhan & Jena, 2016). However, the researchers also highlighted the limited understanding of the concept to the presence of limited studies emerging from difficulty to measure ‘performance’. In a different study, the researchers presented that organisational performance is influenced by the structure of the organisation, which defines the flow of information, rules, responsibilities and roles in an organisation (Nene & Pillay, 2019).

Moreover, another researcher presented that organisational culture has a crucial role in influencing employee performance (Narayana, 2017). This reinforces the concept which provides that organisational performance is related to employees’ performance. In this, the researcher presented that the organisational culture informs the performance through the provision of useful resources and effective environment which boosts their performance. Moreover, studies present that the satisfaction and attitude are important factors which enable an employee to ensure high engagement in the organisation which has been linked directly to the organisational performance (Narayana, 2017; Bakotić, 2016; Kaliannan & Adjovu, 2015).

Influence of Salary on The Organisational Performance

A study was done to identify the relationship between compensation and organisation performance used data from chemical firms in India. Regression analysis of the data helped the researcher identify a significant and positive relationship between compensation and organisational performance (Bahl, 2015). The indicator used for analysing company performance was ‘total assets’. Another study in 2016 evaluated a similar relationship in Indian firms. The researchers in this study revealed that the relationship between the performance of employees and the pay (or compensation) is influenced by the size of the firm and the type of ownership (Raithatha & Komera, 2016). Moreover, studies show that remuneration influence attitudes which consequently can influence performance (Alwaki, 2018).

In another study, the researchers found that providing SPIs (specialized personal incentives) for achieving performance goals could help boost sales performances in future work (Patil & Syam, 2018). However, the authors argued that a similar concept might not be applicable for all the people in a firm due to the difference in the willingness to perform. Furthermore, another study was conducted to test the development of a compensation strategy for enhancing sales performance in organisations. It was determined that the designing of a compensation strategy is met with various challenges (Madhani, 2015). This is because the practices and policies can differ widely in different organisations. Moreover, developing such plans are also challenging because of the complex relationship between pay and performance as there are different internal (such as product, marketing, leadership, resources and so on) and external factors (such as competitors, economy, politics, customers and so on) influencing the sales performance of organisations as well as the performance of the employees (Madhani, 2015; Talukder & Jan, 2017).

Following are the null and alternate hypotheses that have been tested in the study:

H0: There is no relationship between wages and salaries and net sales of the organisation.

H1: There exists a relationship between wages and salaries and net sales of the organisation.

Methodology of Adidas Group Case Study 

This study aimed to evaluate the relationship between employees’ salary and the performance of an organisation. To assess this relationship, a quantitative approach has been utilised by the researcher. A quantitative methodology was suitable for this study because the researcher aimed to assess the relationship between theoretical perspectives and the application of the practice (Boeren, 2017). Moreover, the use of statistical data was helpful as it consumed less time and resources in data collection and analysis. Additionally, the quantitative methodology is useful for generating ‘generalisable’ findings which would help the researcher to inform future practices (Daniel, 2016).

Moreover, a secondary approach was selected for data collection. This approach was useful and appropriate for the researcher as it consumes less time and resources because the data here pre-exists and has been collated already by the primary researchers (Johnston, 2014).

Data Collection and Sources

The company of choice for this study was selected to be Adidas Group as the organisation has a global presence with useful information considering the nature of this study. Secondary quantitative data was collected from the publicly available annual reports of the organisation for ten years between 2010 and 2019. The data collected from the annual reports focused on the independent variable of ‘Wages and salaries’ and the dependent variable of ‘Net sales’. First, the annual report of 2019 was accessed online through <https://report.adidas-group.com/2019/en/servicepages/downloads/files/adidas_annual_report_2019.pdf>, then ‘find’ feature on the website was used to identify the relevant data about the variable ‘Wages and salaries’.

The same feature was then used to find information on ‘Net sales’. The same approach was used for collecting data until data for ten years was collected. A data table has been provided in the appendix (Table 3) with relevant data for the two variables, pages from which the data was collected, and access links for the sources.

Data Analysis

Sample and sampling approach

This study focused on the Adidas Group. The sample considered in the study comprised data for ten years from 2010 to 2019. The sampling approach considered in the study is the purposive sampling technique. It is a type of non-probability sampling where the sample to be considered in the data is based on researchers’ judgement (Etikan, Musa & Alkassim, 2016). Here purposive sampling was appropriate as the researcher required data for the specific variables in the study.

Analysis Design

For data analysis, Microsoft Excel has been used to analyse the collected data on the independent variable of ‘Wages and salaries’ and the dependent variable of ‘Net sales’. Two statistical analyses have been done through ‘Data analysis’ functionality in Microsoft Excel. First, descriptive statistics have been used to summarise the collected data set. The main measures considered here include mean, range, standard deviation and skewness which will help in understanding the distribution of data. After descriptive statistics, inferential statistics has been done to make relevant inferences from the data. Here, a linear regression analysis has been done to evaluate the relationship between wages and salaries and net sales.

In the linear regression analysis, the researcher has focussed on values of ‘Multiple R or r’, ‘R Square or r2’, ‘Significance F or p-value’ and Y-intercept as they help identify the level of correlation, level of determination, and level of statistical significance in the relationship between the two variables, and the corresponding increase in the dependent variable (Kumari & Yadav, 2018).

Findings and Analysis

Descriptive Statistics

Independent variable: Wages and salaries

Dependent variable: Net sales

 

Wages and salaries

Net sales

Mean

1837.8

Mean

17100.3

Standard Error

115.3313873

Standard Error

1273.245

Median

1777.5

Median

15899

Standard Deviation

364.7098695

Standard Deviation

4026.353

Sample Variance

133013.2889

Sample Variance

16211522

Skewness

0.131012277

Skewness

0.467775

Range

1044

Range

11650

Minimum

1338

Minimum

11990

Maximum

2382

Maximum

23640

Sum

18378

Sum

171003

Count

10

Count

10

Table 1 Descriptive statistics - Output

Table 1 presents the analysis of the collated data using descriptive statistical analysis presents a mean expenditure of $1837.8 million on wages and salaries by Adidas Group between 2010-2019 (SD = 364.7098695). The range value (maximum minus minimum) for this period was calculated to be $1044 million. Here, the analysis presented a positive skew in the data for a value of 0.131012277 a suggesting asymmetry in the distribution of data.

Whereas for the net sales of the company, the average value in this period was found to be $17100.3 million (M = 17100.3). Moreover, the range value was $11650 million. Furthermore, the analysis showed a positive skewness in the data with the value of 0.467775402. The value of net sales was found to deviate from the mean value (SD = 4026.353466).

Inferential Statistics

SUMMARY OUTPUT

Regression Statistics

Multiple R

0.980316

R Square

0.96102

Adjusted R Square

0.956148

Standard Error

843.1547

Observations

10

ANOVA

 

df

SS

MS

F

Significance F

Regression

1

1.4E+08

140216421.8

197.2352

6.41353E-07

Residual

8

5687278

710909.7884

Total

9

1.46E+08

     
 

Coefficients

Standard Error

t Stat

P-value

Lower 95%

Upper 95%

Intercept

-2789.43

1441.12

-1.935600254

0.088948

-6112.658908

533.7962661

Wages and salaries

10.82258

0.770617

14.04404437

6.41E-07

9.045531083

12.59962217

Table 2 Regression analysis - Output

Table 2 is the output of linear regression analysis that was performed to study the relationship between employees’ salary and performance of the organisation using the variables ‘Wages and salaries’ and ‘Net sales’ respectively. The analysis showed an r of 0.980316443. The r represents the correlation coefficient which explains the level of the linear relationship between the variables (Kumari & Yadav, 2018). Here, the value is close +1 which provides a strong and positive correlation between ‘Wages and salaries’ and ‘Net sales. Furthermore, the regression statistics presented an r2 of 0.961020328. The r2 value represents the coefficient of determination (Kumari & Yadav, 2018). This value explains the goodness of fit of the regression model. Here, a 0.961020328 value means a fit of 96% above. This suggests that more than 96% of values of ‘Net sales’ around the mean are explained by the values of ‘Wages and salaries’ which represents a good fit of data.

Moreover, the p-value in the analysis was found to be 6.41353E-07 (<0.001). This is significant as p-value<0.05 (Kumari & Yadav, 2018). Furthermore, the coefficient value of Y-intercept suggests an increase of -2789.431321 in net sales with a unit increase in wages and salaries. Due to a low significance F value (p<0.001), we fail to reject the null hypothesis. Therefore, it can be said that there is a significant relationship between wages and salaries and net sales, r2= 0.96102, F(1, 8) = 197.24, p< 0.001.

Discussion on Adidas Group Case Study 

In this section, the researcher tried to connect the statistical findings with the review of the literature to address the research aim of evaluating the relationship between employees’ salary and organisational performance. Here, the variables ‘Wages and salaries’ and ‘Net sales’ helped to assess this relationship.

Analysis of Descriptive Statistics Findings

The distribution of data with passing years suggests that the salaries were increasing for the employees at Adidas Group. The review of the literature highlighted that employees’ salary was an influential factor which motivated the employees in an organisation. From the increasing salaries, it could be inferred that Adidas Group could be managing its employees through competitive salary structure and lucrative compensations (Asaari, Desa & Subramaniam, 2019). However, the analysis only helps in achieving insights into the salaries of the employees only. Furthermore, the literature review revealed that the size of the firms also played a role in defining this relationship (Raithatha & Komera, 2016). Since the Adidas Group is a well-established multinational corporation, the variables highlight a profound understanding of the relationship between the variables as it influenced the inferential statistics as well.

Analysis of Inferential Statistics Findings

The linear regression analysis helped to identify a highly positive correlation between ‘Wages and salaries’ and ‘Net sales’. Here, the researcher could identify that the salaries of the employees were highly related to the performance of the organisation. These findings were supported by the review of the literature as other studies found similar results. One of the studies had identified a positive impact of salary on the employees’ performance which could be associated with the performance of the organisation (Nyberg, Pierper & Trevor, 2016). Another study had indicated that the salary could be a factor which influences the performance of an organisation. However, the main impact was assessed for compensation where the salary was just one component (Bahl, 2015). Furthermore, this study used ‘total assets’ for measuring company performance. Moreover, no such studies could be identified where ‘Net sales’ were taken as a performance indicator.

Additionally, another study had highlighted that salary can be a highly motivating factor for the employees which results in behavioural changes seen in terms of better engagement and alignment of the employees in the organisation (Fatima, 2017). This influences organisational growth and profits. Furthermore, another study had determined a significant effect of base salary on the individual performance of employees which could be linked to improved engagement of workers to achieve the organisational goals (Lee et al., 2017). Although a correlation can be identified in the literature, there were limited studies which identified the direct impact of the salary on organisational performance. Nevertheless, a positive relationship reveals that employees’ salary is associated with the performance of an organisation.

Conclusion on Adidas Group Case Study 

The research question in the study was: “What is the relationship between the wages and salaries of the employees and net sales of the organisation?”

The conclusion that can be reached considering the research question of the study is that there is a positive and significant relationship between wages and salaries of the employees and organisational performance. The regression analysis revealed a statistically significant relationship. These findings corresponded with the existing literature as positive correlations were also identified by other researchers. Moreover, there were limited studies which evaluated this relationship, however, an indirect relationship between the employee’s salary and organisation performance was found in the literature to support the findings.

Recommendations on Adidas Group Case Study 

The review of existing literature highlighted that salary was not the only component influencing the performance of the employees’ or the organisational performance. Although the data analysis revealed a significant relationship between the two, further research is required which considers other indicators of performance such as recognition or rewards. Moreover, other variables need to be considered for evaluating company performance to generate a richer understanding of the relationship between employees. The HRM professionals can emphasise the focus on developing competitive pay for better organisational performance; however, more extensive studies would be required to produce highly generalisable results.

Limitations on Adidas Group Case Study 

Multiple limitations could be identified in this study. One of the limitations is the consideration of a single variable for describing organisational performance. Considering other variables might have provided better insights into the relationship between employees’ salary and organisational performance. The second limitation in the study was the limited use of data as only ten years’ worth of data was considered. More data could have helped achieve richer findings. Lastly, there were limited studies which evaluated this relationship affecting the researcher’s ability to support the findings.

References for Adidas Group Case Study 

Agyare, R., Yuhui, G., Mensah, L., Aidoo, Z., & Ansah, I. O. (2016). The impacts of performance appraisal on employees’ job satisfaction on organizational commitment: A case of microfinance institutions. International Journal of Business and Management, 11(9). http://dx.doi.org/10.5539/ijbm.v11n9p281

Almatrooshi, B., Sing, S. K., Farouk, S. (2016). Determinants of organizational performance: a proposed framework. International Journal of Productivity and Performance Management, 65(6), 844-859. https://doi.org/10.1108/IJPPM-02-2016-0038

Alwaki, M. N. (2018). An evaluation of the impact of remuneration on employee attitude and performance in organizations. International Journal of Academic Research in Business & Social Sciences, 8(7), 410-420. http://dx.doi.org/10.6007/IJARBSS/v8-i7/4383

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Sule, O. E., Amuni, S. I., Obasan, K. A., & Banjo, H. A. (2015). Wages and salaries as a motivational tool for enhancing organizational performance. A survey of selected Nigerian workplace. EuroEconomica, 1. Retrieved from https://www.researchgate.net/publication/311231536_Wages_and_salaries_as_a_motivational_tool_for_enhancing_organizational_performance_A_survey_of_selected_Nigerian_workplace

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