Exploring Workplace Dynamics and Employee Behaviors

The provided content consists of a collection of academic articles and books on various topics related to human resources, management, psychology, and hospitality industry. The papers explore issues such as workplace fun, employee behaviors, high-performance work practices, work engagement, burnout, organizational citizenship behaviors, turnover intention, knowledge management processes, and human resource management practices in the hospitality and tourism industry. Additionally, some articles discuss research methodologies and methods for building trust with participants.

Dissertation

ABSTRACT
It can be reflected from the report that employee motivation is considered as one of the
crucial aspect for any company's growth and development. Thus, it is essential for firm to
understand what are the factors that motivates workers and also maximizes their overall job
performance. It ha been evaluated that implementing reward mechanisms and thus influence
personnel so that they could be satisfied. Intrinsic and extrinsic motivation both are useful for
encouraging workers and retaining them within firm for long span of time. Further, report
evaluates that workers rewards are necessary to be provided which results in retaining them for
long term and thus enhances satisfaction. Also, this study concludes that worker rewards and job
satisfaction are considered as crucial dimension and thus helps them to empower them in regard
to retain workers for long term.

TABLE OF CONTENT
ABSTRACT.....................................................................................................................................2
CHAPTER 1: INTRODUCTION....................................................................................................1
1.1 Purpose of study...............................................................................................................1
1.2 Background.......................................................................................................................1
1.3 Rationale...........................................................................................................................1
1.4 Significance of study........................................................................................................2
1.5 Research question.............................................................................................................2
1.6 Research objectives..........................................................................................................2
CHAPTER 2: LITERATURE REVIEW.........................................................................................3
2.1 Introduction......................................................................................................................3
2.2 Keywords/Terms..............................................................................................................3
2.3 Theoretical/ Conceptual models.......................................................................................3
2.4 Importance of motivation for retaining personnel's within hospitality sector..................4
2.5 Factors that can be used as motivation tool for the employees........................................5
2.6 Theory models..................................................................................................................6
2.7 Conclusion........................................................................................................................7
CHAPTER 3: METHODOLOGY...................................................................................................8
3.1 Introduction......................................................................................................................8
3.2 Research philosophy.........................................................................................................8
3.3 Research method..............................................................................................................8
3.4 Research approach............................................................................................................9
3.5 Research strategy..............................................................................................................9
3.6 Data collection..................................................................................................................9
3.7 Data analysis.....................................................................................................................9
3.8 Sample and sampling technique.....................................................................................10
3.9 Reliability and validity...................................................................................................10
3.10 Ethics............................................................................................................................10
3.11 Limitations....................................................................................................................10
3.12 Conclusion....................................................................................................................11

CHAPTER 4: RESULTS AND FINDINGS.................................................................................12
4.1 Introduction....................................................................................................................12
4.2 Analysis..........................................................................................................................12
CHAPTER 5: DISCUSSION.........................................................................................................15
CHAPTER 6: CONCLUSION......................................................................................................17
5.1 Conclusion......................................................................................................................17
5.2 Recommendation............................................................................................................18
REFERENCES..............................................................................................................................19

CHAPTER 1: INTRODUCTION
1.1 Purpose of study
The present dissertation is carried out in order to analyse the importance of reward
mechanism adopted by firm in regard to assists managers as it helps them to enhance employee
motivation and retention (Diamandis, 2015). Thus, the main purpose of this study is to identify
different reward mechanisms and its suitability in respect to enhance satisfaction level of
managers in regard to encourage employees working within organization and retain them within
firm for long term.
1.2 Background
Implementing suitable system of reward within firm helps in ensuring team spirit and
thus enhance motivation among workers within firm. Therefore, it is essential for organization to
undertake effective reward system and helps in retaining personnel for long term so that they can
deliver quality services to guests visiting hotel. Hence, reward mechanisms play a crucial role in
encouraging personnel and retaining them within organization so that managers are able to
motivate and retain workers within Hilton UK (da Silva Alves, Bakker and van Amelsvoort,
2013). Rewards mechanisms involves the process that showcases reward allocation,
compensation and various intrinsic and extrinsic rewards. However, the mechanism is based
upon work performance of individual. However, managers need to given proper rewards so that
they are satisfied and able to enhance motivation of workers as well. Through motivating
workers it helps them to stimulate or affects the personnel in regard to provide proper
encouragement and meet their needs. Main aim of reward system is towards motivating the
employees and retain them within firm for long term by satisfying their financial needs. Through
carrying out such aspect it helps in enhancing productivity of performance of workers within
hospitality firm.
1.3 Rationale
Workers are one of the main asset of business and therefore, it is essential for firm to
encourage and retain them so that best quality services could be given to guests. Main rationale
behind carrying out the study is towards making assessment of significance of reward
mechanism for managers in Hilton UK. Thus, through implementing proper reward system helps
in satisfying the hotel staff and retain them within firm for long span of time. In the current
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research, significance of reward system helps in motivating personnel so that they can improve
their focus towards customer satisfaction (Schlaepfer, Bewernick and Coenen, 2014).
1.4 Significance of study
Main significance of study is to enhance the knowledge regarding reward mechanism and
thus it effectiveness in order to improve employee motivation and retention ratio within hotel. It
also helps in learning various reward mechanisms procedure that could be used by hotel in terms
of raising personnel performance and enhancing satisfaction among workers (Heinz, 2013).
1.5 Research question
 How staff motivation is significant in affecting the retention of the personnel in Hilton
hotel?
 What are the factors that affect motivation and performance of the employees in
hospitality sector?
1.6 Research objectives
 To explore the importance of motivation for retaining personnel within hospitality sector.
 To determine the factors that can be used as motivation tool for the employees.
 To recommend suitable reward strategy that can enhance performance of the employees.
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CHAPTER 2: LITERATURE REVIEW
2.1 Introduction
This section of literature review plays an important role in an investigation where it tends
to reflect the secondary findings acquired by the researcher. It is hereby referred to be a
comprehensive part of the study where the facts have been generated by refereeing to some pre
established surveys conducted by other academic scholars. It together involves some other
composite means that can be referred by the surveyor as a way of carrying out the research on
the basis of secondary data facts and findings (Karatepe, 2013). These additive means are books,
journals, online publications with an attested nature of existence. Also, this unit is together
apparent to give a prime responsibility to the investigator to refer only genuine and updated
sources of data collection while referring to the secondary resources. This includes company
records and governmental reports about the enterprise that can be referred by the surveyor to
carry out the research work in a conceptual manner.
2.2 Keywords/Terms
The present investigation has been conducted so as to assess the importance of Reward
Mechanism to the Managers for increasing employee motivation & retention in hospitality
organisations of UK. Although, this entire survey is with a special context of a UK based
hospitality enterprise named Hilton Hotel (Riley, 2014). However, this part of literature review
has focussed upon the overall context of this industrial sector to enlighten the facts associated
with it. Wherein, some prompt keywords have been implicated by the researcher over here to
quickly find out the results. These terms are “employee motivation, an increased retention of
employees and an effective system of reward management, etc.”
2.3 Theoretical/ Conceptual models
It is in context to the present carried investigation with a prior intent of assessing the
significance of reward mechanism to the managers to increase the employee motivation and
retention in the hospitality organisations of UK. Wherein, this section of literature review is
based upon the undertaken objectives of this research work with a foremost consideration of
identifying a substantial existence of motivation to retain the appointed personnel's of hospitality
firms (Liang, 2012). It is along with yet another significant objective to discover such factors of
motivation that can in turn interpret as encouragement tools for the workers operating in the
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hospitality forms of UK. It is therefore to accomplish both these stipulated objectives of this
study, the researcher has made a prior utilization of distinct motivational theories by referring to
certain conceptual models of motivation proposed by different academic scholars. There together
existed two leading theoretical models such as the tool of flexibility, Maslow's need hierarchy
and Reinforcement theory to address the sub themes of this section in context to the chosen
subject matter.
2.4 Importance of motivation for retaining personnel's within hospitality sector
Hospitality industry is referred to be one of the most dynamic sector where they are
required to pursue the factual trends of their market that often tends to change on continual basis.
It is thus in concord to the conferred statement of Obeidat and Abdallah (2014), where it is that
industrial sector that is directly affected by any changing consequent of the marketplace. This in
turn necessitates the affiliated bodies of hospitality organisations to accommodate that change in
their existing procedures of business as a way of satisfying the recent needs and demands of their
consumers. This resultantly annoys the employees of the hospitality enterprises to constantly
operate under newer norms and standards of work. As a result to which, they together get into a
state of discouragement that in turn postulates the business establishments to utilise some prompt
tools of motivation as a way of retaining their potential staff members.
ALDamoe, Yazam and Ahmid (2012) with a distinct standpoint have related the
significance of motivation in retaining the personnels with a different prospect of benefiting the
entire organization. It is where a motivated workforce will in turn refer to perform with a prior
sense of commitment towards accomplishing the overall goals of the organisation. Also, it will
represent a more collaborative sense of performance with much productive outcomes by them.
This is in turn apparent to raise the profitability status of the entire organisation with more
number of shares and revenues in the market. It is however important for the organisations to
inculcate some prompt tools of motivation as a way of encouraging their workers. It is where an
increase level of inspiration is together evident to showcase a more allegiant outlook of the
employees towards fulfilling the undertaken goals of the organisation. It is however with a major
role of the appointed set of leaders and managers in the establishment to refer some impelling
tactics of motivation to promote their workers.
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2.5 Factors that can be used as motivation tool for the employees
Motivation refers to one's direction to behaviour, or what causes a person to want to
repeat a behaviour and vice versa as stated by Long, Perumal and Ajagbe (2012). In whose
accordance, the motivating factors includes achievement, advancement, autonomy, personal
growth, recognition, responsibility, and the work itself. Also, different motivational factors are
monetary rewards where it is money based rewards which is given to employees when they meet
expectations. Monetary incentives includes cash bonuses, stock-option, profit sharing and any
other rewards that improves or increases the employees compensation. Another type of rewards
are known as non -monetary rewards where these are some non financial rewards which helps in
motivating employees. There are six monetary benefits which can provide to the employees are
flexibility, recognition, training, belongingness along with the chances to contribute so that they
can attain success of the organisation which are depend on the rewards. This allows them to head
projects on making correct decisions that can affect the business organisation. Another benefits
which are included in non monetary benefits is fringe benefit. It includes additional allowance,
leaves, health insurance plans, and other perks that they can enjoy alone or with their loved ones.
Gin Choi, Kwon and Kim (2013) with a distinct perception have emphasised more on
personal satisfaction where workers that enjoy their jobs look forward to going to work, stay
engaged during day and show dedication to do work in the business. In the entity every person
can not get opportunities to be involved with a business that is an absolute passion, but owner of
the business can provide a supportive workplace where the employees of company feel valued
and rewarded. This kind of positive working environment helps in improving job loyalty and
keeps staff members happy as well as motivated. Another conceptual tool is of flexibility where
the higher authorities have to offer flexibility to their employees in their work that can help
employees to be on track as well as motivated. Flex-time that accommodates family schedules,
vacation days, holidays and a work-from-home option which helps in attaining powerful
incentives. These perks can be given as bonuses to employees that meet certain goals or
expectations. Flexible scheduling also opens up the potential to hire good employees who can't
work a traditional in an office due to family or other reasons. Employees appreciate being able to
have a life outside of your business. Being supportive of that can be strong motivator.
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2.6 Theory models
It is with a major consent of Krupić and et. al. (2016), where application of varied
motivational tools and models proposed by various academic scholars should be considered by
almost all sort of organisations with a special context of hospitality firms. It is basically due to
their dynamic nature with propulsive changes in work on regular interval of time that in turn
changes the system of work and showcase a resistant behaviour of employees towards the same.
This consequently reflects a prompt need of motivational tools for encouraging the employees to
accept the change by understanding its prime requirement. It is therefore with an analogous
reference to it, a pivotal theory named reinforcement theory of motivation has hereby
enlightened with its four elementary constituents. It is where this theoretical model overlooks the
internal state of an employee as a way of controlling their behaviour with a more emphasise upon
the prevalent situation. In context to which, there exists total four components in such
reinforcement theory that are positive and negative reinforcement along with punishment and
extinction.
Lepper and Greene (2015) on stressing more upon the positive tact of reinforcement have
implied it to have a considerable response on the individuals to acquire an optimistic behaviour
from them. This is for instance to instantly praise the workers to carry out a good work
performance that in turn enhances their sense of attaining it again. Reward is also termed to be an
affirmative reinforcement that in turn improves the employee's behaviour where a more
impulsive rewarding results into a more positive reinforcement. It is also in support of another
implied concept of negative reinforcement where it is basically seen to reward and individual to
eradicate any pessimistic consequent. It is thence specified that both of these positive and
negative reinforcements can be used to acquire a desirable behaviour from the employees.
Baumeister (2016) with a leading support to another constituent of this model named
punishment have hereby reflected a strict approach of treating the employees where it duly
reduces any such possibility of continuing any unacceptable behaviour from the employees. It is
thus with a leading favour of the company where they may consider to suspend or punish their
respective set of workers for carrying out an undesirable behaviour or violating any
organisational norms. It is in support of another element of this model named extinction where it
implies to a departed system of rewards. It is in equivalence to the preceding constituent of
punishment where it exists with an analogous consent of removing any unacceptable behaviour
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by the workers by clearly eliminating the system of rewards for them rather than penalising them
for it.
Taormina and Gao (2013) with a completely dissimilar outlook have hereby stressed
upon a completely new model named Maslow's need hierarchy model as a way of motivating the
employees. In concord to which, this theory is in approval of the appointed individuals at the
workplace by positively affecting their sense of contribution. It is in support of its five leading
constituents that largely assists the entities to acknowledge the factual requisition of their
employees as a way of satisfying the liable ones. These five components are entirely based upon
different needful consents of the individuals with a foremost existence of psychological needs
that reflects the elementary demands of the employees to fulfil their daily requirements.
Another component named safety needs explicated by Cao and et. al. (2013) is for those
who are more concerned about a prime attainment of secured occupation with some other
cautionary measures at the workplace. There together exists another vital need namely the social
needs where the employees giving a foremost preference to it are more concerned about
maintaining an affable relationship at work. Esteem needs reflects yet another leading factor of
this model that refers to those who are more concerned about the maintenance of their self
recognition and self respect at work. It is with a last component named self actualisation needs
and are referred to those whose above four needs are successfully fulfilled and now they are
tending to show their creativity.
2.7 Conclusion
It is on summarising the above carried section of literature review in which the
investigator has presented the arguments of varied authors with a distinct perspective of each to
address the defined objectives of this survey. It in turn has represented the secondary findings of
this research work gathered from some pre established information taken from verified sources.
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CHAPTER 3: METHODOLOGY
3.1 Introduction
Research methodology is considered as the tools and techniques which are carried out in
regard to obtain effective outcomes. Further, it also helps in evaluating the collected information
and examine them so that purpose of the study could be fulfilled. However, there are different
tools and techniques implemented in regard to analyse the methods and thus helps scholar to
implement the methods and obtain useful information (Alghamdi and Li, 2013). Through
implementing different research techniques it helps in carrying out the study so that current study
can assess the importance of reward mechanisms which helps in motivating personnel so that
they can be retained for long term within firm.
3.2 Research philosophy
Research philosophy is considered as the factor that helps in representing the view point
of scholar and provide them long term sustainability. Further, such element also helps in
providing better path to carry out overall research and attain desired objectives. In the present
dissertation, it carries out interpretivism philosophy which helps in assessing the impact of
reward mechanism in regard to encourage employees and retain them within Hilton (Burr, King
and Butt, 2014). With the help of this research philosophy it helps in examining the impact that
reward system has on personnel and thus encourage them to move forward towards attaining
desired outcome. Further, research philosophy helps in executing the study
3.3 Research method
It is essential for scholar to select appropriate research method i.e. qualitative and
quantitative. Thus, in regard to use this method it helps scholar to use effective research method
and thus carry out the analysis so that research could be carried out in an effective way
(Golichenko, 2016). In the present dissertation, qualitative research method is being used that
helps in collecting secondary data and using the same in order to obtain effectiveness of reward
system within hotel which helps in encouraging workers and retaining them within organization.
Thus, selecting research method helps in enhancing the results of the study so that study can be
carried out in an effective way.
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3.4 Research approach
Research approach helps in applying within study in regard to conclude the
understanding of the subject matter either in general for specific form. However, it is essential
for researcher to undertake effective research approach that helps in obtaining desired outcomes
in an effective manner (Bernard and Gravlee, 2014). There are 2 types of research approach such
as deductive and inductive. Here, deductive approach is being used in regard to make the best
outcomes that whether reward mechanism within Hilton UK helps in enhancing motivation of
personnel and retain them in business. However, applying such approach assists in obtaining
desired results so that best outcomes can be attained.
3.5 Research strategy
It is considered as the blueprint of the study and thus conduct the research in an effective
way. However, it also involves different values which helps in attaining desired outcome so that
researcher could collect appropriate tools and methods. In the current dissertation, exploratory
research design has been used which helps in exploring the research topic in detail and thus carry
the research so that best outcomes can be generated (Hoffman, 2014). Furthermore, using such
method also helps in obtaining an in-depth research analysis and thus obtain valuable outcomes.
Through carrying out the study it helps in identifying that reward mechanism used by Hilton
possess positive influence upon manager and thus offer encouragement to staff so that they can
render the best quality services to guests.
3.6 Data collection
In such type of method, it is essential for scholar to undertake different methods through
which data could be collected. There are two methods for collecting data i.e. primary and
secondary sources. Here secondary sources are used in regard to meet the objectives of the study.
However, the information is being collected by the means of secondary method (Hesse-Biber,
2015). In the present dissertation, secondary data is being used with the help of assessing
different books, journals, online articles and websites etc.
3.7 Data analysis
After collecting the data, it is essential for researcher to undertake effective method in
regard to analyse the data and obtain findings. It undertakes qualitative and quantitative data
analysis which helps in using effective technique and thus analyse the methods so that best
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results can be attained. All such methods are considered as the most crucial tool that helps in
accomplishing the study and thus obtain desired results (De Haan, 2013). Here, qualitative data
analysis technique is being used and thus carry out thematic analysis which helps in assessing the
significance of reward mechanisms that helps in encouraging personnel and thus retain them
within firm.
3.8 Sample and sampling technique
Here, sample is considered as the part of population which is collected in order to obtain
responses upon the particular study. Thus, random sampling technique is being adopted in regard
to carry out the study and select responses. While, researcher selects 20 managers of Hilton
Hotel in order to assess the importance of reward system and encourage personnel and retain
them within hotel for long term (Bonevski, Randell and Hughes, 2014).
3.9 Reliability and validity
It is considered as the most crucial aspect and thus carry out the study in regard to meet
the goals and objectives of firm. It is also essential for scholar to collect information from
reliable and valid sources so that desired outcomes can be obtained. Validity and reliability is
stated as the most crucial component of research and therefore, it aids in improving reliability of
the data collected (Stronach and Adair, 2014). However, the current dissertation is required to
undertake both these aspects in relation to complete the dissertation.
3.10 Ethics
It is essential for researcher to carry out ethical consideration and thus identify the key
values which helps in meeting the objectives of study. Ethics also ensure that all the set standards
and principles need to maintained for sustainable development. However, researcher need to do
proper citation of the work and do not copy or paste the information from any other website.
Also, researcher need to maintain confidentiality of the respondents personal information so that
they can provide their valuable suggestion (Mertens, 2014). Also, researcher identifies that such
research purpose is considered as one of the main ethical aspect of study.
3.11 Limitations
In this aspect, limitations are considered as the obstacles which are faced by the
researcher while conducting the study. However, such values might affect the overall results of
the study and therefore, scholar need to make sure that limitations need to be overcome in an
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effective way and thus better outcomes could be attained (Creswell, 2014). Further, researcher
might face issues regarding accessing secondary information as there are several sites which are
restricted for use.
3.12 Conclusion
It can be concluded from the methodology section that researcher is required to adopt
effective tools and techniques and implement the same so that appropriate outcomes can be
attained. However, it is also useful in terms of applying the similar concept and thus obtain
possible results so that best results can be attained.
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CHAPTER 4: RESULTS AND FINDINGS
4.1 Introduction
In this chapter, researcher aims to carry out the study in regard to analyse the collected
data and thus research can be conducted effectively and efficiently. However, using such method
results into performing the desired outcomes and thus identify the significance of reward
mechanisms into encouraging employees and thus retaining them within firm for long run.
4.2 Analysis
THEMATIC TECHNIQUE
Theme 1: Rewards provided by hotel are satisfactory.
It can be reflect from the analysis of literature review that rewards provided by hotel are
satisfactory and thus it helps in encouraging workers to improve individual and business
performance. It assesses that employees are satisfied from the rewards provided by hospitality
firm. While, there are employees who said that they are not satisfied with the rewards provided
by hotel. However, it assesses that rewards provided by hotel are satisfactory and helps in
enhancing the individual performance in market.
Theme 2: Rewards given by organization matches your work effort i.e. encouraging workers and
retaining them within firm.
As per the data collected from different secondary sources rewards given by business
helps in matching the work effort i.e. encouraging workers and retaining them within business.
Therefore, it is essential for management to provide appropriate reward system to managers so
that it helps in matching their efforts and thus encourages them to work hard in regard to retain
and motivate workers within firm. While, from secondary research it also assesses that
employees match their actual work effort and they are not able to attain satisfaction among
workers and retain them within firm.
Theme 3: Reward mechanism developed by the hotel.
Through assessing the data collected from literature review proper reward system need to
be improved by hotel and thus it helps in encouraging workers so that desired results could be
attained. It assesses reward mechanism are considered as crucial and thus it helps in improving
business performance so that set targets can be attained. Further, hospitality firm needs to
encourage its workforce and thus develop proper reward mechanism so that hotel could develop
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effective performance in market. While, it also evaluates from secondary research that reward
mechanism needs to be improved as it is dissatisfactory and thus it needs to be developed in an
effective way. Further, through improving the reward system it assists in encouraging workers
and retaining them within firm for long run.
Theme 4: Company needs to improve its reward mechanisms so that more number of employees
can be retained within firm for long span of time.
It can be assessed from the data collected from literature review that organization needs
to improve its reward mechanisms and thus it would assists them to empower workers and retain
them within firm for long term. Through which hospitality firm is able to improve its brand
image and attract customers to work within firm and deliver better customer services so that
satisfaction could be attained. While, who are satisfied from the reward mechanisms adopted by
hospitality firm and do not want to improve their reward system.
Theme 5: Rewards possess positive impact upon encouraging workers within Hilton.
It can be assessed from the gathering information through different researches that reward
is considered as one of the main element that assists in providing proper impact upon workers
and thus encourages them to work within hotel. Reward is one of the effective measure which
helps in improving workers performance in market and thus they could be retained them within
firm for long run. Thus, it is essential for hospitality firm to implement reward system in regard
to empower its workers and thus improve business performance in market.
Theme 6: Managers play a crucial role in planning suitable reward mechanisms for employees.
It can be reflected from literature collected that managers play a crucial part in planning
reward mechanisms for satisfying employees needs. Thus, through such way it is essential for
firm to enhance its brand performance and obtain desired outcomes. While, managers play a
crucial part in planning suitable reward mechanisms for workers. Therefore, it is essential for
them to empower and thus improve business performance so that best results could be attained.
Through encouraging workers it is essential for them to improve their performance and thus
enhance the sales and profitability of firm in market.
Theme 7: Challenges you face in encouraging workers within Hotel.
It can be reflected from the literature review that there are various challenges which are
being faced by managers in regard to encourage workers within hotel. It assesses that
inappropriate reward system is considered as one of the major issue faced by business and
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therefore, it is essential for them to improve the same in regard to enhance business performance
in market. Further, workers who are dissatisfied from job role assess that they are not satisfied
from the job while, they are unable to concentrate on work and thus faces challenges in relation
to motivate workers within hotel.
Theme 8: Rewards are considered as the primary motivation for increasing performance.
It can evident from the data collected from literature review that rewards are considered
as the main motivation factor which helps in improving performance within hospitality firm. It is
essential for firm to provide proper reward system so that individual could be encouraged and
thus raise their performance within firm. It is essential for business to undertake proper
motivational system so that performance of individual could be raised. Hence, through
encouraging workers it would prove beneficial for them to improve individual's performance and
thus success can be attained.
Theme 9: Performance related pay encourages employees to perform better within hotel.
Through reviewing the literature sources from different researches that performance
related pay helps in encouraging employees in regard to improve their performance within hotel.
While, employees disagrees to the fact that performance related pay do not improves individual
performance within hotel.
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CHAPTER 5: DISCUSSION
Here, the main aim identified for carrying out the dissertation was to assess the
importance of reward mechanisms to the managers for increasing employee motivation and
retention. Thus, through carrying out this analysis it helps in impacting upon identifying different
literature reviews and obtain results that reward mechanisms to the managers helps them to
encourage workers and thus accomplish assigned task. Also, it is crucial for workers to listen to
their managers so that reward mechanisms could be maintained and thus improve the business
functionality and thus carry out the performance in an effective way. Here, it identifies the fact
that organization needs to undertake effective reward mechanisms so that it helped managers to
increase employee motivation and retention. However, there has been certain limitations
remained within the study, but it is essential for researcher to identify the scope of the study so
that further study could be carried out.
It has been evaluated from the literature that reward mechanisms is considered the best
method through which managers could be encouraged in terms of motivating staff and raise their
performance so that desired results could be attained. Further, it also identifies that there are
various literature reviews being carried out in order to improve the rationale of literature and thus
conduct the study in an appropriate direction. There are different research limitations being
identified in terms of conducting the study that which reward mechanisms needs to be followed
by management so that it satisfies the needs of workers as well as management.
Thus, it can be concluded that providing proper reward mechanisms would help in
encouraging managers to motivate workers and thus improve business performance so that
satisfaction could be attained. Also, workers could be retained within firm for long time period.
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CHAPTER 6: CONCLUSION
5.1 Conclusion
Motivation among employees is considered as one of the crucial aspect for any
company's growth and development. Thus, it is essential for firm to understand what are the
factors that motivates workers and also maximizes their overall job performance. Further, based
on the results of the study it is essential that managers need to identify the needs of workers and
provide them both intrinsic and extrinsic motivation so that it helps in encouraging workforce
and retaining them within firm for long term. However, based on the responses as per the
questionnaire it can be concluded that employees need to be given proper rewards and thus it
helps in encouraging them to work hard so that success can be attained. Also, it is essential to
implement reward mechanisms and thus influence personnel so that they could be satisfied.
Intrinsic and extrinsic motivation both are useful for encouraging workers and retaining them
within firm for long span of time. Further, in reagrd to improve the reward mechanisms it is
essential for manager to motivate the employees and provide them information regarding
benefits and other advantages that would result n improving their involvement in decision
making process.
Further, it is essential for manager to improve the reward system as it helps them to
encourage employees performance and retain them within firm. Thus, through improving reward
system it helps in satisfying workers and thus assists them to accomplish multi tasking job so that
success can be attained. Also, it is being clear that workers rewards are necessary to be provided
which results in retaining them for long term and thus enhances satisfaction. Also, this study
concludes that worker rewards and job satisfaction are considered as crucial dimension and thus
helps them to empower them in regard to retain workers for long term. It is also evident from the
study that employees are considered as effective measure in terms of making decision that
obtaining effective rewards both intrinsic and extrinsic results into performing desired actions
and thus empower them to participate in decision making process. Thus, reward mechanisms
need to be improved within firm so that they can satisfy and retain workers within business for
long term. However, results from the study showcases that rewards results into gaining job
satisfaction and thus it helps in empowering individuals so that they could be retained within
business for long term.
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5.2 Recommendation
From the carried research it can be suggested that employee motivation is an essential
part of business and thus it helps in encouraging workers to perform the desired task and thus
best results can be attained. It also helps them to retain them within firm for long term. Thus, it is
suggested that manager need to implement appropriate performance related pay and thus helps in
improving the performance of firm in market. However, it is also recommended that through
providing proper rewards to employees it becomes easy for managers to motivate workers and
thus retain them within firm for long span of time.
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REFERENCES
Books and Journals
ALDamoe, F.M.A., Yazam, M. and Ahmid, K.B., 2012. The mediating effect of HRM outcomes
(employee retention) on the relationship between HRM practices and organizational
performance. International Journal of Human Resource Studies. 2(1). pp.75.
Alghamdi, A. H. and Li, L., 2013. Adapting Design-Based research as a research methodology in
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