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Employee Job Satisfaction and Motivation Essay
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Added on 2020-07-23
Employee Job Satisfaction and Motivation Essay
Added on 2020-07-23
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Running Head: EMPLOYEE JOB SATISFACTION AND MOTIVATIONEmployee Job Satisfaction and MotivationExecutive SummaryRewards are considered to be an important aspect so as to keep the employeessatisfied with the practices of job being adopted by the organization (Sledge, Miles andCoppage, 2008). The present research aims at understanding that “To what extent thefinancial and the non-financial rewards affect the employee job satisfaction and staffmotivation in the Hilton Hotel United Kingdoms. The researcher has been involved in takinginterview from both employees and managers so as to understand the significance of rewardsand whether the same motivate its employees to work hard or not. The current researchhelped in understanding the importance of various methods of financial and non-financialrewards. Adoption of the same can make the organizational functions effective ultimatelymaking the employees satisfied enough to conduct their job more efficiently and effectively.The results section being drafted in the dissertation states that adoption of financial and non-1| P a g e
financial rewards system can help the organization to grow. It not only helps in developmentand production growth of organization but its direct impact can also be assessed on personalgrowth of the employee as well. In the end, it has been concluded by the researcher that, it isimportant to analyse that whether the employees are having positive influence of financialreward or non-financial reward before opting for any of them.Contents1Chapter One: Introduction........................................................................................................51.1.Background......................................................................................................................61.2.Problem Statement...........................................................................................................71.3.Research Question............................................................................................................81.4.Aims and Objectives........................................................................................................81.5.Research Scope.................................................................................................................81.6.Structure of Dissertation...................................................................................................92Chapter Two: Literature Review............................................................................................112.1 Introduction....................................................................................................................112.2 Incentives & Rewards....................................................................................................112.3 Types of Rewards...........................................................................................................122.4 Objectives of Rewards....................................................................................................132.5 Financial Rewards..........................................................................................................152.6 Non-Financial Rewards..................................................................................................172.7 Implications....................................................................................................................192| P a g e
2.8 Importance of Reward Systems......................................................................................192.9 Employee Motivation in Hospitality Industry................................................................213Chapter Three: Methodology.................................................................................................243.1Research Philosophy.......................................................................................................243.2Research Approach..........................................................................................................243.3Research Strategy............................................................................................................253.4Time Horizon..................................................................................................................26Gantt chart................................................................................................................................263.5Data Collection procedure...............................................................................................273.6Sampling Technique........................................................................................................293.7Research Ethics...............................................................................................................304Chapter Four: Data Analysis and Research Findings.............................................................314.1Introduction.....................................................................................................................314.2Analysis of primary data.................................................................................................314.2.1Notions of Motivation of Employees.......................................................................324.3Analysis of the Interview................................................................................................355Chapter Five: Discussion........................................................................................................371.1Notions of Motivation of Employees..............................................................................371.2Financial Rewards doesn’t leave long lasting impact on employees..............................376Chapter 6: Conclusion & Recommendations.........................................................................38References................................................................................................................................433| P a g e
Appendix..................................................................................................................................491.3Manager / Employee Interview Questions......................................................................491.4Section 2..........................................................................................................................491.5Section 3..........................................................................................................................494| P a g e
1Chapter One: IntroductionThis dissertation is comprised of a detailed analysis in regards to the employee jobsatisfaction and motivation. It revolves around the hospitality industry and describes in whatmanner are the employees within the hospitality sector are affected through the financial andnon – financial rewards. Furthermore, it is focused primarily on the Hilton Hotel, becausethere are management issues as well as the turnover rate of the hotel and to what degree arethe financial and non-financial incentive have an impact of the job satisfaction and themotivation of the employees. The motivation of employees within hospitality businesses isconsidered to be a significantly important matter, because it is help is controlling the turnoverrate within an organisation, which if not considered can lead to financial losses anddegradation of quality. A major purpose due to which the managers are ought to motivate thestaff is so that they would put in their hundred percent determination to achieve themanagerial results as well as the other sectors. (Yang, 2010). However, the presentdissertation focuses on hospitality sector so that it can be studied in detail.This research is basically aimed at the investigation of the employee motivationwithin the hospitality industry in the United Kingdom and specifically the Hilton HotelLondon. As a result, the key aim of the introduction is to provide data on the aims of theresearch and the background of the research and the underlying principle for piloting thisstudy (Boxall, and Macky, 2009).For motivating the work force much efficaciously the employers are ought to take inconsiderations the trends as well as the changes that are emerging within the behaviour of thework force as well as the labour market. The reason for this is that the personnel of thehospitality sector is consisted of diverse ages and have diverse stipulations for theremuneration bundles as well as varied employment requirements, for this reason it’sessential for managers to alter the strategies they are utilising for the motivating their5| P a g e
workforce and make sure that those strategies come in accordance with the demands andrequirements of the personnel (Lee, and Ok, 2012)1.1BackgroundIn the world of business, hospitality sector is considered to be a prominent businesssector that comes up with a lot of new - fangled assets are open and built every ten years.Correspondingly, this sector is known to have the highest employee turnover (Lee, and Ok,2012) and as a result, this has come to be an executive’s most crucial job to discover thecauses as to what is the reason for such a high turnover rate as well as take suitable action forminimalizing this.Empowerment, leadership and motivation are inseparable fragments of thepersonnel’s routine performance (Kim, and Jogaratnam, 2010). To begin with, every personrequires a purpose to get up every daybreak besides “they pay me” is scarcely the idyllicchronometer. For certain individuals, the financial perks as well as support they are given attheir job are satisfactorily more than an adequate amount and does not look for further. Thenagain many individuals are there that do their jobs for an eloquent determination. Theseindividuals are those that try to grasp their capacity by the means of surpassing theknowledge that they have gained within the areas of their line of work, seeking out furtherthan to get the job completed plus last then again not the slightest, these individuals arealacritous to encounter different trials as well as entice a number of various chances for thepurpose of their self – improvement and development. (Chuang, Yin, and Dellmann-Jenkins,2009)Motivating personnel of the organization in a right format can help in buildingsubstantial output from them. Its direct impact can be stated and reflected by the overallfunctioning and output of the organization. Hence, it has become a debatable matter on howto motivate the employees in a right manner so that maximum output can be gathered by the6| P a g e
organization by achieving its aim and objectives. The organizations belonging to hospitalityindustry come up various strategies for employee motivation. They also get involved inseminars and conferences so as to learn whole set of new methods for its implementation. Ithelps in gathering desired outputs from the employees working with the hotel (Deery, 2008).It is understandable that occupation within industries like hospitality, is time and timeagain is considerably short-term, either or both stop-gap occupation, where personnel in thelong run leave for a lot of various reasons, may it be financial or non - financial.Unquestionably, the top ranked cause is incentives as well as lack of motivation (Gursoy,Maier, and Chi, 2008)1.2Problem StatementMotivation and job satisfaction are said to be an everyday part of the personnelperformance (Gioia, Corley, and Hamilton, 2013). Some individual only works for the sakeof their pay while there are other individuals that want more from their jobs. In the hotelindustry the employee turnover is significantly high and individuals only stay on the job for avery short period of time. There is not enough in depth analysis of the motivation and jobsatisfaction criteria of the employee. Other important factor that is left unnoticed apart fromturnover and growth of the organization is personal development and knowledgeenhancement of the personnel who are working with the hotel. They tend to build up theirknowledge base where they are more motivated to perform their job in a well-definedmanner. It helps in development of individual’s skill set and satisfaction level as well.Addressing the requirements of motivation, this dissertation will focus on the factor whichcan be used to motivate the personnel as well as what factors could be utilised for gaining theconfidence and commitment, from the perspective of the personnel as well as the managers.Through scrutinising personnel motivation concerns within the hospitality sector, specificallyin the Hilton Hotel United Kingdom, from the personnel’s perspective would solitarily aid the7| P a g e
organisation to comprehend to the point of view as well as the assertiveness of the personnelin regards to the motivational practices currently being used in the organisation that they areemployed in, then again correspondingly assist the businesses within this section to figure outthe stratagems which can be used to retain the personnel as well as motivate them to workhard (Costen, and Salazar, 2011).1.3Research QuestionTo what extent the financial and the non-financial rewards affect the employee jobsatisfaction and staff motivation in the Hilton Hotel United Kingdom?1.4Aims and ObjectivesTo define the concept of motivation of employees in the hospitality business.To determine how financial and non – financial rewards are have an impact on thepersonnel’s job satisfaction as well as the work force motivation.To comprehend the influences which are able to encourage the personnel as well asthe needs for reaching the organisational goals.To examine the tactical methods for the encouragement of the personnel with theintention of better development as well as the inflow business operations of the hotel.1.5Research ScopeThe aim of this research is to scrutinise the personnel motivation practices within thehotel businesses, concentrating on the Hilton Hotel United Kingdom. Certain reasons arethere as to why the researchers selected this certain subject matter. First and foremost, anumber of problems and issues, financial and non – financial rewards, job security and such,are present within the segment of hospitality as well as a number of these partake aninfluence on the outcomes of business as well as the performance of the business (Kim, andJogaratnam, 2010). Other issues that are linked to employee motivation apart from turnoverof the business are, higher level of satisfaction from the side of customer which ultimately8| P a g e
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