Employee Motivation and Engagement Factors in the Hospitality and Tourism Sector

Employee Motivation and Engagement
factors in the hospitality and tourism
sector

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Techniques of training & development.......................................................................................4
Herzberg- two factor theory........................................................................................................4
Maslow hierarchy need theory...................................................................................................5
Vroom's expectancy theory.........................................................................................................7
Career development strategy.......................................................................................................8
Performance management.........................................................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................13

INTRODUCTION
Hospitality is defined as the broad category of field comes under the service sector which
includes food and drink services, lodging. Transportation, event planning etc. the term hospitality
reflects the meaning of generous and friendly reception or entertainment of visitors, guests or
strangers. Hospitality and tourism industry of United Kingdom is largely represented by the
country's hotels, restaurants, pubs and leisure companies that produces around 4% of UK's GDP.
Employee turnover within hospitality and tourism industry is extremely high that affects
many organisations and it is identified within a survey that 74%of firms in UK are reported a
negative impact on their business performance. It is also reported that there are four reasons that
cause labour turnover such as- 55% due to change of career, 45% due to promotion across the
firm, 41% because of level of pay and 33% because of lack of career development. Employee
turnover is an academic issue within hospitality and tourism industry.
MAIN BODY
Hospitality and tourism sector of UK facing the problem of high employee turnover
within industry due to several reasons such as- unclear job expectations: Not knowing of what
will or should be doing at work may leads to serious cause of stress for many employees.
Unclear job expectations may leads to high turnover within hospitality industry. Unhealthy
work environment and high pressure may results in feelings of stressed out, it is not suitable
for everyone and 63 workers said that they have experienced sexual harassments during their
work may force them to leave the industry. Another important factor that impact hospitality
industry in terms of high employee turnover is minimal growth opportunities reflects as the
major cause of leaving the industry. Whenever someone enters within a job, advancement is
going to be on their mind and there is no exception in hospitality. Thus many hospitality
organizations only look at their employees as part-time or seasonal workers. When employee feel
as they are viewed as short terms and part time employee by management they don't want to stay
there. Lack of recognition is also an factor that raise employee turnover within hospitality
industry. Respective industry demand hard work at irregular working hours, regardless of
position of employee, when employees are constantly giving their best and not get appropriated
from upper level management demotivating employees for stay for more (Noe and Kodwani,
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2018). All are the major factors that impacts business firms within hospitality and tourism sector
in adverse manner. These are further explained as under: Reducing productivity: Due to unhealthy work environments and pressure feels by
employees at work in hospitality and tourism industry forces them to leave the firm.
Irregular working hours, unclear job tasks and roles may create a feeling of turnover
from the sector. Lack of skilled employees and staffs reflects the overall productivity of
organisation. For instance if Rosewood London doesn't treat its employees well it will
lose overall productivity of employees as well as guests, visitors who appreciate its
services which is the result of employees hard work and performance. Low satisfaction for guests: High turnover in hospitality and tourism sector impacts the
satisfaction level of visitors who have diverse expectations and needs fulfilled by
effective staff and employees who entertains them. Due to lack of effective staff within
hospitality organisations may leads to dissatisfaction for visitors and guest that reflects
ineffectiveness of firm. This is also result of high employee turnover within hospitality
and tourism industry (Clark, 2019). Mismatch between jobs & employees: In terms of hospitality and tourism industry job
work of employees are clearly stated by and employees are expected as work for
irregular hours without complaining. This increases the mismatch between jobs and
employees within respective industry. Unclear work and lack of proper communication
between employees and top management reflects mismatch in employees jobs that
results in unsatisfactory outcomes for business organisations within respective sector. Low level coordination: As work of employees and staffs are unappreciated within
hospitality industry that increases feeling of stress and confusion between employees and
management and build low coordination between them. Thus due to communication gap
between employees and staffs of hospitality firms may leads to low level of coordination
and cooperation between them which results in lower productivity within outcomes
(Adeyi and et. al., 2018).
 Performance downfall of firm: High turnover in hospitality and tourism sector may
leads to downfall performance of firms within respective sector. For instance business
firms in hospitality industry do not treat their employees equal, fair and do not appreciate
their works which results in feeling of dissatisfaction by them from the firm and forces
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