Role of Employee Motivation in Hotel Industry

This paper reviews a journal on employee motivation in the hotel industry, focusing on hotels in Gombe State, Nigeria. The study finds that providing motivational incentives, such as additional monetary and leave benefits, can have a positive impact on employee turnover. The paper highlights supporting information and facts, findings, and recommendations.

Running head: ROLE OF EMPLOYEE MOTIVATION IN HOTEL INDUSTRY
ROLE OF EMPLOYEE MOTIVATION IN HOTEL INDUSTRY
Name of the university
Name of the student
Author note

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Table of Contents
Introduction....................................................................................................................2
Central theme of journal.................................................................................................2
Supporting information and facts...................................................................................3
Findings and recommendations......................................................................................6
Related terms with theory..............................................................................................7
Reflexion........................................................................................................................8
References....................................................................................................................10

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Introduction
The paper intends to review a journal written on employee motivation within hotel
and hospitality industry focusing on hotels situated in Gombe State of south eastern Nigeria.
The objective is to highlight to find out the role of motivational incentives like additional
monetary and leave benefits in employee turnover across hotel industry of Gombre state. In
order to conduct the study, three hotels have been considered as respondents and finding
suggests a positive impact can be seen over employee turnover if workforce is provided with
such benefits. This paper will highlight the supporting information and facts following with
the central theme. Specialized terms, which have been used here, will be elaborated in order
to deliver deeper knowledge of the journal. Finally, towards the end of the review a personal
experience will be attached regarding employee motivation and organizational performance.
Central theme of journal
Musa, B. M., Ahmed, I., & Bala, A. (2014). Effect of Motivational Incentives on Staff
Turnover in Hotel Industry in Gombe State. Journal of Business and
Management, 16(3), 36-42.
As described in the introduction this journal tries to find out the influence of
motivational incentives and benefits over employee satisfaction, turnover and organizational
development. Like every business organisation, hotel industry is likely to retain and works on
increasing employees’ effectiveness following various methods too. Every industry runs on
certain objectives, which must be well communicated among the workforce to drive them
towards achieving them. Organisations try to make the communication process inspirational
for the employees regarding accomplishment of organizational objectives. However, the
entire process confronts with disturbance if workers’ physiological and psychological needs
are ignored by the organisation or industry. Focusing on this ongoing issue of the hotel

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industry as well as concerning employee turnover and their effectiveness, the theme of this
journal revolves around highlighting the situation of Nigerian hotel industry and positive
impact of several motivational benefits to improve the situation. However, there were no
proven method to increase their effectiveness and control voluntary turnover. Therefore, this
journal has focused on researching the reason by evaluating various application of
motivational factors to increase productivity, efficiency and control employee turnover.
Supporting information and facts
Supporting facts are collected from various literature that employees, generally, leave
a job for a better opportunity, better salary and benefits. Besides, a deteriorated work culture
and environment, dissatisfaction towards management and better career prospects lead an
employee to leave his/her previous workplace. Therefore, it has been understood that behind
successful organizational objectives, there are certain aspects regarding employee
satisfaction, which help entrepreneurs to accomplish goals and organizational development.
Not only offered benefits and salary structure, but also the work environment must be
suitable to every individual. There are some necessary aspects, which makes a workplace
ideal. Managerial designation holders must remember the fact that employees are the human
capital they are investing into for achieving better future for organisation. Therefore, positive
results will occur only when their productivity and efficiency can be influenced. In case, an
employee faces misbehaviour from any colleague or harassment from managers, employees
tend to feel reluctant working under a situation like this.
The next supporting idea that has been generated from various literatures on the
relationship of employee behaviour and role of workplace motivation is motivating
employees increases their performance. Pay scale, penalisation or appreciation are part of any
prestigious job, which leads to employee satisfaction and accomplishments of targets related

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to various job roles. Monetary Incentive related targets are likely to explore employees’
potential accelerates their performance and boost company revenue accordingly. However, in
Nigerian Hotel industry, as per the collected data from three hotels across Gombe state, shift
timings are tiring and additionally, work environment and working hours are not flexible
enough, which is affecting both their physical and mental health. Therefore, managers must
understand offending efficient employees will lead to disappointment in terms of
organizational development. Employee retention issue can be highly risky for production and
reputation as well. Every employee possesses different perspective about workplace
environment; it can be enjoyable for some and at the same time can be stressful for others.
However, there are various factors, which work equally in terms of employee behaviour
towards organisation. As instance, monetary benefits, flexible working shifts, occasional
communication sessions to collect their feedback and proving a healthy work atmosphere
generally help to increase employee performance as well as restrict voluntary turnover.
The journal presents various literary evidence that motivation is a psychological
influence. It can be monetary incentives or mutual collaboration. Hotel industry is highly
professional and requires employees’ utmost dedication and time. However, no employee can
compromise his or her minimum personal space and work for longer working hours (more
than 10 hours) just for more money for a long time. It is true it can motivate fewer employees
yet it is not applicable if long-term results are needed. At a certain point, employees will
realise mental peace is important. In the addition, acknowledgment, appreciation and
collaborative working environment are highly motivating than monetary incentives. Yet the
fact cannot be denied that people do work for money. Although, the central driving factor is
money only, as far as hotel industry is concerned workers are more stressed working in
longer hours of a single shift and survive.

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On the other hand, there are employees who think that they are underpaid as
compared to their workload and leave an organisation for better pay scale even if the
workload is same or higher in new company. Motivation is entirely psychological and
managers need to apply strategies after understanding the mass requirement while structuring
the regulations for employees. Organizational management must keep the certain areas of
employee satisfaction consistently under supervision because with high employee satisfaction
comes customer satisfaction accordingly. In case, the planning and new strategies are
successful retaining the employees, an accelerated productivity can be achieved as well with
the newly developed and improved relationship between the management and the workforce.
In case the company is on the verge of organizational change or going through a
transformation along with distributing the new responsibilities managers must supervise and
give attention to employees’ interest and to those aspects, which are responsible for
influencing employee behaviour and merge them with the organizational objectives.
Along with sharing responsibilities of decision-making, monetary incentives and
benefit plans managers apply several motivational theories to influence the workforce
towards betterment. Company can provide association in career development by providing
various training and development programme according to their job profile and interest. The
expectation behind helping the employees to achieve their aspirations is they will support the
organization to combat future challenges and requirements. This will help to retain
employees as eventually they realise holding a designation for too long is against future
growth and try to cooperate with the company in search for development opportunity.
Company also get benefits from their newly acquired skills and knowledge. A mutual
relationship of trust and dependency works as motivational incentive without involving any
monetary gain.

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Incentives are important to improve staff effectiveness as well. This journal has
explored several related literature as well as evaluated supporting data collected from the
respondents and has come into a solution that incentives has multipurpose use within an
organisational setting. It is important to increase employee productivity, enhance the quality
of work atmosphere and employee commitment. Besides, induces job satisfaction and
provide career development programmes as incentives in order to explore their capabilities to
fulfil organisation’s interest.
Managers consistently seek for new motivational strategies and theories. Theories
have addressed two different needs of employees while working for an organisation. It needs
several hygiene factors as a well-supervised workforce in a friendly work environment, with
whom managers share a trustworthy relationship and zero salary issues make a workplace
better and make the employees stay. Besides, there are basic human needs, which can be
divided into categories like psychological, safety, social as well as need of recognition and
satisfaction. The role of the managers and motivators is to keep these aspects in mind while
setting motivational strategies.
As per the responses collected from three hotels across Gombe state of Nigeria, it has
been noticed that 60% of the respondents strongly agree with the fact that they feel low pay
scale and minimum benefits are one of the central reasons behind employee turnover in hotel
industry of the state. Around 67% of the employees agree with the fact that poor relationship
with the management and co-workers and 56% of them admit motivation works to overcome
such difficulties and enhance employee performance.
Findings and recommendations
The finding suggests a strong relationship between the factors like salary, benefits,
development and training programme, working hours and the employee turnover. In future if

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these areas are not addressed and treated properly, hotel industry will continue to suffer with
voluntary turnover of employees and failed organizational goals. Therefore, the
recommendation made by this journal is appropriate enough as they suggest including both
the monetary and non-monetary incentives as motivational factors to enhance both the
employee and organizational performance.
Related terms with theory
Terms Descriptions
Motivational incentives  Incentives are provided for enhanced performance and
stimulates productivity. No organisation promises to
give incentives with a purpose behind. There are various
reasons why companies opt for giving incentives to
motivate employees for performing better and continue
to support business operations.
 Reasons behind promising incentives are: i) monetary
incentives are important in terms of fulfilling
psychological, social and security requirements. ii) Non-
monetary incentives are varied and plays major role in
terms of employee satisfaction and enhancing their
performance. Among them, a secure status of a job,
recognition of good work, career development and
promotional opportunities are important in terms of
employee satisfaction.
Staff turnover  In terms of human resource, employee turnover is the
measurement of timeline, such as for how long a
company is able to retain an employee and the necessity

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of replacing an employee with someone more efficient.
Turnover is of two types voluntary and involuntary.
Voluntary turnover occurs when employee are not
satisfied with the provided benefits and environment.
Impact of high turnover is immense as far as
organizational goals and productivity is concerned.
Retention  Employee retention is the procedure of withholding an
employee for organisational benefit by providing
necessary incentives and satisfactory work atmosphere.
Reflexion
I believe; motivation has a crucial position in a business organisation as far as
employee retention is concerned. Efficient employees are human capital of organisation. Now
a day, it has become more important to invest on developing human resource than to invest
money into some other aspects. In order to do that manages must understand the individual
demand of employees and how they can be motivated towards the shared goals. Managers
generally seek for some common factors, which can work for wide range of the workforce.
Providing them with psychological support, security and social supports through non-
monetary mode of incentives. The journal has focused on monetary motivational incentives
yet while researching, the role of non-monetary incentives have been highlighted as well
according to responses gathered from the respondents. In my opinion, apart from monetary
incentives organizations are capable of enhancing workers performance and motivate them
towards shared goals.

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Supervisors are well aware of the power of human resource and consistently try to
explore the potential of employees. Other than managers, a good social life boosts the
performance and enhance productivity as well. Maintenance of good relationship with the co-
workers create a wish to come over to workplace every day and makes an employee updated
about the necessary information. Every individual has some unique quality. Communicating
and sharing knowledge with them will not only increase perception yet initiates a healthy
workplace competition. Therefore, absence of these factors in an organisation leads to mass
voluntary turnover that is a negative sign for the organisational productivity and targeted
goals. Apart from that, employee he or she is responsible partly for low productivity or bad
performance as a result of weak self-analysis.
In my workplace, hotel of a Gombe state in Nigeria, employees used to be happy until
managers stated to look over the issues with the overtime and working hours starts behaving
in an inhumane way. Tiring long shifts, workload and lack of non-monetary incentives lead
towards employee turnover in this region of Nigerian hotel industry mostly as compared to
involuntary turnover. As a result, hotel industry is suffering with lack of adequate staffs and
even efficient too. I feel an ideal workplace must have an ideal atmosphere first where an
employee can freely collaborate and communicate with his or her managers and colleagues.
Benefits and salary is justified according to the job role and work pressure. Employees feel
motivated through career development plan provided by the company and willingly considers
organizational goals as a step ahead towards self-development as well.
Therefore, it can be concluded stating that human resource department has a huge
responsibility in motivating employees towards organisational goals or to retain them.
Retaining efficient employees is important for challenges and requirement of the
organisation. In case, there is lack of understanding about employee demand and their
expectation the origination may lose human capital, which is one of the strongest backbone of

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business operation. Hence, I believe; as per the knowledge that I have gained from various
literature on this matter and personal experience, motivation is essential in terms of retaining
employees for betterment of the business.
References
Musa, B. M., Ahmed, I., & Bala, A. (2014). Effect of Motivational Incentives on Staff
Turnover in Hotel Industry in Gombe State. Journal of Business and
Management, 16(3), 36-42.

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