Employee Motivation in Ovolo Woolloomooloo Sydney - Research Study

This research study explores the impact of employee motivation on the performance effectiveness of employees in Ovolo Woolloomooloo Sydney. It examines the importance of motivation, the role of compensation, and the impact of relationships and rewards on organizational performance. The study uses qualitative data collection methods and includes interviews with employees in lower and middle-level positions. The findings reveal the strategies adopted by Ovolo Woolloomooloo Sydney to motivate employees and highlight areas for improvement in the motivation process.

EMPLOYEE MOTIVATION
IN
OVOLO WOOLLOOMOOLOO
SYDNEY
Research Study

GENERAL VIEW
• The success of an organisation is dependent on the performance
effectiveness of employees.
• Employees are likely to exhibit high performance capabilities when they
are motivated and satisfied in their present job role (Chou, 2014).
• Employee motivation looks forward to helping an organisation to
experience high degree of positive growth.
• The motivation level of employees is dependent on large number of
factors, relating to daily operational activities of an organisation (Chiang &
Jang, 2008).

PROBLEM IDENTIFICATION
• The hospitality service industry seems to be of the crucial operational aspects in the
present competitive business scenario of Sydney (Goh, Nguyen & Law, 2017).
• A large number of organisations are operating in the sector with the aim of
outweighing each other through the development of an attractive service offering
(Pelit, Öztürk and Arslantürk, 2011)
• The industry is likely to fail in accomplishing its objectives due to the absence of a
competent and skilled workforce.
• Hospitality industry of Sydney especially Ovolo Woolloomooloo recognises
employees to suffer from high degree of dissatisfaction as well as low work morale.

RESEARCH OBJECTIVE AND
QUESTION
• Objective
o The primary objective of the present study is to determine the impact of motivation on
overall performance effectiveness of employees.
• Question
o What is the importance of motivation in impacting employee performance?
o What is the role played by compensation system in motivating the employees?
o How the relationship with seniors and subordinates impact organisational performance?
o What is the impact of appraisal and reward in motivating employees?
o What are differences in capabilities of financial and non-financial reward system in
motivating employees?
o How organisations motivate employees by providing them with the opportunity of
individualised knowledge scope application?

RESEARCH METHODOLOGY
• Primary data has been used for the purpose of conducting the research study.
• Qualitative method of data collection, interview has been used to gain deeper
insight into the identified problem area.
• The interview was conducted among 10 employees, belonging to both lower
and middle level operational hierarchy of Ovolo Woolloomooloo.
• Each interview session lasted for about maximum of 60 minutes, wherein
employees were being asked question on how motivated they are in their
present job role.
• The interview primarily comprised of semi-structured questions.

QUESTIONNAIRE DESIGN AND
INTERVIEW PROCESS
• The questionnaire comprised of mainly semi-structured and open-ended
questions.
• The interview was conducted among 10 employees who presently works in
lower and middle level operational hierarchy of Ovolo Woolloomooloo in
Sydney.
• The interview process ensured keeping the identity of the respondents to
be anonymous.
• Each of the interview questions ensured that it signifies in great detail the
motivation level of employees in Ovolo Woolloomooloo.

INTERVIEW QUESTIONS
• How satisfied are you with the present work practices offered by the organisation?
• Do you get necessary help and support of seniors in accomplishing organisational objectives?
• Is the present incentive and compensation structure capable of impacting your motivation towards
the organisation?
• Does the organisation rely on the use of both monetary and non-monetary rewards for the purpose
of employee motivation?
• Do you have the freedom to apply your individualised skills in accomplishing organisational goals?
• Does the organisation appreciate and recognise you for your efforts towards accomplishing
organisational goals?
• Are you motivated to work in the organisation?

INTERVIEW DATA
How satisfied are you with the present work practices offered by the organisation?
“The satisfaction level in my present job role is somewhat sceptic, since I have a mixed feeling
towards the employee motivation initiatives undertaken by the organisation.”
Do you get necessary help and support of seniors in accomplishing organisational
objectives?
“The seniors are cooperative and ensures establishing a direct communication and coordination
with subordinate employees. They look forward to provide necessary help and support so that
the organisational tasks can be accomplished with high performance standards.”
Does the organisation appreciate and recognise you for your efforts towards
accomplishing organisational goals?
“The employee recognition process is somewhat bias and unfair as their many individuals who
are favoured in comparison to others, due to their good and cordial relationship with employees
However it tends to provide employees with good rewards as an effective tool to boost their
motivation level.”

EMPLOYEE MOTIVATION STRATEGIES
ADOPTED BY OVOLO WOOLLOOMOOLOO
SYDNEY
• Good compensation packages.
• Cooperative work environment, managers provide necessary help and
support to subordinate employees.
• Employees recognised based on their performance capability with
monetary and non-monetary policies.
• Employees have the freedom to apply their individualised thoughts and
ideas to accomplishing organisational goals.

FINDINGS AND ANALYSIS
• Ovolo Woolloomooloo Sydney has undertaken a large number of policies to ensure
employees are highly motivated.
• The overall satisfaction and motivation level of employee seems to be somewhat sceptic
since managers and supervisors are often found to exhibit unfair and biased attitude.
• Managers and supervisors look forward to developing a healthy and highly coordinated
work environment.
• Compensation structure seeks to satisfy the employee largely and is more or less a
primary factor of workforce motivation.
• Performance recognition and appreciation is adequate; however, the process seems to
involve biasness and unfair practices.

DISCUSSION
• Ovolo Woolloomooloo Sydney is said to have developed an adequate
degree of motivation among its employee.
• A wide range of employee motivational strategies well suited to needs
and demands of workforce has been considered.
• The sceptic thought process of employees needs to be overcome at the
earliest.

CONCLUSION
• The research study has successfully identified impact of employee
motivation on operational activities of Ovolo Woolloomooloo Sydney
• Data collected using interview process has ensured collecting highly
reliable and valid data.
• There exists adequate scope for the organisation to overcome the
identified weakness in its present employee motivation process.

REFRENCES
Chiang, C. F., & Jang, S. S. (2008). An expectancy theory model for hotel employee motivation. International Journal of
Hospitality Management, 27(2), 313-322.
Chou, C. J. (2014). Hotels' environmental policies and employee personal environmental beliefs: Interactions and
outcomes. Tourism Management, 40, 436-446.
Goh, E., Nguyen, S., & Law, R. (2017). Marketing private hotel management schools in Australia. Asia Pacific Journal of
Marketing and Logistics, 29(4), 880-889.
Pelit, E., Öztürk, Y. and Arslantürk, Y., 2011. The effects of employee empowerment on employee job satisfaction: A
study on hotels in Turkey. International Journal of Contemporary Hospitality Management, 23(6), pp.784-802.