An Investigation of Web Site Performance Factors

The provided content includes a range of academic articles and books on management, organizational behavior, and accounting. The authors explore various topics such as qualitative research in management accounting, entrepreneurial orientation, strategic management, and human resource management. Additionally, there are online sources that provide information on motivation techniques, employee retention, and the importance of motivation.

Hospitality Management
UNIT 8: RESEARCH PROJECT

EXECUTIVE SUMMERY
Major aim of this research is evaluating major impacts of motivational techniques on
employee turnover within D&D London. For attaining this aim researcher has focused on some
formulated objectives. These are determining importance of motivation for employee retention in
pubs and restaurant and analyzing different motivational techniques for motivating employees of
D&D London. Further, focus has also given on assessing impact of different motivation
techniques on employee turnover of D&D and suggesting appropriate methods to D&D for
motivating and retaining employees. For attaining aim and objectives author has reviewed
various literature and other research studies. In addition for conducting investigation in effective
manner author has applied appropriate research methods such as positivism research
philosophy, inductive and deductive research approach and descriptive research design.
Primary and secondary data collection methods have used by researcher for collecting facts
and figures. In addition, using thematic and statistical analysis author has examined collected
facts. Findings of data analysis has reflected that motivational techniques have positive impact
on employee turnover and help in increasing the employee retention of D&D organization of
London. Author has found that motivation is very significant for increasing the job satisfaction
level of employees as well as also important for encouraging them to give their best
performance. Study has found that inappropriate remuneration policy, lack of communication,
unclear targets, roles and responsibilities are major reasons behind the low level of motivation.
So, as per these reasons study has found that, there are different motivational techniques which
can resolve all these problems and reasons of low motivation. These are appropriate training
and development program, favorable policies for deciding salary and wages, etc. In addition,
research has also disclosed that motivational techniques help in augmenting desire and
willingness of employees towards the job which play important role in retaining employees in
D&D. In addition author has also recommitted different strategies for motivating and retaining
employees. As per these suggestion D&D organization should conduct team building activities
and arrange some training sessions for increasing skills and knowledge in effective manner. All
these recommendations will help in reducing employee turnover of D&D organization of London.
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TABLE OF CONTENTS
chapter 1: introduction...................................................................................................................1
Introduction................................................................................................................................1
Background................................................................................................................................2
Problem statement.....................................................................................................................3
Significance of the study............................................................................................................3
Justification................................................................................................................................3
Aim and Objectives....................................................................................................................4
Key research questions.............................................................................................................4
chapter 2: Literature Review..........................................................................................................5
Definition....................................................................................................................................5
Motivation..................................................................................................................................5
Motivation and Employee turnover............................................................................................6
Motivational theories..................................................................................................................7
Research related to topic...........................................................................................................9
Discussion...............................................................................................................................13
Research gap..........................................................................................................................14
chapter 3: Research Methodology...............................................................................................15
Introduction..............................................................................................................................15
Research philosophy...............................................................................................................15
Research approach.................................................................................................................15
Research design......................................................................................................................16
Research technique.................................................................................................................16
Data collection methods..........................................................................................................17
Data collection instruments......................................................................................................18
Sampling..................................................................................................................................19
Data analysis...........................................................................................................................20

Ethical issues and consideration.............................................................................................20
Research limitations................................................................................................................21
chapter 4: Findings and Discussion.............................................................................................22
4.1 Data analysis.....................................................................................................................22
4.2 Qualitative analysis............................................................................................................22
4.3 Quantitative analysis..........................................................................................................28
4.4 Findings and discussion....................................................................................................29
Chapter 5: Conclusion and Recommedation...............................................................................31
Conclusion...............................................................................................................................31
Recommendation.....................................................................................................................32
Area of future research............................................................................................................33
References..............................................................................................................................34
Books and Journals..................................................................................................................34
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CHAPTER 1: INTRODUCTION
Introduction
THIS IS PART OF BACKGROUND: Motivation is one of the important factor for
improving performance of each employee. It helps in completing each task in effective manner
to attain organizational objectives. Organizations of different industry pay specific attention
towards increasing motivation and performance of each personnel. The current research report
focuses on different motivational techniques and their impact on employees as well as
organizations (Moutinho, 2011). As per the large numbers of researchers, hospitality industry is
facing a crucial problem of high employee turnover due to low motivation among employee. So,
for resolving this problem organizations need to ensure about appropriate encouragement of
employees towards operations.
D&D is one of the major entity of hospitality industry of UK (Solomon and et.al, 2014). It
is operating its business in all over the world. It is one of the largest growing organizations which
has 30 restaurants at national and international level. Its profitability is increasing with positive
and higher rates. It offers qualitative services to its customers but on the other hand it is also
facing the problem of employee turnover due to low motivation among employees. So, the
current research report wants to find out the major ways by which D&D can motivate its
personnel for giving their best performance. Including this, investigation also focuses on the
impacts of motivational techniques on employee turnover of this organization (Botha Kourie and
Snyman, 2014).
THIS IS PART OF INTRODUCTION: In which introduction chapter will helps in
providing a brief overview of whole investigation and research subject. Afterwards, author will
review historical research on similar subjects for getting appropriate insights to understand
research problem in effective manner. Further, research will comprise methodology section
which includes different methods and techniques for obtaining facts and figures about the
subject (Hill and Hernández-Requejo, 2011). In addition, author will apply appropriate
techniques and procedures for examining collected facts. All findings will summarize in the
findings and discussion chapter. Using results of data analysis chapter author will make final
and clear conclusion towards the research problem which will helps in determining the major
impacts on motivational techniques on employee turnover of D&D.
Background
Assessment of the various tools for employee motivation is the major objective of
carrying out this investigation. Author wants to determine all those methods which can be easily
used by pub houses and restaurants of London for motivating their staff members. Several
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research studies have conducted by other researchers for determining the impact of motivation
of personnel on productivity and performance of companies. But, the current researcher will
provide assistance in conducting investigation on hospitality organization and impact of different
tactics and approaches of motivation on employee turnover (Wild, Wild and Han, 2014).
Motivation is most important factor for retaining employees as well as it helps in
increasing individual as well as organizational performance in effective manner. Different
organizations use distinct methods for motivating employees of the firm which augments the
level of job satisfaction among them. Different researcher has found that there are different
motivational methods by which an organization can encourage its employees for giving their
best outcome towards the role. Organization culture, working environment (Halbert and Ingulli,
2011), time flexibility, salary and wages policy, bonus and incentives play important role in
increasing the level of motivation among employees. Employee turnover may become high in
case of low level of motivation. It can affect the performance of whole organization. So, every
organization needs to focus on suitable techniques for increasing motivation of employees.
Organization Background
The current research report is based on hospitality industry so, author has chosen D&D
organization of UK which is facing the problem of high employee turnover and low motivation
among employees. It offers various hospitality services to its customers. Organization needs to
focus on quality, needs and specification of each customer because each services user has
different requirements. So, company needs to hire bunch of employees for providing most
appropriate services to all customers. Earlier, D&D opens restaurant in national and
international level, but as per the increasing demands of customers it has diversified its
business in hotel industry also. Not company has opened various new hotels such as South
Place Hotel, New Street Grill, Angler, Fish Marker and Old Bengal Bar, etc. All these hotels are
at national level but, recently in 2014 D&D has started Trinity Leeds outsides the UK. So,
company is increasing its business in all over the world. At present, company has approx. 34
restaurant and few hotels along with the total revenue of 75 million pound annually.
Problem statement
Employee turnover is one of the major issue of D&D which affect organizational
performance and profitability. Major reason behind this problem is low level of motivation
among employees. It reduces their encouragement towards completing each operation in
effective manner. Sometimes, due to this reason employee turnover is become high in this
organization. D&D organization is applying different techniques and methods for motivating
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employees but rate of employee turnover is increasing day by day. So, it is the major research
problem for current research study. For resolving this issue, researcher wants to find out
appropriate alternative solution to secure present and future performance of D&D. Resolving
this, problem author will focus on importance of motivation for employees and different methods
for motivating them to given their best performance. Therefore, high employee turnover and low
motivation of employee of D&D are major research issues for current investigation.
Significance of the study
As per the above discussion, employee turnover is very crucial problem for hospitality
and other industries. Current research will be very significant because it will helps in determining
different techniques for increasing motivation among employees which will provide assistance in
retaining them. It will help in reducing employee turnover of different organization. The research
will also focus on impact of motivational techniques on organization which will help D&D
organization in developing its motivational strategies. Including this, findings of the current
investigation will help other research scholar and PhD candidates for conducting future
investigation on similar subjects and topic. Therefore, current investigation will be very
significant.
Justification
Critical evaluation of the major impacts of motivational techniques on employee turnover
of D&D is the major purpose of the current research. Author has chosen the current research
subject because hospitality organization is facing a very critical problem of employee turnover
which affect organization’s as well as industry’s performance. D&D is using different methods
for motivating employees. Even it has done huge investment in Human resources department to
motivate employees but, it is not become successful in terms of increasing motivation and
reducing employee turnover. Including this, large number of author have conducted similar
research studies on different organizations of other industries but no one have conduced
investigation on this subject with respect to hospitality industry. So, for finding out appropriate
solution of organizations of hospitality industry author has chosen this subject. Along with this,
author has sufficient theoretical knowledge and interest in this subject. So, author wants to
understand all these things in practical manner.
Author has selected D&D organizations for this research because of the high employee
turnover rate (Siewiorek and et.al, 2012). Along with this, company is using most appropriate
methods for motivating employees but it is not become successful for reducing turnover and
increasing levels of motivation of each personnel. So, author has chosen this subject for
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investigation for determining the appropriate methods of motivational techniques and their
impact on employee turnover of D&D.
Aim and Objectives
Aim:
“To critically evaluate major impacts of motivational techniques on employee turnover
within D&D London”.
Objectives:
 To determine importance of motivation for employee retention in pubs and restaurant.
 To analyze different motivational techniques for motivating employees of D&D London.
 To assess the impact of different motivation techniques on employee turnover of D&D.
 To recommend appropriate methods to D&D for motivating and retaining employees.
Key research questions
1. What are the major impacts of motivational techniques on employee turnover within D&D
London?
2. Why employee motivation is important for pubs and restaurant for retaining employees?
3. What are the major techniques for motivating employees of D&D London?
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CHAPTER 2: LITERATURE REVIEW
Definition
Review of literature can be defined as a process of collecting facts and figures from
different historical research studies. For the current study researcher will collect literature data
on motivation and employee turnover (Kotler, Bowen and Makens, 2006). There are different
sources by which author can collect facts and figures such as studies of past research scholars,
website and annual report of D&D, journals and articles, etc. All these information will help in
getting appropriate insights to understand research problem. Collected data of literature will also
provide assistance in developing hypothesis which will play important role in determining that
weather motivation helps in reducing employee turnover or not. Author will analyze different
motivational theories for determining different ways for motivating employees of pub and hotels
of London (Jeon and Choi, 2012).
Motivation
As per the theoretical perspective motivation can be defined as behavior of person which
shows reasons behind actions, desire and needs of people. On the other hand, Ivanov, 2014
has stated that “Motivation can be defined as internal and external factors of human being which
encourage desires and energy in people which helps in increasing interest and satisfaction
towards job, role and subject” (Ivanov, 2014). As per the above statements, motivation helps in
increasing encouragement among employee to make appropriate efforts to achieve goals and
objectives of the firm. In contrast, Muondo and Perkins, 2013 has asserted that “Motivation is a
process which initiates, guides and maintain goal oriented behavior of employees” (Muondo and
Perkins, 2013). Findings of different research studies have reflected that motivation involves
different factors such as biological, emotional, social and cognitive factors. All these factors
affect, change and activate behavior of employees which help in completing each and every
task in effective manner (Weiner, 2012).
Donohue, 2007 has concluded that “Lack of motivation can affect individual as well as
organizational performance” (Donohue, 2007). Moreover, low level of motivation reduces the
satisfaction level of employees by which they cannot complete their roles in effective manner
which affect goals and objectives of the firm. The current research study is based on hospitality
organization and Murphy and Yetmar, 2010 has asserted that “quality of services is one of the
important factor for success of hospitality firm and lack of motivation can harm quality and
productivity of the company” (Murphy and Yetmar, 2010). So, maintaining organizational
success, each and every organization tries to improve motivation of employees.
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Motivation and Employee turnover
Employee leaves organizations because of different reasons such as lack of trust and
communication, limited opportunity and advance career development. All these reasons reduce
motivation among employees which increases rate of employee turnover. There are two types
of employee turnover, involuntary and voluntary turnover (Charantimath, 2005). Hayes and
Ninemeier, 2007 has asserted that “Sometimes organizations terminate employees for different
reasons which are known as involuntary turnover” (Hayes and Ninemeier, 2007). Major reasons
of involuntary turnover may performance issues, absenteeism and organizational policies. But
on the other hand, Kalivas and Volkow, 2014 has stated that “motivation is the major reason
behind voluntary turnover and such types of turnover affects performance of the firm” (Kalivas
and Volkow, 2014). There are different other reasons by which employees leaves their offices
so, management of the firm needs to increase motivation for retaining employees. Lucio, 2013
has concluded that “there are different techniques by which manager can stay employees in
organization for longer period of time” (Lucio, 2013). Chambers, Taylor and Potenza, 2014 has
found that “Hiring employees is not an easy process for managers so, organization needs to
reduce employee turnover and increase employee retention” (Chambers, Taylor and Potenza,
2014). Therefore, high employee turnover is not favorable for each and every organization so,
company needs to try to retain personnel in appropriate manner (Elliot and Dweck, 2013).
Lillis, 2008 has concluded that “labor market is not effective from last few years so, it is
very difficult for manager of organizations to find and keep good employees” (Lillis, 2008). So,
employee retention is very important for each hospitality firm. There are different employee
retention strategies which help in motivating employees for a longer period of time. In contrast,
there are different motivational strategies which also help in encouraging employees for staying
in a same organization for longer period of time (Weiner, 2013). So, motivation plays very
important role in retaining workers of hospitality organization. Effective communication among
top and lower level management helps in motivating staff members which leads increment in
employee retention rates. Along with this, appropriate policies of salary, wages, bonus and
rewards are also considered as appropriate strategies of employee retention. Role of motivation
is increases interest and enthusiasm of staff members towards the roles and responsibilities.
Therefore, motivation plays very significant role in retaining employees of the firm (What Is
Motivation, 2015).
Motivational techniques have positive impacts on employee turnover. Because,
appropriate level of motivation helps in encouraging employees for providing their best
performance which increases the overall productivity of the firm. Along with this, motivation
6

satisfies needs and requirements of personnel which augment the level of satisfaction towards
the job. It increases interest and willingness of employees to do work for organization.
Therefore, motivation has positive impact in increasing the satisfaction of personnel (Need &
Importance of Employee Retention, 2015). It has indirect impact on employee turnover of the
firm because highly satisfied employees will not think about leaving the office which increases
the rate of employee retention. So, overall motivation has positive impact on employee turnover
(Motivational Techniques, 2015).
Motivational theories
Different researchers have introduced various theories of motivation by which an
organization can encourage their employees for giving their best performance. Motivation is one
of the important factors for augmenting individual as well as organizational performance of a
company (Pinder, 2014).
Maslow’s theory of motivation
It is also called hierarchical theory of need. According to this theory, There are different
types of need of each and every individual which require appropriate satisfaction otherwise it
can reduce level of motivation among them. Every organization requires determining the actual
needs of individual employees. As per this theory, major needs of employees are physiological,
safety, love and belonging, esteem and self-actualization needs (Dörnyei and Ushioda, 2013).
Social need is also known as basic needs and requirements of employees such as water, food,
shelter, etc. Another need of employee is safety which includes security of body, employment,
family, health and property, etc. Love and belongingness are also another need of an individual
which includes requirements of friendship, family and sexual intimacy, etc. After satisfying lower
level needs management of organization needs to focus on satisfying esteem needs of
employees which comprises self-esteem, confidence, achievement and respect. Self-
actualization is higher level of needs and for satisfying such types of need management of the
firm requires to focus on morality and creativity, etc. (Bhattacharyya, 2009). As per this theory
organizations should determine actual needs and requirements of employees. By satisfying
these needs company can motivate their employees in effective manner (Green, 2007).
Two factor theory
It is also known as Herzberg’s theory of motivation. As per this theory, there are two
types of factors which can affect level of motivation of employees at workplace. These factors
are hygiene factor and motivation factors. Hygiene factors reduce the level of job satisfaction
and motivational factors increases the job satisfaction of employees (McAuley, Duberley and
7

Johnson, 2007). So, each and every organization needs to focus on increasing the satisfaction
level of employees towards the job. These factors will help in augmenting motivation which
helps in increasing their level of performance and productivity of the organization. In the
hospitality organization hygiene factor are low qualities of performance, poor payment and
unfavorable policies and regulations, etc. Further, inappropriate working environment, employee
relationship and job security also decline the level of job satisfaction. Therefore, organization
needs to remove all these factors form workplace for increasing the job sis-satisfaction among
employees. In contrast, there are different motivational factors by which an organization can
increase level of motivation among employees (Lee and Morrison, 2010). These factors include
promotional opportunities, personal growth opportunities, recognition, responsibilities and
achievements, etc. Consequently, considering all these factors company can augment job
satisfaction of employees and increase the level of motivation.
Theory X and theory Y
As per this theory different managers of organization use distinct models of motivation
which help in managing human resources, organization behavior and culture. It is also known as
a framework which helps in analyzing relationship between motivation and leadership style
(Buchanan and Huczynski, 2010). According to their theory style of leadership has huge impact
on level of motivation. Theory X states that managers need to be controlled employees for best
outcomes of organization. Employees do not like work they need to be pushed for being more
productive. Good incentive schemes are required for motivating employees (González, 2004).
But on the other hand, Theory Y states that appropriate participation of employees can increase
their outcomes and they can think for making any important decisions for completing their roles
and responsibilities. Appreciation of employees can motivate effective as compare to incentive
schemes. Therefore, both theories have stated different views by which an organization can
motivate employees. But, both theories are not appropriate for all situations so, organization
manager needs to apply appropriate theory as per the situation analysis (Butler, 2010). Most of
the employees through that Theory Y is more effective for increasing productivity. But, it will not
appropriate at the time of financial difficulties. Similarly, theory X is not suitable for daily routine
but favorable at the time of crisis management. Therefore, hospitality organization needs to use
appropriate style of leadership for increasing level of motivation among personnel (Mullins,
2010).
Research related to topic
Importance of motivation in hospitality organization
8

Krishnaswamy, Sivakumar and Mathirajan, 2009 has asserted that “Motivation is one of
the major function of hospitality organization because it is also known as core of management”
(Krishnaswamy, Sivakumar and Mathirajan, 2009). Palmer and Hartley, 2008 has concluded
that “if any manager who is not capable to motivate their employees then he/she cannot
become successful in his/her career” (Palmer and Hartley, 2008). Action, 2013 has stated that
“Motivation has strong association with performance of the firm so, it is very important for
achieving goals and objectives of the organization” (Action, 2013). After reviewing literature
researcher has found some major importance of motivation for hospitality organization which
are as follows:
 Improve level of performance: Avgerou, 2008 has asserted that “ability and willingness
to do work have direct association with the efficiency of the person” (Avgerou, 2008).
Education and appropriate training help in increasing the ability of employees but
willingness is obtained by motivation only. Therefore lack of motivation among
employees will reduce the willingness that leads reduction in efficiency of personnel. It
also affect personal and professional performance of employees which can decline
overall performance of the firm (Mahmood and Hanafi, 2013). Therefore, motivation can
increases overall efficiency of employees which augments productivity as well as
reduces cost of the company. So, motivation is very important for increasing the level of
performance of the organization (Bass and Riggio, 2008).
 Help to change negative attitudes of employee: Some of employees of the
organization have negative attitude and due to this reason they think that doing high
work will not bring any additional benefits (Aggett, 2007). Donohue, 2007Has concluded
that “An effective manager always try to change their negative attitudes by different
motivational techniques” (Donohue, 2007). There are many employees in an
organization who have poor financial condition so, manager can change their negative
attitudes by increasing their remuneration. But, on the other hand, financial strong
employees can be motivated by appreciation of work. So, organization needs to focus on
appropriate motivational techniques for changing negative attitudes of employees.
Therefore, appropriate motivational technique helps in reducing the negative attitudes of
employee towards organization (Lucio, 2013).
 Reduction in employee turnover: Rate of employee turnover affects reputation and
performance of the firm. This situation also creates lots of other problems for manager of
the organization. Due to high employee turnover organization needs to hire number of
new employees which leads waste of time and cost for organization. Employee turnover
9

also increases cost of training of an organization (Murphy and Yetmar, 2010). Weiner,
2013 has asserted that “through the appropriate motivation an organization can resolve
all these problems and retain employees” (Weiner, 2013). Appropriate motivation
increases satisfaction level of employees which decline the rate of employee turnover.
As per the above discussion motivation is also important for reducing employee turnover
in a hospitality firm (Dörnyei and Ushioda, 2013).
 Help to decline absenteeism in an organization: Chambers, Taylor and Potenza,
2014 has concluded that “rate of absenteeism is high because of many reasons”
(Chambers, Taylor and Potenza, 2014). These are poor work condition, ineffective
relations with colleagues and inappropriate rewards and others. A manager can motivate
employees by removing all these deficiencies. Therefore, motivation is very important
for reducing absenteeism in an organization (Kalivas and Volkow, 2014).
 Reduction in resistance to change: Each and every organization take some necessary
changes for increasing performance of the company. But, generally employees of the
firm are not ready for accepting any kind of changes in their normal routine (Lee and
Morrison, 2010). But, as per the demand of time making some changes at workplace is
very essential. So, motivation is one of the important tools for preparing employees for
accepting all changes. Motivated employees take these changes in positive manner and
improve their performance. Therefore, motivation is also important for reducing the
resistance to change (Mullins, 2010).
 Increase productivity: McAuley, Duberley and Johnson, 2007 has stated that
“Motivation is very essential for completing each role and responsibility in effective
manner” (McAuley, Duberley and Johnson, 2007). As per this statement, motivation
helps in increasing the self-responsibility among employees of the firm which increases
utilization of human resources of the firm. It helps in augmenting overall performance
and productivity of the company. Therefore, motivation helps in increasing financial
performance and profitability of the firm (Krishnaswamy, Sivakumar and Mathirajan,
2009).
 Increase employee satisfaction: Job satisfaction is very important for organizational
effectiveness. Motivation helps in developing morality and satisfying them. There are
different financial and non-financial techniques for motivating them which increases
satisfaction among employees (Buchanan and Huczynski, 2010). Therefore, motivation
is very important for employee motivation.
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 Reduce disputes and strike at workplace: Motivation is an important tool for
maintaining coordination among management and workers. It reduces misunderstanding
and disputes which leads reduction in conflicts at workplace (Elliot and Dweck, 2013).
Palmer and Hartley, 2008 has concluded that “Low disputes helps in maintaining smooth
flow of operation which helps in reducing strikes at workplace” (Palmer and Hartley,
2008). Overall, motivation is important for minimizing conflicts and strikes at workplace
(Motivational Techniques, 2015).
 Help in achieving organization goals: Mahmood and Hanafi, 2013 has concluded that
“Motivation improves coordination, performance and productivity of the firm” (Mahmood
and Hanafi, 2013). All these results of motivation play important role in achieving
organizational goals in effective manner.
Overall, motivation is very important element of hospitality organization because it helps
in increasing productive use of resources and augments efficiency and outcomes of the
company. As per the above discussion, it also plays significant role in attaining goals and
objectives of the firm and developing strong relationship among them (Whiteley and Whiteley,
2006). Further, it maintains stability in workforce which leads reduction in employee turnover
and increment in employee retention.
Motivational techniques
THIS IS PART OF LITERATURE REVIEW: Chambers, Taylor and Potenza, 2014 has
asserted that “hospitality organization needs to understand needs and requirements of
employees and use appropriate ways for motivating them in effective manner” (Chambers,
Taylor and Potenza, 2014). There are different techniques of motivation which helps in reducing
negative factors of motivation and increase positive factors. These techniques include non-
financial rewards, team building activities, training and development session, high
communication, targets, rewards and incentives, etc (Krishnaswamy, Sivakumar and
Mathirajan, 2009).
 Team-building activities: There are different team building activities which help in
developing strong relationship among them. It helps in maintaining healthy competition
at workplace. Strong team association among employees will help in augmenting
productivity and moral of workers (Motivational Techniques, 2015). Different team
building activities plays important role in developing healthy work environment at
workplace which increases employee satisfaction. Therefore, team building activities
help in motivating employees at workplace (Elliot and Dweck, 2013).
11

 Training and development session: Training and development session helps in
increasing skills and knowledge of employees which improves productivity and
performance of the firm. Along with this, training program helps in fulfilling roles and
responsibilities in appropriate manner. Overall, it is one of the important methods for
increasing ability and capability of employees which encourage employees for giving
best outcomes (Bhattacharyya, 2009).
 Enhanced communication: Communication among top and lower level employee is
very essential. It helps in increasing willingness to work and performance of personnel.
So, management of the firm needs to develop strong communication at workplace
(Muondo and Perkins, 2013). Manager needs to communicate their roles and
responsibilities in effective manner. It increases performance of them and motivate them
in effective manner.
 Targets, rewards and incentives: As per the motivational theory of needs each
employee has different needs and requirements. Each employee require appropriate
finance for satisfying these needs (Kalivas and Volkow, 2014). Management of the
company can motivate employees by providing appropriate rewards, salary, wages and
incentives. It helps in satisfying their financial needs. Along with this, allocating
appropriate targets also encourages employees for completing them in effective manner
(Kotler, Bowen and Makens, 2006). Overall, suitable targets, rewards and incentives
help in motivating employees in effective manner.
 Non-financial rewards: Hill and Hernández-Requejo, 2011 has concluded that “there
are different nonfinancial methods by which a manager can encourage performance of
employees” (Hill and Hernández-Requejo, 2011). These include appreciation of works
and effective working environment, flexible timing, etc. Along with this, effective
communication and allocating roles and responsibilities are also known as nonfinancial
methods for motivating employees (Siewiorek and et.al, 2012).
 Effective working environment: It is also one of the important techniques for
motivating employees. Botha Kourie and Snyman, 2014 has asserted that “effective
working environment includes appropriate facilities of sitting and working, cleanliness
and arrangement of required instruments” (Botha Kourie and Snyman, 2014). All these
facilities help in maintaining effective working environment which encourage employees
to give best performance.
 Flexible time hours: Wild, Wild and Han, 2014 has stated that “Most of the employees
in hospitality organizations leaving their jobs to the strict and inappropriate working
12

hours” (Wild, Wild and Han, 2014). So, flexible timing policy helps in motivating
employees for working in those hours which are favorable and comfortable for them. It is
one of the best techniques for reducing the rate of female employee turnover. So,
hospitality organization can implement flexible timing policy for increasing motivation.
Therefore, above discussed techniques help in motivating employees at workplace
which help in increasing motivation among employees of hospitality organizations (Buchanan
and Huczynski, 2010).
Discussion
As per the review of literature, motivation among employees is very important for attaining goals
and objectives of the organization. Lack of motivation can affect performance and productivity of
the firm which can decline the future growth of the company. Including this, low level of
motivation in employees increase job dis-satisfaction that augments the high employee turnover
in organization (Mahmood and Hanafi, 2013). Therefore, different hospitality organization needs
to increase level of motivation among employees for increasing rate of employee retention.
Including this, review of historical studies has also reflected that there are different motivational
theories which help organizational mangers to determine needs and requirements of
employees. Along with this, theories also plays important role in using suitable methods and
techniques for increasing motivation of staff members. According to literature, motivation is
more important for improving level of performance, changing negative attitudes of employee,
reducing employee turnover and declining absenteeism in an organization (Bass and Riggio,
2008). Further, motivation is also important for managing changes, increasing productivity and
satisfaction, reducing disputes and strike and attaining organization goals.
In addition, another section of literature has provided insights about the different
motivational techniques for hospitality firms. These methods help in selecting appropriate
methods of motivation for motivating employees of D&D (Charantimath, 2005). As per the
historical research motivational methods are Team-building activities, Training and development
session, Targets, rewards and incentives Non-financial rewards, Effective working environment
and Flexible time hours. Therefore, literature review has helped in understanding the research
problem and different relevant subjects for resolving this problem in effective manner (Hayes
and Ninemeier, 2007).
Findings of literature review have reflected that Motivation is one of the important
element which can influence the employee turnover of an organization in positive as well as
negative manner. There are different motivational theories such as Maslow’s theory of
motivation, Two factor theory and Theory X and theory Y by which an organization can identify
13

the needs and requirements of employees and can develop appropriate strategies for motivating
them. Including this, Literature review has also helped in analyzing importance of motivation in
hospitality organization. It helps in improving performance of employees as well as in reducing
negative attitudes of employees. Motivation is also important for reducing employee turnover,
declining absenteeism, reducing resistant to change and increasing productivity and level of
employee satisfaction in a hospitality organization. According to historical studies hospitality
organizations can use team building activities, training and development, appropriate
communication, targets, rewards and incentives as motivational techniques for encouraging
personnel of firm to improve their performance.
Research gap
Review of literature has helped in getting appropriate insights to understand the
research problem and formulating appropriate hypothesis for getting appropriate solution for this
problem. After analyzing historical research author has found that large number of researchers
have conducted research studies of similar subjects but no one have focused on hospitality
organizations. Including this, author has also found that most of the researchers have
completed studies on employee turnover, retention and motivational techniques in separate
manner. But, there is no research on combined subject of these entire subjects. It is the major
research gap which is disclosed by author through the above discussed literature review and on
the basis of this gap author has selected this research subject for further investigation.
You need to add: -
 State approach
 Sample population
 No surveyed or to be surveyed
 Quantitative or Qualitative? The current research will fare both a
qualitative or quantitative approach( riche answers of Qual Frequency)
The questionnaire is structure to obtain both Qual and Quant.Then go into
Results of data analysis.
14

CHAPTER 3: RESEARCH METHODOLOGY
Introduction
Research Methodology can be defined as a process of conducting investigation using
different tools and techniques in effective manner. For the current research author will use
different tools for conducting investigation for determining impacts of motivational techniques on
employee turnover within D&D London (Whiteley and Whiteley, 2006). This chapter will
comprise various tools of investigation such as research philosophy, approach, design and
techniques. All these methods will helps in conducting investigation on subject as well as also
provide assistance in collecting facts and figures in effective manner. Author will follow
appropriate methods for collecting data and afterwards study will also include suitable methods
for examining and analyzing obtained facts and figures on employee turnover and employee
motivation. Overall, methodology will comprise appropriate techniques of research which will
help in getting suitable findings and results for attaining objectives in effective manner (Lillis,
2008).
Research philosophy
Philosophy of research can be defined as a paradigm which will provide assistance in
objective and subjective basis. As per the current research subject philosophy will provide
assistance in critically analyzing impact of motivational techniques of employee turnover of
D&D. there are different research philosophies such as interpretivist paradigm. In which, author
will apply positivism research philosophy because it focuses on the major objectives of the
research rather than subjectivity of the current research topic. Interpretivist research philosophy
will provide assistance in finding appropriate results for attaining objectives in appropriate
manner. According to the positivism research philosophy, author will easily determine positive
and negative impacts of motivational techniques on employee turnover.
Research approach
Approach of the research will provide assistance in determining appropriate way to
conduct whole investigation in effective manner. It helps in determining that author needs to
conduct investigation wither general or specific manner (Sobh and Perry, 2006). There are two
types of research approaches inductive and deductive. For conducting investigation on current
research subject, author will follow a combined research approach and by which study will
follow the basic principles of both approaches. Deductive research approach works from
general to specific manner. As per this approach author will understand finding of different
motivational theories and afterwards determining the impact of motivation on employee turnover
15

of D&D. This approach will help in testing develop theory. In contrast, inductive research
approach will help in conducting investigation form specific to general manner. Using this
approach author will develop appropriate theory which provides appropriate information about
the impact of motivational techniques on employee turnover of D&D (Kumar, 2014). It will be
favorable for current investigation because it will help in finding appropriate solution of each and
every research question (Krishnaswamy, Sivakumar and Mathirajan, 2009).
Research design
Research design can be defined as a strategy which helps in integrating different
components of the study in logical manner. It will effectively address research problem which
provide assistance in collecting and analyzing facts and figures on motivation and employee
turnover of D&D (Flick, 2011). Therefore, for the current investigation research design will be a
blueprint for collecting, measuring and examining data. After understanding research problem
author will use descriptive research design for current investigation. It will be used by researcher
because it will help in conducting investigation in theoretical and subjective manner. Along with
this, descriptive research design will include case study, observation and survey analysis for
collecting information on employee motivation and turnover. It will be useful for conducting
qualitative as well as quantitative research. Descriptive research design will play important role
in understanding all motivational theories in appropriate manner (Goddard and Melville, 2004).
Research technique
Each and every research needs to follow appropriate techniques for conducting whole
investigation in effective manner. It can be defined as a tactics of investigation which will helps
in understanding the research subject in qualitative as well as quantitative aspect. There are two
types of research techniques qualitative and quantitative (Garland and Garland, 2012). The
current research report will use combined research technique of qualitative and quantitative.
Qualitative research technique will be used by researcher because it will be useful for
understanding different motivational theories. On the other hand, quantitative research tool will
be helpful for determining impact of motivational techniques on employee turnover of D&D. So,
it will be used by researcher for whole investigation (Dey, 2002). Qualitative research technique
helps in understanding research problem in subjective aspect. In contrast, quantitative research
technique will provide assistance in resolving research problem using different tools and
methods in effective manner. Different subject data will be easily obtained by qualitative
techniques. Moreover, qualitative methods will provide assistance in collecting numerical facts
and figures on employee motivation and turnover of D&D. Therefore, combined research
16

techniques will be effective for attaining research objectives and resolving research problem
(Bhattacharyya, 2009).
Data collection methods
Data collection methods can be defined as different techniques which help in collecting
appropriate information as per the research subject, objective and research question. Primary
and secondary data collection methods are mostly used by all researchers for their studies. For
the current investigation author will use both primary and secondary data collection methods
(Daniel and Sam, 2011). In which, primary data collection methods helps in collecting fresh and
new information about research subject. These methods will be effective for collecting new
information about the employee motivation and turnover of D&D. Primary information will be
collected by employees of D&D using online survey methodology. Author will use a structured
questionnaire for conducting primary research on current subject. Therefore, primary data
collection methods are very effective for obtaining most useful and fresh information of selected
organization (Elliot and Dweck, 2013).
Secondary data collection methods can be defined as those techniques which collect
relevant information from past or historical studies of similar subjects. Author will collect
secondary information from different sources such as library, website and journals. Literature
review is also one of the important sources of secondary information which will help in collecting
information about different motivational theories and their impact on individual as well as
organizational performance (Pinder, 2014). Therefore, both data collection methods are useful
for collecting subjective as well as numerical information which will provide suitable insights.
Along with this, collected data also help in getting appropriate solution of research problem.
Data collection instruments
As per the above research planning author will use primary and secondary data
collection methods for collecting facts and figures. Both methods follow different sources for
obtaining relevant information (Chambers, Taylor and Potenza, 2014). Primary data collection
will be done by survey methodology so; researcher will use a structured questionnaire which will
comprise different open and close ended questions relevant to research subject and objectives.
On the other hand, for secondary data collection researcher will use different sources such as
website of D&D, annual report, journal, articles, research papers and books, etc. all these
resources helps in getting appropriate historical information about research subject which will
help in understanding the problem of employee turnover in effective manner (Bhattacharyya,
2009).
17

Questionnaire for employees of D&D:
Demographic information of employees:
Name (optional): Gender
Age:
Level of management: James Healy
1. You are working with D&D organization of UK,
Are you satisfied with your Job?
 Yes
 No
If no then
2. What is the major reason behind your job dissatisfaction with D&D?
 Inappropriate payment policies
 Lack of communication and motivation
 Inappropriate allocation of roles and responsibility
 Working environment and organization culture
 Inappropriate rewards and incentives
3. As per your opinion, use of motivational techniques will helpful for increasing your job
satisfaction level?
 Yes
 No
4. To which extent you believe that D&D is using most appropriate motivational technique for
improving the level of motivation of employees?
 Strongly agreed
 Agreed
 Neutral
 Disagreed
Strongly disagreed
5. What is the most appropriate motivational technique which will help D&D organization for
retaining employees for long term?
 Team-building activities
Training and development session
Enhanced communication
Targets, rewards and incentives
Non-financial rewards
18

Effective working environment
Flexible time hours
Rank most important from 1 to 7 one must be list more important.
6. What is the major impact of motivational techniques on your level of job satisfaction?
 Helps in increasing job satisfaction
 Declines level of job satisfaction
 Encourage for doing work for long time
7. Please suggest appropriate motivational any other technique for motivating employees?
Population
According C .Newman (1994.p205) “May be defined as a group of individuals of a species
occupying a defined”. It is kind of act or process of populating or number of people or
inhabitants in a country or region.
Sampling
Above discussion has reflected that author will use primary data collection method for
obtaining fresh and new information. This information will be collected by employees of D&D.
So, employee of this organization will play the role of research universe. There are different
methods by which investigator can select sample for whole investigation which are called
sampling techniques. Author will apply random number sampling method for deciding sample of
employees of D&D. In this method researcher will use random number table for selecting each
employee. It reduces chances of the sampling error as well as provides equal chance to each
employee to select in research sample. Therefore, author will use most appropriate sampling
method for deciding sample for this investigation. Sample size for current study will be the
census that can be defined as unlike a sample, which only takes a population and seeks to
analyze every single member of a population. Therefore, sample of staff will helps in collecting
primary and fresh information about the motivational strategies of D&D organization and
impacts on these tactics on employee performance (Garland and Garland, 2012).
Data analysis
Research techniques will be used by researcher for collecting facts and figures on employee
motivation and turnover of D&D (Dey, 2002). So, using these methods author will collect
numerical and subjective information. So, for analyzing this information author will use thematic
19

and statistical analysis. Thematic analysis will provide assistance in examining subjective
information about motivational theories and employee turnover. It will be applied by researcher
because it is more effective for analyzing subjective and theoretical concept of the current
subject. Thematic analysis includes different charts, graphs, themes and diagram for resolving
research issue (Goddard and Melville, 2004).
On the other hand, statistical analysis method will be helpful for testing hypothesis using
appropriate test. These methods helps in analyzing numerical information which will provide
assistance in getting appropriate solution of research problem and making suitable conclusion
on it. Therefore, data analysis method will be appropriate for getting appropriate findings and
results by which author can easily determine the major impact on employee motivational
techniques on personnel turnover of D&D (Kumar, 2014).
Ethical issues and consideration
Researcher needs to complete whole investigation in ethical manner and regarding this
author needs to consider appropriate deliberations which play important role in resolving ethical
issues in effective manner. As per the above discussion, major ethical issues are relevant to the
data collection process. Author will collect primary information from different respondents so,
safety and security of every participant is very important. So, for resolving this ethical issue
author will not use any personal information of any employee of D&D. Along with this,
researcher will assure about the use of only necessary data which will help in attaining objective
of the investigation. Along with this, research ethics includes different other ethical issues
relevant to secondary data collection method and these are plagiarism, copy and paste and
manipulation of data, etc (Flick, 2011). So, for resolving these issues author will use appropriate
references and citation of historical research scholars or secondary data instruments. Therefore,
research will follow appropriate considerations for resolving research issues in effective manner.
Research limitations
Accomplishment of the investigation is not an easy task for researcher so, the current
study is also associated with some limitations (Daniel and Sam, 2011). These limitations are
relevant to time and cost of the whole investigation. Researcher of the current study does not
have appropriate time and experience for conducting such types of investigation. Along with
this, data collection process has taken lots of time. These types of limitations can affect the
research findings and results but author has used appropriate time planning for managing time
in different activities of research. It helps in reducing the unnecessary time in various tasks.
High cost of survey methodology and lack of research budget are also considered as major
20

limitations of the current investigation. Author has used Activity Based Costing method for
developing budget for the whole investigation. It has applied by researcher because it helps in
allocating resources on each and every activity as per their requirements. Along with this, it is
also beneficial for reducing the unnecessary wastage of financial resources in different tasks of
research so, author has developed research budget using activity based costing method. It has
helped in managing all financial resources in effective manner (Whiteley and Whiteley, 2006).
Including this, author does not have experience of conducting investigation but author has
collected appropriate theoretical knowledge of different research methods. This knowledge has
helped in managing all research limitations in effective manner (Sobh and Perry, 2006).
21

CHAPTER 4: FINDINGS AND DISCUSSION
4.1 Data analysis
Data analysis can be defined as a process of examining collected information by using
appropriate qualitative and quantitative methods. As per the above discussion of the research
techniques author has used different methods for collecting subjective as well as numerical
information for determining impact of motivational techniques on employee turnover of
organization (Daniel and Sam, 2011). In order to for analyze to narrative information author will
use thematic analysis and for examining numerical information researcher will apply statistical
test and methods. Thematic analysis will help in getting appropriate solution for attaining major
research objectives. Statistical test will play important role in testing hypothesis which helps in
attaining aim of the research in effective manner (Goddard and Melville, 2004). Statistical
analysis of numerical data will provide frequency of events????
4.2 Qualitative analysis
Qualitative analysis can be defined as a process of analyzing subjective data using
appropriate methods (Sobh and Perry, 2006). For the current research author will use thematic
analysis which helps in evaluating facts and figures on the basis of literature review and
questionnaire survey findings.
Thematic analysis:
It is one of the important methods for analyzing qualitative information. This technique
analyzes collected information using charts, graphs, diagram and themes. It helps in
determining appropriate motivational technique for decreasing employee turnover as well as
also plays important role in determining the major reasons of job dissatisfaction (Whiteley and
Whiteley, 2006). Thematic analysis for the current investigation is as follows:
Theme 1: Employees of D&D are not satisfied with the job. Numeric data
You are working with D&D organization of UK, are you satisfied with your
Job? Frequency
Yes 12
No 8
Closed question statistical frequency eg: for climate change
Carbon footprint
Normal vertical
Too many people causing climate change, population is too high PTO
22

Author has asked the above question to employees of the organization because
researcher wants to determine the level of satisfaction of personnel with their roles and
responsibilities. It has helped in determining needs and requirements of motivational technique.
After getting information author has found that approximately 8 respondents were not satisfied
with the job and roles and responsibilities. But, on the other hand, 12 participants were not
satisfied with the job at D&D. Therefore, collected frequency has reflected that most of the
employees are not satisfied with their own roles and responsibilities in effective manner. This
dis-satisfaction affects their level of motivation and increases the requirements of motivational
techniques.
Theme 2: Reasons behind the job dissatisfaction of employees of D&D. Thematic
What is the major reason behind your job dissatisfaction with D&D? Frequency
Inappropriate remuneration policies 4
Lack of communication and motivation 5
Inappropriate allocation of roles and responsibility 3
Working environment and organizational culture??????? 4
Inappropriate rewards and incentives How this addresses the problem
made investigation.------------------- 4
Used Herzberg but is expectancy and explains.
Used this table
Too many people 10
pollution 15
More pay 15
Better condition 3
23

Bonus 25
According to the previous theme author has found that employees of D&D are not
satisfied with their job and roles and responsibilities. So, author has included this question for
determining the major reason behind the job dis-satisfaction. 25%respondents have believed
that lack of motivation and communication increases the job-dissatisfaction. Similarly, 20%
employees though that inappropriate remuneration policies of D&D declines the level of
satisfaction. But, 20% employees have given their response to working environment and culture
of the company. As per their opinion, author has found that unsuitable working environment and
culture can also decline the satisfaction of employees towards working. 15% participants have
believed that inappropriate allocation of roles and responsibilities decreases the job satisfaction
of employees of D&D. Therefore, each and every employee has different opinion about the
reasons behind the job dissatisfaction.
Theme 3: Motivational techniques are helpful for increasing job satisfaction level of
employees.
As per your opinion, use of motivational techniques will helpful for
increasing your job satisfaction level? Frequency
Yes 14
No 6
24

Previous theme has helped in determining the major reasons of job dissatisfaction
among employees. After determining reasons, author wanted to that whether motivational
techniques will be helpful for increasing level of motivation of employees and satisfaction of job,
so, author has asked the above question to all respondents. In the findings of literature review
researcher has found that training and development, team building activities, rewards and
incentives and appropriate communication are major techniques of motivation. Author has found
that 14 employees believed that motivational techniques will help in increasing their job
satisfaction level. But, on the other hand, 6 participants were believed that motivational
techniques do not have any positive impacts on job dissatisfaction. So, as per the highest
frequency author needs to apply suitable motivational techniques for increasing the satisfaction
level of employees towards the job.
Theme 4: Most appropriate motivational techniques which help D&D organization for
retaining employees for long time.
What is the most appropriate motivational technique which will help D&D
organization for retaining employees for long time?
Freque
ncy
Team-building activities 2
Training and development session 3
Enhanced communication 4
Targets, rewards and incentives 3
25

Non-financial rewards 2
Effective working environment 4
Flexible time hours 2
To determine the major motivational technique for retaining employees for long time, the
author has included the above question in survey questionnaire. As per the highest frequency 4,
training and development session and effective working environment are most appropriate
technique for retaining employees for long run. Average frequency has reflected that each
employee has distinct needs and requirements so, organization can implement all methods for
motivating employees.
Theme 5: Major impacts of motivational techniques on level of job satisfaction of
employees.
What is the major impact of motivational techniques on your level of job
satisfaction?
Frequenc
y
Helps in increasing job satisfaction. HOW ??????? 12
Declines level of job satisfaction. WHY ???? 2
Encourage for doing work for long time. What do they mean ? 6
26

Determining major impact of motivational techniques on employee turnover is the major
aim of research. So, author has asked the above question to all respondents because author
wants to determine the impact of these techniques on satisfaction level of employees. Collected
facts have reflected that 12 respondents have believed that motivational techniques help in
increasing job satisfaction level. But, on the other hand, 2 have though that motivational
methods declines the level of motivation. In addition, as per the response of 6 respondents,
motivational techniques encourage employees for doing work for long time. It means
motivational techniques help in retaining employees for long time in organization. Therefore, as
per the findings most of the employees have believed that motivational techniques can help in
increasing the job satisfaction level of all personnel.
Findings of thematic analysis
Thematic analysis has reflected that employees of D&D organization are not satisfied
with their job, roles and responsibilities. Examination of the collected informational has also
reflected that there are different reasons behind the low satisfaction level such as inappropriate
remuneration policies, lack of communication and motivation, inapt allocation of roles and
responsibilities, working environment and organization culture and incorrect rewards and
incentives, etc. research has also disclosed that motivational techniques will helps in increasing
the satisfaction level of employees towards their job. So, D&D organization can use different
motivational techniques for motivating all personnel. These include team-building activities,
training and development session, enhanced communication, targets, rewards and incentives
and non-financial rewards. Further, Analysis of findings have reflected that effective working
environment and flexible time hours are also considered as appropriate method of motivation for
employees. These techniques help in encouraging employees for working long hours for D&D
organization. Therefore, findings of thematic analysis have helped in resolving research problem
and attaining all objectives in effective manner because all findings has provided solution of
each research question which helps in accomplishing research in appropriate way.
4.3 Quantitative analysis
As per the above discussion author has also applied appropriate statistical methods for
examining numerical facts and figures which have collected by survey methodology. For the
current investigation author has applied chi square test for checking formulated hypothesis. It
has helped in attaining objectives in effective manner (Krishnaswamy, Sivakumar and
Mathirajan, 2009). As per the literature review and assumption author has developed hypothesis
27

which is based on motivational techniques and level of motivation. On the basis of these
assumption hypothesis for current investigation are as follows:
Null hypothesis (H0): D&D is not using most appropriate motivational technique for
improving the level of motivation of employees
Alternative hypothesis (Ha): D&D is using most appropriate motivational technique for
improving the level of motivation of employees.
Statistical analysis:
Chi square test:
Chi Square is one of the important nonparametric hypothesis test. It is an appropriate
method for compering observed and expected frequency of the collected data. It is most
appropriate method for examining hypothesis. For the current investigation author will use 5%
level of significance for the hypothesis testing. In hypothesis testing author calculates two types
of values such as critical and tabulated value of chi square (The Chi Square Distribution, 2015).
As per these values author compares that whether calculated value is less than the tabulated
value. If, it is true than author has accepted null hypothesis else reject it and accept alternative
one. Chi square test is implemented as follows:
1. To which extent you believe that D&D is using most appropriate motivational
technique for improving the level of motivation of employees?
S.No Available options Observed Frequency
1 Strongly Agreed 3
2 Agreed 3
3 Neutral 1
4 Disagreed 7
5 Strongly Agreed 6
S.No Options Expected frequency (O-E) (O-E)2 (O-E)2/ E
1 Strongly Agreed 4 -1 1 0.25
2 Agreed 4 -1 1 0.25
3 Neutral 4 -3 9 2.25
4 Disagreed 4 3 9 2.25
5 Strongly Agreed 4 2 4 1
28

20 ∑(O-E)2/ E 6
As per the above calculation, critical value of chi square is 6. Author has assumed that
level of significance for this test is 5% and as per the available option degree of freedom is (n-
1= 5-1=4). So, tabulated value of chi square is 9.45 on 5% level of significance and 4 degree of
freedom (The Chi Square Distribution, 2015). So, after making comparison between calculated
and tabulated value author has found that calculated value is less than tabulated value. So,
author needs to accept the null hypothesis and reject alternative one. As per this findings author
has disclosed that D&D is not using most appropriate motivational technique for improving the
level of motivation of employees. It organization is used appropriate strategies and methods for
motivating personnel which will help D&D in reducing employee turnover.
4.4 Findings and discussion
Findings and results of the data analysis has reflected that employees of D&D
organization are not satisfied with the roles and responsibilities and job. It affects their individual
as well as organizational performance of the firm. It has negative impact on employee retention
and turnover of the organization. Due to this reason company is facing the serious problem of
high employee turnover and poor employee retention. This problem can decrease profitability
and productivity of D&D. So, organization needs to improve the satisfaction level of employees
as well as also try to augment motivational level. Findings have revealed that there are different
reasons behind the job dissatisfaction including low motivation unfavorable policies of salary,
wages, rewards and incentives. Along with this lack of communication and encouragement and
inappropriate allocation of roles and responsibilities also considered as major reasons of job
dissatisfaction. Further, working environment and organization culture of D&D are also not
appropriate so, this hospitality organization needs to focus on all these areas for increasing the
level of motivation of employees.
Author has also found different techniques of motivation for encouraging employees for
their best performance. As per the research findings author has disclosed that training and
development program, incentive policy, team building activities, high communication, and
effective working environment will help D&D organization in increasing the satisfaction level and
motivation. Findings of the research have also reflected that motivational techniques help in
increasing the motivation of employees by which they can work for D&D organization for long
time. Therefore, these methods help in increasing the rate of employee retention for D&D
29

organization. Consequently, findings of the thematic and statistical analysis have helped in
attaining objectives and resolving research problem in effective manner.
30

CHAPTER 5: CONCLUSION AND RECOMMEDATION
Aim and Objectives
Aim: “To critically evaluate major impacts of motivational techniques on employee turnover
within D&D London”.
Objectives:
 To determine importance of motivation for employee retention in pubs and restaurant.
 To analyze different motivational techniques for motivating employees of D&D London.
 To assess the impact of different motivation techniques on employee turnover of D&D.
 To recommend appropriate methods to D&D for motivating and retaining employees.
Conclusion
Major objective of the current study is determining impacts of motivational techniques on
employee turnover of D&D. Author has reviewed large number of research articles for
understanding the research problem in effective manner. So, findings of the literature have
reflected that employee turnover is one of the major problem of hospitality organization which
declines performance and productivity of the firm. Along with this, different insights of the
literature have helped in making appropriate hypothesis on the basis of assumption.
Further, for conducting investigation author has used suitable research methodology.
Author has applied positivism research philosophy and combined research approach. Further,
study has included descriptive research design and combined research strategy. Including this,
data has collected by primary as well as secondary data collection methods. Author has
collected appropriate facts and figures for attaining objectives in effective manner. All collected
information has examined by thematic and statistical analysis. Findings of the analysis have
reflected that author has got appropriate solution of research questions which helps in making
final conclusion for study.
Determining importance of motivation for employee retention is one of the major
objective of the current investigation. Author has found that motivation is very significant for
increasing the job satisfaction level of employees as well as also important for encouraging
them to give their best performance. Along with this, effective motivation helps in understanding
roles and responsibilities in operative manner which plays important role in retaining employees
for long hours. Therefore, author has found that motivation is very significant for retaining
employees in pubs and restaurants.
As per the formulated objectives author wanted to identify appropriate motivational
techniques for motivating employees of D&D. For attaining this objective researcher has
31

disclosed reasons of job dissatisfaction and low motivation. Study has found that inappropriate
remuneration policy, lack of communication, unclear targets, roles and responsibilities are major
reasons behind the low level of motivation. So, as per these reasons author has found that,
there are different motivational techniques which can resolve all these problems and reasons of
low motivation. These are appropriate training and development program, favorable policies for
deciding salary and wages, etc. Including this, use of appropriate communication method will
also help in increasing the motivation and encouragement among employees and top level
management. Therefore, all these are important motivational techniques for motivating
employees of the firm for doing job for long time and give their best outcomes for improving the
overall performance and productivity of the organization.
Afterwards, author also wanted to assess the impact of different motivational techniques
on employee turnover. According to the website analysis, author has found that rate of
employee turnover of D&D is increasing from last three years. So, organization needs to focus
on increasing the rate of employee retention for resolving this problem. As per the studies of
motivation, author has also found that different motivational techniques have positive impact on
employee turnover because these methods help in augmenting desire and willingness of
employees towards the job which play important role in retaining employees in D&D. Above
discussed motivational techniques help in satisfying social, financial and other needs and
requirements of employees which provides assistance in increasing interest and trust of
employees towards D&D organization. Overall, positive impacts of motivational techniques
provide advantage of retaining employees and reducing staff turnover in effective manner.
Overall, findings of the research have concluded that motivational techniques have positive
impact on employee turnover within D&D London which helps in retaining employees also.
Recommendation
As per last objective of the research, author needs to recommend appropriate methods
to D&D for motivating and retaining employees. The whole research has disclosed that, D&D
organization should focus on reducing employee turnover and increasing the level of motivation
of personnel. According to the whole investigation author has found that company should use
appropriate techniques of motivation (Kalivas and Volkow, 2014). These methods will help in
increasing level of motivation as well as also provide assistance in retaining employees in
effective manner.
D&D organization should arrange appropriate team building activities in organization
because it will helps in increasing relationship among employees and management. These
32

activities also provide assistance in augmenting coordination among team members which help
in increasing interest of employees towards job (Murphy and Yetmar, 2010).
As per the analysis, employees of D&D are not capable to provide appropriate hospitality
services to each and every customer. So, management of the company should schedule
training and development session as per the needs and requirements of employees. These
programs help in increasing skills and capabilities of personnel which will play important role in
providing best outcomes.
Further, organization should also focus on HR policies of the company. Company should
make necessary changes in remuneration, salary and incentive policies. These policies help in
satisfying their financial requirements which will lead fulfillment of other needs also (Dörnyei and
Ushioda, 2013). In addition company should provide salary and wages as per the skills and
capabilities and actual performance of employees. It will help in motivating them and increasing
the performance. Further, this strategy will also help in reducing conflicts between top
management and employees of D&D.
As per the research findings, sometimes unclear roles and responsibilities also affect
interest of giving best outcomes. So, supervisor of D&D needs to use appropriate
communication methods for increasing coordination between different team members. Along
with this, organization needs to allocate roles and responsibilities as per the skills and
capabilities of employees (Weiner, 2013). It helps in increasing their performance in effective
manner. Therefore, all the above discussed recommendations will help in motivating staff
members as well as also play important role in reducing employee turnover of D&D.
Area of future research
The current research subject is based on impact of motivation on employee turnover of
D&D organization. Findings and conclusion of the study will help in increasing the scope of
future research. As per the research findings future researcher can conduct studies on
motivation, employee turnover and retention. Along with this, whole study is based on D&D
organization which a leading organization of hospitality industry of London. So, future
researcher can conduct further studies on similar subject but different organizations of various
other industries. In addition, author can also implement the whole research for retail industry
also. Therefore, it will help in resolving the employee turnover problems of other industries as
well. Therefore, the current research studies also provide guidance for the future researchers
and PhD research scholars by which they can implement research studies on relevant subject.
In coming future researcher can implement investigation on same subject for international
33

organizations. Therefore, overall whole research has increased the scope of future
investigation.
34

References
Books and Journals
Action, A., 2013. Issues in Hospitality, Travel, and Tourism: 2013 Edition. Scholarly Editions.
Aggett, M., 2007. What has influenced growth in the UK's boutique hotel sector?. Journal of
Contemporary Hospitality Management. 19(2). PP.169-177.
Avgerou, C., 2008. The significance of context in information systems and organizational
change. Information Systems Journal. 11(1). pp. 43-63.
Bass, B. and Riggio, R., 2008. Transformational Leadership. Lawrence Erlbaum Associates Inc.
Bhattacharyya, K. D., 2009. Research Methodology. Excel Books India.
Botha, A. Kourie, D. and Snyman, R., 2014. Coping with continuous change in the business
environment: knowledge management and knowledge management technology.
Elsevier.
Buchanan, D. and Huczynski, A., 2010. Organizational Behavior and Companion Website
Access. Financial Times/Prentice Hall.
Butler, C. J., 2010. Internal and lateral communication in strategic alliance decision making.
Management Decision. 48(5). pp. 698–712.
Chambers, R. A., Taylor, J. R. and Potenza, M. N., 2014. Developmental neurocircuitry of
motivation in adolescence: a critical period of addiction vulnerability. American Journal of
Psychiatry.
Charantimath, P. M., 2005. Entrepreneurship Development and Small Business Enterprise.
Pearson Education.
Daniel, S. P. and Sam, G. A., 2011. Research Methodology. Gyan Publishing House.
Dey, C., 2002. Methodological issues: The use of critical ethnography as an active research
methodology. Accounting, Auditing & Accountability Journal. 15(1). pp. 106–121.
Donohue, R., 2007. Travel and Tourism Public Relations. International Journal of Contemporary
Hospitality Management. 19(1). pp. 96-97.
Dörnyei, Z. and Ushioda, E., 2013. Teaching and researching: Motivation. Routledge.
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Elliot, A. J. and Dweck, C. S., 2013. Handbook of competence and motivation. Guilford
Publications.
Flick, U., 2011. Introducing Research Methodology: A Beginner's Guide to Doing a Research
Project. SAGE.
Garland, P. and Garland, I., 2012. A participative research for learning methodology on
education doctoral training programmes. International Journal for Researcher
Development. 3(1). pp. 7–25.
Goddard, W. and Melville, S., 2004. Research Methodology: An Introduction. Juta and
Company Ltd.
González, M. S., 2004. Improving human resources management: some practical questions and
answers. International Journal of Contemporary Hospitality Management. 16(1). pp. 59–
64.
Green, M., 2007. Change Management Masterclass: A Step-by-step Guide to Successful
Change
Halbert, T. and Ingulli, E., 2011. Law and ethics in the business environment. Cengage
Learning.
Hayes, K. D. and Ninemeier, D. J., 2007. Hotel Operations Management. 2nd ed, illustrated.
Pearson/Prentice Hall.
Hill, C. W. and Hernández-Requejo, W., 2011. Global business today. McGraw-Hill/Irwin.
Ivanov, S., 2014. Hotel Revenue Management: From Theory to Practice. Zangador.
Jeon, H. and Choi, B., 2012. The relationship between employee satisfaction and customer
satisfaction. Journal of Services Marketing. 26(5). pp.332 – 341.
Kalivas, P. W. and Volkow, N. D., 2014. The neural basis of addiction: a pathology of motivation
and choice. American Journal of Psychiatry.
Kotler, P. Bowen, J. T. and Makens, J. C., 2006. Marketing for hospitality and tourism. Upper
Saddle River, NJ: Prentice hall.
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Krishnaswamy, N. K., Sivakumar, I. A. and Mathirajan, M., 2009. Management Research
Methodology: Integration of Principles, Methods and Techniques. Pearson Education
India.
Kumar, R., 2014. Research Methodology: A Step-by-Step Guide for Beginners. SAGE.
Lee, J. and Morrison, M. A., 2010. A comparative study of web site performance. Journal of
Hospitality and Tourism. 1(1). pp. 50-67.
Lillis, A., 2008. Qualitative management accounting research: rationale, pitfalls and potential: A
comment on Vaivio 2008. Qualitative Research in Accounting & Management. 5(3). pp.
239–246.
Lucio, M. M., 2013. International Human Resource Management: An Employment Relations
Perspective.SAGE punlication.
Mahmood, R. and Hanafi, N., 2013. Entrepreneurial orientation and business performance of
women-owned small and medium enterprises in malaysia: competitive advantage as a
mediator. International Journal of Business and Social Science (IJBSS), 4(1), pp.82-90.
McAuley, J. Duberley, J. and Johnson, P., 2007. Organization Theory: Challenges and
Perspectives. Prentice Hall/Financial Times.
Moutinho, L., 2011. Strategic management in tourism. CABI.
Mullins, L., 2010. Management and Organizational Behavior. 9th ed. Financial Times/Prentice
Hall.
Muondo, A. R. and Perkins, S., 2013. Organizational Behaviour: People, Process, Work and
Human Resource Management. Kogan page publisher.
Murphy, S. D. andYetmar, S., 2010. Personal financial planning attitudes: a preliminary study of
graduate students. Management Research Review. 33(8), pp.81–817.
Palmer, A. and Hartley, B., 2008. The business environment. McGraw-Hill.
Pinder, C. C., 2014. Work motivation in organizational behavior. Psychology Press.
Siewiorek, A. and et.al., 2012. Learning leadership skills in a simulated business environment.
Computers & Education, 58(1), pp.121-135.
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