Barking Travelodge Employee Satisfaction

This assignment examines employee satisfaction at the Barking Travelodge hotel using a survey questionnaire and transcribed interview data. The survey covers topics like job security, leadership style, growth opportunities, and motivation levels. Interview questions delve deeper into specific issues faced by employees, perceptions of management's approach towards different genders, and the leave system implemented for both male and female employees. The analysis aims to understand key factors influencing employee satisfaction and identify areas for improvement within the hotel.

Impact of staff motivation on hotel industry and the
way it changes their behavior. A case study of
Barking Travelodge

ACKNOWLEDEMENT
I would like to deliver sincere thanks of mine to my mentor who provided me immense
support in completing the dissertation. I would also like to say thanks to my colleagues who
helped me during data collection and analysis process. Lastly, I also want to impart thanks to my
friends who also put efforts at the time of collecting primary data. Without immense support of
all of these, I could not have completed the study in give time span.
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ABSTRACT
Employee motivation is the most imperative part of hotel industry. It is because it ensure
inclusion of number of employees who contribute towards their growth and success. This process
facilitates to change behavior of employees at workplace and accordingly they react in particular
situation. Present report is based on case study of Barking Travelodge hotel that provide
accommodation services in London.
The current study has main purpose to assess the impact of staff motivation and behavior
of workforce. Owing to this, focus has been laid on different motivational factors which affect
employees behaviour at workplace. Several reason for which individual like to work in hotel
industry are also considered. In order to achieve all specified areas both qualitative and
quantitative aspect have applied to conduct study. Furthermore, researcher has applied deductive
approach and both primary and secondary data collection method.
The analysis chapter reveals that promotion, recognition and job security serve as the
motivational factors. It enables them to contribute their best in achieving long as well as short
term objectives of hotel. Furthermore, results of interview reflect that no any kind of motivation
differences exist between gender. Management uses equal approach for motivating male as well
as female employees.
According to the outcome of study, different areas have been discovered which need to
be considered by hotel management. In this regard, employee engagement and appropriate
leadership approach as well as free flow of communication are some of the effective practices
can be used by organization. It facilitates to change behaviour of employees in positive manner
and ensure their contribute towards growth and success of company.
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TABLE OF CONTENTS
CHAPTER 1: INTRODUCTION....................................................................................................6
1.1 Background............................................................................................................................6
1.2 Rationale of the study............................................................................................................7
1.3 Significance of the study........................................................................................................7
1.4 Research aim and objectives..................................................................................................7
1.5 Research questions.................................................................................................................8
1.6 Structure of dissertation.........................................................................................................8
Chapter 2: LITERATURE REVIEW ............................................................................................10
2.1 Introduction..........................................................................................................................10
2.2 Concept of Employee motivation in Hotel industry ...........................................................10
2.3 Theoretical framework of employee motivation ................................................................11
2.4 Factors lead to employee motivation...................................................................................12
2.5 Motivational factors affecting behavior of employees........................................................14
2.7 Conclusion ..........................................................................................................................15
CHAPTER 3: RESEARCH METHOLOGY.................................................................................16
3.1 Introduction..........................................................................................................................16
3.2 Type of investigation...........................................................................................................16
3.3 Research design...................................................................................................................17
3.4 Research philosophy............................................................................................................17
3.5 Research approach...............................................................................................................17
3.6 Sampling..............................................................................................................................18
3.7 Data collection methods.......................................................................................................18
3.8 Data analysis .......................................................................................................................19
3.9 Ethical consideration............................................................................................................19
3.10 Validity and reliability.......................................................................................................20
3.11 Research limitations...........................................................................................................20
CHAPTER 4: DATA ANALYSIS................................................................................................22
4.1 Introduction..........................................................................................................................22
4.2 Thematic analysis................................................................................................................22
CHAPTER 5: CONCLUSION AND RECOMMEDATIONS......................................................38
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5.1 Conclusion...........................................................................................................................38
5.2 Recommendations................................................................................................................39
REFERENCES..............................................................................................................................41
APPENDIX-QUESTIONNAIRE..................................................................................................44
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CHAPTER 1: INTRODUCTION
1.1 Background
Hotel industry has its own significant role for tourism sector as thereby, visitors can get
good quality of services. Hotel industry is people oriented which includes huge number of
workforce. Without inclusion of more employees, an organization cannot render good quality of
services to large number of buyers. In this regard, human resource management is the most
imperative aspect in hotel industry because it deals with personnel who directly stay in touch
with service users. Motivation of employees in service organization is quite typical task for the
management. It is because, workforce of hotel industry needs to devote much of their time in
organization even at any occasion (Nijhawan, 2016).
The most important function of human resource department is to ensure good working
condition for high workforce motivation. Human resource managers perform several functions to
communicate information to the general managers regarding employee’s needs for keeping them
satisfied with their jobs (Employee motivation, 2016). In case, there is improper working
condition and lack of motivation then personnel cannot be able to render good quality of services
to the ends users. Poor performance and workplace dissatisfaction are two components which
cause high attrition rate in the hotel industry. Thus, different theories of motivation are applied in
understanding the needs and expectations of employees. Among various theories, Maslow's need
hierarchy is one of the effective aspects under which basic needs of workforce are understood.
Also, this helps management to understand overall scenario of employee motivation and
accordingly, provide them satisfaction and encouragement.
The present study is based on the case study of Barking Travelodge hotel which is
situated in London. It provides wide range of services to its customers. Unique features of
organization are; licensed bar cafes, kind sized-beds and En-Suite bathrooms (London Barking,
2016). Around the hotel, there are number of tourist places such as Royal Artillery Museum,
Excel Conference Centre and Newham City Farm. All these attractive destinations facilitate to
increase the number of customers. This organization uses different strategies of motivation for
creating positive attitude among its workforce.
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1.2 Rationale of the study
In the current era, competition is becoming a potential issue in hotel industry. This is
because people oriented industry tends to face issues related to high attrition rate. The main
reason behind high attrition rate is lack of motivation among employees due to improper working
condition, poor wages and slow growth. Owing to this, it becomes necessary to motivate staff
and understand the role of motivational theories in increasing employee motivation. Through
using motivation theories and performing changes in current working condition, employees can
be motivated to perform well. At this juncture, study is being conducted to assess different issues
behind low motivation of employees and suggesting different ways to enhance the level of
motivation. In addition to this, study assesses the role of motivation through which hotel industry
can resolve potential issues in its growth and success for long run. Apart from this, employee
motivation is being studied for resolving issues related to high turnover and absenteeism. This
proves to be effective in retaining good quality of personnel in the organization.
1.3 Significance of the study
In the context of employee motivation, the present study is very important because many
issues are faced by hotel industry in managing its long run growth and success. In this regard,
current study highlights the role of staff motivation in the hotel industry. This demonstrates why
employees like to work in hotel industry. It facilitates management to resolve potential issues
and caters need of services users in an effectual manner. Furthermore, current study also
identifies motivational factors that can change the behavior of personnel. It assists management
of hotels to understand the specific need of employees and respond for the same accordingly.
Moreover, current study is helpful for those who are doing thesis in the same field. It will
provide them enough data as well as findings about the role of staff motivation on hotel industry.
Apart from this, present study proves to be effective for other industries like service or retail. It
facilitates those industries in increasing the level of motivation among personnel and
accordingly, enhancing the flow of production.
1.4 Research aim and objectives
Aim-To investigate the impact of staff motivation on hotel industry and the way it changes their
behavior: A case study of Barking Travelodge.
Objectives
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Objectives for current study have been formulated which facilitate to complete the study
in an effectual manner. Here, objectives have been framed in the light of research aim. The
research itself indicates to investigate about the impact of staff motivation on employee’s
behavior. Hence, this aim has been broken in four parts in order to derive valid outcome for the
study-
 To demonstrate why employees choose to work in the hotel industry.
 To identify the motivational factors that can change the behavior of hotel’s employees.
 To identify motivational differences between genders in the hotel industry.
 To analyze different ways through which employee can be motivated in a positive
manner.
1.5 Research questions
Research questions are framed according to the research objectives. It enables
corporation to carry out all research activities in a right manner. It is because research questions
provide basis for collecting information and serve as the path for conducting entire research
activities.
 Why employees choose to work in hotel industry?
 What are different motivational factors affecting the behavior of employees?
 What kinds of motivational differences exist between genders in the hotel industry?
 What are different ways to enhance motivation level of employees?
1.6 Structure of dissertation
Structure of dissertation plays a vital role and layout of the study is provided according to
this. Basically, study covers five different chapters and each one contains detail information of
the same. Chapter 1: Introduction- This is the first and foremost chapter of dissertation which
provides brief overview regarding topic under investigation. It consists of research
objectives, questions as well as structure. It assists researcher to perform different
research activities in a right manner. Chapter 2: Literature review-It is the second chapter of dissertation which includes
reviews of studies done previously. This enables researcher to review different studies in
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the same field. Furthermore, it develops deep understanding for researcher related to
importance of motivation for the staff of hotel. Chapter 3: Research methodology-This is the third chapter of study under which
researcher explains number of methods of data collection, analysis and sampling. After
selecting methodology, researcher can present findings in a right manner so as to draw
valid conclusion. Chapter 4: Data analysis- After completion of research method, this chapter is of data
analysis. It is an imperative part wherein researcher analyzes the collected data as per the
formulated research objectives and aim. Chapter 5: Conclusion and recommendations- Conclusion and recommendation is the
last chapter of dissertation which highlights key findings. Here, recommendations are
also given as per the findings so that motivation level of employees can be increased to a
great extent.
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CHAPTER 2: LITERATURE REVIEW
2.1 Introduction
Review of literature is the foremost important section of any investigation. This chapter
deals with the collection of secondary data and helps in identified research gap. Literature review
is the crucial chapter of present investigation as it includes the findings of other authors who
have conducted research on the similar topic. The aim of present investigation is to investigate
the impact of staff motivation on hotel industry and on employee behavior. The section herwith
is going to explain the concept of employee motivation along with various employee motivation
theories. Here, in this section an indepth investigation into the facters leading employees
matiovation and the factors affecting behavior of employees is carried out and views of various
authors in these areas are explained are showcased.
2.2 Concept of Employee motivation in Hotel industry
It is clear that the significance of the tourism and hospitality business is expanding step
by step so diverse divisions and associations identified with hospitality and tourism business
appreciate a high level of affectability and critical obligation toward the achievement of this
incredible sector. In contemporary era, a fierce competition is seen within hotel industry,
therefore, Hotel organizations are moving into competitive practices so-as-to service in the
marketplace (Decenzo & Robbins, 2007). Many of authors have argued that employees of hotel
Industry play a crucial role in delivering services to guests hence, satisfaction level of guests
with hotel services depends on the behaviors of employees. Owing to the above facts, the
organizations dealing in the hotel industries are become focused towards employee motivation to
make them more productive and gain high degree of customer satisfaction. The concept of
employee motivation is based on the fact that whether two companies may have same financial
and technological resources but they can make differentiation in terms of human resources.
According to Akbaba, (2006) in the context of psychology, economy and human studies,
motivation can be defined as 'a reason or reasons that make a person engages a particular
behaviour. For defining the concept of employee motivation stated employee motivation as a tool
and technique used by managers to encourage employees for being the best in their work
(Akbaba, 2006). The author argued that, with an improved practice of employee motivation
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workers can be motivated for preforming more effectively and efficiently. In the similar fashion,
Cadwaller and et.al. (2010) revealed that the concept of employee motivation and its application
within corporate workplaces have lead to organizations for identifying the factors encouraging
workers to give their best. However, previous authors have found employee motivation as an
aspect of gaining competitive advantages (Cadwaller and et.al. 2010). In the investigation
conducted by Halal, (2003) found that hotel industry has very high rate of employee turnover and
the practice of employee motivation may lead to lower down this rate. By it has been
investigated that employees of hotels industry are dissatisfied due to low wages and inflexible
environment (Halal, 2003). Therefore, workers in the hotel industry must be motivated through
using combined factors affecting employee motivation in a positive manner.
2.3 Theoretical framework of employee motivation
According to Varey, (2002) managers are focused towards applying various motivation
theories that are used to motivate employees in an organization. In respect with the hospitality
industry employee motivation theories are significantly used for the purpose of improving
service quality as well as to encourage people for rendering the best services to guests (Varey,
2002). The range of employee motivation theories includes Maslow's need-hierarchy theory,
Herzberg's two-factor theory, Adams' equity theory, Vroom's expectancy theory, etc. In this,
investigations different theories of motivation is applied in understanding needs and expectation
of employees. Among various theories, authors have found Maslow's need hierarchy is one of
the effective aspects under which basic needs of workforce is understood. Also, this helps
management to understand overall scenario of employees motivation and accordingly provide
them motivation.
The previous authors have revealed that Maslow's need-hierarchy theory is applied in the
hotel industry in which managers focus on satisfying the needs of employees in a hierarchical
format. To the similar aspects, studied the use of need-hierarchy theory within hotel industry and
revealed that managers can motivate employees while satisfying the needs of workers which are
divided into five major levels such as physiological, safety, social, self esteem and self-
actualizing. The use of Herzberg's theory is studied in the investigation of Hossain and Hossain
(2012) in which author has found that motivators and hygienes are two major factors that are
used to motivate people at the workplace. In this regard, intrinsic factors come in motivators i.e.
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achievement, recognition, job satisfaction. Thees factors lead to motive people for work
effectively (Hossain and Hossain, 2012). On the other hand, hygiene factors said to be extrinsic
factors that further includes pay benefits and job insecurity.
In the similar line, authors have found Vroom's theory as an influential theory that lead to
motivation among people. The theory is significantly based on the issue that employees efforts
lead to quality performance and the performance of employees must be rewarded on the basis of
their performance. Stated that employees can be provided with monetary and non-monetary
benefits (Humphrey, Nahrgang and Morgeson, 2007). Simultaneously, positive rewards leads to
high motivation among workers of hotel industry, hence, performance of an organization
increases. However, the motivation theory defined by Adam has stated that employees must be
rendered with equal opportunities so that they can feel encouraged and their moral can be
arranged. The foundation of Adam's theory stats that employees strive for equity among
themselves at the workplace. Hence, equality practices at the hospitality workplace can be the
biggest motivation for employees.
2.4 Factors lead to employee motivation
The importance of employee motivation has been witnessed within the hospitality
industry from a long run. Hotel sector comes under service industry in which employees play a
significant role in the process of delivering effective service to the guests. Hossain and Hossain,
(2012) found that employee motivation is the major cause of providing effective services to the
customers. There are two major factors affecting employee motivation such as rewards and
recognition. The motivation level of employees is affected by rewards that are provided people
in the hotel industry. According to Ladhari, (2009) these rewards are related to the monetary
benefits, which is considered as a major factor affecting employee motivation. Within hotel
industry, these factors are the more important factors affecting motivation of workers. The
employees want to have monetary benefits so that they can feel motivated towards the work
(Ladhari, 2009). The investigation carried out by Lin, (2007) it was said that appreciation is also
a major factors affecting employee motivation and their behaviors towards work. The managers
are nowadays using effective strategy to assess the work performance of individual so that
appreciation can be provided to them for their better performance (Lin, 2007). In addition to that,
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Promotion is also considered as the major factor that affects people within the organization for
having better performance. The investigation carried out by Nadiri and Tanova, (2010) revealed
that performance appraisal system affects the performance of employees in a manner to motivate
them to perform well (Nadiri and Tanova, 2010). The employees must provided with better pay
scale and incentives so that they can be motivated towards effective performance. However, this
is also a fact that reward system depends on size of company. Salanova, Agut and Peiró, (2005)
found that both monetary and non-monetary rewards provided to employees are seen helpful for
company to develop a sense of satisfaction among them.
Many authors including Wang and Fesenmaier, (2006) have studied that employee efforts
are to be recognized and appreciated among people so that positive energy can be developed
within the workplace (Wang and Fesenmaier, 2006). Further investigations have explained that
Zhang and Bartol, (2010) employees performance is to be rewarded in the better manner for
which the people can be reviewed properly. The author have further said that employees provide
better performance in terms of higher productivity and have good behaviors with the customers
(Zhang and Bartol, 2010.). In the manner to satisfy customers demand, the organization have to
provide them monetary and non-monetary rewards so that employees can be motivated for better
performance. In respect with the present scenario, the role of monetary and non-monetary factors
is increasingly become the most important because the people are required to be motivated in
terms of monetary and non monetary factors. Combs and et.al., (2006) carried out an
investigation that was aiming at attaining the role of employee motivation and its impact of
employee performance within the hospitality industry. In the study, it was found that major
factors affecting motivation is employee training programs, growth opportunities, recognition
and monetary as well as non monetary appraisals (Combs and et.al., 2006). In addition to that
Humphrey, Nahrgang and Morgeson, (2007) explained that high-quality leaders play a major
role in attaining employee motivation. The people of the organization are capable of motivating
employees for carrying out a good job as well as it has been witnessed that most of the
employees became loyal in case they experience a good leadership and are leaded by superior
leaders (Humphrey, Nahrgang and Morgeson, 2007). Nonetheless, leadership is found less
important for motivating employees in hospitality organization, in this respect Lin, (2007)
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explained that employees are self motivated in case they care provided with monetary and non-
monetary benefits. In order to get the best responses from employees this is quite important to
deliver them their choice of autonomy regarding execution of new approach in innovations (Lin,
2007). However, the needs of male and female employees are different in terms of motivational
strategies. The employees prefer different types of motivational strategies in accordance with
their gender.
2.5 Motivational factors affecting behavior of employees
Employee behaviour within hotel induatry leads to success of an organization in case iot
is poositive. According to Halal, (2003) the employees of Hotel induatry play a crucail role in
providing the best services to the customers and these people are who direxcty intractes with the
customers (Halal, 2003). Therefore, it is requiered to use positive matiovation strategies so that
customers can be provided with effective services. A stand out amongst the best associations in
the tourism business is the "hotel", which is the principle dialogue of the present exploration. The
employees of the organization are directly affected by motivational strategies a well as their
behaviours is also affected by strategies used by the organization, for an example, the most
common factors of employees motivation is related to the monetary benefits, in case the
organization has to provided monetary benefits they will perform better. The significance of
employee motivation has affected tourism and hospitality business in a manner to provide the
best services to the guests. Hotel managers assume the most essential part and obligation to the
having to flourish of the hotel, the learning of how dealing with their human resources, or staffs
(Ladhari, 2009). Their behaviour towards the guests are affected by the level of motivation with
the practice of company. In addition to that, the company has to provide positive benefits to
people. In hotels, staffs assume the most imperative part in light of the fact that the majority of
the critical errands there are finished by the employees as these individuals are in direct
connection with the visitors, so they can leave viable effects on the clients. No association can
accomplish its objectives and goals, without individuals. So now this can be expressed that
human resource administration is exceptionally fundamental because of the effects and parts that
staffs leave on the execution and accomplishment of the association. Contend that "human
resource administration is the whole arrangement of exercises that spotlights on giving, creating,
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inspiring and holding the human resources inside of the association with a specific end goal to
achieve the targets and fulfil the employees' necessities". Wang and Fesenmaier, (2006)
explained that in order to receive a better response from employees and to get there popsitove
view it is important to have mativate then while using effectuive motivational strategies (Wang
and Fesenmaier, 2006).
2.7 Conclusion
The section above have presented the secondary information in which the finding of
previous authors have been explained with an application to impact of employees motivation on
staff of hotel industry and their behavior. As per the facts identified in above literature review, it
was found that there is significant attaining the role of employee motivation and its impact of
employee performance within the hospitality industry. It has found that he employees must
provided with better pay scale and incentives as well as it was accessed that both monetary and
non-monetary rewards are provided to employees for developing a sense of satisfaction among
them.
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CHAPTER 3: RESEARCH METHOLOGY
3.1 Introduction
Research methodology is the most imperative part which consists of detail information
related to different methods. It assists researcher to select appropriate method for data collection
and analysis. This in turn research can effective produce valid outcome so as to provide
appropriate suggestions. In the present study on an investigation on impact of employees
motivation on their behaviour, following listed methodologies have been applied. It facilitates
scholars to access wide range of sources of information and accordingly draw meaningful
outcome. Furthermore, methodology enables researcher to prepare the structure of study
accordingly and arrange the necessary resources in the same direction. Moreover, it will includes
information related to philosophy, approach and research design as well as data collection
methods used in the study. In addition to this, all research methodologies are selected according
the research aim and objectives.
3.2 Type of investigation
Qualitative and quantitative two types of research investigations are used in the studies.
The first one deals with theoretical aspect of topic under investigation whereas second one
focuses upon relationship among two variables. The present study uses both qualitative and
quantitative type research. However, quantitative type of investigation is applied where research
has specific need to use statistical techniques like correlation, regression and frequency table as
well as use of SPSS (Fowler, 2009). Here, researcher merely uses frequency table to present the
findings of primary data. However, qualitative aspect is also used so that all collected data can be
summarized and analyzed in proper manner. Thus, the reason behind selecting both type of
investigation is to get meaningful outcome so that research aim can be fulfilled in right manner.
However, the main emphasis will be laid on qualitative type of investigation and accordingly
other methodology have been selected for completing the study (Salter and Mutlu, 2013).
Therefore, selection of qualitative study is ensured because of inclusion of participation of
human being. It aids to derive valid conclusion according to the role of motivation in
corporation.
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3.3 Research design
There are different types of research design such as exploratory, descriptive and
explanatory research. Researcher uses single research design in order to present the findings in
most appropriate manner. Exploratory study is used in those research where scholar want to
explore new aspects of particular issues (Arthur, 2012). On the other hand explanatory research
is that where problem to be identified. However, present study does not have such kind of
aspects. Hence research has applied descriptive research where participation of human being is
considered (Arthur, 2012). The main reason behind selecting descriptive research design is
involvement of human aspect in the study. Owing to this, selection of descriptive research design
makes it possible to assess the nature of selected population in dissertation. It proves to be
effective in drawing valid outcome and providing suggestions for Barking Travelodge.
Furthermore, under descriptive research design data are collected without alternative in existing
in social environment which aids to fulfill research objectives. Hence, selection of descriptive
research is helpful to assess the role of staff motivation on their behavior (Bryman, 2012).
3.4 Research philosophy
Positivism and interpretivism are two common type of research philosophies are
generally used in the study. It is like set of assumption, beliefs and values of scholar upon certain
topic. Positivism philosophy is applied in quantitative type of investigation where center focus is
laid on objectivity (Aparasu, 2011). It reflects that scholar focuses on real facts associated with
research issue or problem under investigation. On the other hand, interpretivism philosophy has
been applied in the current study. It is because researcher perceive that single truth has numerous
facts and researcher can easily interpret the scenario as per the their understandings.
Furthermore, own belief and values are considered by researcher so that data collection and
analysis procedure can be carried out in an effectual manner. Thus, by using interpretivism
philosophy consistency between secondary and primary data can be determined in accordance
with researcher's understanding (Walliman, 2010).
3.5 Research approach
Research approach is another imperative part of research methodology as it decide the
direction of study. Deductive and inductive are two common types of approaches for conducting
the study. Under this deductive approach is used to move from downward direction whereas
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inductive is used to research in upward direction. The current study has aim to assess the role of
employees motivation which is well known aspect (Yin, 2009). Owing to this, deductive research
approach has been applied. Thus, current study is started from generalization of research
problem and then primary and secondary data are collected so as to draw valid conclusion. Here,
at first, focus has been laid on different motivation factors on behavior of employees. This
aspects tends to gather detail information through which researcher can ensure its specific level
of focus. For the purpose of generalization, motivation theories and secondary studies have been
reviewed so that deep understanding can be developed regarding the impact of motivation
(Grafton, Lillis and Mahama, 2011). Thus, generalization of different concepts is helpful in
drawing meaningful outcome for the study.
3.6 Sampling
Sampling refers to the process of selecting representative objectives from the total. This
process tends to save time as well as resources of research and help to derive valid outcome.
Probabilistic and non-probabilistic are two common folds of sampling. Here, probabilistic
sampling is applied where respondents are to be provided equal chance to get selected in the
study. On the other hand, non-probabilistic sampling does not ensure the same but researcher
select respondents according to requirement of study (Harrison and Reilly, 2011). Simple
random, quota, judgment and snowball are some of the sampling techniques. However, in the
current study simple random sampling has been applied to select employees of Barking
Travelodge hotel. At this juncture, 20 workforce have been selected from selected department of
corporations like reception and housekeeping. It leads to provide detail information related to
role of staff motivation and its impact on behaviour of selected respondents. On the other hand, 5
employees from front office have interviewed for collecting information regarding specific areas.
However, they have been selected in accordance with purposive sampling. However, these
respondents are selected as per the simple random sampling because no any kind of biased
approach is ensured. Thus, by applying this sampling technique research get reliable and valid
outcome (Loo and Lowe, 2011).
3.7 Data collection methods
This refers to process of collecting data for providing support to study in drawing
meaningful outcome. Two common methods of data collection are primary and secondary. The
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primary one is collected by research in accordance with purpose of the study. On the other hand,
secondary information is gathered through already available sources where researcher find
appropriate (Belk, 2013). Furthermore, primary data can be collected through survey and
interview and the current study has used both of these method for collection of primary data. In
this regard, list of questions will be prepared for interview as well as survey which in turn large
amount of information can be collected. Here, questionnaire method provides objective types of
questions where respondents find it easy to fill questionnaire. On the other hand, secondary data
are collected from different sources like journals, books and online material. This aspects prove
to be effective in gathering large amount of information (Ihantola and Kihn, 2011). Apart from
this, selected methods of data collecting contribute towards reaching at the aim of the study on
relatively less time. However, interview method consume more time but aid to provide reliable
results.
3.8 Data analysis
Data analysis is the process of evaluating and analyzing the collected data. Under this
researcher has two techniques such as qualitative and quantitative. However, in accordance with
selection of type of research investigation, both techniques have been applied in the study. Here,
thematic analysis has been done for findings of interview as well as questionnaire. For this
purpose, themes are created for each question and they will be presented along with table and
graphs. In addition to this, frequency tables are prepared where responses are presented in tabular
form (McDonald and et. al., 2015). It leads to analyze the data effectively with evidence and
accordingly it becomes easy for researcher to provide recommendations. All these data are
collected as per the research aim and objectives which in turn valid conclusion can be presented.
Moreover, researcher ensures consistency of primary and secondary data so that reader reach at
the aim of dissertation. Apart from this, by selecting both techniques research analyze the
relationship between staff motivation and its impact of their behaviour. Thus, it provided support
in presenting the results and extracting conclusion from the same in the light of research aim and
objectives.
3.9 Ethical consideration
Ethical considerations are the major criteria that is to be focused by the research during
the research investigation. This investigation has been completed while considerations all the
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ethical practices. For this investigation prior permission from the authorized parties have been
taken. On the ethical ground, the secondary and primary investigation is conducted in this
research (Blenker, 2014). During the investigation, it is ensured that data is collected from
authorized persons. First of all the secondary data have been collected from authentic sources as
well as the respondents are informed about the purpose and nature of this research. The primary
data are collect as per the consent of respondents and individuals will be asked for signing an
individual consent form. The respondents are informed about research aim and objectives. The
data collected from the respondents will be kept in secured place and will not be passed to other
students or 3rd parties. During the investigation, it is being ensured that not a single participant
are at risk of physical, psychological or emotional harm (Golocic and Davis, 2012).
3.10 Validity and reliability
The major concerned ares of the investigation is of validity and reliability of the sources
from where the data is going to be collected. The accurateness and the success of an
investigation is based on the reliable sources of data collection. In respect with the present
investigation, it can be said that the respondents chosen for gathering primary data were the
reliable one. They were enough capable of giving accurate information as well as have sufficient
knowledge about topic (Murphy and Maguire, 2011). The information collected for secondary
sources is reliable one, hence, information is reliable and obtained from accurate sources. There
are so such unfair methods used to manipulate the participants or to convince them for having
their responses. In addition to that, they were clearly informed about this research from the
beginning. Furthermore, the questionnaire method was accurate to have responses on this
dissertation. The use of selected sampling method provides equal chance to respondents
/population to be selected in survey methods (Salter and Mutlu, 2013).
3.11 Research limitations
During this investigation, there were some limitations that have been faced by the
researchers that are further considered as the hurdles of this investigation. These hurdle have
significantly affected the success of present investigation/. The major aim of present
20

investigation is to assess the role of staff motivation into Hotel industry and how motivational
theories are use for with Barking Trevelodge company is taken into consideration. The major
limitation of this investigation is the limited time of research. For completing this research there
was a shorter time duration however, the issue is resolved through providing sufficient time to
each and every activity (DiGabriele and Huber, 2015.). The completion of this investigation is
going to be a prolonged process as several tasks and activities need to be competed in a well
manner. The researchers have faced some limitation during collection pf primary and secondary
data. During collection of secondary sources it was found that some sites were not properly
accessed hence, it was difficult to collected much of information. It can be said that improper
access to secondary sources is the major limitation of present investigation (Fowler, 2009). In the
primary investigation biased nature of respondents and their unwillingness to give responses was
a second limitation which was further overcome by conveying objectives of research to
respondents and making them convinced for giving responses.
21

CHAPTER 4: DATA ANALYSIS
4.1 Introduction
Data analysis is the another most important part of dissertation which consists in-depth
analysis and evaluation of collected data. Present study is based on qualitative and quantitative
approach hence data analysis has been done accordingly. At this juncture, themes are prepared in
accordance with questionnaire which facilitates researchers to reach at the aim of the study. This
aspect enables scholar to ensure detail analysis of the study. This chapter helps researcher to
present the key findings and give detail explanation of the same. In addition to this, data analysis
chapter contribute towards providing valid recommendation for bringing improvement in the
current situation of Barking Travelodge hotel. Furthermore, analysis chapter has been
completing by taking into account research aim and objectives.
4.2 Thematic analysis
In the current study, data analysis has been done by taking into thematic analysis. It
consists of both qualitative and quantitative aspect. Under this, each question's findings are
presented with frequency table and graph.
Part 1
Theme 1:Position in the organization
Housekeeping 40.00%
Reception 30.00%
Food division 20.00%
Other 10.00%
22
40.00%
30.00%
20.00%
10.00%
Housekeeping
Reception
Food division
Other

The collection of primary data reveals that 40% respondents work in housekeeping
department and 30% are in reception segment. Furthermore, 20% employees work in the food
division whereas remaining are on others. It shows that most of employees or respondents work
in housekeeping and reception department.
Theme 2: The work status of majority of respondents is full time
Full time 80.00%
Part time 20.00%
According to the collected data 80% participants work full time in Barking Travelodge
hotel whereas 20% respondents work for part time. It depicts that majority of respondents are
working full time and they have specific need of motivation. Furthermore, overall response is
showing that corporation adopt various kind of motivation techniques in order to boost morale of
workforce.
Theme 3:Employees have been working in the Barking Travelodge hotel for a long
Less than 1 year 20.00%
1-5 years 30.00%
6-10 years 40.00%
More than 10 years 10.00%
23
Full time Part time
0
0.1
0.2
0.3
0.4
0.5
0.6
0.7
0.8
0.9 80.00%
20.00%

Analysis-The collected primary data reveals that 20% respondents are working in Barking
Travelodge hotel for a long time. They have relatively less experience in comparison those who
are working for 1-5 years. Furthermore, 40% participants are in the corporation for 6-10 years. In
addition to this, remaining 10% are working for more than 10 years.
Interpretation-It has been found that majority of respondents are working for long time and they
require motivation to perform good at workplace. Employees basically need active participation
in decision making process so as to increase their level of satisfaction.
Part 2
Theme 4:Interesting work is the common reason behind working in Barking Travelodge
hotel
Flexible working hours 10.00%
Salary 20.00%
Interesting work 60.00%
Class of the hotel 10.00%
24
20.00%
30.00%
40.00%
10.00%
Less than 1 year
1-5 years
6-10 years
More than 10 years

Analysis-10% workforce like to work in Barking Travelodge hotel due to flexible working hours.
20% respondents find that salary is the effective factor which motivates them to devote much of
their time in hotel. 60% employees states that they render services in hotel due to interesting
work. IN addition to this, 10% workforce stated that class of hotel is the most effective factor
influence them to work for Barking Travelodge hotel.
Interpretation-The collected data are showing interesting work and salary as well as flexible
working hours are some of the imperative aspects which aid to motivate employees. Under this,
majority of respondents stated that they are working in Barking Travelodge hotel due to
interesting work. This is the reason behind working for long time in organization. Similarly,
secondary data also reflect that same thing that working hours, salary and class of hotel are
imperative factors affect motivation of employees at work.
Theme 5: It is important to focus on working condition while working in hotel
Yes 90.00%
No 10.00%
25
10.00%
20.00%
60.00%
10.00%
Flexible working
hours
Salary
Interesting work
Class of the hotel

Analysis-90% respondents states that it is very important to focus on working condicti0onof
corporation. On the other hand, remaining 10% employees are not considering working condition
while working in Barking Travelodge hotel.
Interpretation-The results and findings reflects that working condition is very important for
workforce at workplace. It enables management to motivate employees and increase productivity
of corporation in the marketplace. Furthermore, secondary information also shed light on
working condition that this serves as the motivation for workforce.
Theme 6:Agree that top management of Barking Travelodge hotel focuses on employees
motivation
Strongly agree 40.00%
Agree 10.00%
Neutral 10.00%
Disagree 30.00%
Strongly disagree 10.00%
26
90.00%
10.00%
Yes
No

Analysis-The collected information reflects that 40% participants strongly agree that
management focuses upon employees motivation. 10% respondents also agree for the same but
10% remain neutral. Furthermore, 30% employees of Barking Travelodge hotel disagree with
support of management in motivating employees. In the same way, remaining workforce
strongly disagree for role of management in supporting them.
Interpretation-The collected information is showing that employees are satisfied with concern of
management for their motivation. In the way secondary information reflect that it is the top
management who play active role in motivating employees working in hotel.
Theme 7: Appreciation and monetary benefits are most common sources of you motivation
Appreciation 40.00%
Promotion 20.00%
Monetary benefits 40.00%
27
40.00%
10.00% 10.00%
30.00%
10.00%
Strongly agree
Agree
Neutral
Disagree
Strongly disagree

Analysis-The results extracted from primary information reflects that 40% respondents consider
appreciation is common source for their motivation. 20% participants consider promotion is
common factor whereas remaining 40% employees lay emphasis on monetary benefits.
Interpretation-The collection of primary and secondary data bring forth common aspects that
appreciation, monetary benefits and promotion aid to motivate employees to a great extent. It
enables employees of hotel to deliver good quality of services to end users and retain them for
longer time span.
Theme 8: Are you satisfied with monetary rewards policy of Barking Travelodge hotel?
Highly satisfied 30.00%
Satisfied 30.00%
Neutral 10.00%
Dissatisfied 10.00%
Highly satisfied 20.00%
28
40.00%
20.00%
40.00% Appreciation
Promotion
Monetary benefits

Analysis-The collected primary data bring forth that 30% respondents are highly satisfied and
30% are satisfied with monetary reward policy of hotel. 10% participants are neither satisfied nor
dissatisfied with monetary reward. 10% respondents are dissatisfied with reward policy of
corporation In addition to this, remaining 20% workforce are highly dissatisfied with the same.
Interpretation-As per the collection of primary data, it has been found that majority of
workforce are satisfied and they can easily contribute towards achieving long as well as short
term objectives of corporation. Furthermore, information extracted from secondary sources also
depicts that monetary reward is most significant part of employees motivation.
Theme 8: Very often employees are provided chance to involve in decision making
Always 10.00%
Rarely 30.00%
Very often 50.00%
Not at all 10.00%
29
30.00%
30.00%
10.00%
10.00%
20.00%
Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly satisfied

Analysis- 10% employees stated that they are provided chance to involve in the decision making
process. Further, 30% respondents are offered to do the same whereas 50% participants stated
that management show somewhat positive attitude towards them. In addition to this, 10%
respondents not at all stated that they are provided chance to involve in decision making process.
Interpretation-The collected primary and secondary are consistent which reflect that employees
must be involved in the decision making process. It facilitates to generate positive attitude
among them so they can contribute towards growth and success of corporation
Theme 9: Agree that monetary reward tends to influence your performance
Strongly agree 50.00%
Agree 30.00%
Neutral 10.00%
Disagree 5.00%
Strongly disagree 5.00%
30
10.00%
30.00%
50.00%
10.00%
Always
Rarely
Very often
Not at all

Analysis- 50% respondents strongly agree with monetary reward offered by corporation and 30%
participants agree with the same. 10% employees neither agree no disagree with contribution of
monetary rewards in improving performance. In addition to this, 5% respondents agree and
remaining 5% strongly disagree with impact of monetary reward on performance.
Interpretation-According to the collected data it has been found that behaviour of workforce get
slightly changed when they are provided monetary rewards for their better performance. It
assists them to cater need of services users effective and value for their money.
Theme 10: Satisfied with work culture and organizational environment of Barking
Travelodge hotel
Highly satisfied 50.00%
Satisfied 20.00%
Neutral 5.00%
Dissatisfied 5.00%
Highly dissatisfied 20.00%
31
Strongly agree Agree Neutral Disagree Strongly disagree
0
0.1
0.2
0.3
0.4
0.5
0.6
50.00%
30.00%
10.00%
5.00% 5.00%

Analysis- 50% participants are highly satisfied work culture and organizational environment of
Barking Travelodge hotel. Furthermore, 20% participants are satisfied with work culture but 5%
are neither satisfied nor satisfied with the same. 5% respondents are not satisfied with
organization environment and in the same way remaining 20% are highly dissatisfied.
Interpretation-Collection of primary data reveals that work culture and organizational
environment of company matters a lot in affecting behaviour of personnel. It is because if
emplyees are not motivated enough then they will definitely leave the organization in less time
span. This in turn affect performance of company to a great extent. Furthermore, work culture of
corporation support employees in positive and negative manner. Owing to this, it is also
considered as source of motivation.
Theme 11:Span of control, job security and recognition are factors affecting behaviour at
job
Improper span of control 20.00%
Recognition 30.00%
Job security 10.00%
All of the above 40.00%
32
Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied
0
0.1
0.2
0.3
0.4
0.5
0.6
50.00%
20.00%
5.00% 5.00%
20.00%

Analysis-20% participants stated that improper span of control issue which affect behaviour of
employees. 30% respondents found that recognition whereas 10% employees stated that job
security is the factor which affect their behaviour. In addition to this, 40% participants stated that
all of the stated factors affect behaviour of employees to a great extent.
Interpretation-According to the collected primary and secondary data, it has been found that
span of control also affect behaviour of employees. It reflects that company can ensure proper
span of control among workforce. Recognition is also the sort of non-monetary motivation
through which employees can manage their work effectively. Job security is also the imperative
aspect by which personnel work with integrity and support corporation to deliver good quality of
services to number of buyers.
Theme 12:Satisfied with present leadership style of your organization?
Highly satisfied 40.00%
Satisfied 20.00%
Neutral 10.00%
Dissatisfied 10.00%
Highly satisfied 20.00%
33
Improper span of control
Recognition
Job security
All of the above
0
0.05
0.1
0.15
0.2
0.25
0.3
0.35
0.4
0.45
20.00%
30.00%
10.00%
40.00%

Analysis- 40% respondents are highly satisfied with leadership style of corporation whereas 20%
respondents are satisfied. 10% participants are neither satisfied nor dissatisfied leadership style
of corporation. In addition to this, 10% participants are satisfied and remaining 20% highly
satisfied.
Interpretation- The collected primary and secondary are showing that leadership style of
corporation plays vital role in motivating workforce. If employees are motivated in right manner
then definitely they will be able to perform good in order to create competitive edge of the firm
in the marketplace. Similarly, secondary data shed light on impact of leadership on attitude and
behavior of employees. Therefore, if workforce are provided proper support then they tend to
deliver appropriate services to buyers. Apart from this, negative style of leading employees bring
forth negative impression on employees. It affect productivity and overall performance of hotel.
Theme 13:Satisfied with employer's attitude and other benefits provided at Barking
Travelodge hotel
Highly satisfied 40.00%
Satisfied 30.00%
Neutral 10.00%
Dissatisfied 10.00%
Highly dissatisfied 10.00%
34
Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly satisfied
0 0.05 0.1 0.15 0.2 0.25 0.3 0.35 0.4 0.45
40.00%
20.00%
10.00%
10.00%
20.00%

Analysis- 40% workforce are highly satisfied with employer's attitude and behaviour at Barking
Travelodge hotel. 30% employees are satisfied with additional benefits as well as behaviour of
workforce. Further, 10% respondents neither agree nor disagree regarding the same. In addition
to this, 10% employees are dissatisfied whereas remaining 10% employees are highly
dissatisfied due to improper attitude of employees and additional benefits provided by
corporation. Thus majority of respondents are satisfied with attitude of management towards
employees.
Interpretation-As per the collection of secondary and primary data, it has been found that
employees tend to focus on additional benefits provided by organization. Similarly, attitude and
behaviour of employers have lasting impression of workforce. Owing to this, it is very important
for company to consider views and suggestions of employees in decision making process. It
leads to motivate them and enhance productivity of company. Furthermore, some of the
workforce are dissatisfied as they find company is not responding them properly. It create issues
in managing business activities and creating competitive edge of the corporation.
Theme 14: Growth perspective at Barking Travelodge hotel?
Yes 40.00%
No 60.00%
35
Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied
0
0.05
0.1
0.15
0.2
0.25
0.3
0.35
0.4
0.45
40.00%
30.00%
10.00% 10.00% 10.00%

Analysis- 40% respondents stated that they seek growth perspective in Barking Travelodge hotel
whereas remaining 60% do no consider the same while working in the organization. It depicts
consistency between primary and secondary results as employees tend to focus on job when the
find growth perspective at workplace.
Interpretation- As per the collection of primary and secondary data it can be said that majority
of respondents find growth perspective in hotel. It serves as the motivational factor for them and
they tend to focus on their work more attentively. Furthermore, it is very important for
corporation to provide growth opportunity through learning, promotion and offering challenging
job. This aspect develops positive attitude among workforce and they try to put efforts in the
direction of long term success of firm. It enables management to motivate employees and retain
them for longer time span. Therefore, employees tend to focus on their own growth in the
organization and this is the main reason behind their motivation.
Theme 15: Organization provide support to employees when immediate change is to be
implemented
Yes 60.00%
No 30.00%
Can't say 10.00%
36
Yes No
0
0.1
0.2
0.3
0.4
0.5
0.6
0.7
40.00%
60.00%

Analysis- In the questionnaire section, the respondents have asked if organization provide
support to employees when immediate change is to be implemented. Among all the respondents
there are around 30% respondents who have applied in negative sense. On the other hand, there
were total 60% who replied positively. However only there were total 10% respondents who
have chosen the option that they cannot say anything.
Interpretation : According the figures of above table, it can be said that most of the respondents
are satisfied with the strategies of company and they do feel that organization provide support to
employees when immediate change is to be implemented. . As they also feel that organization
provides support to employees when immediate change is to be implemented. . The analysis is
coming with a fact that Barking Travelodge hotel has motivated people in the effective manner.
Hence, it can be said that people working is the hotel are motivated with the support to
employees when immediate change is to be implemented.
Theme 16: Sometimes employees feel that they are motivated at work
Very often 20.00%
Rarely 20.00%
Sometimes 50.00%
Not at all 10.00%
37
Yes No Can't say
0
0.1
0.2
0.3
0.4
0.5
0.6
0.7
60.00%
30.00%
10.00%
Column C

Analysis- In the questionnaire section, the respondents have asked if do they are motivated at
work. Among all the respondents there are around 20% respondents who have said that they are
very often satisfied. On the other hand, there were total 20% who replied that they rarely
motivate for the positive perform ace. However only there were total 10% respondents who have
chosen the option that they do not feel motivated at the workplace
Interpretation : As per the figures of above table, it can be said that most of the respondents are
satisfied with the strategies of company and they do feel motivated. As they also feel that
organization provides support to employees and motivated them through applying various
strategies. The analysis is coming with a fact that Barking Travelodge hotel has motivated people
in the effective manner. Hence, it can be said that people working is the hotel are motivated so
that they are providing effective service to guests.
Theme: 17 Agree that management of Barking Travelodge hotel encourages open and two
way communication with employee
Strongly agree 40.00%
Agree 30.00%
Neutral 10.00%
Disagree 10.00%
38
20.00%
20.00%
50.00%
10.00%
Very often
Rarely
Sometimes
Not at all

Strongly disagree 10.00%
Analysis- In above table the respondents were asked if they feel management of Barking
Travelodge hotel encourages open and two way communication with employee. In this respect it
was found that most of the employees were agreed on this fact. There were total 40%
respondents who are strongly agreed with the statement. In addition to that employees are 30%
employees were agreed the fact.
Interpretation : Most of the respondents have said that management of Barking Travelodge
hotel encourages open and two way communication with employee The results proved that the
mentioned company is using effective motivational tactics to make people satisfied in terms of
encouraging open and two way communication with employee. This is the foremost strategy to
motivate people at the workplace.
39
40.00%
30.00%
10.00%
10.00%
10.00%
Strongly agree
Agree
Neutral
Disagree
Strongly disagree

CHAPTER 5: CONCLUSION AND RECOMMEDATIONS
5.1 Conclusion
The chapter of conclusion consists of summarize form of findings and results that aid to
accomplish formulated research aim and objectives. Here, the findings reflects that employees
choose to work in hotel industry because of interesting work, good salary and incentive.
However, some of the workforces find chance to get part time job in the selected industry. This
aspect tend to motivate them to work in hotels. However, class of hotel is also imperative aspect
enables employees to involved with particular hotel. It assists them to stay in touch with well-
known organization that can ensure their career growth. However, while conducting the
interview with respondents it was found that some of the workforce who are interested in
hospitality sector like to work in hotel industry. Employees interested in the field of food
division are specially like to work in hotel industry so they can render services to end users with
delicious food.
Furthermore, there are different motivational factors like promotion, monetary reward
and appreciation. These tend to generate positive attitude among them so they can work with
integrity. It assists management to determine long run growth of corporation with increased rate
of return. Furthermore, appropriate leadership style and span of control are also important in
increasing level of motivation. Leadership influence behavior of employees to a great extent. If
leaders adopt appropriate style of leadership then employees automatically support them and put
efforts to achieve their targeted objectives. Under this, it has been found that many of employees
working in Barking Travelodge hotel do not agree with current style of management. This
generates need to change the current working condition to make workforce feel comfortable and
retain for long time.
Employee engagement is another practices that gives motivation to employees and
changes their perception towards corporation. However, during data analysis chapter it has been
extracted that some employees very often get chance to involve in decision making process. But
at the same time, there were some of the employees who stated that such kind of processes do
not take place with them. The results of interview reflects that leave system of female employees
are quite better than male. It create dissatisfaction among them at some point of time. However,
management has very common approach of leave but still female employees get several other
40

kind of leaves like maternity etc. At this juncture, workforce require a bit flexibility on leave
management. Although, no major motivational differences exist between genders in hotel
industry. Moreover, management of hotel ensure equal treatment with all employees so they can
easily motivate all workforce in an effectual manner.
5.2 Recommendations
Staff motivation has important role in organization as it support corporation to a great
extent. Different motivational techniques change behavior of workforce in positive and negative
manner. Hence, it is very important for corporation to focus on below listed areas whereby
employees will be motivated to achieve their targets on right time. In this regard, hotel industry
should consider the following aspects so as to change behavior of employees in positive manner. Leadership style-Under this, hotels need to ensure that it has appropriate style of
leadership which support employees to a great extent. For example, front line employees
can be supported to with autocratic style of leadership in case of emergency. However,
they must be provided the reason of the same because they are very close of users. It
assists company to enhance level of motivation so they can easily resolve different issue
faced by end users. Furthermore, democratic style of leadership can be used with them in
other circumstances when they can manage their work effectively. Span of control-This is another important areas where focus can be laid. Here,
management of corporation need to ensure that single supervisor or mentor is allocated
for some group pf employees. It proves to be effective in resolving problems faced by
workforce. Furthermore, all team members must be allocated task as well as resources
effectively thereby they can achieve their targets on right time. In addition to this, proper
coordination must be there between employees and supervisor. It leads to have positive
impact on employees' behaviour. Accordingly there will be drastic decrease in attrition
rate and increment in overall flow of production. Focus on development-Under this organization should focus on development of
employees by conducting different training and development programme. In this regard
on-the-job and off-the-job training can be organized for employees so as to enhance their
learning. It is because when employees get knowledge about different field then they get
motivation to perform better. Generally workforce leave corporation because of their
41

inability to manage the work. At this juncture, training and development makes it
possible for management to increase interest of workforce towards their work. On the
other hand, continuous learning of employees has lasting impression on customers and
their satisfaction level. Free flow of communication-Communication is the basic requirement of company which
determine that how effectively it pass on information from top to down. For this purpose,
daily meeting, e-mail and other upgraded technologies can be used to support workforce.
Here, daily meetings are one of the most imperative alternative wherein management
directly interact with workforce. These means are used to motivate employees with the
help of proper guidelines. Notice board, conference and open session are also effective
modes through which employees are provided chance to put their issues in front of
management. Moreover, free flow of communication among each department of hotel is
the key to success of corporation. This aspect tend to make workforce understand
regarding the work scenario and targets set on the basis of time.
 Employee engagement -The process of employee engagement is very important which
proves to be effective source of motivation. Apart from this, management of hotel can
invite personnel in the decision making process. It serves as the appropriate means for
their motivation and they tend to contribute their efforts in the direction of growth and
success of hotel. Moreover, decision related to training and development and corporate
social responsibilities can be discussed with employees in order to bring forth valid
outcome. Furthermore, during employee engagement process management should
consider female and male employee equally. This aspect leads to increase productivity
and number of customers. Apart from this, alignment of organizational objectives with
individual one is also important thereby success can achieved in an effective manner.
42

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<http://www.accel-team.com/motivation/>. [Accessed on 2nd March 2016].
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London Barking. 2016. [Online]. Available through:
<https://www.travelodge.co.uk/hotels/377/London-Barking-hotel>. [Accessed on 2nd March
2016].
Nijhawan, S., 2016. Essential Staff Motivation and Retention. [Online]. Available through:
<http://hotelexecutive.com/business_review/309/five-essential-practices-in-staff-
motivation-and-retention>. [Accessed on 2nd March 2016].
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APPENDIX-QUESTIONNAIRE
Impact of employees motivation on their behviour: Survey questionnaire
Part 1
1. Gender
 Male
 Female
2. Age
 18-30 years
 31-40 Years
 41-50 Years
 50 and above
3. What is you position in the organization?
 Housekeeping
 Reception
 Food division
 Other
4. What is you work status?
 Full time
 Part time
5. How long have you been working in the Barking Travelodge hotel?
 Less than 1 year
 1-5 years
 6-10 years
 More than 10 years
PART 2
1. What is the common reason behind working in Barking Travelodge hotel?
 Flexible working hours
 Salary
 Interesting work
 Class of the hotel
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2. Do you think it is important to focus on working condition while working in hotel?
 Yes
 No
3. Do you agree that top management of Barking Travelodge hotel focuses on employees
motivation?
 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree
4. What is the most common source of you motivation?
 Appreciation
 Promotion
 Monetary benefits
5. Are you satisfied with monetary rewards policy of Barking Travelodge hotel?
 Highly satisfied
 Satisfied
 Neutral
 Dissatisfied
 Highly satisfied
6. Have you ever provided chance to involve in decision making?
 Always
 Rarely
 Very often
 Not at all
7. Do you agree that monetary reward tends to influence your performance?
 Strongly agree
 Agree
 Neutral
 Disagree
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 Strongly disagree
8. Are you satisfied with work culture and organization environment of Barking Travelodge
hotel?
 Highly satisfied
 Satisfied
 Neutral
 Dissatisfied
 Highly satisfied
9. Which of the following factors affect your behaviour at job?
 Improper span of control
 Recognition
 Job security
 All of the above
10. Are you satisfied with present leadership style of your organization?
 Highly satisfied
 Satisfied
 Neutral
 Dissatisfied
 Highly satisfied
11. Are you satisfied with employer's attitude and other benefits provided at Barking Travelodge
hotel?
 Highly satisfied
 Satisfied
 Neutral
 Dissatisfied
 Highly dissatisfied
12. Do you find growth perspective at Barking Travelodge hotel?
 Yes
 No
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13. Does organization provide support to employees when immediate change is to be
implemented?
 Yes
 No
 Can't say
14. How often do you feel that you are motivated at work?
 Very often
 Rarely
 Sometimes
 Not at all
15. Do you agree that management of Barking Travelodge hotel encourages open and two way
communication with employees?
 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree
Interview questions
1. What are different key issues you face while working in Barking Travelodge hotel?
2. Do you often feel empowered and motivated?
3. What are different motivational factors persuade you to perform better?
4. Do you think that management merely emphasizes on motivation of male empoloyees?
5. What is you perception regarding leave system implemented for female employees and
male employees, it is appropriate?
Transcripts
1. What are different key issues you face while working in Barking Travelodge hotel?
 Respondent 1: I generally face issues related to management of work because we have to
devote much of out time at workplace.
 Respondent 3: The main issue is related to salary and working conditions. These two
generally demotivate us.
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 Respondent 5: The major issue I face while working in Barking Travelodge hotel is
related to improper span of control.
4. Do you think that management merely emphasizes on motivation of male employees?
 Respondent 2: I do not think so because management provide support to both male and
female employees.
 Respondent 4: Sometimes, I feel that management merely emphasizes on motivation of
male employees instead of focusing on female workforce.
 Respondent 5: Yes, I think so because management consider views provided by male
employees at first.
5. What is you perception regarding leave system implemented for female employees and male
employees, it is appropriate?
 Respondent 2: The leave system of hotel for female employees and make employees is
appropriate.
 Respondent 4: I do not think that there is any difference exist in leave management
system.
 Respondent 3: Yes, I think so because female employees get special leaves also like
maternity etc.
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