Budget Hotel Employee Satisfaction Survey

This assignment presents a questionnaire designed to gauge the satisfaction levels of employees working in budget hotels. The survey delves into various aspects influencing employee motivation, including guidance from supervisors, the impact of the working environment, company policies regarding recruitment, training, growth opportunities, and leave rules. It also investigates employee perceptions of their overall feelings about working in a budget hotel, personal fulfillment, and suggestions for improvement to enhance retention.

The Impact of Motivation on Employee Retention in
Budget Hotels in the UK

ACKNOWLEDGEMENT
For my present study, I am thankful to all those people who supported me and provided
me guidance to carry out this dissertation in effective and efficient manner. Especially I am
obliged to my mentor who guided me at every step regarding carrying out each of the section in
the best possible manner. It was his experience and knowledge due to which I was in position to
complete the dissertation in successful and reliable manner.

ABSTRACT
In current the report, researcher focuses on evaluating the impact of motivation of
employee retention in budget hotels of UK. Looking at the current environment of hospitality
sector at times it is important for the hotels at large or small level to bring new skills so that
enthusiasm and new ideas can be promoted but parallel to this, hotels may face issues after
losing the key employees. Customers of hotel industry are always looking for leisure time and
effective services but high retention rate at a budget may create problems for both customer and
employee to communicate effectively because he/she is relatively new to the organisation.
Study of different authors also illustrated that, manager and employers are facing major
challenges in motivating employees because of the diversity in nature. People from different
ethnic backgrounds have different desires and expectations which indeed cause problems for the
managers to select the appropriate motivational approach so that they can influence individual to
stick with hotel for longer period. In addition to it, for retaining employees, budget hotels must
offer career advancement opportunities to the individual so that he/she can think of growth in
their career. At times due to lack of proper operational, strategic and tactical effectiveness fails
departments to offer employees better career opportunities and room for advancement of skills
and capabilities and find problems in retaining qualified employees.
However, to evaluate the impact of motivation on employee retention in budget hotels of
UK various both qualitative and quantitative methods have been employed. Furthermore,
researcher with the help of these models have been able to make in-depth analysis of data
generated and analysed that increasing rate of employee turnover is because of limited growth
and lack of monetary benefits affects their level of motivation significantly. In addition to it,
researcher identified various reason behind which employees does not stick to one organisation
for longer period of time and the most significant are poor management, inadequate salaries and
perks, and excessive workload. However, all these factors identified as the most influencing one
to affect the motivation level of employee negatively and decreases the retention level in budget
hotels.

TABLE OF CONTENTS
CHAPTER 1 INTRODUCTION..........................................................................................................
1.1 Background of the research...................................................................................................1
1.2 Problem statement..................................................................................................................1
1.3 Rationale of the study............................................................................................................2
1.4 Research aim and objectives..................................................................................................2
1.5 Research Questions................................................................................................................3
1.6 Research Methodology..........................................................................................................3
1.7 Structure of the study:............................................................................................................3
1.8 Summary................................................................................................................................4
Chapter 2: Literature Review...............................................................................................................
2.1 Introduction............................................................................................................................6
2.2 Motivation and its importance...............................................................................................6
2.3 Retention and its importance.................................................................................................7
2.4 Motivational factors assist in retaining the employees in Hotel Industry..............................8
2.5 Employee turnover...............................................................................................................10
2.6 Impact of employee turnover on business performance of budget hotels...........................11
2.7 Conceptual framework.........................................................................................................13
2.8 Conclusion...........................................................................................................................13
Chapter 3: Research methodology......................................................................................................
3.1 Introduction..........................................................................................................................15
3.2 Research Approach..............................................................................................................15
3.3 Research design...................................................................................................................15
3.4 Research philosophy............................................................................................................16
3.5 Data collection.....................................................................................................................17

3.6 Sampling..............................................................................................................................17
3.7 Data analysis........................................................................................................................18
3.8 Reliability and validity.........................................................................................................18
3.9 Ethical consideration............................................................................................................18
3.10 Limitations.........................................................................................................................19
3.11 Research Onion Model......................................................................................................19
Chapter 4: Data analysis.....................................................................................................................
3.1 Introduction..........................................................................................................................21
3.2 Qualitative Analysis.............................................................................................................21
3.3 Quantitative Analysis...........................................................................................................38
3.4 Correlation Regression:.......................................................................................................38
3.5 Chi-Square test:....................................................................................................................43
3.6 Independent T-Test...............................................................................................................44
3.7 Conclusion...........................................................................................................................47
Chapter 5: Conclusion and Recommendations...................................................................................
5.1 Conclusion...........................................................................................................................48
5.2 Recommendations................................................................................................................49
References..........................................................................................................................................
Appendix............................................................................................................................................
Questionnaire.............................................................................................................................57

CHAPTER 1 INTRODUCTION
1.1 Background of the research
The background of the research deals with motivational practices adopted within the
budget hotels in UK. Employee retention has been considered very significant towards the
accomplishment of business goals and objectives (Cardy and Lengnick-Hall, 2011). It can act as
a vital source of gaining competitive advantages for any company. In the existing business
environment, things such as technology, globalization, trade agreements etc. are affecting the
employee & employer relationships (Albrecht, 2012). Till date, loyalty was the cornerstone of
the relationship, however loss of efficient employees may also be detrimental to the future
success of the company. The existing employees may leave the company due to factors such as
dissatisfaction, de-motivation etc (Huang, 2009). While retaining the workers, it is expected that
company may face different types of issues and challenges. Here motivation can create some
differences in retaining the people within the firms. They are required to practice motivation
giving approaches in effective manner. It may act as a solution to different kinds of problems
including the employee turnover.
1.2 Problem statement
Under this research study, impact of motivation on the employee retention in budget hotel
industry in UK has been examined. The major focus is to identify the best of organizational and
management approaches which can help in retaining the employees. Workers are regarded as the
backbone of the organization as they are in direct contact with the consumers within the
hospitality industry (Qualls, 2008). Generally the turnover rate is very high in the industry
because individuals work at minimum wages with having no additional benefits. The bonus rate
is also very low as compared to the other industries. It can have a substantial impact on the
business operations. Loss of productivity, profitability, brand image, increase in costs etc. are
some of the issues faced by the budget hotels. In this regard it has become important for the
managers to look for ways to motivate the workers (Roberts, 2013). However, attracting and
retaining workers could be done by creating and maintain positive reputation, internally as well
as externally. Further, undertaking effective motivational strategies and approaches assist the
course of managerial level people of hotel industry to retain employees as well as influence them
to generate the best possible results. This may influence their decisions to extend their longer
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tenure with the organization. This research study will makes an attempt to analyze the impact of
motivation on the employee retention in case of budget hotels in UK.
1.3 Rationale of the study
The major objective of this research work is to identify and explore the leading
motivational factors which affects the employee retention in the budget hotel sector. Within the
context of problem of retention, this research which is both qualitative and quantitative in nature
is mainly focused on offering feasible solutions for reducing the turnover rate. It will help the
hotel owners and managers in identifying how to retain the workers. Looking at the current
environment of hospitality sector at times it is important for the hotels at large or small level to
bring new skills so that enthusiasm and new ideas can be promoted but parallel to this, hotels
may face issues after losing the key employees. Customers of hotel industry are always looking
for leisure time and effective services but high retention rate at a budget may create problems for
both customer and employee to communicate effectively because he/she is relatively new to the
organisation. Whereas, customer may feel more comfortable talking to the same old employee
and expects the desired level of quality and efficiency in the services. They can focus towards
recognizing the methods to decrease the turnover rate within the business. Apart from that the
study will offer appropriate solutions related to different types of motivational issues faced by
the budget hotels in UK.
1.4 Research aim and objectives
Aim:
The major aim of the research is to analyse the impact of motivation on employee
retention in budget hotels in the UK.
Objectives:
For achieving the defined aim it is essential for the researcher to frame small and smart
that leads to understand each and every concepts and aspects of the selected topic. Herein,
researcher objective is to evaluate the impact of motivation on employee retention in budget
hotels of UK. Following are the objectives for the current study:
 To review the key literature on the motivation and retention
 To recognize the motivational factors which could help in retaining the employees in
budget hotel industry
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 To discover the impact of employee turnover on the business performance of the budget
hotels
 To find out the ways through which workers can be retained for a long period of time in
the budget hotel industry
1.5 Research Questions
Research questions are the important element of the study as they assist the course of
research conductor to execute the entire course of dissertation on the chosen topic in suitable and
reliable way. Further, defined questions assist in addressing varied aspects of the study that helps
investigator to present appropriate conclusion and recommendations. Following are the research
questions for the current study:
 What are the concepts of motivation and retention and their importance to corporate
world?
 Which of the motivational factors can help managers of hotel industry to retain
employees?
 What are the impacts of employee turnover on the business performance of budget
hotels?
 What ways or strategies through which workers can be retained for a long period of time
in the budget hotel industry?
1.6 Research Methodology
It can be stated that the results of study are directly affected by the kind of methodologies
which are employed by a scholar. This is one of main reason why research methodologies is
considered as one of the most important chapter of any dissertation. Further, selection of right
methodologies helps scholar to carry out the entire research in the best possible manner. Along
with this, it also supports in accomplishment of aim and objectives of the study in effective
manner. On the other side of this, this chapter also covers ethical considerations and limitations
of the study.
1.7 Structure of the study:
There is a need to frame an appropriate structure for the research. The above study is
based on the following structure:
Chapter 1 – Introduction
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The first chapter offers a broad overview about the research. It talks about the
background and gives an appropriate rationalization behind the study (Chiboiwa, Samuel and
Chipunza, 2010). Along with that, aim and objectives related to the subject are also framed
insider the chapter so that it can give direction to the study. This section is very important from
the point of view of learning the basics.
Chapter 2 – Literature Review
The second chapter is literature review which obtains relevant literature on the subject. Here the
literature will be examined on the basis of past studies. The section will attempt to make a link
between the past and existing findings with regard to the research subject (Eseme Gberevbie,
2010). The contributions from the past researchers will be examined and analysed and then gapes
will be identified.
Chapter 3 – Research Methodology
It is the research methodology which has been exploited within the study. The chapter
states briefly about the research tools and techniques which are used in the collection of data.
Things such as philosophy, type, design, data collection, data analysis etc. has been discussed in
this section (Gberevbie, 2010). Research methodology holds a great importance in the
achievement of goals and objectives of the study.
Chapter 4 Analysis and findings
The chapter is concerned with deriving findings and doing the analysis from the data
collected for the investigation. It shows the application of a suitable data evaluation technique. In
this research, the researcher will make use of pie chart, graphs, bar charts, tables etc. to show the
clear results. Use of graphs will help in offering the results with more justifications (Grissom,
2012).
Chapter -5 Conclusion & Recommendation
This is the final chapter of the whole investigation. At this stage, from the derived
findings, different types of conclusion are made. It will show how the aim and objectives has
achieved the managerial implications (Hong, Ramendran and Kadiresan, 2012). Apart from that
different kinds of limitations will also be highlighted so that recommendations can be made to
the future researchers.
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1.8 Summary
The above chapter broadly introduced the background, problem statement, rational and
aim & objectives of the research. It can be summarized that motivation has an important role to
play in managing the employees in the hospitality sector in UK. Further the problem of employee
turnover can be solved though making use of different kinds of approaches. The next chapter will
try to methodically explore the existing literature related to the research subject.
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CHAPTER 2: LITERATURE REVIEW
2.1 Introduction
After completing the introduction part another important section of dissertation is
literature review. In general, it can be defined as the detailed theoretical study of selected topic
through the means of secondary analysis. However, it is the integral part of the study and helps
researcher to develop suitable theoretical base for understanding the each and every aspect of
selected topic in effective and efficient manner. On the other hand, the main purpose of carrying
literature review is that it assist in developing appropriate understanding towards the aspects and
concepts of research. It is further denoted as the secondary study which is done with the aim of
attaining the defined objectives of current investigation. In addition to it, researcher focuses on
presenting the thoughts and views of different authors and scholars about the study on the basis
of their journals, books, online blogs, articles etc. Herein, study aims at analysing the impact of
motivation on employee retention in budget hotels of UK. In order to carry out entire course of
study in effective way different prospects of the topic has been discussed in literature review
such as motivation and retention and their importance. Further, factors that motivates the
individual in retaining in hotel industry for long terms (Patel and Conklin, 2012). Thereafter,
implications of employee turnover and its impact on the business performance of budget hotels.
Lastly, researcher through the means of past studies and researches depicts the strategies and
tactics to retain employees in hotel industry.
2.2 Motivation and its importance
As per the view point of Albrecht (2012), motivation can be defined as the internal and
external factors that stimulate desire and energy in people to continually interested and
committed towards job, role or tasks and make valiant efforts to attain goals. In term of
management Bellé (2015) defines that, motivation is the approaches or ways through the means
of which managers promotes productivity in their employees and encourage them to work
effectively for generating desired level of out (Agarwal, Yadav and Acharya, 2015). While on the
other side of it, authors explains that employee motivation is considered as one of the best
method to enhance the use of individual in carrying out any activity or tasks. Supporting to this
fact Conrad, Ghosh and Isaacson, (2015) states that, employee motivation is psychological forces
that determines the direction of an individual’s behaviour in an organisation through the level of
efforts and persistence towards the given tasks or operations (Importance of Training and
6

Development. 2015). Further he/she defines that happier workers are the productive workers
therefore motivating in employees or individual in the career prospects helps the course of
generating commendable outcomes (Conrad, Ghosh and Isaacson, 2015).
Considering the thoughts all the authors, researcher focuses on importance of motivation
for an individual or organisation which he understood by the study of Qualls (2008), there are
several facts on the basis of which significance of motivation can be explained. In this regard
viewpoints of different authors have been considered which states that, one of the most
significant need of motivating employees is that it assist in improving their level of performance
(Youngsoo Choi, 2014). However, highly motivated employees shows great courage to accept
any task or operation as well as show higher willingness towards so that smart and desired results
can be generated (Huang, 2009). According to Roberts (2013), another significance of
motivation is that it helps in changing negative attitudes of employees into positive. However, it
is because of the fact that positive attitude leads to develop effective working environment that
removes wastage and delay in functioning. Similar to this Thomas (2010) states that, constantly
changing environment forces the firms irrespective to their sector to alter or modify their
functioning but at times employees are unable to change their functioning accordingly thus,
motivation leads the individual to always prepare for any changes that is required for the time
and helps in accepting the alteration in more effective and smart way (Pool and Sewell, 2007).
2.3 Retention and its importance
According to Sutherland (2013), retention have various meanings in different context
however but in general it is the condition of retaining or keeping something. People memorize
facts in short term but when they remember it for long period is also known as retention of
information (Mohsin, Lengler and Kumar, 2013). In context to business, firms irrespective to
their sector have to make efforts to provide effective working environment their employees so
that they retain them for longer period of time and generate the best possible results from them.
Dweck (2013) states that, companies need to employee effective retention policies and practices
which encourage employee to stick to it for longer duration. But arguing to this fact Govern and
Petri (2012) explains that, retention policies should not only retain skilled or expert labours but
companies also have to undertake better motivational approaches so that they enhance the skills
and abilities of weak employees and thereafter retain them for better period (Maroudas,
Kyriakidou and Vacharis, 2008).
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Furthermore, in the study of Hoffmann (2007) researcher evaluated that, in order to attain
success it is important for the companies to think about their employees from their point of view
so that effective working environment can be established as per the requirement of employee
which indeed motivate him/her to increase its association with firm or enterprise. In this regard
Weiner (2013) describes the importance of retention by stating that, an organisation invest lots of
time and money in grooming the individual and make him/her capable to work under corporate
culture (Hafeez and Aburawi, 2013). Thus, if they are unable to retain them then it would be loss
of time as well as money for the firm which in such competitive environment is not at all
acceptable. Similar to this researcher identified that hiring is not an easy task and it requires huge
amount of investment (Weiner, 2013). In this context Long (2012) states that, company employ
HR professionals to shortlist few candidates who are capable and suitable enough for the job or
tasks and in order to do so lengthy process need to be followed. Thus, not retaining skilled
employee may force the company to invest in recruitment and selection process which may harm
the financial position of the business (Fan, 2009).
2.4 Motivational factors assist in retaining the employees in Hotel Industry
As per the findings of Palmer (2005), there are several hospitality companies in UK that
consists of large, small and medium sized organisation operating to provide quality of services to
customers and generates higher profit. However, it has been identified that in comparison to
smaller and medium firms, large organisations i.e. chains have better employee management
system that helps them in motivating employees properly and retain them for long period (Araslı,
Daşkın and Saydam, 2014). According to the study of Thomas (2010), employee retention is the
substitute of employee motivation. However, motivated individual will be productive and more
likely to stay at organisation for longer. Therefore, the best method to retain employees is to
motivate them. In this research of Garg and Rastogi (2006), investigator identifies that, a sensible
employer or manager to budget should focus on keep attracting the skilled employees. However,
attracting and retaining workers could be done by creating and maintain positive reputation,
internally as well as externally. Further, undertaking effective motivational strategies and
approaches assist the course of managerial level people of hotel industry to retain employees as
well as influence them to generate the best possible results (Eisele and et.al, 2013).
On the other hand, arguing to this fact Sutherland (2013) states that, monetary benefits
acts as motivational factors to retain employees in hotel industry. However, everyone knows that
8

hospitality sector is one of the most growing corporate areas in the world and there are several
companies at different level making valiant efforts to attract and retain customers as well as
employees through offering them better services and benefits (Koltko-Rivera, 2006). According
to the theory of Alderfer’s ERG indicates that, money one of the major motivational factors for
the workers. However, theory categories money into existence needs that are is concerned with
the person’s survival and existence in the market (Gitman and McDaniel, 2008). Therefore,
paying handsome money for the efforts of employee assist him/her to stick to the hotel and put
valiant efforts to generate the best possible outcomes. But companies those who are unable to
provide better pay scale to the employees are facing more issues in retaining employees.
Contradicting to this Cardy and Lengnick-Hall (2011), states that, money is not always the
reason behind individual’s leaving the job. However, compensation and other benefits may be
key factors in final decision of the person. There be always other reason associated with it such
as bored with job, ineffective working environment etc. can play important role for individual
along with lower pay scale to leave the job and increase employee retention for the hotels
(Steers, Mowday and Shapiro, 2004).
Contradicting to this Gberevbie (2010), illustrates various motivators that helps in
retaining employees in hotel industry which are associated with recognition, growth, job
challenge and responsibility. However, author defines that these factors encourages worker to
enhance his/her skills and abilities to reach to a point where they can recognize by other staff
members as well as attain growth for future personal sustainability (Crim, 2006). A motivated
employee is highly responsible as well because he/she takes their role seriously and carry out
their job or tasks in responsible manner so that personal growth can be achieved with hotel’s
corporate objectives. In this regard, Fredrick Herzberg presented a through with name of two
factor theory which comprises two types of factors motivators and dissatisfies (Sigala, 2005). On
the basis of theory, above defined are the motivators that influences individual to retain in the
organisation and perform their job roles in effective and efficient manner. Further, these factors
are based on attributes of individual are depended on each other (A critical assessment of
Herzberg’s theory of motivation. 2012).
Apart from the factors that contributes towards motivating employees and retaining them
for long period is easy in theoretical prospects but in reality it is one of the biggest challenge for
the managers. In this regard study of Chand (2014) illustrated that, due changing workforce,
9

motivation is one of the major challenge that employers or managers faces (Gagné and Deci,
2005). It is because every individual associated with the hotel or any other enterprise have
different values, attitudes, thinking and background. This indeed creates problems for majority of
managers and employers as they are not aware about the diversity of their employees which
leads them to be unclear about the different ways of motivating them and generate the best
possible results. Similar to this Jacoby (2014) states that, motivating employees at workplace is
becoming challenging for the employers because of the vigorous nature of needs
(Panagiotakopoulos, 2013). It is because, employees have varied needs and expectations at
certain point of time which creates confusion in selecting the best possible motivational approach
to influence people to stay or retain for longer period. In addition to it, for retaining employees,
budget hotels must offer career advancement opportunities to the individual so that he/she can
think of growth in their career (Jacoby, 2014). At times due to lack of proper operational,
strategic and tactical effectiveness fails departments to offer employees better career
opportunities and room for advancement of skills and capabilities and find problems in retaining
qualified employees. Further study of Half (2013) explains that, employee involvement,
recognition, importance of work and career growth opportunities play significant role in
retaining employees (Kimball and Nink, 2006).
2.5 Employee turnover
According to the Glebbeek and Bax (2010), staff turnover can be defined as the relation
between individual attracted to join organisation to fulfil the space or designation of people how
have retired, resigned or retrench on the average number of payroll. In an organisation, turnover
of employees is a major issue for the managers. However, high level of turnover is critical issue
for both small and large companies irrespective to their sector (Usugami and Park, 2006). In
context to hotel industry where there are lots of opportunity for an individual increases the
turnover for budget hotels. Kokemuller (2011) explains the fact that, turnover rate in budget
hotels is increasing day by day it is because such hotels are not able to provide adequate growth
opportunities as well as monetary benefits. Further, author defines that it is the duty of human
resource manager of the budget hotels to make sure that they maintain labour turnover to a
certain level so that functioning of hotel can be carried out in smooth manner (Kokemuller,
2011).
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Contradicting to this Pujari (2014) defines the negative implications of employee
turnover that, high rate of labour turnover could give rise to varied problems that can affects the
course of overall functioning of hotel badly i.e. it effects the rhythm of the budget hotel,
increases the expenditure of recruitment and selection process of the firm. In this regard,
researcher understand that having high rate of staff turnover may create problems and obstacles
in the flow of business functioning (Pujari, 2014). Moreover, operating in such a competitive
environment it becomes crucial for the budget hotels to maintain their flow or tempo to sustain in
the market and enhance their level of business functioning by minimizing the extra costs of
selection process. Similar to this study of Bellé (2015) depicts that, labour turnover is a critical
problem of the human resource in every sector. However, companies are facing major issues in
maintaining their position in the market just because their human resource management is unable
to maintain the rate of turnover. Furthermore, increasing rate of employee turnover mainly
affects the profitability, services of budget hotels, productivity and quality (Bellé, 2015).
Conrad, Ghosh and Isaacson (2015) argued that, varied growth opportunities and career
development options have influenced people to go for large or medium hotels so that they
enhance their skills and abilities to a great extent. This indeed leads to create problems for budget
hotels even to employ skilled and capable individuals for the firm that can carry out the operation
in the best possible manner. Contradicting to this Qualls (2008) states that, looking at the current
environment of hospitality sector at times it is important for the hotels at large or small level to
bring new skills so that enthusiasm and new ideas can be promoted but parallel to this, hotels
may face issues after losing the key employees (Reinholt, Pedersen and Foss, 2011).
2.6 Impact of employee turnover on business performance of budget hotels
Business hire and train employees to carry out the tasks necessary for them to operate and
generate better results. In this regard, businesses depends upon their employees a lot and always
makes efforts to enhance the skills and abilities of employees so that improvement in their
performance may lead to betterment in overall firm’s performance (Maslow, 2015). In this
context Sutherland (2013) describes that, employees may leave their job for various reason such
as grabbing better growth opportunity, retirement or continuing education. Thus, there are several
impacts of employee turnover on business performance of budget hotels (Herzberg, Mausner and
Snyderman, 2011).
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One of the major impact of employee turnover stated by Dweck (2013) is the fluctuations
in productivity. It is simple because high rate of employee turnover may lead to lower workforce
productivity and negatively affects the overall functioning of business. Further, rationale of this
statement identified in the study of Govern and Petri (2012), that worker who have more
experience are certainly aware about all the policies and procedures of the budget hotel and carry
out their work accordingly so that positive contribution can only be promoted (Chiang and
Hsieh, 2012). But on the same side, if new employee joins the hotel may face problems in
understanding the approaches, functioning and roles which may lead to effect on the overall
productivity of the budget hotel. Especially for the budget hotels as they have small number of
employees may find difficult to replace workers because retired, resigned employee may carried
out variety of specialized tasks that is difficult for the new one to conduct (Thomas, 2010).
Another major issue is incapability of business in retaining customers and providing high
quality services that can seriously affect the performance of budget hotel is defined by Garg and
Rastogi (2006). However, author explained that customers of hotel industry are always looking
for leisure time and effective services but high retention rate at a budget may create problems for
both customer and employee to communicate effectively because he/she is relatively new to the
organisation. Whereas, customer may feel more comfortable talking to the same old employee
and expects the desired level of quality and efficiency in the services. Jacoby (2014) proposed
that, personal relationship and familiarity can build or develop appropriate customer loyalty.
Further, in the study it was identified that high rate of employee retention leads to lower quality
of customer service (Noltemeyer, Bush and et.al, 2012).
Contradicting to this Kokemuller (2011) explained that, it is not only that employee
turnover have negative effects because it can be a forceful decision from the management of
firm. However, employee turnover can be meant by replacing veteran employee stuck in his/her
ways to carry out operations thus, bringing fresh talent may leads to new ideas which may assist
in improving the functioning of hotel and leads to achievement of competitive advantage
(Wright, 2010). Similar to this study of Palmer (2005) highlighted that, employee turnover may
improve the diversity of organisation which in hotel industry is important because customers of
different ethnic backgrounds are attracted. Apart from this, small scale organisations use layoffs
of high salaried workers as a way to cut down the costs during tough financial times. In against
to it they hire new employees so that they can pay low salary as well as bring change to the
12

organisation for the betterment of future. Article of Huang (2009) illustrates that, promoting
employee’s commitment can have great impact on decreasing the turnover rate as well as helps
in making positive impact on productivity (Sandhya and Kumar, 2011). Furthermore, increased
employee commitment has led to improve team performance and productivity as well as
decrease the rate of absenteeism, turnover and intention to quit which helps in retaining skilled
and capable employees for longer period and improves the performance of business to a great
extent (Huang, 2009).
2.7 Conceptual framework
Current study entails information about impact of motivational factors on the employee
retention in budget hotels of UK. However, considering the level of competition and changing
needs and expectations it has become difficult for the employers to retain workers for longer
period and carry out operations effectively. Furthermore, employee retention is one of the biggest
challenge that managers are facing these days because workers are getting the opportunities
because of growing economic conditions in UK that is helping the course of hospitality sector to
grow and provide more career which encourage them to switch jobs more than often. This
situation creates high employee retention rate of hotels especially budget or small scale hotels in
the town. Following is the conceptual framework of current study:
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Figure 1: Conceptual Framework
2.8 Conclusion
In conclusion to the literature review, researcher has been able to develop suitable
theoretical base on the motivational factors and its impacts on the employee retention. Looking
at the present condition of hotel industry in UK it is quite tough for the budget and small scale
hotels to sustain for longer period without skilled and capable labour. Moreover, to this, study of
different authors also illustrated that, manager and employers are facing major challenges in
motivating employees because of the diversity in nature. People from different ethnic
backgrounds have different desires and expectations which indeed cause problems for the
managers to select the appropriate motivational approach so that they can influence individual to
stick with hotel for longer period.
In addition to it, for retaining employees, budget hotels must offer career advancement
opportunities to the individual so that he/she can think of growth in their career. At times due to
lack of proper operational, strategic and tactical effectiveness fails departments to offer
employees better career opportunities and room for advancement of skills and capabilities and
find problems in retaining qualified employees. It is because different scholars stated that,
employee involvement, recognition, work importance and growth opportunities in career are the
14
Impact of Motivation on Employee
Retention
Motivational factors that lowers
the retention rate
Motivators
dissatisfiers
Impact of employee turnover on
hotel performance
Positive
negative

essential factors that motivate or influence individual to work within a company for longer
period and enhance their firm loyalty and reduces the rate of employee turnover.
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CHAPTER 3: RESEARCH METHODOLOGY
3.1 Introduction
It can be stated that the results of study are directly affected by the kind of methodologies
which are employed by a scholar. This is one of main reason why research methodologies is
considered as one of the most important chapter of any dissertation (Research Methodology: An
Introduction. 2015). The chapter includes different types of tools and techniques which has been
adopted by researcher in order to collect, analyse and use data. Further, selection of right
methodologies helps scholar to carry out the entire research in the best possible manner. Along
with this, it also supports in accomplishment of aim and objectives of the study in effective
manner (Research Methodology. 2015). On the other side of this, this chapter also covers ethical
considerations and limitations of the study.
3.2 Research Approach
In general terms, the procedures and plans which are developed and used to conduct
study in effective manner is considered a research approach. The use of suitable approach assists
researchers to gather useful information related to the topic under investigation. Research
approach further divided into two major categories which are deductive and inductive (A Guide
to Using Qualitative Research Methodology. 2007). In the current study, inductive approach to
research has been employed by researcher in order to determine the impact of motivation in
employee retention in budget hotels. One of the main reason behind selecting inductive approach
is that it has provided the researcher with more generalized information regarding the topic under
investigations. According to the nature of present research, the data was required in more
generalized from and therefore inductive approach was more suitable. On the other hand, the use
of deductive approach would have provided the researcher with more specific information and
results regarding what kind of impact does motivation have on employee retention in budget
hotels.
3.3 Research design
Research design can be termed as the blueprint which assist researcher in collecting,
measuring and carrying out analysis of information. In simpler terms, research design highlights
the detailed outline of the fact that how the research will be carried out in the best possible
manner. In addition to this, exploratory, descriptive, experimental, case study, casual,
experimental etc. are some common research designs which are used to carry out research. In
16

exploratory research deign is used in situations where few studies are being carried out on the
topic under investigation (Whiteley and Whiteley, 2006). The design focuses on the gaining in-
depth knowledge regarding study and achieving desired results. On the other hand, in descriptive
research design results are drawn without manipulating factors of the study. In this design,
researcher seeks for describing various elements associated with the study, in order to obtain the
best possible outcomes. In case study design, results are obtained by analyses a particular case
whereas in experimental research design, valid conclusion is drawn on the basis of correlation
between different dependent and non-dependent variables. It can be also stated, the selection of
research design relies on nature and objective of study (Lichtman, 2006).
The present study aims at assessing the impact of motivation on employee retention in
budget hotels and thus descriptive research design has been employed for the same. The reason
behind selecting this design is that it has allowed the scholar to use more specific form of
collecting information. Along with this, it has also supported in accomplishment of research aim
and objectives by describing the various elements associated with the study. The selection of
descriptive research design has also enhanced the overall quality of this research.
3.4 Research philosophy
The development of knowledge, background and nature of research is termed as research
philosophy. It is one of the most crucial aspect of research methodologies as it is directly
associated with the values and belief of scholar which supports in the process of collecting and
analysing information in the best possible manner. Further, research philosophy is categorized
into two broad from which are interpretivism and positivism (Ireland, Webb and Coombs, 2005).
In order to assess the impact of motivation in employee retention in budget hotels, interpretivism
research philosophy has been used in this research. The use of this philosophy has provided the
scholar with more detailed and reliable information in order to carry out this study. It can be
stated that with the help of the selected philosophy, the scholar is able to interpret different
elements which were associated with the topic under investigation. The rationale behind not
using positivism philosophy is that it is generally employed in studies which are requires
different evidence and logics (Harrison and Reilly, 2011). Therefore, it can be stated the use of
positivism philosophy was not suitable for carrying out the present study and obtain suitable
findings. In addition to this, the use of interpretivism philosophy has helped the researcher in
collecting, analysing and using information of present study in the best possible manner
17

3.5 Data collection
The process of collecting data can be termed as one of the most important and crucial
stage in any kind of research. In addition to this, the quality and effectiveness of research relies
on the type of data which has been gathered by the scholar. The process of data collection is not
an easy task and researcher are required to develop effective plans for the same. For every
research, there are two common sources which can be used to carry out the process of collecting
information. This includes primary and secondary sources of data collection (Bhattacharyya,
2006). The information or data collected from secondary sources is considered as second hand
data as it has been already collected and used by someone else. On the other hand, primary data
is the information which has been gathered for the first time by the researcher himself or herself.
In order to gather primary information various techniques such as questionnaire, survey
interview etc. are used. Along with this, books, journals and online sources are taken into
consideration in order to collect secondary information.
For the present research, both primary and secondary sources of data collection are taken
into consideration. The primary data has been collected by using survey method with an
objective to collect new, fresh, accurate and more reliable information. A well-structured
questionnaire has been developed by the researcher on the basis of aim and objectives of the
present study. On the other hand, work and studies of other researcher and scholar has also taken
into consideration as sources of secondary data collection. The rationale behind using both the
sources is that it has provided the researcher with adequate and more accurate information
regarding impact of motivation in employee retention in budget hotels in UK.
3.6 Sampling
Sampling is defined as the process in which different techniques and methods are used to
collect data from primary sources. In this process, appropriate sample and its size is defined by
the research from the overall population (Cochran, 2007). Further, it can be stated that sampling
is divided into two broad categories which are non-probabilistic and probabilistic sampling. In
order to collect primary data on impact of motivation in employee retention in budget hotels,
purposive sampling technique which is a part of non-probabilistic sampling method has been
employed by the research. The data has been collected from managers within budget hotels in the
country. One of the key reason behind using purposive sampling is that it has resulted in saving
resources of scholar such as time and money. Along with this, it has also supported in reaching
18

targeted sample in the best possible manner. The primary data has been collected from 50
employees of budgeted hotels in the country.
3.7 Data analysis
Data analysis is as the process in which the gathered information is analysed in order to
obtain useful findings. There are two different techniques which can be used in order to carry out
the process of analysing information collected from various sources (Creswell, 2013). Further
these are qualitative and quantitative techniques of data analysis. It can be also stated that
selection of appropriate techniques entirely relies on the nature of study which has been carried
out. In the present study, both information which is qualitative and quantitative technique has
been used to obtain the best and most favourable outcomes. The researcher has used statistical
tools such as SPSS in order obtain desired results with the help of quantitative technique of data
analysis. On the other hand, thematic techniques has been used to carry out qualitative data
analysis.
3.8 Reliability and validity
One of the major benefit of research reliability is that it helps in eliminating two different
elements which are dissimilarity and inconsistency associated with the study. Along with this, it
also supports in accomplishment of aim and objectives of the study. In terms of reliability, it can
be stated that the data has been collected from only valid sources (Ketchen, Ketchen and Bergh,
2006). Further, only those information’s which has been published after the year 2005 has been
taken into consideration. On the other side of this, the scholar has well taken care of the validity
of the present research. This includes the paying adequate and required attention on activities
such collection of data and analysis of the same. In order to enhance the validity of present study,
the most suitable and appropriate tools and techniques of research are employed by the scholar.
3.9 Ethical consideration
It can be stated that ethical considerations play very important role in success of a
research and every scholar needs to take care of the same. In the present study, the scholar has
ensured the fact that all the key ethical consideration are addressed in the best possible manner.
The researcher has taken care of the fact that the information which has been collected from
different respondents is not disclosed to any other party (Sachdeva, 2009). Along with this, their
identity is kept completely confidential. At the time of carrying out activities such as data
collection and analysis, the research has ensured that there is no partiality done. Prior permission
19

has been taken from respondents before approaching them in order to collect primary data
regarding the topic under investigation. The information collected from different primary and
secondary sources has been secured in the best possible manner. Other than this, the research is
also going to destroy the data after using the same.
3.10 Limitations
It can be stated that at the time of carrying out the present study, there are various
limitations which has been faced by the researcher. It can be expressed that cost and time were
the two major constraint which has affected the results of this research. The scholar was having
limited amount of financial resources and time. It was not easy for the scholar to approach
employees of budgeted hotel and collect data from them within given limited resources (Harrison
and Reilly, 2011). The sample size was also restricted to 50 respondents because the resources
available were limited in amount. Along with this, majority of respondents took more than
expected time in order to complete the questionnaire which was provided to them.
3.11 Research Onion Model
In general, research onion model was designed by Saunders which emphasis on
presenting differing stages in research that should be covered by investigator with a proper
strategy. Analysis of research onion model illustrates that there are several strategies at each
stage that helps the course of researcher in carrying out the study in effective and reliable
manner. The main aim behind using this model is that it assist in progression through effective
research methodology is selected. Below diagram of research online model presented by
Saunders:
20

Figure 1: Research Onion Model
(Source: Sample Dissertation Methodology, 2013)
21

CHAPTER 4: DATA ANALYSIS
3.1 Introduction
The chapter of data analysis is considered as an important chapter of study as it directly
supports in obtaining suitable findings. The chapter includes different tools and techniques which
has been employed by scholar to carry out the evaluation of data collected from various sources.
Further, in the present research, both qualitative and quantitative techniques are used to carry out
the analysis of data collected.
3.2 Qualitative Analysis
Theme 1: Monetary and fringe benefits are very much important for the employee to get
motivated in Budget Hotels
Salary and other fringe benefits Respondents Percentage
Not at all important 3 6
Not very important 7 14
Neutral 8 16
Somewhat important 11 22
Very important 21 42
Chart:
Not at all
important not very
inmporatnt neutral somewhat
important very important
3
7 8
11
21
Salary and other fringe benefits
Findings:
22

From the above graphical presentation, expected outcomes have been identified when
employees working in budget hotels were asked about whether monetary benefits plays
important role in motivating them. 42% of the respondents states that they monetary benefits are
very important similar to this, 22% of the respondents says that they are somewhat important. On
the other hand of it, 30% of respondents thinks that such benefits are not very important but
influence decisions. Whereas only 6% people thinks that salary and other fringe benefits are not
at all important for motivating them.
Interpretation:
Monetary benefits are one of the major reason behind motivating employees and it has
been justified with the findings that employees working in hotel industry are influenced by high
packages and pay scale. It is because of the fact that, industry is growth at significant pace and
every individual want to attain success in their career thus, in order to motivate them and retain
them for longer period of time managers have to provide them better financial benefits.
However, in secondary research authors’ states that, monetary benefits are important in terms of
motivating any individual but contradicting to this, budget hotels with low economic power are
unable to provide higher salary or pay scale that leads to dissatisfied employees and increases the
turnover rate.
Theme 2: Job Safety and Security is essential in motivating employees
Job Safety and Security Respondents Percentage
Not at all important 7 14
Not very important 5 10
Neutral 10 20
Somewhat important 12 24
Very important 16 32
Chart:
23

Not at all
important not very
inmporatnt neutral somewhat
important very important
7
5
10
12
16
Job Safety and Security
Findings:
On the basis of above graph it has been evaluated that, job satisfaction and security is one
of the major motivational factor that influences individual to stay longer with the firm. However,
when selected sample size was asked about this fact, 16 out of 50 employees takes this as very
important while for 12 respondents job security is somewhat important. On the other hand of it,
12 remaining participants thinks that it not at all important and does not motivate them at all.
Whereas, 20% of the remaining sample size is neutral about this fact as such thinks does not
effective their level of motivation as well as long term decisions.
Interpretation:
According to the above analysis, job security is significant factor in motivating the
individual to work for budget hotel on long term basis. Therefore, it is important for the
employer or managers at budget hotels to make sure that they ensure job security for individual
is important in terms of motivating them to enhance skills and abilities as well as develop loyalty
towards functioning of firm so that long term association can be maintained.
Theme 3: Motivation influence employees to work long and hard
Motivation influence employees to work long and hard Respondents Percentage
Yes 38 76
No 12 24
Chart:
24

38
12
Motivation influnce employees to
work long and hard
Yes No
Findings:
Expected results have been generated when asked to the employees about whether
motivation influence them to work long and hard. In this regard, 38 out of 50 respondents stated
that yes, motivation plays significant role in encouraging or influencing them to the work
effectively and efficiently for longer period. Whereas, remaining 12 said that motivation does not
influence them to become workaholic.
Interpretation:
From the above findings researcher analyzed that, employer or leader make valiant efforts
to motivate their employees or staff members so that they can work effectively. However,
considering the hotel industry which possess high level of competition it is essential for the
employer to motivate or encourage his/her employees so that they can work appropriately and
generate better results. However, in the secondary analysis it has been identified that there are
several authors and scholar who proposed motivation as the major tool of retaining skilled and
capable employees. In this regard viewpoints of different authors have been considered which
states that, one of the most significant need of motivating employees is that it assist in improving
their level of performance.
Theme 4: Relationship with superior and subordinates directly impacts motivation level of
employees
Relationship with superior and subordinates directly impacts
motivation level of employees Respondents Percentage
25

Strongly Agree 19 38
Agree 11 22
Neutral 10 20
Disagree 5 10
Strongly disagree 5 10
Chart:
Strongly Agree
Agree
Nuetral
Disagree
Strongly disagree
19
11
10
5
5
Relationship with superior and
subordinates directly impacts
motivation level of employees
Findings:
Desired results have been generated when importance of relationship for motivation
asked to the employees. However, 38% of people strongly agree to the fact that having better
relationship with senior and junior employees helps the course in motivating them. Similar to
this, 22% of the respondents states that, they agree to this fact because maintaining relationship
is helping them in carrying out their work effectively. Further, 20% of remaining respondents are
confused whereas, remaining respondents are not motivated by mainta8ining relationship with
their superior and subordinates.
Interpretation:
According to above findings, researcher has been able to understand the concept that
maintaining relationship in corporate world help the individual not only to carry out his work but
also assist in motivated to work effectively and efficiently within the team so that personal as
well as company’s goals and objectives can be achieved. Looking at the conditions of budget
26

hotels where staff turnover is increasing at rapid pace thus, make more important for the
employees to maintainer relationship with other associated staff so that they can get help in
overcoming all the obstacles and problems.
Theme 5: Training and development programs motivates people in the organization
Training and development
program motivates
individual
Strongly Agree 19 38
Agree 11 22
Nuetral 10 20
Disagree 5 10
Strongly disagree 5 10
Chart:
Strongly Agree
Agree
Nuetral
Disagree
Strongly disagree
19
11
10
5
5
Training and development program
motivates individual
Findings:
From the information collected, it has been found that training and development
programs at regular intervals directly enhance motivational level of employees. Out of the total
50 respondents, majority which is 38% strongly agree with the above mentioned fact whereas %
27

agrees with the same. On the other hand, 20% of the total respondents were neutral and 10% of
disagree with the fact. The remaining 10% of the total respondents strongly disagree and said
that training do not affect their motivation level.
Interpretation:
The information collected with the help of primary sources highlights that motivation
level of employees gets enhanced when they are provided with training and development
programs. Majority of respondents said such kind of programs improves their skills and
knowledge. Along with this, it also provides them with adequate opportunities to learn new tools
and techniques. This creates a sense of satisfaction among them and directly motivates
employees to deliver better performance in accomplishment of organizations aim and objectives.
The same thing has been interpreted from the data collected with the help of carious secondary
sources. The findings of literature review reflects that fact that trained employees are motivated
and put best of their efforts in the success of organization. Training and development programs
creates satisfaction among workers as they start perceiving that their respective organization is
really concern about their growth and development.
Theme 6: Performance of employee gets enhanced when they receive guidance from their
supervisor
Guidance from Supervisor motivates employee to enhance
performance
Respondents Percentage
Yes 35 70
No 15 30
Chart:
28

35
15
Guidance from Superivisor motivates
employee to enhacne performance
Yes No
Findings:
The findings of primary data collected depicts the fact that performance of employee gets
enhanced when they receive guidance from their supervisor. Out of the total 50 respondents, 70%
agrees with it and the remaining 30% were not in the favour of above mentioned statement.
Interpretation:
From the information collected with the help of primary and secondary sources, it has
been interpreted that guidance from supervisor directly results in improving overall performance
of people in organization. The respondents stated they are able to become aware of the fact that
how they can carry out assigned task in effective manner and before the provided deadlines with
the help of guidance from their supervisors. This directly results in improvising employee
performance and making them more productive towards their work. On the other hand, the
results of literature review highlights that employee which receives guidance from their senior
are able to deliver better performance as compared to workers which are not provided with any
kind of guidance. The directions and guidelines provided by supervisors supports employees to
overcome the issues and challenges faced during their work.
Theme 7: employee retention has become a major issues for many budgeted hotels
Employee retention is a major issues for Budget Hotels
Strongly Agree 15 30
Agree 10 20
29

Neutral 8 16
Disagree 8 16
Strongly disagree 9 18
Chart:
Strongly Agree
Agree
Nuetral
Disagree
Strongly disagree
15
10
8
8
9
Employee retention is a major issues
for Budget Hotels
Findings:
From the data gathered with the help of primary sources, it has been found that retention
of employee has become a serious issue in front of management of many budgeted hotels. Out
of the total 50 respondents, majority which is 30% strongly agree with it whereas 20% agree
with the same. On the other hand, 18% of the total respondents were strongly disagreed and 16%
disagree with the above mentioned statement. The remaining 16% of the total respondents were
neutral.
Interpretation:
It can be analysed that retention of employees has become a serious issue which has been
faced by budgeted hotels. Most of the respondents stated that nowadays the hotels are not able to
retain their highly skilled and productive workers. This is affecting the sales, profitability and
overall performance of many hotels. It has become very difficult for businesses to find right and
effective personnel’s. Further, when they are able to find such kind of employee, budgeted hotels
are not able to retain them. This has created various kind of obstacles in overall growth and
30

success of many budget hotels. The same result is analysed from the secondary data which has
been collected with the help of various sources. It has been observed that employee retention has
become one of the most challenging task for hotels and they are not able to find effective ways
through which they can retain their employees. Late rate of employee retention is considered as a
great loss to any organization. It limits the ability of organization to serve their customers in
satisfactory manner. Along with this, budget hotels spend heavy amount of resources in training
in development of employees. Therefore, when such employee leaves the organization, it is a
great loss to the entire hotel.
Theme: 8 old employee serving period is higher than young ones
Old employees stick to their organisation for longer period
Much higher 17 34
Higher 25 50
About the same 5 10
Slightly lower 2 4
Much lower 1 2
Chart:
Muc h hi g he r Hi g he r A bout t he
s a m e S l i g ht l y l ow e r Muc h l ow e r
0
5
10
15
20
25
30
17
25
5
2 1
Old employees stick to their
orgnaistaion for longer period
Findings:
31

The data collected from primary research highlights that as compared to the new
employees, old ones remains with organization for long time period. The results of primary data
depicts that out of the total 50 respondents, majority which is 50% said that old employee
serving period is higher whereas 34% were in favour of much higher. On the other hand, 10% of
the total employees were in favour of about the same and 4% favoured slightly lower. Only 2%
of the total respondents favoured much lower.
Interpretation:
From the information collected, it has been observed that old employee serve in budget
hotels for long duration as compared to the new ones. It has been analysed that old employees
are the one which seeks for stability in their careers whereas young employees always look
forward for better opportunities for growth and development in their career. The same thing has
been analysed from the secondary data collected with the help of various secondary sources.
Senior employee are mature and they always plan for long term employment tenure for a
particular organization. On the other side, young employees do not have such type of plans and
they only work for a particular hotel until and unless they do not find any other potential
opportunity in the future. Therefore, this is one of the main reason why budget hotels prefer
hiring and selection of employees which are experienced.
Theme 8 motivated employees serve customers in more effective manner.
Motivated workers assist budget hotels to serve their
customer satisfactory manner
Always 20 40
Often 16 32
Sometimes 7 14
Rarely 4 8
Never 3 6
Chart:
32

Always Often Sometimes Rarely Never
20
16
7
4 3
Motivated workers assist budget
hotels to serve their customer
satisfactory manner
Findings:
From the information collected, it has been found that motivated employees are able to
serve customers in budget hotels. Out of the total 50 respondents, 40% were in favour of always
and the other 32% were in favour of often. 14% of the total respondents said that motivated
employees provide satisfactory services to customers but only for some times whereas other 8%
favoured rarely. The remaining 6% said that motivated employee never serve customers in
budget hotels with satisfactory services.
Interpretation:
It has been analysed that budget hotels are able to serve customer effectively in situation
where they are having team of highly motivated employees. Majority of respondents argued that
employees with high motivation level and morale understand need of customers effectively.
Further they are also able to provide effective services and products on the basis of those
identified needs. The same information has been analysed from the secondary information
collected. Motivated employees always look forward in delivering the best and most effective
products and services to customers. This creates a sense of satisfaction among customers and
assist organizations in their long term growth and profitability.
Theme 9 Employees can be retained by identifying and satisfying their needs and wants
Understanding needs and wants employees assist budget
hotels to retain employees
Yes 39 78
33

No 11 22
Chart:
39
11
Understanding needs and wants
employees assist budget hotels to
retain employees
Yes No
Findings:
From the information collected, it has been found that understanding needs of employees
and satisfying them results in retaining people in organization. Out of the total 50 respondents,
78% agree with the same whereas the remaining 22% disagree with it.
Interpretation:
The results of primary data collected, highlights the fact that one of the major factor
which results in high rate of employee turnover is neglecting needs of people in the organization.
When needs of employee are neglected, sense of dissatisfaction is created among employees.
Further, it also lowers down the morale and motivation level of employees. In such situation they
are not interested in providing outstanding efforts in the success of business enterprise. The same
results have been obtained from the secondary data collected. In the present scenario, the
competition among business in budget hotels has become so intense that it is not easy for them to
earn higher profits and sales. Further, they are required to make sure that skilled and productive
employee remain within the organization for long time. This can be done by addressing needs of
workers and satisfying the same in the best possible manner.
Theme 10: Employee can be retain by providing respect and equality to them
34

Equality and Respect increase employee retention
Strongly Agree 19 38
Agree 12 24
Nuetral 8 16
Disagree 6 12
Strongly disagree 5 10
Chart:
Strongly Agree
Agree
Nuetral
Disagree
Strongly disagree
19
12
8
6
5
Equality and Respect increase
employee retention
Findings:
It has been found from the information collected with the help of various sources that
employee can be retained within organization by providing them with respect and equality. Out
of the total 50 respondents, majority which is 38% strongly agrees with this fact and the other
24% agree with the same. 16% of the total number of respondents were neutral and they did not
say anything. However, 12% disagreed and the remaining 10% strongly disagreed with the same.
Interpretation:
From the information collected, it has been found that providing equality and respect
helps organizations to retain their employees in effective manner. Discrimination and unfair
treatment creates dissatisfaction among workers and also results in lowering down their overall
35

productivity. The findings of secondary research highlights that discrimination among workers
and also encourages them to seek for other employment opportunities. High rate of employee
turnover is observed in those organizations which do not offer equality and fair treatments to
their employees.
Theme 11: Varied reason behind increasing rate of employee turnover in budget hotels
Varied reasons identified behind increasing rate of employee
turnover in budget hotels Respondents Percentage
Poor management 6 12
No training and development sessions 5 10
Boredom 8 16
Inadequate salaries and incentives 15 30
Frequent changes 6 12
Excessive workload 10 20
Charts:
Poor management
No training and development sessions
Boredom
Inadequate salaries and incentives
Frequent changes
Excessive workload
6
5
8
15
6
10
Vaired reasons identfied behind increasing rate of
employee turnover in budget hotels
Findings:
Varied reasons have been identified when employees were asked about the increasing rate
of staff turnover in budget hotels. However, most of the respondents around 30% states that
inadequate salaries and incentives are the major reason identified behind which employee
retention rate is decreasing and turnover rate is increasing. While on the other hand, 10 out of
36

remaining 50 respondents’ states, that excessive workload with poor management influence them
to leave the organization. Further, 8 employees of budget hotels say due to boredom they switch
their job which increases the employee turnover rate of the hotels. Apart from this, 22% of the
respondents state that poor management and offering no training and development influence
them to leave the job and increase the turnover rate of employees in budget hotels.
Interpretation:
On the basis of above findings and data generated through secondary information it has
been evaluated that budget hotel’s employee turnover rate is relatively high because of various
reasons. However, these reason consists of poor management, providing no training and
development, boredom, excessive workload etc. According to literature review its impact are
more sever for the functioning of firm because it affects the overall performance directly. In
terms of productivity, it is simple because high rate of employee turnover may lead to lower
workforce productivity and negatively affects the overall functioning of business. Especially for
the budget hotels as they have small number of employees may find difficult to replace workers
because retired, resigned employee may carried out variety of specialized tasks that is difficult
for the new one to conduct.
Theme 12: Working environment affects the motivation level of employees in budget hotels
Working Environment affects the motivation level of employee
in budget hotels Respondents Percentage
All the time 12 24
Often 15 30
Sometimes 7 14
Rarely 8 16
Never 8 16
Charts:
37

12
157
8
8
Wokr i ng Envi r onment a ffects the motiva tion
l evel of empl oyee i n budg et hotel s
All the time Often Sometimes Rarely Never
Findings:
Different responses identified when employees of budget hotels were asked about the fact
that, working environment affects their level of motivation. However, 15 out of 50 respondents
stated that if the environment of working is good/bad it affects them often in positive/negative
terms. Moreover, to this, 12 out of remaining respondents states that working environment of
hotel affects their level of motivation all the time and influence them whether to stay or leave the
company. On the other hand, 16 employees says that it rarely and never affect their level of
motivation. Whereas, only 7 residual respondents says that sometime it sometimes affect not.
Interpretation:
Working environment of an organisation should provide adequate base for an individual
to work properly so that he/she can generate desired results. In particular to the hotel industry
which focuses on serving leisure time and services to the customers thus, need to maintain proper
working environment. But from the primary analysis it has been identified that employees in
budget hotels always want better working environment otherwise they switch organisation which
indeed leads increase the turnover rate of the company. From the literature review it has been
identified that, firms irrespective to their sector have to make efforts to provide effective working
environment their employees so that they retain them for longer period and generate the best
possible results from them.
38

3.3 Quantitative Analysis
In general, quantitative analysis is considered as the study to make in-depth
understanding of underlying reasons and motivations. The main purpose of quantitative analysis
is that it assist in analysing the collected data through different statistical tools. Herein, SPSS has
been used to make analysis so that suitable and reliable findings can be attained. In this, different
test has been use such as correlation regression, chi-square test and independent T-Test to
evaluate the impact of motivation on employee retention in budget hotel.
Ha1: Null Hypothesis
Ha2: Alternative Hypothesis
3.4 Correlation Regression:
Ha1: There is no significant relationship between employees and service conditions and
attitude towards Budget hotels
Ha2: There is significant relationship between employees and service conditions and attitude
towards Budget hotels
Model summary:
Model Summary
Model R R Square Adjusted R Square Std. Error of the
Estimate
1 .453a .205 .050 .489
a. Predictors: (Constant), leave rules , Mode of selection, Independence offered, Training
programs , Policies and procedures , growth opportunities , Recruitment policy in force, Feeling
as budget hotel employee
ANOVA:
ANOVAa
Model Sum of Squares df Mean Square F Sig.
1
Regression 2.526 8 .316 1.322 .260b
Residual 9.794 41 .239
Total 12.320 49
a. Dependent Variable: Gender
39

b. Predictors: (Constant), leave rules , Mode of selection, Independence offered, Training
programs , Policies and procedures , growth opportunities , Recruitment policy in force, Feeling
as budget hotel employee
Coefficients:
Coefficientsa
Model Unstandardized
Coefficients
Standardized
Coefficients
t Sig.
B Std. Error Beta
1
(Constant) 1.160 .509 2.280 .028
Feeling as budget hotel
employee -.010 .116 -.022 -.090 .929
Policies and procedures .049 .078 .115 .622 .538
Independence offered -.019 .066 -.046 -.282 .780
Recruitment policy in
force .052 .097 .101 .537 .594
Mode of selection .186 .099 .446 1.885 .067
Training programs .000 .067 -.001 -.006 .995
growth opportunities -.090 .088 -.178 -1.024 .312
leave rules -.081 .067 -.189 -1.206 .235
a. Dependent Variable: Gender
Interpretation:
From the above table of regression correlation analysis, relationship between two
variables has been analysed. Herein, study entails about the male and female work budget hotels
of UK hospitality industry and the service conditions offered to them and attitude towards budget
hotel. However, the main purpose of evaluating relationship these variables is to identify the
impact of motivation level of employees working in hotel industry due to variables of service
conditions and their perception.
Through the means of model summary table investigator evaluate values of R and R2, in
which R represents the simple correlation that is 0.453 which clearly indicates that there is
40

moderate degree of correlation between the variables. Whereas, R2 indicates the total variation in
the dependent variable which in this case is 20.5% relatively low. On the basis of this, alternative
hypothesis has been accepted and null rejected which indicates there is significant relationship
between employees and service conditions and attitude towards Budget hotels. This highlights
that, employees feel better to be part of budget hotels as well as they are given proper
independence to work and the proper training programs are helping them to remain motivated
and work for longer period of time. Second table of ANOVA indicates the regression equation
fits the data. However, considering the results identified i.e. 0.260 is higher than 0.05 and the
model statistically significantly predicts the outcome variable which is not good fit for the data.
Hypothesis 2:
Ha1: There is no significant relationship between monetary benefits offered by Budget hotels
and motivation level
Ha2: There is significant relationship between monetary benefits offered by Budget hotels and
motivation level
Model Summary:
Model Summary
Model R R Square Adjusted R Square Std. Error of the
Estimate
1 .012a .000 -.021 .423
a. Predictors: (Constant), Monetary Benefits
ANOVA:
ANOVAa
Model Sum of Squares df Mean Square F Sig.
1
Regression .001 1 .001 .007 .936b
Residual 8.579 48 .179
Total 8.580 49
a. Dependent Variable: Motivation Encourages You
b. Predictors: (Constant), Monetary Benefits
Coefficients:
41

Coefficientsa
Model Unstandardized Coefficients Standardized
Coefficients
t Sig.
B Std. Error Beta
1 (Constant) 1.239 .240 5.159 .000
Monetary Benefits -.005 .061 -.012 -.081 .936
a. Dependent Variable: Motivation Encourages You
Interpretation:
From the above table, researcher focuses on illustrating the relationship benefits between
monetary benefits offered to the employees in budget hotels and their motivation level. However,
R value in model summary of 0.12 clearly indicates the low degree of relationship between both
variables. It is because employees working in budget hotel are mostly in pay scale of around
£599 which is relatively low as compared to the large organisations in hospitality sector. This is
due to which people are demotivated by the functioning of Budget hotels. On the basis of this,
null hypothesis has been accepted which shows that there is low degree of relationship between
both the variable which means if budget hotels will provide better salary and pay scale to the
employees it will motivate or encourage them to work appropriately and stay longer with the
firm. In the secondary research study it has been evaluated that, due to low budget of such hotels
in the hospitality industry they are not able to provide adequate amount of salary or monetary
benefits which decrease the level of motivation within them and dissatisfy them from working.
Second table of ANOVA indicates the regression equation fits the data. However, considering the
results identified i.e. 0.936 is higher than 0.05 and the model statistically significantly predicts
the outcome variable which is not good fit for the data.
Hypothesis 3:
Ha1: There is no significant relationship between employee retention and Attitude of Budget
hotel’s top level management
Ha2: There is significant relationship between employee retention and Attitude of Budget
hotel’s top level management
Model Summary:
42

Model Summary
Model R R Square Adjusted R Square Std. Error of the
Estimate
1 .489a .239 .189 .364
a. Predictors: (Constant), Independence offered, Policies and procedures , Feeling as budget
hotle employee
ANOVA:
ANOVAa
Model Sum of Squares df Mean Square F Sig.
1
Regression 1.910 3 .637 4.810 .005b
Residual 6.090 46 .132
Total 8.000 49
a. Dependent Variable: Motivation practices helps you in retaining
b. Predictors: (Constant), Independence offered, Policies and procedures , Feeling as budget
hotle employee
Coefficients:
Coefficientsa
Model Unstandardized
Coefficients
Standardized
Coefficients
t Sig.
B Std. Error Beta
1
(Constant) 1.640 .251 6.542 .000
Feeling as budget hotle
employee .021 .052 .055 .410 .684
Policies and procedures -.164 .044 -.481 -3.729 .001
Independence offered .005 .045 .015 .112 .912
a. Dependent Variable: Motivation practices helps you in retaining
Interpretation:
43

The above depicted table of regression correlation analysis indicates the significant
relationship between employee retention rate and on the basis of management’s attitude towards
their human resource. However, in the qualitative analysis it has been evaluated that, it is the
duty of senior authority of hotel irrespective to its level to ensure that its human resources are
utilized in appropriate manner as well as given proper attention in terms of enhancing their skills
and abilities. The R value of above model summary 0.489 indicates that there is moderate
correlation between both the variables. This means if top level management of budget hotel treat
their employees well and provide them proper independence as well as better working
environment will assist the course in motivating and retaining them for longer period of time.
Second table of ANOVA indicates the regression equation fits the data. However,
considering the results identified i.e. 0.05 is equal to 0.05 indicates the model statistically
significantly predicts the outcome variable which is good fit for the data.
3.5 Chi-Square test:
Ha1: There is no significant association between employee retention major issue and reasons
for employee turnover in Budget hotels
Ha2: There is significant association between employee retention major issue and reasons for
employee turnover in Budget hotels
Count:
Employee retention major issue * Reasons behind employee turnover Cross-tabulation
Count
Reasons behind employee turnover Total
Poor
Management
No training
and
development
sessions
BoredomInadequate
salaries
and
incentives
Frequent
changes
Excessive
workload
Employee
retention major
issue
Strongly
Agree 1 4 3 2 0 4 14
Agree 0 6 2 9 1 6 24
Neutral 2 0 0 2 2 0 6
Disagree 0 1 0 1 0 0 2
44

Strongly
Disagree 0 3 1 0 0 0 4
Total 3 14 6 14 3 10 50
Chi-Square Test:
Chi-Square Tests
Value df Asymp. Sig. (2-sided)
Pearson Chi-Square 32.652a 20 .037
Likelihood Ratio 32.654 20 .037
Linear-by-Linear Association 2.470 1 .116
N of Valid Cases 50
a. 28 cells (93.3%) have expected count less than 5. The minimum expected count is .12.
Interpretation:
From the above analysis it has been evaluated that, in order to test the above defined
hypothesis Chi Square Test has been conducted. However, through the means of results it was
discovered that significance value was less than (< 0.1). Therefore through the means of this it
can be concluded that, Ha0 Hypothesis has been accepted and alternative hypothesis has been
rejected. This means that there are several reasons due to which employees are not being retained
by employers or managers of budget hotels. However, the outcomes generated can be supported
by the study of various researchers illustrated in literature review, inadequacy of proper training
and development sessions affecting the motivation level of employees and due to which they are
leaving the jobs. Furthermore, inadequate salaries and incentives are forcing the people to switch
jobs and explore them to large level enterprises. Another major reason is due to excessive work
in seasons, employees are frustrated and due to which they tend to leave the job because they are
not paid proper salaries but they have excessive workload.
3.6 Independent T-Test
Hypothesis 1:
Ha1: There is no statistically significant different between gender perspective on monetary
benefits in Budget hotels to retain for longer period
45

Ha2: There is statistically significant different between gender perspective on monetary
benefits in Budget hotels to retain for longer period
Group Statistics:
Group Statistics
Gender N Mean Std. Deviation Std. Error Mean
Monetary Benefits Male 28 3.79 1.197 .226
Female 22 3.91 .684 .146
Independent Sample Test:
Independent Samples Test
Levene's Test for
Equality of
Variances
t-test for Equality of Means
F Sig. t df Sig. (2-
tailed)
Mean
Difference
Std. Error
Difference
95% Confidence
Interval of the
Difference
Lower Upper
Monetary
Benefits
Equal
variances
assumed
4.480 .039 -.431 48 .669 -.123 .286 -.699 .453
Equal
variances not
assumed
-.458 44.259.649 -.123 .269 -.666 .419
Interpretation:
Through the means of above depicted table, investigator is making efforts to evaluate the
whether selected variables are statistically different from one another or not. On the basis of
group statistics it has been analysed that mean value of 3.79 and 3.91 clearly indicates that both
male and female gives high importance to the monetary benefits. Therefore, if they are not given
proper salary of monetary benefits will not satisfy them and will encourage them to leave the
organisation. Furthermore, significance value of 0.390 is higher than 0.05 concludes that there is
no statistically significant different between both the variables. Thus, both males and females
46

thinks that if they are given adequate amount of salary and or pay scale they will stick to budget
hotel for longer period of time.
Hypothesis 2:
Ha1: There is no statistically significant different between gender perspective on equality and
respect retain employees in Budget hotels
Ha2: There is statistically significant different between gender perspective on equality and
respect retain employees in Budget hotels
Group statistics:
Group Statistics
Gender N Mean Std. Deviation Std. Error Mean
equality and respect retain
employees
Male 28 2.46 1.036 .196
Female 22 2.05 .575 .123
Independent samples test
Independent Samples Test
Levene's Test for
Equality of
Variances
t-test for Equality of Means
F Sig. t df Sig. (2-
tailed)
Mean
Difference
Std. Error
Difference
95% Confidence
Interval of the
Difference
Lower Upper
equality and
respect retain
employees
Equal
variances
assumed
11.426 .001 1.69948 .096 .419 .246 -.077 .914
Equal
variances not
assumed
1.81343.709.077 .419 .231 -.047 .884
Interpretation:
With the help of above depicted table, researcher is able to evaluate that whether selected
variables are statistically different from one another or not. On the basis of group statistics it has
47

been analysed that mean value of 3.93 and 3.18 clearly indicates that both male and female agree
that each individual working in budget hotel should be equal opportunities and respect so that
they can work effectively which leads to retain them easily for the employer. Thus, it is
important for the Human Resource manager of budget hotel should ensure that each individual is
treated equally and ethically so that no discrimination is promoted and everyone gets better
growth opportunities. Furthermore, significance value of 0.001 is less than 0.05 concludes that
there is statistically significant different between both the variables. Thus, both males and
females thinks that if they are given appropriate respect and equality at workplace will help the
course of managers to retain them for longer period of time.
3.7 Conclusion
In conclusion to the above, data analysis section it has been evaluated that there are
several factors that affect the motivation level of employees in budget hotel and influence them
to leave the job which indirectly decreases the employee retention rate. However, to evaluate the
impact of motivation on employee retention in budget hotels of UK various both qualitative and
quantitative methods have been employed. Furthermore, researcher with the help of these models
have been able to make in-depth analysis of data generated and analysed that increasing rate of
employee turnover is because of limited growth and lack of monetary benefits affects their level
of motivation significantly. In addition to it, researcher identified various reason behind which
employees does not stick to one organisation for longer period of time and the most significant
are poor management, inadequate salaries and perks, and excessive workload. However, all these
factors identified as the most influencing one to affect the motivation level of employee
negatively and decreases the retention level in budget hotels.
48

CHAPTER 5: CONCLUSION AND RECOMMENDATIONS
5.1 Conclusion
In conclusion to the above dissertation it has been evaluated that motivation is one of the
major factor influencing them to work effectively and positively towards the functioning of firm
so that desired results and outcomes can be generated. Looking at the current level of
competition in hospitality industry of UK it has become important for the budget as well as large
chains of hotel to make sure that they make optimum utilisation of available resources to
maintain position and attain long term sustainability. In this regard, the main aim of this study
was to evaluate the impact of motivation on employee retention in budget hotels of UK. To
achieve the aim desired efforts has been employed by the researcher which indeed helped in
identifying that motivation level is making huge impact on the employee retention in budget
hotel because there are several reasons due to which employees associated to such hotels are
dissatisfied or not getting better growth opportunities forcing them to leave the job or switch it to
another organisation. By the means of this situation retention rate in such hotel has decreased to
significant level.
In content to literature review, researcher identified that, motivation is important for the
individual because it helps in encouraging them to work positively and enthusiastically so that
they can contribute in the smooth and successful running of business enterprise. Operating in
such a competitive environment it has motivation has become an integral part of the personnel
management because it helps the course of employer or manager to make optimum utilisation of
their human resource and retain them for longer period of time. But different authors also
presented that, due changing workforce, motivation is one of the major challenge that employers
or managers faces. It is because every individual associated with the hotel or any other enterprise
have different values, attitudes, thinking and background. This indeed creates problems for
majority of managers and employers as they are not aware about the diversity of their employees
which leads them to be unclear about the different ways of motivating them and generate the best
possible results.
Incapability of retaining employees may leads to several problems for the firm which
have been identified such as it negatively effects the rhythm of the budget hotel, increases the
expenditure of recruitment and selection process of the firm. In this regard, researcher
understand that having high rate of staff turnover may create problems and obstacles in the flow
49

of business functioning. Considering this, there are several factors identified when employees of
budget hotel were asked that poor management, inadequate salaries and perks as well as
excessive workload. Furthermore, the practices and policies employed by human resource
manager of budget hotel is not helping the course in motivating the individual to work hard and
long. Thus, it has been identified that there are several authors and scholar who proposed
motivation as the major tool of retaining skilled and capable employees. In this regard
viewpoints of different authors have been considered which states that, one of the most
significant need of motivating employees is that it assist in improving their level of performance.
In addition to it, for retaining employees, budget hotels must offer career advancement
opportunities to the individual so that he/she can think of growth in their career. At times due to
lack of proper operational, strategic and tactical effectiveness fails departments to offer
employees better career opportunities and room for advancement of skills and capabilities and
find problems in retaining qualified employees. It is because different scholars stated that,
employee involvement, recognition, work importance and growth opportunities in career are the
essential factors that motivate or influence individual to work within a company for longer
period and enhance their firm loyalty and reduces the rate of employee turnover.
Furthermore, on the basis of qualitative analysis it has been identified that factors like
monetary and fringe benefits as well as job safety and security are the major factor that ensures
employees high level of motivation. In order to retain employees for longer period of time it is
important for top level management of budget hotels to ensures these factors because they are
highly responsible in motivating individual which will leads to enhance the employee retention.
In addition to it, training and development and relationship with superior and junior also enhance
the motivation level of employees in budget hotel. Looking at the conditions of budget hotels
where staff turnover is increasing at rapid pace thus, make more important for the employees to
maintainer relationship with other associated staff so that they can get help in overcoming all the
obstacles and problems. The findings of literature review reflects that fact that trained employees
are motivated and put best of their efforts in the success of organization. Training and
development programs creates satisfaction among workers as they start perceiving that their
respective organization is really concern about their growth and development.
50

5.2 Recommendations
In the present study, researcher aims at evaluate the impact of motivation on the
employee retention in budget hotels in UK. However, in order to understand the concepts and
importance of motivation investigator has made use of studies and researches made by different
authors and scholars. The main purpose of doing this was that because qualitative nature of topic
will be analysed and assess appropriate through the means secondary research. Herein, to
ascertain the appropriate and reliable findings, researcher has used both qualitative and
quantitative methods. The main purpose of doing was that qualitative assist in making in-
depth analysis on the data generated through primary and secondary sources. While on the other
hand, quantitative analysis helped in proving various hypothesis through several test of SPSS i.e.
regression correlation, chi-square and independent T-Test. However, these test assisted in
generating appropriate finings that helped the course of researcher to present suitable conclusion.
Thus, on the basis of entire study, several recommendations can be provided to the senior
authority of budget hotels in UK hospitality industry. While setting the aim and objectives for the
study, investigator focuses on evaluating each and every aspect of the selected topic. However,
after completion of this study it has been analysed that theoretical and practical concepts about
each and every prospects have been enhanced and the necessary requirement for the budget
hotels can be proposed accordingly. Varied recommendations can be presented to entrepreneurs
operating in hotel industry of UK to employee different strategies and retain employees for
longer period of time to generate desired results and outcomes.
 According to this above study, one of the major issues that individual are facing while
employed in budget hotel is related to lack of training and development opportunities
given to employees. On the basis of secondary analysis and responses generated through
primary data it can be recommended that, owners or entrepreneurs should organize proper
training and development sessions for the individuals so that they can improve their skills
and abilities and get motivated or encouraged to work loyally and for longer period of
time. Through the means of this, employers can retain people for better duration.
 Secondly, research helped in identifying that employers or managers are facing major
concerns in motivating employees due to diverse backgrounds, expectations, needs and
career objectives. In order to resolve such issue, managers should employee democratic
leadership styles because it will help them to involve employee in different prospects as
51

well as encourage them to provide their views and thoughts about the functioning so that
decision can be made. This will motivate them as they will be involved in one of the
integral part of business functioning i.e. decision making. Therefore, change in leadership
style will help in motivating the employees as well as retain them for longer period of
time.
 On the basis of secondary analysis it has been evaluated that, monetary and other fringe
benefits are important for the people employed in budget hotel it is because of the fact
that, hospitality industry is one of the growing sector and people expects a lot from it
thus, they expects higher salaries and incentives. But looking at the conditions of budget
hotels they are not able to provide higher salaries which indeed discourages employees to
work and switch companies very quickly. Therefore, it is recommended that, individual
should be given better growth opportunities as well as higher perks and salaries so that
they can be retained for longer period of time and employee retention rate can be
encouraged.
 Working environment of hotel affects the course of employees of budget hotels
significantly it has been identified through both qualitative and quantitative analysis. In
this regard, senior authority of budget hotel is recommended to ensure better and
effective working environment where employees have freedom of doing their work
accordingly as well as have the authority to make quick decisions in order to meet the
needs and wants of customers or clients.
52

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APPENDIX
Questionnaire
Demographic
Ques1: Age
 18-24
 25-30
 31-40
 41-50
 Above 50
Ques2: Gender?
 Male
 Female
Ques3: level of Education
 Secondary
 Diploma / HND
 Degree
 Above degree
Ques4: What is your income group (Monthly)?
 100-299
 300-599
 600-999
 1000-1499
Ques5: Years of experiences you have in hotel industry?
 0-6 months
 6-12 months
 1-2 years
 2-5 years
 Above 5 years
Ques6: Does Motivation encourages you to work long and hard?
 Yes
 No
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Que7: Employee Retention has emerged as major issue which has been faced by budget hotel?
 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree
Ques8: Employee serving period is higher in old employees in comparison with the young ones?
 Much higher
 Higher
 About the same
 Slightly lower
 Much lower
Ques9: As per your opinion, what are the other reason behind employee turnover?
 Poor management
 No training and development sessions
 Boredom
 Inadequate salaries and incentives
 Frequent changes
 Excessive workload
Ques10: Is monetary benefits and other fringe benefits are important for you?
 Not at all important
 Not very important
 Neutral
 Somewhat important
 Very Important
Ques11: Does Job security and safety is important for you to retain in budget hotel?
 Not at all important
 Not very important
 Neutral
 Somewhat important
 Very Important
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Ques12: Relationship with superior and subordinates directly impacts on your motivation?
 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree
Que13: Does Training and development programmes in Budget hotel motivates you?
 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree
Que14: Guidance from supervisor motivates employee to enhance performance?
 Yes
 No
Ques15: Do working environment affect your motivation level in budget hotel?
 All the time
 Often
 Sometimes
 Rarely
 Never
Ques16: According to you, is motivated workers helps in serving customers of budget hotels in
satisfactory manner?
 Always
 Often
 Sometimes
 Rarely
 Never
Ques17: If your needs and wants are understood will help managers in retaining you?
 Yes
 No
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Ques18: As per your view, equality and respect increase in retaining employees?
 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree
Attitude towards Budget Hotel
Ques. No. Question HS S N D HD
19 Your feeling as an budget hotel employee
20 Personal policies and procedures employed
21 Independence given in execution of the work
Services conditions of Budget hotels
Ques. No. Question HS S N D HD
22 Recruitment policy in force
23 Mode of Selection
24 Training programmes in budget hotel
25 Growth opportunities provided
26 Leave rules
27 Transfer policy in practice
Ques28: I am satisfied with my manager’s supervision style
 Highly Satisfied
 Satisfied
 Neutral
 Dissatisfied
 Highly Dissatisfied
Ques29: My basic needs have not been satisfied by budget hotels
 Strongly agree
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