Non-Monetary Motivation and Employee Performance in Hotels

Running head: BUSINESS RESEARCH FOR HOTELIERS

BUSINESS RESEARCH FOR HOTELIERS 2
Table of Contents
1.0 Introduction................................................................................................................................3
1.1 Aim and objectives.................................................................................................................3
2.0 Literature review........................................................................................................................4
2.1 Variable 1: non-monetary motivation: 4 drive theory...........................................................4
2.2 Variable 2: employee performance: Justice Theory of performance management system. .6
2.3 Linked both theories to prove the statement:.........................................................................9
3.0 Research Methods....................................................................................................................10
3.1 Methodology........................................................................................................................10
3.2 Population, Sampling technique, Population sample (characteristics)................................10
3.3 Data Collection....................................................................................................................10
3.4 Data Analysis.......................................................................................................................11
4.0 Conclusion:..............................................................................................................................11
References......................................................................................................................................12
Appendix........................................................................................................................................15

BUSINESS RESEARCH FOR HOTELIERS 3
1.0 Introduction
Motivation is a driving force to move and direct the behavior of workforces that resulting in
better productivity. The overall success of the company is relied on attaining the strategic
objectives. It highly depends on the motivational factor of workforces. De-motivated workforces
are prospected to make little or no efforts in their tasks, generate low-quality performance and
highly avoid their organization or exit the hotel if created opportunity. Company with favorable
objectives can develop availability of structure where, high extent of motivation can be attained
via non-financial reward systems such as recognition empowerment, training, and job security.
Non-monetary motivation is an essential factor for employees (Bratton, and Gold, 2017).
Among other factors, it puts workforces into action that their supervisor cares regarding their
feelings. In addition, it may lead to the attainment of the goal of the organization and also
develops the friendly association. In the current scenario, non-monetary motivation leads
employees to stay stable in the workplace. This is a key cause of understanding the non-
monetary motivation. It does not mean that offered motivation have no monetary value. Non-
monetary motivation offers tangible resources to employees that they will keep in mind such as a
special day and a great meal. Moreover, recognition is the key non-monetary motivation that
could be formal or informal. It is an effective way that strengthens to improve the productivity of
the hotel (Armstrong, and Taylor, 2014).
1.1 Aim and objectives
The main aim of this research is to assess "How does non- monetary motivation helps to
employee's motivation in the hotel”. The following objectives will be used to complete the main
aim of the research:
RO1: To explore the theoretical understanding regarding non-monetary motivation in Hotel

BUSINESS RESEARCH FOR HOTELIERS 4
RO2: To address the conceptual knowledge about employee’s performance in Hotel
RO3: To measure the link between theories of non-monetary motivation and employee’s
performance in Hotel
2.0 Literature review
2.1 Variable 1: non-monetary motivation: 4 drive theory
The four drive model of employee motivation was developed by Lawrence and Nohria in 2002.
The model is a holistic method of identifying the employee’s motivation away from the typical
“pay” model that is ubiquitous in the current business scenario (Fullan, 2015).
(Sources: Peters, 2015).
Peters (2015) stated that the four drive theory explains that the need creates from our
evolutionary earlier period and is developed into a human as a part of the mental equipment that
provided benefits of adaptation and survival in previous epochs. The drivers themselves are
elemental and provide a comprehensive explanation for human motivation that cannot be
categorized into different constituent components. The four drives include acquire, defend,