Employee Motivation and Job Satisfaction

This assignment explores the relationship between employee motivation, rewards, job satisfaction, and their influence on performance within the service industry. It examines various theories of motivation, such as Maslow's Hierarchy of Needs and intrinsic/extrinsic motivation, and analyzes the impact of compensation, benefits, and recognition on employee engagement and retention. The research utilizes a quantitative approach, employing surveys and statistical analysis to gather data from employees in the service sector. Findings will shed light on best practices for enhancing employee motivation and job satisfaction, ultimately leading to improved organizational performance.

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Project Title: “Employee motivation in luxury hotels in the Vancouver area”
Abstract ................................................................................................................................... 2
Introduction ......................................................................................................................3
Aim: ..................................................................................................................................5
Objectives:.........................................................................................................................5
Rational .............................................................................................................................6
Research Questions:...........................................................................................................6
Literature review ...............................................................................................................7
Motivation..................................................................................................................................7
Employee motivation .................................................................................................................8
Maslow’s Hierarch of Needs........................................................................................................10
Hertzberg Two-Factor Theory......................................................................................................11
Customer satisfaction (CS)........................................................................................................12
Human Resource as employee motivators.................................................................................13
Hypothesis .......................................................................................................................14
H1. The factor of rewards is the most significant motivator for employees. ..............................14

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H2. There is a significant relationship between motivational factors and self-evaluation of
employee performance.............................................................................................................15
H3. There are no differences in motivation between different types of employees. ..................15
Methods of data collection ..............................................................................................16
Population .......................................................................................................................17
Sampling Method.............................................................................................................17
Sampling size ...................................................................................................................18
Data Analysis ...................................................................................................................18
References: ......................................................................................................................18
Abstract
The hotel industry is a business about people who are servicing people where
motivating staff can be used as a tool for increasing productivity. Motivating employees has
been a great challenge in the hospitality industry therefore this research paper is intended to
establish the types of motivational factors to the employee, the impact of the employee
motivation on customer satisfaction in the luxury hotel. This paper will illustrate the role of
Human Resource (HR) management on the employee motivation. The customer satisfaction
is the emerging concern these days in the hotel industry and the present study was conducted
to evaluate the customer satisfaction via employee motivation. This study is focused on the
services industry especially in luxury hotels in the Vancouver area. The study conducted will

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investigate the relationship between the employee motivation, impact of motivation on
employee performances, and the HR strategies and role to motivates the employees.
Keywords: motivation, employee motivation, customer satisfaction employee
performance, hotel
Introduction
The hospitality industry is the fastest emerging industry in the competitive world.
Broadly speaking, Hospitality is the act of kindness in welcoming and looking after the basic
needs of guests or strangers, mainly in relation to food, drink, and hotel room to stay.
“Hospitality Industry”, refers to the companies or organizations that provide food, drink, and
accommodation to people who are away from home. According to the Ritz-Carlton Hotel
Company, L.L.C., "We are Ladies and Gentlemen serving Ladies and Gentlemen" motto
represents the anticipatory service provided by all staff members (The Ritz-Carlton, n.d.).
The hotel staff is the main pillar of the hospitality industry. Employees play an important
part in shaping the perception customers carry in their mind as to any organization through
their activities and conduct.

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Motivating employees to succeed organizational goals successfully, is one of the main
responsibilities of management because motivation is one of the key factors of employee
performance (Cakir, & Kozak, 2017). Organizations spend a lot of amount of money to make
customer satisfaction, however ignoring the critical side of enriching employee motivation
with a specific end goal to accomplish their monetary and non-monetary objectives.
Employee motivation is influenced by both individual characteristics as well as working
environment. Employee satisfaction has a positive effect on customer satisfaction in the
service industry (Harter, Schmidt & Hayes, 2002). According to Hays and Hill, (1999) has
argued that consumer satisfaction is difficult in the service industry because of direct
communication of employee and customers which caused in conflict and intangibility of
services. They claimed that employee motivation is important determinants of service quality
which leads to customer satisfaction.
The Herzberg motivation theory is the great theory of motivation till now, he has
explained about the two factors that influence the people; Motivation factors and hygiene
factors. The hygiene factors are working condition, quality of supervision, salary, status,
security, company, jobs. Whereas, motivation factors are, achievement, recognition for
achievement, responsibility for task, growth. The Maslow’s hierarchy of needs has also
explained motivation in an effective way. The need of people is different and needs are
growth according to the stages of growth in humans. Maslow used the terms physiological,
safety, love, esteem, and self-actualization, and to describe the pattern that human
motivations generally move through. Therefore, the want and need of the people are varied
and can be motivated by different elements.
According to Ganta (2014), the less motivated employees are less likely to spend time
and efforts to perform their job, try to avoid the working place as possible, effect on quality
of work. Therefore, the CEO of the organization can play an important role to motivate the

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employees by proper work-force management through the creation of appropriate working
structure and developing the knowledge and skills of employees for the employee welfare in
turn companies’ growth through the employees’ maximum efficiency. Highly motivated
employees exhibit higher levels of organizational commitment, work harder (Leisink &
Steijn, 2009) perform significantly better at their jobs, and increase organizational
performance (Ritz, 2009).
Employees are an important asset to every company, business and organization. In
fact, the success of every company or business is entirely dependent on the effectiveness of
its workforce. There are several ways through which a company may improve the
effectiveness of their employees. This can be through periodic training programs, constant
motivation in the workplace, employee empowerment, promotion and bonus programs,
(Samuel & Chipunza, 2009). Among all the way motivation is the best way to make an
employee effective for an organization.
Aim:
The aim of this research is to analyse employee motivational factors for luxury hotel brands
in the Vancouver area.
Objectives:
 Identify motivational factors for employees
 Explore employees’ willingness to do the job required
 Determining impact of employees’ motivation based on self-assessed employee
performance

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Rational
Employees are the public face of the company in the hospitality industry. The highly
motivated and happy employee can increase more happy and satisfied customer. The
employee motivation has always a great impact on the employee to performances the task in
a higher level. The employee is always motivated by rewards either financial or non-
financial. In this paper, the questionnaires will be sent out through the google survey
regarding the employee motivation, its impact on the performance, its effect on satisfying the
customers. The survey will be send to the employee and colleague working in different
luxury hotels in the Vancouver area. The survey is conducting to identify the relationship
between employee motivation, employee performance, and the customer satisfaction. This
research will present new insights about the rewards motivation to employee motivation and
generate more satisfied customers. It can also help us have a better understanding of the
connection between management and employee in the luxury hotel industry.
Define the terms
Employee motivation is the reward or encouragement given to the employee to
motivate them to perform at a high level to achieve the goal of business (Armstrong, 2007).
Customer satisfaction is the judgment of that product or service the feature of the
service itself or is providing a pleasurable level of consumption-related fulfillment, including
levels of under-or-over fulfillment (Siskos & Grigoroudis, 2010).
Research Questions:
R1. What are the motivational factors for employees?

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R2. Is there a relationship between employer motivation and self-assessed employee
performance?
R3. What differences exist in motivation between different types of employees?
Literature review
Motivation
The motivation is the process of stimulating people to actions to accomplish the goals.
Badu (2005) has defined motivation as a human psychological characteristic that adds to a
person's degree of commitment as well as the management process of influencing employees'
behavior. In the work goal context, the psychological factors stimulating the people’s
behavior can be; desire for money, success, recognition, job-satisfaction, and teamwork.
Motivation is about encouraging the people to perform certain task towards accomplishing
the goals of the organization. The hospitality industry is complicated industry to motivate the
staff. Schwartz (2006) has defined motivation as the set of factors that cause people to
behave in a certain way.
It can be said that motivation is a psychological experience which means needs and
wants of the individuals must be handled by confining a motivation plan. According to the
Locke and Latham, (2004) the concept of motivation refers to internal variables that compel
action and to external variables that can act as stimuli to action. The motivation can be
affected by three aspects of action; choice, effort, and persistence. Motivation can affect both
the acquisition of people's skills and abilities; and also, the extent to which they utilize their
skills and abilities." The motivation is important in the management of people at work, no
system moves smoothly without it, and no organization achieve its objective without
motivating its human resources. Motivated employees mean staff retention and loyalty
which in short run will give growth of business.

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Employee motivation
Motivating employees to achieve organizational goals effectively, is one of the main
tasks of management because motivation is one of the key determinants of employee
performance. Latham (2007) has argued that employee performance is a derivative of
employee skills and motivation. The highly motivated employee is performing the high level
of organizational commitment whereas, the dissatisfied employee always has less tendency to
engage in productive behavior (Tang, & Chui, 2003). The employees in hotel industry
directly effect on customer satisfaction with the fact that employees are always a part of
customer experience; employee motivation in hotel businesses has an immediate direct effect
on the employee performance as well as on sales, customer satisfaction, costs and financial
functioning of the hotel too. In the hotel industry, due to several factors like low wages,
insufficient job security, seasonality, long working hours, work overload, and low motivation
the employees are demotivated that became a most significant problem in the hotel
establishment (Jung, &Yoon 2016; Brown et al., 2015).
The organization has a significant role in motivating employees. Employee rewards
are the most effective tools to motivate the staff in the hotel industry. Employee rewards
motivation system are often implemented within an organization as a key management tool
that can contribute to a firm’s effectiveness by influencing individual behavior and
motivating employees at work (Lawler, & Cohen,1992). All the individual employees have
their own set of needs and motivational factors however, some are motivated by money,
recognition, an increment of pay, career advancement, and personal growth. Among all those
factors motivation that comes with rewards is of utmost importance that affects employee
performances. Therefore, it better not assumes that all of them same motivators and needs to
shares.

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The employee reward can be both financial and non-financial rewards that provide
employees’ job satisfaction. The employee reward is one of the important elements to
motivate employees for contributing their best effort in generating innovative ideas leading
towards the better business functioning and additional improvise company performance both
financial and non-financially.The financial rewards like increasing salary, bonus, and
incentives, paid time off. According to Dewhurst et.al. (2010), besides financial
compensation, there are other means to reward employees like manger admiring their
employees, assigning the employee for important task or project, and even leadership
attention. Similarly, Misra, Rana, & Dixit (2013) has also defined financial, non-financial
rewards and benefits are highly correlated with employee’s performance in the hotel industry.
The corelation between the rewards and performance has a direct impact on the
employee’s job satisfaction. Correspondingly, it increases productivity, increases worker’s
efforts on a job and leads to happiness enthusiasm, feeling of fulfillment as a consequence it
reflects on the customer satisfaction. Intrinsic and extrinsic rewards are determinants work
satisfaction (Kaliski, 2007). Intrinsic motivation is the behavior that is driven by internal
rewards. Intrinsic motivation has been a point of developing enthusiasm for the
developmental built-up and supports in learning to the groups in the current years (Oudeyer et
al., 2007). The employees are intrinsically motivated when they seek freedom to act, interest,
the satisfaction of curiosity, self-expression, or personal challenge in the work. Intrinsic
motivators are concerned with the concept of the ‘quality of life’ are expected to have deeper
and long terms.
Extrinsic motivation is a concept that concerns whenever an activity is done in order
to accomplish some independent outcome. Extrinsic motivation consequently contrasts with
intrinsic motivation, which refers to doing an activity simply for the enjoyment of the activity

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itself, rather than its instrumental value (Ryan and Deci, 2000). Extrinsic motivators
although they might be reliant on the work, they are not coherently essential part of the work
(Amabile,1993). Extrinsic motivators can have an immediate and powerful effect, it doesn’t
necessarily last long. Employee reward motivation will have the great impact on an
employee in order to improve the customer satisfaction.
Employee motivation has a significant impact on all kind of industry but especially in
the hospitality industry. As hotel industry is the industry where human being serves human
being with a great passion to make the customer happy and feel as second home. The highly
motivated workforce means highly productive staff, all of which will help the organization to
achieve the business targeted goals. Maslow’s hierarch of needs and Hertzberg Two-Factor
theory are effective till now as it has illustrated more about the employee motivation theory.
Maslow’s Hierarch of Needs
Maslow developed a model called ‘Hierarchy of Needs’ in 1940-50s which is highly
valued in the contemporary organisations today in order to understand human motivation,
personal development and management training. The ideas of Maslow in this model
associates to the responsibility of an organisation to manage workplace environment which
enables and stimulate employees to fulfil their self-actualisation which is unique is also
highly relevant today than ever. Maslow (1943) asserted individual needs as physiological or
psychological deficiency that an individual feels the commitment to obtain which help to
generate stress and that may affect attitudes and behaviour of an individual. As Maslow
(1970) claims that the lower order needs should be accomplished before providing higher-
order needs. However, fulfilling all the lower level needs may not be possible before
forwarding the upper level needs.

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This model assumes that the satisfied needs no longer motivate individuals due to the
fact that people always seeks to fulfil unsatisfied needs. This precisely means that the higher
order needs appear if lower-order needs are achieved. According to this model, the biological
needs such as food, air, shelter, drink, warmth, sex, sleep are at the bottom of the pyramid.
Before moving next level, it is expected to be fulfilled these needs. Similarly, safety needs
such as security, protection, law, stability, limits are in the second stage of the pyramid. The
belongingness and needs of love such as family group, affection, and relationships comes in
the third level. Similarly, self-esteem needs such as search for beauty, appreciation,
achievements, respect from the others appears in the fourth level of the pyramid. Finally, the
self-actualisation needs such as self-fulfilment, realising individual potential, seeking
individual growth and peak experiences arise at the top of the pyramid after the fulfilment of
other needs.
Hertzberg Two-Factor Theory
Hertzberg (1968) suggested another theory in order to understand workplace
motivation in an organisation that is also known as motivation hygiene theory or dual factor
theory which is highly accepted by many organisations aim to understand workplace
behaviours of the people. There are number of empirical supports to this model and it is
based on the proposition that individual is motivated from the factors which makes them feel
happy (McKenna, 2000). This model offers comparison in between hygiene factors and
motivation factors. This theory assumes that there may have dissatisfaction among people if
different hygiene factors like appropriate pay, workplace environment and job protection are
not achieved (Armstrong 2012). Conversely, the motivation factors such as achievements at
workplace, appreciations help to enhance efficiency and effectiveness of the employees and
optimise their performances.

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According to Hertzberg (1968), the motivators generate positive behaviours of people
due to the fact that these factors help to fulfil individual needs. This model also supposes the
combination of Maslow’s theory which assumes that basic lower order needs should be
accomplished at the initial phase but the two-factor theory assumes that happiness and
pleasure are obtained from the hygiene factors. The motivators in the Hertzberg’s theory are
similar to self-esteem and self-actualisation needs in Hierarchy of Needs proposed by
Maslow. Therefore, the hygiene factors are related to lower level needs and motivation
factors are associated to higher order needs in Maslow’s theory. However, McKenna (2000),
explained that hygiene components are the propositions to cause dissatisfaction they are not
achieved; however, the fulfilments of these hygiene factors do not necessary provide higher
level of satisfaction among the employees. Similarly, according to Luthans (1998), the
assumption of hygiene factors assists to lower disappointments but not necessarily deal with
employee satisfaction due to the fact that they generate pleasure from the fundamental level
and they are the bases for avoiding displeasure.
Customer satisfaction (CS)
The customer satisfaction (CS), or dissatisfaction, is the feeling a customer has about
the extent to which their experiences with an organization have met their needs (Hill, Roche,
& Allen, 2007). It is a judgment that a product or service feature, or the product or service
itself, provide a pleasurable level of consumption-related fulfillment, including levels of
under-or over fulfillment (Oliver, 1997). CS is all about measuring the satisfaction level of
the customer after using the product and services. Customer satisfaction may be defined in
two basic ways: either as an outcome or as a process (Yi, 1991). According to Hill, Roche, &
Allen, (2007, p.31), the American marketing guru Philip Kotler has defined customer
satisfaction in a way “if the product matches expectations, the consumer is satisfied; if it
exceeds then, the consumer is highly satisfied; if it falls short the consumer is dissatisfied.”

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Although customers make satisfaction judgment about product and service, customer
satisfaction should not be confused with service quality. Firstly, customer satisfaction is
broader in scope than service quality, which is “only one component of a customer’s level of
satisfaction.” Secondly, a product or service must be experienced to make a satisfaction
judgement, but that is not an essential pre-requisite for developing an attitude about quality.
For example, it is possible for people to form opinions about the quality of a car or the
service quality delivered by staff in a hotel based on advertising, reputation or word-of-
mouth, whereas it is not possible to be satisfied or dissatisfied with them without driving the
car or staying in the hotel (Hill, Roche, & Allen, 2007). Thirdly, although most quality
management academics and practitioners would subscribe to the ‘user-based approach’ rather
than the ‘technical approach,’ judgment of satisfaction are typically much more subjective
and emotional than quality judgments. The higher level of the customer satisfaction will
reduce in competition in term of promotion, however, substituting barrier significantly
involves in price promotion. Customer satisfaction is a relative concept of customer attitudes
and behaviors.
Human Resource as employee motivators
The technology has brought the drastic revolution with rapid changes in the
organization but still, it cannot be move without management, and management is about time
and human resources management (Dockel, 2003). Human resource is the one of the most
important parts of an organization. The Human Resource (HR) team, HR strategies,
activities, and program play a key role in the success of the organization to accomplish its
objectives. Therefore, one of the main tasks of HR today is to provide motivation for the
employees to make them spend more effort in their works, have a high level of loyalty for the
business, and perform their best (Chiang, & Hsieh 2012). According to Kamery (2004, p.
139) states that “the key to motivating employees is realizing nit all employees are the same

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while, in order to achieve motivation HR must know each employee.” However, the reward
is the most discussed topic in research when it comes to the employee motivation.
Similarly, Kamery has discussed in believing in the power of pay-for-performance
programs, stating that employee “can be highly rewarding since they positively relate the
amount of pay with the amount of work effort” (Kamery, 2004, p. 142-143). Armstrong
(2006, 55) HRM makes adequate provisions for compensation packages that are wages and
salaries for the workers and employees serving the organization. The compensation packages
include job evaluation, wages and salary survey, determination of wage rate, determination of
mode wage payment, rewards like incentive payment plans and bonuses. Along with
compensation HR should focus on the employee loyalty, about the employee job satisfaction,
employee retirement plan, and employee retention which is very often happening in the
hospitality industry. Kubr (2002, p. 390 - 391) illustrate rewards to the employee are
generally given on the basis of the value of the job, their personal contributions, and their
performance. One of the most important functions of HRM is to create willingness amongst
the employees to perform in the best of their abilities. Therefore, the role of a manager or HR
is to stimulate interest in the performance of employees in their jobs.
Hypothesis
H1. The factor of rewards is the most significant motivator for employees.
The first hypothesis H1 will describe the rewards as a significant element to motivates
the employees. Rewards that an individual receives are very much a part of the
understanding of motivation. Carraher et al (2006) advocate that there should be an effective
reward system to retain the high performers in the organization and reward should be related
to their productivity. However, some employees might be happy and satisfied with their
payment and other job attributes while, at the same time, they do not perceive a high degree

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of motivation. For instance, (Igalens, & Roussel, 1999) found that making benefits attractive
can favor satisfaction, but this is done to the detriment of motivation. As an effort to
stimulate employees‟ creativity, many managers have used extrinsic rewards to motivate
their employees. Andrew & Kent (2007) explained that commitment of employees is based
on rewards and recognition whereas, Lawler (2003) has argued that prosperity and survival of
the organizations are determined through how they treat their human resources. Therefore, it
is always important to important of motivating the employee either by financial or non-
financial rewards. Sarwar & Abugre (2013) has mentioned about the Marriot famous
quotation of the 1970s ‘you can’t make happy guests with unhappy employees.’
H2. There is a significant relationship between motivational factors and self-evaluation of
employee performance.
The hypothesis H2 is trying to analysis employee performances after they received the
rewards from the organization. The organization needs to motivate employees to perform
well since the organization’s success is dependent upon the employee (Ramlall, 2008).
However, there is some research with a succeeded in establishing a positive correlation
between employee motivation and job performance. Alonso & Lewis (2001) managers in
business organizations face challenges of having to manage motivational factors of their
employees by satisfying their personal and career needs in order to enhance their job
performance. According to Brewer & Selden (2000) stated in most of the organization focus
on the performance of the employees and rewards that can contribute toward the productive
performance.
H3. There are no differences in motivation between different types of employees.
The hypothesis H3 is describing the there is no any difference in motivation between
different types of employees. There are different types of the employee working in an
organization with different types of need and wants. However, the methods of motivation are

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the same. The motivation can be either financial or non-financial it has the same effect on the
employee but sometimes it depends upon employee’s needs. Gaskell (2016) has mentioned
about the nine different types of employees the defender, friend, star, director, builder, expert,
creator, spirit, and searcher they all are motivated by the rewards at their workplace.
Methods of data collection
The data will be collected by using primary sources. A primary source is the result of
firsthand knowledge of a topic. The data collected by the investigator from the original
source which is not published are called primary data (Singh & Mangat, 2013). So, it is often
the best result to get close to an event or subject. Primary data can be collected by survey,
interviews, and scientific experiments. This study will use surveys.
A Google survey form will be created and the questionnaire will be distributed to friends,
families, and colleagues via social media, particularly Facebook and Email (convenience
sample). These people must be working in four or five-star hotels in Metro Vancouver,
Canada. In person surveying, may occur with friends, families, and colleagues and their
associated contacts (snowball sampling). The snowball sampling is a non-random sampling
technique where in the initial informants are approached who through their social network
nominate or refer the participants that meet the eligibility criteria of the research under study
(Wegner, 2007).
The survey will capture employees at many hotels across the Vancouver area. No
questions will be asked regarding what hotel or what geographic location the person lives or
works in. This will allow for completely anonymous responses both in terms of the
respondent and for the fact that we will not know what hotels respondents work in. According
to TripAdvisor, there are 50 4 and 5-star hotels in Vancouver. It will not be possible to link a
response to a specific hotel. Therefore, we are evaluating the profession of working at luxury
hotels, not specific to any one person or one hotel.

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In terms of the scaling technique, comparative and non-comparative scale questions
will be used. This research paper will use Paired Comparison and most of the Likert scale
questions. The questionnaire is attached to the IRB application form. The participants of the
questionnaire will be notified regarding the purpose of this study and that the data will be
used only for the purpose of academic research and remain confidential.
Population
A research population is a collection of all individuals or objects, which are of interest
to the researcher and have some specific attributes required for the study (Levy & Lemeshow,
2008). The population is the group of entire people to which the researcher aims to
generalize the findings of the research. The population of this research are employees
working in four-star and five-star hotels in Metro Vancouver area. All the participants
irrespective of their age, sexual orientation, ethical background, and education level are
considered a population in this study.
Sampling Method
A process of selecting a sample from the population of the study is called as sampling
(Levy & Lemeshow, 2008). Sampling is a process used in a statistical survey, where
according to the population of the study, the predetermined sample will be collected.
Sampling is a method of choosing units such as organisations or people from the population
of interest so that that sample fairly generalise the result back to the entire population from
which the sample is selected (Mittal & Mehra, 2008). The specific process of sampling is
used to select a sample form the population because it is not possible to include all the
population in research process. Random and non-random are the two types of sampling
techniques. This study has adopted the non-random sampling technique, as the respondent
for the research was chosen depending upon their availability.

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Sampling size
Sampling is the procedure by which the sample units is selected from the population
(Thompson, 2012). Sampling is a process used in a statistical survey, where according to the
population of the study, the predetermined sample will be collected. The research paper has
aimed to send 350-400 survey questionnaires in order to get 100-120 responses. All the
responses will be unidentified with no identifying information to any of the respondents.
Data Analysis
The data will be analyses through the Statistical Package for Social Science (SPSS)
system, where all the information will be added using codes for each variable and questions.
SPSS is a program used for analysing the data and creating graphs, reports, and tables. The
analysis of this study will be done by using techniques including, but not limited to, means,
standard deviations, regression, correlation, pie charts, and graphs.
Theme 1: work for a luxury hotel in the Vancouver area
Statistic
s
work for
a luxury
hotel in
the
Vancouv
er area
N Valid 100
Missing 0
Mean 1.3000
Median 1.0000
Mode 1.00

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Std. Deviation .46057
work for a
luxury
hotel in
the
Vancouver
area
Frequency Percent Valid Percent Cumulative
Percent
Valid
1.00 70 70.0 70.0 70.0
2.00 30 30.0 30.0 100.0
Total 100 100.0 100.0
Interpretation: From the above result it is analyzed that mean is 1.30 which indicate that there
are most of the respondent who state that they work for a luxury hotel in the Vancouver area ,
mode is 1.00 which indicate that most repetitive answer got from respondents that is they
work for luxury hotel. Further median is also 1.00 which shows that repetitive
answer
Frequencies
Theme 2: Promotion is the factors motivates most while working for company
Statistic
s
Promotio
n is the
factors
motivate
s most
while
working
for
compan
y
N Valid 100

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Missing 0
Mean 2.7300
Median 2.5000
Mode 2.00
Std. Deviation 1.30929
Promotion
is the
factors
motivates
most while
working
for
company
Frequency Percent Valid Percent Cumulative
Percent
Valid
1.00 20 20.0 20.0 20.0
2.00 30 30.0 30.0 50.0
3.00 19 19.0 19.0 69.0
4.00 19 19.0 19.0 88.0
5.00 12 12.0 12.0 100.0
Total 100 100.0 100.0
Interpretation: From the above result it is analyzed that mean is 2.73 which indicate that there
are most of the respondent who state that Promotion is the factors motivates most while
working for company, mode is 2.50 which indicate that most repetitive answer got from
respondents that is they are slightly agreed.
Theme 3: Benefits such as (medical & dental, leadership responsibilities, growth, and
achievement) is influence on the performance
Statistic
s

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6. Do
other
benefits
such as
(medical
& dental,
leadershi
p
responsib
ilities,
growth,
and
achievem
ent) will
influence
on your
performa
nce?
N Valid 100
Missing 0
Mean 1.7000
Median 1.5000
Mode 1.00
Std. Deviation .78496

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. Do other
benefits
such as
(medical &
dental,
leadership
responsibi
lities,
growth,
and
achieveme
nt) will
influence
on your
performan
ce?
Frequency Percent Valid Percent Cu
mul
ativ
e
Per
cen
t
Valid
1.00 50 50.0 50.0 50.0
2.00 30 30.0 30.0 80.0
3.00 20 20.0 20.0 100.0
Total 100 100.0 100.0
Interpretation: From the above result it is analyzed that mean is 1.70 which indicate that
Benefits such as (medical & dental, leadership responsibilities, growth, and achievement) is
influence on the performance of respondents, mode is 1.50 which indicate that most repetitive
answer got from respondents that is they are strongly agreed.
Frequencies
Theme 4: I am satisfied with the rewards provided by my employer.
Statistic
s

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I am satisfied
with the rewards
provided by my
employer.
N Valid 100
Missing 0
Mean 2.1100
Median 2.0000
Mode 1.00
Std. Deviation 1.26247
I am satisfied with the rewards provided by my
employer.
Frequency Percent Valid Percent Cu
mul
ativ
e
Per
cen
t
Valid
1.00 39 39.0 39.0 39.0
2.00 36 36.0 36.0 75.0
3.00 10 10.0 10.0 85.0
4.00 5 5.0 5.0 90.0
5.00 10 10.0 10.0 100.0
Total 100 100.0 100.0
Interpretation: From the above result it is analyzed that mean is 2.11 which indicate that
Benefits such as (medical & dental, leadership responsibilities, growth, and achievement) is
influence on the performance of respondents, mode is 2.00 which indicate that most repetitive
answer got from respondents that is they are strongly agreed.
Theme 5: I feel valued at work.
Statistic
s

24
I feel
valued at
work.
N Valid 100
Missing 0
Mean 2.3500
Median 2.0000
Mode 2.00
Std. Deviation 1.32097
I feel
valued at
work.
Frequency Percent Valid Percent Cumulative
Percent
Valid
1.00 30 30.0 30.0 30.0
2.00 40 40.0 40.0 70.0
3.00 5 5.0 5.0 75.0
4.00 15 15.0 15.0 90.0
5.00 10 10.0 10.0 100.0
Total 100 100.0 100.0
Interpretation: From the above result it is analyzed that mean is 2.35 which indicate that
Financial rewards motivate more than non-financial rewards, mode is 2.00 which indicate
that most repetitive answer got from respondents that is they are Strongly agreed.
Frequencies
Theme 6: Financial rewards motivate more than non-financial rewards
Statistic
s

25
Special Project
Financial
rewards
motivate
more
than
non-
financial
rewards
N Valid 100
Missing 0
Mean
1
.
4
0
0
0
Median
1
.
0
0
0
0
Mode
1
.
0
0
Std. Deviation
.
4
9
2
3
7

26
Financial
rewards
motivate
more than
non-
financial
rewards
Frequency Percent Valid Percent Cu
mul
ativ
e
Per
cen
t
Valid
1.00 60 60.0 60.0 60.0
2.00 40 40.0 40.0 100.0
Total 100 100.0 100.0
Interpretation: From the above result it is analyzed that mean is 2.11 which indicate that
Financial rewards motivate more than non-financial rewards, mode is 1.00 which indicate
that most repetitive answer got from respondents that is they are Strongly agreed.
Correlations
Descriptive
Statistics
Mean Std. Deviation N
promotion factors
motivates most
while working for a
company
2.7300 1.30929 100
rewards will
influence in your
performance
2.1100 1.26247 100
Correlations

27
Special Project
factormoitvates r
e
w
a
r
d
s
promotion factors
motivates most
while working for a
company
Pearson Correlation 1 -.080
Sig. (2-tailed) .431
N 100 100
rewards will
influence in your
performance
Pearson Correlation -.080 1
Sig. (2-tailed) .431
N 100 100
Interpretation from the above result it shows that correlation is 1 which shows promotion factors
motivates most while working for a company and rewards will influence in your performance are
interrelated with each other.
Correlations
Descriptive
Statistics
Mean Std. Deviation N
promotion factors
motivates most while
working for a
company
2.7300 1.30929 100
Financial rewards
motivate you more
than non-financial
rewards
1.4000 .49237 100
Correlations

28
factormoitvates f
i
n
a
n
c
i
a
l
r
e
w
a
r
d
s
promotion factors
motivates most while
working for a
company
Pearson Correlation 1 -.019
Sig. (2-tailed) .853
N 100 100
Financial rewards
motivate you more
than non-financial
rewards
Pearson Correlation -.019 1
Sig. (2-tailed) .853
N 100 100
Interpretation from the above result it shows that correlation is 1 which shows promotion factors
motivates most while working for a company and Financial rewards motivate you more than non-
financial rewards are interrelated with each other.

29
Special Project
Hypothesis analysis
H.1.A Employees work for a luxury hotel in the Vancouver area
After conducting frequency analysis on the variable q3 ( Do you work for a luxury
hotel in the Vancouver area?) the result of variables are as 1.30 (1= yes and 2 = no.) result
shows that there are most of the employees who work for luxury hotel.
H.1.B Promotion is the factors motivates most while working for company
After conducting frequency analysis on the variable q4 (Which of the following
factors motivates you most while working for your company?) the result shows that variable
is 2 (1= salary, 2=promotion, 3 =paid off , 4= recognition and 5= motivational talk) .mean is
2.73 which indicate that there are most of the respondent who state that Promotion is the
factors motivates most while working for company, mode is 2.50 which indicate that most
repetitive answer got from respondents that is they are slightly agreed that promotion is
motivational factor
H. 2.A. Benefits such as (medical & dental, leadership responsibilities, growth,
and achievement) is influence on the performance
After conducting frequency analysis on the variable q6 (6. Do other benefits such as
(medical & dental, leadership responsibilities, growth, and achievement) will influence on
your performance?) it shows result that 1. 57(1=influence, 2= do not influence, 3 no option)
mean is 1.70 which indicate that Benefits such as (medical & dental, leadership
responsibilities, growth, and achievement) is influence on the performance of respondents,
mode is 1.50 which indicate that most repetitive answer got from respondents that is they are
stongly agreed that ebenfits influence them
H.2.B I am satisfied with the rewards provided by my employer.
After conducting frequency analysis on the variable q9 (9. I am satisfied with the
rewards provided by my employer.) result shows variables that are (1= Strongly agree, 2=,

30
agree 3= Neutral, 4 =Disagree 5,=Strongly disagree ). Mean is 2.11 which indicate that
Benefits such as (medical & dental, leadership responsibilities, growth, and achievement) is
influence on the performance of respondents, mode is 2.00 which indicate that most repetitive
answer got from respondents that is they are strongly agreed.

31
Special Project
Clear discussion explaining a summary of findings
From the above finding it is analysed that promotion is the factor which motivates
employees while working within an organisation. If employees are promoted according to
their work then it leads to increase the chances of the increasing the productivity of the
company. It is important for the company to use motivational tool so that employees work
effectively and efficiently within the organisation. Further it summaries that Different types
of benefits provided to employees influence them to work hard and improve their
performance. It shows that they have some basic needs which need to be fulfilled by the
company. Providing medical benefits and responsibility help in improving their performance.
Comparing and contrasting findings from the literature review
According the data analysis chapter, it was found that it is important to motivate employees
so that they work hard for the company. Employees basic needs need required to be fulfilled
so that they do not get dissatisfy from their job and work effectively for the organisation.
These findings are consistent with literature review that highly motivated employee is
performing the high level of organizational commitment whereas, the dissatisfied employee
always has less tendency to engage in productive behavior.
Furthermore, the findings from literature review shed light on several factors like low wages,
insufficient job security, seasonality, long working hours, work overload, and low motivation
the employees are demotivated that became a most significant problem in the hotel. As
compare to this from the data analysis finding it is identified that there are different factors
which motivates employees to work effectively such as promotion, salary, Recognition, Piad
of which motivates employees to work hard.

32
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