Cardiff Metropolitan University MBA Dissertation: Employee Motivation

This MBA dissertation investigates the critical relationship between human resource management (HRM), employee motivation, and job performance within the hospitality industry of Cyprus. The research aims to understand how employee motivation influences job performance in this sector, recognizing the importance of employee engagement for organizational success. The study employs a deductive approach with a positivism philosophy and a descriptive research design, collecting primary data through a survey of 30 employees. It explores factors affecting employee motivation, analyzes relevant theories like Maslow's hierarchy and Herzberg's two-factor theory, and examines the role of HRM in enhancing employee motivation. The dissertation includes an introduction, literature review, methodology, data analysis, and conclusion, offering recommendations to improve employee motivation and job performance in the Cyprus hospitality sector. The findings highlight the significance of HRM practices in fostering a motivated workforce, ultimately contributing to improved performance and organizational outcomes, with specific recommendations including appropriate delegation of authority, provision of recognition and appreciation, as well as establishment of job security.

Running head: RESEARCH PAPER
Human Recourse Management in Relation to Employee Motivation and Job Performance in
the Hospitality Industry in Cyprus
Name of the Student
Name of the University
Author Note

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Abstract
The dissertation focuses on the Human Recourse Management in Relation to Employee
Motivation and Job Performance in the Hospitality Industry in Cyprus. The reason for the
selection of the topic for the dissertation is that of the effective functioning of an organisation
depends upon the working of the employees who are employed there. The specific focus is
towards understanding the role of employee motivation in job performance in the hospitality
sector of the country. The dissertation analyses the hospitality industry of Cyprus to
understand how the human resource management framework present across the various
hospitality enterprises of the country manages performance through enhancement of
employee motivation. Cyprus is located in the European continent, just south of the country
of Greece. The research aims to understand the importance of employee motivation that aids
in increasing the work performance of them and how the human resource management plays
a significant role to this regard, by focusing on the hospitality industry of Cyprus. Employee
motivation can be considered as a concept that helps in the encouragement of employees so
that they can increase the productivity. Job performance is a part of an organisational
psychology that also is considered as part of HRM function. Factors affecting employee
motivation include work interest, appreciation and recognition, involvement in work related
process as well as achievement. Theories such as Maslow’s hierarchy of needs and
Herzberg’s two-factor theory are analysed and related with motivation of the employees. The
research methods used for the dissertation include the deductive approach, positivism
philosophy and descriptive design. Data is collected in the form of primary collection and a
survey of 30 employees working at the hospitality sectors of Cyprus is undertaken. The
results have been more in favour of the people knowing about employee motivation and
ensuring that job performance is attained with the proper growth of the employees.
Recommendations have been provided which highlights the protective care needed for the

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Cyprus hospitality sector. Recommendations such as appropriate delegation of authority,
provision of recognition and appreciation as well as establishment of job security are
provided.

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Table of Contents
CHAPTER 1: INTRODUCTION..............................................................................................5
1.0 Overview..........................................................................................................................5
1.1 Background of the Study..................................................................................................6
1.2 Problem Statement...........................................................................................................7
1.3 Research Aim...................................................................................................................7
1.4 Research Objectives.........................................................................................................8
1.5 Research Questions..........................................................................................................8
1.6 Research Rationale...........................................................................................................9
1.7 Research Structure...........................................................................................................9
1.8 Summary........................................................................................................................10
CHAPTER 2: LITERATURE REVIEW.................................................................................12
2.0 Overview........................................................................................................................12
2.1 Concept of employee motivation...................................................................................12
2.2 Factors affecting employee motivation..........................................................................12
2.3 Theories related to employee motivation.......................................................................15
2.4 Concept of job performance...........................................................................................18
2.5 Effectiveness of employee motivation on job performance skill...................................19
2.6 Role of human resource management for employee motivation...................................20
2.7 Conceptual framework...................................................................................................22
2.8 Summary........................................................................................................................22

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CHAPTER 3: RESEARCH METHOLODOLOGY................................................................23
3.0 Overview........................................................................................................................23
3.1 Research philosophy......................................................................................................23
3.2 Research approach.........................................................................................................24
3.3 Research design..............................................................................................................24
3.4 Research strategy...........................................................................................................25
3.5 Data collection technique...............................................................................................26
3.6 Sampling method...........................................................................................................27
3.7 Ethical consideration......................................................................................................27
3.8 Limitations of the study.................................................................................................28
3.9 Timeline.........................................................................................................................29
3.10 Summary......................................................................................................................30
CHAPTER 4: DATA AND ANALYSIS.................................................................................31
4.0 Overview........................................................................................................................31
4.1 Results and discussion....................................................................................................31
4.2 Summary........................................................................................................................37
CHAPTER 5: CONCLUSION AND RECOMMENDATION................................................38
5.0 Conclusion......................................................................................................................38
5.1 Linking with objectives:.................................................................................................39
CHAPTER 6: RECOMMENDATIONS..................................................................................48
Bibliography.............................................................................................................................54

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CHAPTER 1: INTRODUCTION
1.0 Overview
The effective functioning of an organisation is dependent upon the working of the
employees who are employed there. Their level of job performance on the other hand
depends upon their level of motivation (Cloutier et al. 2015). This is significant because if the
employees are properly motivated, there is a considerable chance that they would work
harder and more efficiently in their place of work, thereby directly affecting their level of job
performance. The research study under investigation is focused towards understanding the
performance of the hospitality industry in Cyprus.
The specific focus is towards understanding the role of employee motivation in job
performance in the hospitality sector of the country (Bohlmann, van den Bosch and Zacher
2018). Hospitality industry is one of the most important industries in the world in terms of
growth and development. The study analyses the hospitality industry of Cyprus to understand
how the human resource management framework present across the various hospitality
enterprises of the country manages performance through enhancement of employee
motivation (Malik, Butt and Choi 2015).
The country of Cyprus is located in the European continent, just south of the country
of Greece. Due to its beautiful location just bordering the Mediterranean Sea, the country of
Cyprus has always attracted many tourists. People, from all over the country, flock in this
region in search of climatic relief and a change in the scenic beauty. Due to its strategic
location in the globe, the hospitality industry of this region has bloomed over the subsequent
decades (Al-Madiet al. 2017).

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This has attracted the tourist to a significant level. The increase in the number of
tourist and the subsequent increase in the hospitality industry have made it necessary to
ensure that the different hotels are working in an effective manner so as to cater to the
satisfaction of the travellers. In this regard, the understanding and the deep examination of the
importance of the hospitality industry of Cyprus is considered significant. This in turn,
depends upon the job performance of the concerned employees who are engaged in the
working of such hospitality industry in Cyprus.
1.1 Background of the Study
Cyprus is a country that has some of the most important tourist destinations in the
world. It is a Mediterranean island with close proximity with Greece and is home to many
important scenic locations in the region. Naturally, this has led to the growth of a strong
hospitality industry in the country to serve the many international tourists who come from
various countries across the world (Mone and London 2018). The tourism industry has
contributed the most towards the growth of the economy of Cyprus in the recent years. The
most important factor contributing towards this is the year round influx of tourists in the
country that has been witnessed in the recent years.
Recently, the country has a growth rate of 4%. In 2018, the tourist arrivals in Cyprus
increased by 14.5% form the figures in 2017. As a result of the same the job prospects in the
hotel industry are increasing. This means that the industry now employs more people than it
has done ever in the past. This is a great opportunity and at the same time is a significant
challenge for the hospitality industry for the country (Martin, McNally and Taggar 2016).
Some of the motivational challenges that have been identified in the human resource
functions of the hospitality industry of the country are low accomplishments, high stress due

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to constant customer interactions and lack of work life balance (Rodriguez and Walters
2017).
In this case, it becomes very important to find out more about the human resources
functions in the hospitality industry of Cyprus and its relationship with the performance of
the employees. In all, as the hospitality sector of the country continues to rise important
challenges are being created concerning employee motivation and employee performances. In
order, to sustain the growth of the hospitality industry the tourism ministry of Cyprus should
now focus towards improving the motivational factors that tend to affect the employees in the
hospitality sector of the country (Massingham and Tam 2015).
1.2 Problem Statement
Motivation is a very important aspect that is required for providing essential
performance in any industrial sector. Employee motivation is important for sustaining
performances of the employees towards the effective development of the company. The
factor of motivation plays a positive role in increasing the work performance of the
concerned employees.
However, often times it is seen that the main role of the human resource management
in motivating the employees to work in an effective manner is often over looked. This
research study under investigation enables the researcher to understand the determining role
of the human resource management in motivating the employees so that they can
subsequently increase their job performance.
1.3 Research Aim

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The aim of the research is to understand the importance of employee motivation that
aids in increasing the work performance of them and how the human resource management
plays a significant role to this regard, by focusing on the hospitality industry of Cyprus.
1.4 Research Objectives
The research objectives can be stated as follows:
1. To examine the factor of employee motivation
2. To understand how the factor of employee motivation affects the job performance skill of
such employees.
3. To analyse the significant role played by the human resource management in this sphere of
employee motivation within the field of hospitality industry of Cyprus.
4. To recommend certain measures that would help to motivate the employees to work harder
so that their work performance increases to a significant level
1.5 Research Questions
The research questions can be stated as follows:
1. How is the factor of employee motivation defined?
2. How does the factor of employee motivation affect the job performance skill of such
employees?
3. What is the significant role-played by the human resource management in this sphere of
employee motivation within the field of hospitality industry of Cyprus?
4. What are the various recommendations, which would help to motivate the employees to
work harder so that their work performance increases to a significant level?

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1.6 Research Rationale
The capitalist nature of the market system has made it compulsory on the part of the
different business organisations to ensure that it competes with the others in order to earn a
high level of profit margin. The functioning of the various firms depends largely on the
employees who work there (Bhuvanaiah and Raya 2015). It is the hard work of the
employees, which determine the level of production of a concerned firm. In the field of a
hospitality industry, the work of the employees is vital as they deal directly with the
customers.
Consequently, their behaviour and attitudes would determine the level of customer
satisfaction (Herzberg 2017). This in turn, would determine the profit margin earned by that
concerned hotel. As a result of this, the factor of employee motivation is quite essential in
improving the work performance of the employees (Anitha 2016). In this respect, the efforts
of the human resource management are important as they have the vital function of ensuring
the smooth working of the business organisation. The research significance is on the fact that
it allows the researcher to understand the important role of the human resource management
in the efficient functioning of the employees (Huang et al. 2016).
1.7 Research Structure
Chapter 1 introduces the purpose of the researcher. The research aims to understand
the importance of employee motivation that aids in increasing the work performance of them
and how the human resource management plays a significant role to this regard, by focusing
on the hospitality industry of Cyprus. This chapter also lays down the research objectives and
the research questions that is examined and answered in the course of the research study
under investigation.

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Chapter 2 discusses the various sources of literature that has been examined in detail
in order to find out the importance of factor of employee motivation and human resource
management. Various articles, books, journals and other similar sources have been analysed
to identify and comprehend a comprehensive picture about the research.
Chapter 3 examines the research methodology that has been followed in the course of
the research. The research has employed the use of deductive research approach, positivism
research philosophy and descriptive research design in order to find the suitable information
about the research. Furthermore, secondary sources of data collection process have been
employed in order to understand the factors of employee motivation and the role of human
resource management to boost such motivation. The data so collected has been analysed with
the help of qualitative data analysis technique to get a subjective view about the research.
Chapter 4 discusses the data that has been found in the course of the research. This
data has been analysed in a qualitative manner in order to get a subjective in-depth view
about the research study under investigation.
Chapter 5 provides the concluding chapter on the research study under investigation.
In this chapter, the information has been linked with the research objectives as to get a
comprehensive understanding about the purpose of the research. Certain recommendations
have also been provided in this chapter to improve the morale of the employees associated
with the hospitality industry.
1.8 Summary
To summarise this chapter provides an overview about the aim of the research. The
aim of the research is to understand the importance of employee motivation that aids in
increasing the work performance of them and how the human resource management plays a

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significant role to this regard, by focusing on the hospitality industry of Cyprus. It also
discusses the research objectives and the research questions. The chapter outlines the contents
of the succeeding chapters in the course of the research study.

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CHAPTER 2: LITERATURE REVIEW
2.0 Overview
The literature review helps in the analysis of the concept of employee motivation and
the factors that may influence the employee motivation. The works of different scholars have
been taken into consideration and various forms of argument and counter arguments are made
so that the concepts and relating factors becomes clear. At the same time the effectiveness
that employee motivation have on job performance skill are also taken into consideration.
The literature review helps to set up the basis for research and identifies any form of links
that exist between the variables of the topic.
2.1 Concept of employee motivation
Employee motivation can be considered as a concept that helps in the encouragement
of employees so that they can increase the productivity of an organisation. According to
Lăzăroiu (2015), it is an intrinsic and internal drive that helps to put forth the necessary
efforts and actions towards work. Employee motivation has been defined by Peters (2015) as
the psychological forces that help in determining the direction required for the behaviour of a
person in an organisation. As stated by Herzberg (2017) it helps in improving the level of
effort of a person and increases the level of persistence. Thus, the willingness to be energised
for work is achieved via the proper motivation of the employees.
2.2 Factors affecting employee motivation
Improvement of employee motivation can be done by ensuring that certain factors are
deemed as favourable which can be used for the measurement as well as maximisation of
performance that can help with the growth of an organisation. The factors that are involved in
employee motivation include:

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Work interest: Motivation can come from the joys involved in conducting a task. For
example, the work interest needs to be effective for the development of an employee. As
stated by Nicholls (2017) work interest can be achieved if the pleasure to learn about the
manner in which work can be done in different forms can be analysed. At the same time, in
the words of Buckley and Doyle (2016) interest in work need to be developed due to the
support received from the co-workers so that teamwork and a friendly environment can be
formed at the workplace. In order to maximise the level of employee satisfaction it is
necessary to find out the requirements of the employees.
Appreciation and recognition: It is the requirement for a human being to be
appreciated for the efforts given so that satisfaction from the efforts can be gained. According
to Bellemare et al. (2016), it is necessary that each of the effort undertaken be provided with
the minimum amount of appreciation so that recognition can be provided based on the effort
that is made. Thus, as observed by Deckers (2018) the recognition and appreciation can be
considered as an important element for the development of employee at the workplace. In this
regard, it can be said that appreciation as well as recognition can be considered as important
factors for improving the motivation of the employees.
Involved in work related process: During the time people get to participate in creating
a system or process, it is necessary that the process be related to the work that is in
accordance with the employees. In the words of Levine (2017), it is necessary to recognise
the employees that are involved performing the job effectively and in a proper manner so that
knowledge about the things, which are appreciated, can be quicker as well as cheaper. Thus,
as stated by Steers and Sánchez‐Runde (2017) it is necessary that smart undertaking of work
be taken into account so that employees can be rewarded with the proper value related with
the bottom line.

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Achievement: It is necessary that employees accomplish achievements so that they
can continue to work in an effective manner at an organisation. As stated by Campbell (2018)
it is also necessary that these achievements be provided in the form of rewards so that
appreciation of the efforts undertaken can be taken into account. Therefore, in the words of
Botvinick and Braver (2015) it can be said that in the case of exceeding of expectations of the
employees, it is necessary that achievements be provided and recognised which can serve as
awards and prizes for the employees.
Security of job: The security of job can be considered as an important element mainly
because large organisations have a tendency to be involved in employee turnover. Thus, in
the words of Abeysekera and Dawson (2015) employee performance can be increased in an
enormous manner if the security of job provided can be guaranteed. Therefore, in the words
of Kearney (2018) this particular factor can be involved with the development of job
opportunities as well as for understanding encouraging the employees to make improvements
to the performance in the organisation. Therefore, as stated by Lazowski and Hulleman
(2016) security of job can be involved with the skill and committed workforce that exists in
an organisation and it helps in guarantying the work that is required to be undertaken.
Delegation of responsibility: Responsibility among employees can be increased by
providing with tasks related to specialisation. According to Ritz, Brewer and Neumann
(2016), the employees remain motivated if the tasks involved can provide either a positive or
a negative impact on the development of employee opportunity. Therefore, delegation of
responsibility can ensure the utilisation of the skills of the employees so that they can
perform in a positive or negative manner in an organisation. However, as stated by Kanfer,
Frese and Johnson (2017) the delegation of responsibility needs to be provided in an equal
manner so that excess pressure is not provided to the employees.

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2.3 Theories related to employee motivation
Theories related to employee motivation can be considered as effective since it helps
to understand the manner in which every employee can continue to remain effective at the
work place. According to Dipboye and Dipboye (2018), the application of the theories related
to employee motivation can help to use the practical examples, which is needed for the
development of the employees. In this regard, Mekler et al. (2017) is of the opinion that it can
be said the theories pertaining to the motivation of employees can be debatable since various
scholars have different views on the employee motivation that is required to be used in an
effective and efficient manner.
One of the theories related to motivation can be the Maslow’s Need Hierarchy
Theory. According to Huang (2016), it is necessary that Maslow’s Need Hierarchy theory be
identified as a part of the basic motivational approach, which can help in defining the
characteristics with which employees can seem to continue with its growth and development
in business. As stated by Jean, Morgan and Fuchs (2018) the need hierarchy theory of
Maslow suggests that the wants and motivational factors of employees be divided into stages
so that completion of one stage can lead to the achievement of the other. The figure
highlights the stages that are involved in Maslow’s Hierarchy of Needs.

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Figure 1: Maslow’s Need Hierarchy Stage
(Source: Zheng et al. 2015)
From the figure it can be said that the Need Hierarchy Stages are categorised based on
the demands of the employees and for meeting the demands of the employees. As observed
by Hanus and Fox (2015) at the basic stage employee, require a job for fulfilling the basic
requirements, which involves food, water, warmth and security of jobs. Renninger and Hidi
(2015) have provided argument that these factors are considered as important since without
the presence of these factors employees cannot gain the purpose of working. At the next
level, the employees are aligned to fulfil the psychological needs. Menges et al. (2017) stated
that these needs include belongingness as well as a sense of friendship along with a feeling of
prestige in an organisation.
Achievement of the psychological needs can provide the employee with an increased
chance of being motivated and remaining loyal so that they can expect further growth in the
organisation. According to Cook and Artino Jr (2016), the final level satisfies the self-

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fulfilment needs of the employees that help in gaining a self-actualisation. Achievement of
the full potential that an employee possesses needs to be considered so that they can continue
with gaining a purpose to work for the organisation. Therefore, Schmidt et al. (2018) is of the
opinion that Maslow defines the different levels of employee motivation that can be achieved
effectively. The levels can be used as a hierarchy based on which the motivation of the
employees can be achieved.
However, Maslow’s need hierarchy theory is not the only motivational theory that can
be used for the development and growth of employees. As stated by Mohrman and Lawler
(2017) the application of the Two Factor theory proposed by Herzberg can be countered as
one of the best motivational theories. LePine et al. (2016) in the case of the two-factor theory,
the application can be made by identifying the hygiene factor and the motivational factors
associated with the employees. The figure provided highlights the elements that can be
considered as motivators and the elements considered as hygiene factors in an organisation.
Figure 2: Two factor theory of motivation
(Source: Tims, Bakker and Derks 2015)

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The figure highlights the elements through which employees can be motivated to
continue to work and the elements that are required for maintaining the hygiene factors of the
employees. According to Bakker and Demerouti (2018), elements such as responsibility, job
satisfaction, recognition achievement and so on can be considered as essential factors since
without these elements, employees can face difficulty to continue to work in an effective
environment in an organisation. At the same time Owens et al. (2016) is of the opinion that
elements such as peer relationships, support and quality of the leaders as well as the job
security of the employees can be considered as comparatively less essentials. These elements
are required for maintaining a proper relationship and work balance among the people in an
organisation.
Hence, based on the analysis of the theories it can be said that employee motivation
by the application of these two theories can provide organisations with a positive impact on
the employee development. At the same time, Breevaart et al. (2015) stated that it is
necessary that the best possible result based on the application of the theories be implemented
so that organisational growth and job performance skill can increase in an effective manner.
2.4 Concept of job performance
Job performance helps in assessing the person involved in performing a job in a
particular manner. According to Wlodkowski and Ginsberg (2017), job performance is a part
of an organisational psychology that can be considered as part of human resource
management. Job performance is an important criterion that is important for organisational
development and outcome. As stated by Ryan and Deci (2017) job performance has been
described as an individual level of variable that is done by a single person. It helps in
concocting a difference that establishes a culture in an organisation. Therefore, as stated by

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Lepper and Greene (2015) job performance can be considered as a depended entity based on
which the satisfaction of the employees are defined.
2.5 Effectiveness of employee motivation on job performance skill
In the modern world, being involved in all over the world can be challenging and it
can bring about a hindrance in the corporate performance as well as revenue growth.
Therefore, as stated by Chamberlin, Newton and LePine (2018) it is necessary that an
assessment is made based on the internal as well as the external analysis of business so that
job performance can be enhanced in a proper manner. In this regard, Platis, Reklitis and
Zimeras 2015) observed that the motivation of employees can be considered as valuable
assets, which can provide huge value for the employees so that strengthening of the business
can take place. At the same time as stated by Viswesvaran and Ones (2017) link with the job
performance skill need to be made that can provide assistance to the employees to continue
with being loyal towards the organisation.
Motivation of employees can be considered as a function that is required for every
manager to maintain. According to Joseph et al. (2015), it is necessary that the managerial
functions improve the quality of motivation so that every employee can be accustomed with
the manner in which responsibilities need to be maintained. In this regard, from the words of
Ferris et al. (2015) it can be said that job performance skill is considered as an important
factor based on which employee motivation can take place and factors related to the
motivation can be influenced. Breevaart et al. (2016) is of the opinion that the motivated
employees are usually inclined to be more productive than non-motivated employees are.
Hence, in the words of Petrou, Demerouti and Schaufeli (2015), it is necessary that the best
of the employee motivation be maintained which can serve as a proper result for the
motivation of employees.

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The process of job performance management can be associated with the manner in
which employee activities can be carried forward as well as understood in the organisations.
Therefore, in the opinion of Masa’deh et al. (2017) the necessity of the motivated employees
can be provided with the required reward and recognition so that they can be effective for the
proper development of an organisation. In this regard, as stated by Wang, Lu and Siu (2015)
it can be said that an emphasis is provided for improvement as well as learning and
development, which can help to understand the business strategy required for high
performance workers in an organisation.
Hence, as stated by Judge and Zapata (2015) the link with employee motivation on
job performance can be considered as importance mainly because the primary responsibility
of the mangers in an organisation is to lay emphasis on the employees. In this regard, Wihler
et al. (2017) is of the opinion that competence in the personnel managerial departments
required for enhancing job performance quality need to be maintained that can help in
earning the responsibility of the employees that are being motivated. Hence, as stated by
Bouckenooghe, Zafar and Raja (2015) without proper motivation getting the employees to
improve on the work can be considered as difficult as it can be used for the identification of
the challenges that are related with the application of the employee job satisfaction factors.
2.6 Role of human resource management for employee motivation
Human resource management are considered as a source of information for inspiring
application of information. According to Kwahk and Park (2016), the manner in which
employee motivation can be considered by the human resource management includes the
understanding of the factors that may involve the satisfaction of the employees. In this regard,
from the words of Golden and Veiga (2018) it can be said that leadership skills and
behaviours of the employees need to be taken into consideration for the employee

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satisfaction. At the same time Kooij, Tims and Akkermans (2017) is of the opinion that
enhancing of the employee motivation factors, can contribute in the coordination of the
employee factors along with that of the job satisfaction, involved with the employees.
The role of the human resource managers is to facilitate work interest among the
employees. Alessandri et al. (2015) stated that it is necessary that the work interest of the
employees be upheld so that every employee can come forward with the intention of being
loyal to the organisation. At the same time, in the words of Harari, Reaves and Viswesvaran
(2016) it is also necessary that the employees be provided with an opportunity to develop its
competence by providing security of job and by delegating responsibility to the people.
Hence, as observed by Callea, Urbini and Chirumbolo (2016) the organisational development
and the employee development can be the responsibility of the human resource managers
need to be undertaken.
At the same time, the human resource managers need to be appreciating the talents
and the work done by the employees. According to Alessandri, Borgogni and Latham (2017),
recognition needs to be made so that it can act as a mode of motivation, which can assist in
the employee satisfaction. This can provide assistance for understanding the role played by
the employees in trying to achieve any work related satisfaction. According to Weseler and
Niessen (2016), it is for this reason that the human resource of an organisation need to be
well aware of the type of responsibilities that are to be delegated to the employees so that job
performance can be enhanced.
Thus, it can be said that for the development of employee motivation in the
organisations, it is necessary that every employee seek the assistance of human resource
managers so that proper assistance can be gained. According to Latorre et al. (2016), the
assistance needs to be based on providing job security so that it can be used to enhance the

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Employee motivation Job performance skill
Security of job
Achievement
Appreciation and recognition
Work interest
Involved in work related process
Delegation of responsibility
delegation of responsibilities among the employees. This can help to understand the manner
in which achievement of the performance can be maintained to enhance job satisfaction.
2.7 Conceptual framework
Figure 3: Conceptual framework
(Source: Created by author)
2.8 Summary
The research from the literature review helps to identify the effectiveness of employee
motivation on the job performance skill that is adopted by employees. The works of various
scholars have provided a proper understanding of the factors that are essential for the
development of employee motivation as well as job performance skill. The use of
motivational theories can help to understand the nature and skill involved for maintaining a
sense of motivation among employees. Proper relation between the concepts has been
influential in trying to establish a proper understanding of the activities required for the
success of business.

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CHAPTER 3: RESEARCH METHOLODOLOGY
3.0 Overview
The research methodology can help to understand the methods that can be used for the
completion of the dissertation. It is necessary to comprehend the research designs and
methods that are required so that the topic can be linked with the objectives that are
associated with the research. These methods need to be based on the appropriateness of the
research and the manner in which data needs to be collected for the completion of the
research. Limitations as well as the ethical appropriateness that is needed for the completion
of the research are provided in the chapter.
3.1 Research philosophy
The concept associated with research philosophy can help to define the methods
required for the collection of data used for research work. Positivism, interpretivism and
realism are the three forms of research philosophies, which can be used for the collection of
data. In the words of Neuman (2014), positivism philosophy can be considered as a large
sized and structured research philosophy, which can be help to consider a large sample size.
At the same time, the interpretivism philosophy helps in the sample size, which can be
considered to believe the general people associated with the topic of the research. Taylor,
Bogdan and DeVault (2015) are of the opinion that realism philosophy possesses the
characteristics of the positivism as well as the interpretivism philosophy, which makes the
philosophy complicated. For this research, the application of positivism philosophy is
undertaken.
As stated by Panneerselvam (2014) the reason for this is that the positivism
philosophy assists in giving an opportunity for the researcher to ensure that scientific

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approach towards the research is applied that can be used for the analysing of the data.
Positivism philosophy also helps to provide assurance about the data collected to be accurate
and valid. Additionally, the research aim towards the effectiveness of employee motivation
for the job satisfaction of the employees can be met using positivism philosophy.
3.2 Research approach
The application of the suitable research approach can allow the researcher to ensure
that the validation of the research objectives and questions are maintained. The application of
the inductive and the deductive approaches are used for making the research objective and
questions valid.. As pointed out by Mackey and Gass (2013), the concept associated with the
inductive approach is mainly aimed towards the evolution of new theories and concepts.
These concepts are inclined with the accordance to the results that has been obtained from the
data collected. It is because of this that the data collected earlier requires to follow with the
development of new theories and concepts.
On the other hand, Vaioleti (2016) is of the opinion that the application of the
deductive research approach can allow the researcher to make validation of the research
objectives and the questions, which is in accordance with the literature review along with the
data that has been collected. Thus, due to this the researcher can align the results obtained
from the collected data with existing theories and concepts. For this dissertation, the approach
that has been used is the deductive approach. The reason for this is that the application of new
theories and concepts can be based on the data, which has been collected, and the results
obtained helps to align the focus of the researcher in fulfilling the research aim, objectives
and questions.
3.3 Research design

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The use of the research strategy can help to provide the researcher with a chance to
provide responses to the research questions along with the research aim and objectives. The
research designs are of three forms like descriptive, explanatory and exploratory research
designs. In the comments made by Flick (2015), the application of the exploratory research
design can provide the researcher with an opportunity for the exploration of new concepts
along with the new ideas, which are relevant to the research questions. On the other hand, as
stated by Neuman (2013) the application of explanatory research design can help in providing
the researcher with an opportunity to gain an explanation of the factors, which are required
for the research.
This includes managing relevant information and providing support to the present
data. The descriptive research design is the combined characteristics of explanatory and
exploratory research designs. Therefore, as stated by Brannen (2017) the application of the
descriptive design can allow the researcher to identify new ideas and concepts along with an
explanation of the presence associated with the specific phenomenon of the research work.
For this dissertation, the application of the descriptive design is implemented. This is mainly
because the description design can provide an analysis of the topics in a more rigid manner.
3.4 Research strategy
Research strategies involve the action research, survey, interview and case study
methods. For the case study research strategy, the reference of the researcher is on the
existing types of literature so that arguments of the data can be supported along with
information available via the research work. Neuman and Robson (2014) are of the opinion
that the action research strategy can provide the researcher with a chance to identify and
discover any issues which can be associated with the research.

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Thus, the researcher can be able to give appropriate recommendations that can help to
mitigating the issues identified in the research. During the application of the interview
research strategy, direct communication can be conducted with the respondents and
understand the viewpoints along with the perspectives with regard to the research aim and
objectives. Additionally, the survey research strategy provides the researcher with an
opportunity to gain data from the entire population. Ledford and Gast (2014) is of the opinion
that the use of survey research strategy helps in providing an opportunity to gather data on a
large scale, which can help to reduce any error and biasness. For the dissertation, the
application of the survey questionnaire can be used as it can help to consider any recent
perspectives as well as viewpoints from a large wider population.
3.5 Data collection technique
In the words of Gale et al. (2013), for the proper collection of data, the researcher can
use the application of both the primary and secondary data collection technique while trying
to collect the data required for conducting work to take place. In the case of the primary data
collection technique the data, which are collected from the respondents, are directly
associated with the research. These data are collected as first hand information source in
which the experience of the respondents is shared. On the other hand, as stated by Alvesson
and Skoldberg (2017) the secondary data collection technique helps to highlight the
application of secondary resources such as books, journals and official websites along with
other internet facilities.
Bernard (2017) is of the opinion that the further division of primary data technique
include the qualitative and quantitative techniques. The primary quantitative data collection
technique can help to take into account the quantity as well as the large number of samples.
In addition to this, the application of the primary qualitative data collection method helps to

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consider the quality of the data and not on the numbers obtained. For this, research, the
application of the primary data collection technique is applied in which the responses are
collected from the employees working at the hospitality sectors in Cyprus. The primary data
is collected by focusing on a sample population, which is chosen via an appropriate sampling
technique.
3.6 Sampling method
The two forms of sampling techniques, which are used for the collection of the
sample, it is necessary that the samples be collected using relevant sample data collection
techniques. These techniques include the random probability sampling technique and non-
probability sampling technique. These techniques are used mostly for the development of the
research in a proper manner. As observed by Bauer (2014), the concept associated with the
random probability sampling technique helps to provide justification on the perspective of the
researcher to gather and collect data related to the large sample population. The result
obtained from this is that every participant in the selected population can be provided with an
equal opportunity for being considered for the data collection technique that is to take place.
At the same time, in the case of non-probability sampling technique, involvement is
related to selecting the participants in an individual manner so the suitability can be judged
based on the terms associated with the research topic, aim, objectives and questions. The
quality of the research work can be enhanced with the application of the non-probability
sampling technique. The dissertation takes into account the application of random sampling
techniques. Total 30 employees working at different hospitality sectors in Cyprus is taken
into consideration for completing the research and the effective analysis of the topic involved.
3.7 Ethical consideration

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For a dissertation to be completed in a proper manner, it is necessary that the
researcher be able to abide by the ethics involved with the completion of the work. One of the
most important research ethics that need to be included is of maintaining the data along with
the identity of the respondent confidential from the public. The ensuring of data
confidentiality is of an important significance as the researcher is prohibited to disclose any
relevant information without gaining the consent from the respondents. In addition to, this
Wiek and Lang (2016) is of the opinion that the researcher need to gain assurance that every
respondent can participate in the data collection process in a wilful manner. The respondents
should not be provided with any type of force during the data collection process.
Providing signature on the consent forms can be used to ensure that the participants
involved in the data collection process in a wilful manner. The researcher needs to provide
assurance that any data collected is only used for educational purposes. The use of the data
collected for non-academic purposes is considered against the ethical laws of conducting a
research. At the same time, the researcher needs to ensure that the data is collected from
authentic resources and thus can ensure that the validity and relevancy of the data is
maintained.
3.8 Limitations of the study
While continuing with the research in a proper manner, the researcher managed to
encounter certain limitations that play a huge role in dampening the work quality as well as
provided a restriction on the greatness of the research work. The researcher was able to
consider primary data for conducting the research. Hence, negligence of the application of the
secondary data collection technique had resulted in ignoring of the theoretical perspectives
associated with the research topic. Additionally, the researcher solely focused on the
employee motivation schemes involved in the hospitality industry in Cyprus in general.

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Hence, specific information about the application was not obtained. Thus, the work failed to
be used as secondary resource in order to analyse the effectiveness of employee motivation in
the hospitality industry of Cyprus. Moreover, the application of close-ended questions used
for the collection of the data has provided restrictions to the respondents to provide their
opinion in a broad manner. Hence, the respondents need to select only the options that can
help to share the actual viewpoints.
3.9 Timeline
Task
1st
Week
2nd
Week
3rd
Week
4th
Week
5th
Week
6th
Week
7th
week
8th
Week
9th
Week
10th
week
Identification of the
research aim and
objectives
Literature Review
Questionnaire Design
Data collection from
employees
Data analysis by using
excel
Review and write up

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Final
submission/Presentatio
n
Task: Gnatt Chart
(Source: Created by author)
3.10 Summary
Thus, after the completion of the research methodology it can be said that for the
proper conclusion of a dissertation, it is necessary that a proper research method be adopted
that can help to enhance the quality of the work. The timeline for the completion of the
dissertation need to be maintained so that it can be easier for the researcher to remain in line
with the progress. At the same time, ethical consideration and limitations need to be
addressed so that the researcher can continue with the completion of the research without
having to suffer from any time hindrances.

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CHAPTER 4: DATA AND ANALYSIS
4.0 Overview
The chapter helps to analyse the data that has been received from the completion of
the data analysis. These data are used exclusively for the research and based on the results
obtained, conclusion are drawn. The analysis takes into account link with literature review
that highlights the manner in which the discussion takes effectiveness. Moreover, it is also
necessary that the data analysis be identified as an important part for the development of the
research since based on the results, recommendations can be provided for improving the
condition of the hospitality industry in Cyprus.
4.1 Results and discussion
Figure 4: Gender of the respondents

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Figure 5: Age group of the respondents
Figure 6: Longevity at the hospitality sector
Figure 7: Employee motivation can enhance the job performance of the employees
From the analysis of figure 4, it can be seen that 60% of the 30 respondents are male
while the rest are female. This indicates that the male population dominates the hospitality
industry in Cyprus. The manner in which the male population is analysed is mainly based on
the analysis conducted via the understanding of the requirements of the respondents. This
includes understanding the type of job roles that are performed and the age group in which
the respondents belong to.
From the analysis of figure 5, it can be seen that the respondents belong to the age
group of 23-32 years of age. The age group defines that the fairly experienced workers are
employed at the hospitality sectors and thus it is important that the employee motivation

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based on the factors of motivation are managed. As stated by Menges et al. (2017) the
employees need to have a feeling of belongingness in an organisation and thus, newly joined
people need to mix with the experienced people to understand about the work culture. From
the figure it is shown that 46.7% of the workers belong to age group of 23-32 years which is
clear indication of the level of youth present in the hospitality sector.
From the analysis of figure 6, it can be seen that experienced people work at the
hospitality sector of Cyprus. The analysis shows that about 40% of the respondents are
involved in working at the hospitality sector for more than 5 years. This indicates that a sense
of job security exists in the sector. This result can be considered as a counter argument for the
analysis made in the literature review section in which case it had been stated that the security
of job could be considered as an important element mainly because large organisations have a
tendency to be involved in employee turnover. Hence, it can be said that the large hospitality
industries in the Cyprus market does not get involved in huge turnover. This also indicates
that loyalty among the employees exists and that every employee is motivated to perform
proper work.
The statement can be evidenced from the analysis of the figure 7, in which it is seen
that 53.3% of the people possess an idea about the effectiveness employee performance have
on job satisfaction. This can be indicative of the nature of education that exists among the
people and the fact that employee motivation is usually provided to the people working at the
hospitality sector. This can help in acknowledging the fact that in the literature review, the
concept of employee motivation as defined by Lăzăroiu (2015) is an intrinsic and internal
drive that helps to put forth the necessary efforts and actions towards work. Therefore, it can
be said that the intrinsic factors of the employees can be used effectively for positive impact
of the hospitality sectors.

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Figure 9: Satisfaction of the type of motivation that is provided for improving on the job
From the figure, it can be seen that 43.3% of the respondents are highly satisfied with
the type of motivation that is provided for the improvement of the job while 26.7% of the
people are satisfied with the improvement of the job. However, 20% of the employees
disagree with the type of motivation for improvement of the job.
Figure 10: Satisfaction with the delegation of responsibilities that are provided at the
organisations
From the figure, it can be seen that 36.7% of the respondents are satisfied with the
delegation of responsibilities that are provided at the organisations while 33.3% of the people
are highly satisfied with the delegation of responsibilities. At the same time, 16% of the
employees chose not to answer about the delegation of responsibilities.

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Figure 11: Satisfaction with the recognition that is given for the job done by you
From the figure, it can be seen that 53.3% of the respondents are highly satisfied with
the recognition that is given for the job done while 26.7% of the people are satisfied with the
recognition that is given for the job done. However, 10% of the employees disagree and are
neutral about the recognition that is given for the job.
Figure 12: Satisfaction with the level of security that the job provides
From the figure, it can be seen that 40% of the respondents are highly satisfied with
the level of security that the job provides. 36.7% of the people are satisfied with the level of
security that the job provides. Only 13.3% of the employees remained neutral about the level
of security that the job provides.

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Figure 13: Satisfaction with the achievement that you have accomplished so far
From the analysis, it can be seen that 50% of the respondents are satisfied with the
achievement that have been accomplished so far. Almost 36.7% of the people are highly
satisfied with the achievement that you have accomplished so far.
Figure 14: Satisfaction with the work interest that is shown by your peers in your team
From the figure, it can be seen that 50% of the respondents are highly satisfied with
work interest that is shown by the peers. About 26.7% of the people are satisfied with the
work interest that is shown by the peers. However, 13.3% of the employees are highly
disappointed with the work interest that is shown by the peers.

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Figure 15: Satisfaction with the involvement that you have in the work related process
From the figure, it can be seen that 53.3% of the respondents are highly satisfied with
the involvement that they have in the work related process while 26.7% of the people are
satisfied with the involvement that they have in the work related process. However, 13.3% of
the employees disagree with the involvement that they have in the work related process.
4.2 Summary
Thus, based on the summary of the data collected it can be said that employee
motivation has a positive effect on the job performance of the employees. The research have
shown that the employees working at different sectors among the hospitality industry in
Cyprus are aware of the effectiveness of employee motivation and thus, are satisfied with the
type of treatment received from the people. The data analysis has provided an opportunity to
understand the manner in which recommendations can be provided for the development of
activities among the employees working at the organisations.

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CHAPTER 5: CONCLUSION AND RECOMMENDATION
5.0 Conclusion
The in depth analysis of the relationship between employee motivation and employee
job performance in the hospitality industry in Cyprus lead to uncovering several facts which
are worth considering in order to draw a strong conclusion. First, the country of Cyprus is an
island in the Mediterranean Sea and forms a part of the European continent. Secondly, the
country is bounded by Greece and has a rich cultural connection with Greece. Thirdly, the
landscape of the island country has both beaches and mountains. The fourth finding is that
the rich heritage and natural beauty have promoted tourism in the country. The country is
experiencing numbers of tourists, which in turn has promoted the development of hospitality
sector. The continuous development of the hospitality sector creates job opportunities as
existing players expand their operations and new players enter the market to take advantage
of the increasing influx of tourists.
The fifth finding is that the performances of the employees have direct impact on the
performance of the hospitality companies and the hospitality industry. The sixth finding is
that motivation has direct impacts on the performances of the individual employees and
consequently of the hospitality companies. The seventh finding is that the employees in the
Cypriote hospitality industry players are facing some major motivational challenges. They
identified challenges or issues are low accomplishments, high stress due to constant
customer interactions and lack of work life balance. The outcome of these issues is that
employees are not able to perform as per the expectation of the customers or tourists.
The outcomes of the underperformance of the employees of the hospitality industry
are lower level of customer satisfaction and smaller customer lifecycle. The hospitality

40RESEARCH PAPER
companies are losing customers, which is leading to lower revenue generation, which is
affecting the revenue generation of the industry as a whole. The hospitality companies are not
able to generate repeat business and cross-selling opportunities. It is clear from the discussion
that the lower performance and motivation of the employees are responsible for the low
performance of the hospitality companies.
The discussion also brings to light that the low performance and motivation among
employees are in fact outcome of certain gaps in the human resource management strategies
in the hospitality companies concerned. The management bodies of the hospitality companies
are thus recommended to deal with the gaps and then go on to locate gaps in the performance
as well as motivation levels of employees to deal with the recognised issue in totality. It must
also be pointed out that the since the hospitality companies of Cyprus come immensely under
the impact of large numbers of stakeholders, the recommended strategies would involve
different stakeholder groups right of the customers to financial partners.
5.1 Linking with objectives:
The following are the findings from the discussions, which can be linked with the
objectives:
Objective 1: To examine the factor of employee motivation
It has been pointed out that there are several factors, which come into play in
motivating the employees. The first factor which has surfaced from the discussion that the
work interests. The interests of the employees in pursuing the particular job have direct
impact on the employee motivation. If the employees concerned are aligned with the job
assigned to them, they find the concerned jobs interesting. They as a result put in more effort
in performing the jobs assigned to them more accurately and within shorter possible time.

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This is because they are more motivated to contribute towards the performances of their
respective departments and the organisations concerned as a whole.
Thus, work interests have direct impact on the motivation levels which employees in
the Cypriote hospitality companies’ concerned experience while performing their
professional duties. Thus, it is evident that the higher levels of job interest’s boosts
motivation and job performances of employees employed in the Cypriote hospitality
organisations as a result. The second motivation factor, which has transpired from the
discussion, is appreciation and recognition. Appreciation and recognitions have direct
impact on the motivation levels of the employees concerned. The management of the
concerned Cypriote hospitality organisations should recognise the performance levels of the
employees in order to motivate them.
They must appreciate the contribution of employees towards customer services, which
would create positive perceptions among the employees. The need to get appreciation and
recognitions before other employees would drive the employees to deliver higher levels. The
third motivation factor, which has come to the forefront from the detailed discussion above,
is involvement of employees in the work process. The level of involvement of the
employees in the work process has direct relationship with motivation. The employees who
are involved in the decision making process are more informed about the strategies which
would be followed to achieve the set targets. Thus, they are more motivated to deliver higher
levels of performance compared to the employees who are not involved in the process.
This involvement of the employees in the overall work processes should extend to the
third factors namely, appreciation and recognition. Providing recognition to the bottom line
employees for their contribution in the overall job performance and value creation to
customers would boost the motivation levels of employees. Thus, it can be pointed out that

42RESEARCH PAPER
involvement of employees directly boosts motivation and promotes higher level of job
performance. The fourth factor affecting employee motivation, which transpires from the
discussion, is that achievements have direct impacts on the motivation levels experienced by
individual employees. The probability of achievements like rewards delivering higher levels
of performance encourages employees deliver higher levels of performance.
Thus, it can be pointed out that recognising the achievements of employees in the
form of awards, salary hikes, promotions and increase in benefits drives employees to
achieve them. The employees in order achieve these achieve deliver higher levels of
performances. The fifth and last factor influencing employee motivation, which transpires
from the discussion, is job security. The discussion clearly points out that tendency of
hospitality organisation to lay off employees frequently have damaging impact on employee
morale. The employees feel threatened and intimidated, thus do not carry out their
responsibilities effectively. They are under continuous threat of losing their jobs and thus,
step back from taking risks and challenges while serving tourists (customers).
Thus, it transpires from the discussion that increase in job security encourages the
employees to face challenges while serving tourist, which in turn boosts their motivation.
Thus, it is clear from the discussion that employee job security drives employee motivation
levels. The sixth factor, which has direct influence on employee motivation, is delegation of
responsibility. The employees when entrusted with responsibilities to achieve certain
portions of the total targets, they feel motivated. The delegation of responsibilities creates a
sense of importance among employees.
They feel more related and are encourage to use their present skills and knowledge to
the optimum levels to achieve their assigned targets effectively as well as efficient. It can also
be pointed out that employees are encouraged to develop new skills to be able to deliver

43RESEARCH PAPER
better in order to create stronger impression before their respective reporting managers. Thus,
delegation of authorities and responsibilities motivate employees.
Objective 2: To understand how the factor of employee motivation affects the job
performance skill of such employees
It transpires from the discussion that factors of motivation have direct impacts on the
skills of the employees. The first factor of motivation namely, work interests encourage
employees to perform better. The employees in the hospitality sector in Cyprus are
encouraged to perform higher when they are placed in the right positions. The management
of the hospitality companies in Cyprus are required to match the requirements of the job roles
concerned and the requirements as well as skills of the employees concerned. This would
result in placement of right employees in the right roles, which would encourage the latter to
perform more efficiently.
Thus, it can be concluded that employers in the hospitality companies should establish
strategic fit with employees prior to employing them. The second factor, which motivates
employees to perform, is appreciation and recognitions. This means that management of the
hospitality companies should provide rewards and recognitions to employees to motivate
them. The third factor, which motivates employees to develop their job related skills, is the
level of involvement in the process of strategy making. When managers involve the
employees reporting to them in the process of strategies at the departmental levels, the
employees are able to develop stronger idea of the entire process, which would lead the
departmental team concerned to achieve the target assigned by the management.
The employees concerned as a result are able to compare their actual skills and
knowledge levels to the ones they would require to achieve the set targets efficiently. The
employees are a result is more inclined to develop new skills by undergoing training sessions.

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These employees approach their concerned seniors and superiors proactively to attend
mentoring sessions. Thus, it can be established on the grounds of the discussion that
involving employees in the strategy making encourage the former to develop their
performance skills. The fourth factor, which motivates employees to sharpen their job skills,
is achievement.
Employees are generally motivated by achievements. Achievements create a sense of
positive among the employees towards their respective job roles. Thus, employees generally
are inclined to perform more highly to experience their feeling of achievement. The
employees concerned are as result is motivated to develop their skills and knowledge, which
in turn enable them to perform more highly. Thus, it transpires from the discussion that the
sense of achievement encourages the employees in the hospitality sector in Cyprus to
undergo trainings and mentoring sessions to up their skills and competencies.
The fifth factor, which encourages employees to develop their job skills, is job
security. The higher level of job security provided by the management of hospitality
companies, higher would be the rate of motivation among employees to develop new skills.
This is because higher levels of job security means that the employees concerned would
continue to serve the hospitality companies in Cyprus for longer periods. This means that
these employees would be able to plan their respective career goals in the coming three years
or more within their concerned organisations. The employees concerned simultaneously are
able to aim to achieve promotions and appraisals.
This would be automatically encourage them to undergo trainings and mentoring
sessions to be able to serve higher and more responsible positions. Thus, it is clear that job
security does motivate employees to develop their job skills. The sixth factor, which
motivates employees to enhance job performance skills, is delegation of authorities. This is

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because delegation of responsibilities creates a sense of feeling of importance among the
concerned. It creates needs among the employees to develop their skills in order to be able to
execute the responsibilities better. Thus, it can be established that delegation of authorities
creates the demand in the employees to boost their job performance skills.
Objective 3: To analyse the significant role played by the human resource management
in this sphere of employee motivation within the field of hospitality industry of Cyprus
The discussion above takes into account two theories of motivation namely, the need
hierarchy theory proposed by Maslow and the two-factor theory proposed by Herzberg. The
first theory considered namely, need hierarchy coined by Maslow identifies five needs, which
employees experience. The first group of needs, which the employees experience, consists of
physiological needs like food, water, and rest. The second need, which employees’
experience, consists of safety needs followed by the needs of love and belongingness.
The fourth need, which employees feel, is esteem needs. The highest need, which
employees’ experience, is self-actualisation needs. As far as the needs described are
concerned, it can be pointed out that all the needs expect the physiological needs are
analogous to professional needs of employees. The need to achieve love and belongingness is
analogous to the need to achieve acceptance among superiors, peers, as well as subordinates.
The esteem needs are analogous to the need of achievement, which employees experience in
order to get motivated. The final need or the self-actualisation is analogous to the needs to
win needs and recognitions, which motivates employees.
The second motivation theory taken into consideration is Herzberg’s two factors
theory. Herzberg’s theory takes into two factors namely motivators and hygiene factors. It is
clear that the motivator factors are largely non-financial in nature. They are job
responsibility, job satisfaction, recognition, achievement, growth opportunities, and

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advancements in career, all of which are responsible for motivating employees in achieving
higher levels of job performances.
These factors are also responsible for encouraging employees to develop their skills
further by undergoing training and mentoring sessions. The hygiene factors consists of
factors like working conditions, peer relationships, leadership quality, job security,
competition and status, all of which motivate employees in the Cypriote hospitality sector to
develop their skills in order to deliver higher levels of performance.
Objective 4: To recommend certain measures that would help to motivate the employees
to work harder so that their work performance increases to a significant level
The following are the recommendations, which can be made to the management of the
hospitality companies in Cyprus based on the above discussions linked with the previous
chapters:
Appropriate delegation of authority
It can be recommended that the management bodies of the hospitality companies
located in Cyprus should delegate the job responsibilities among their employees. The HR
department and the departmental heads of the departments in which vacancies have to be
filled should collaborate to recognise the job responsibilities, which the posts involve. They
should then recognise the attributes in terms of qualification, skills, and experience which
eligible candidates should have to fill up the vacancies. They should then advertise the
vacancies, the concerned job responsibilities, and eligibility criteria accurately in detail.
This would lead to acquisition of appropriate candidates who would be able to fulfil
the responsibilities efficiently. Similarly, it can also be recommended that the management of
the company in order to fill up vacancies should provide opportunities to the existing staff

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members. This would lead to delegation of new job responsibilities to the existing employees,
which would motivate them to perform better. It can also be pointed out that delegation of
new job responsibilities and job roles would encourage the employees in the hospitality
sector to develop new skills by attending training and mentoring sessions.
Provision of recognition and appreciation
It can be recommended that the management of the hospitality companies should
establish the system of providing employees with recognitions and appreciations. The
concerned management bodies in order provide recognition and appreciation can hold annual
events which would be held in the presence of all the employees. These events would
motivate the employees to participate more proactively in the operations of the companies
and deliver higher levels of productivity in order to win recognitions and appreciations.
Establishment of job security
The management bodies of concerned companies should provide security of
employment to their employees. This would motivate the employees to perform more highly.
They would also encourage acquiring new skills and developing existing skills in order to
gain benefits like promotions to higher levels and salary hikes.
Upholding employee achievements
It can also be pointed out that the management bodies of the hospitality companies
should uphold the achievements of employees. The managers of the departments can
appreciate the employees achieving high levels of performance within the respective
departments on monthly basis. This measurement would boost the employees to achieve
higher levels of performance in order to be appreciated before their seniors, peers, and

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subordinates. The employees in order to deliver high levels of performance in order to gain
appreciation would also undergo training sessions.

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CHAPTER 6: RECOMMENDATIONS
The following are the recommendations, which can be made to the management
bodies of hospitality companies in Cyprus based on the aforementioned discussion:
Increasing employee benefits as per brands
It can be recommended that the management of the hospitality companies in Cyprus
should introduce employee benefits based on bands. The bands here would refer to the
designations, seniority, and performances of the employees. The employees ranking higher
up in these three parameters need to gain higher benefits. For example, lower level employees
less than two years old in the organisation delivering high levels of performance should be
given performance bonus. Similarly, employees more than two years upon delivering high
levels of performance would be given work from home facilities.
Managers serving the organisations for more than 3 years delivering high levels of
performance should be given paid family dinner at restaurants of their choice subject to the
approval of the company. Similarly, paid weekend trips with family to specified locations
could be recommended for highly performing senior managers. However, the management of
the company should subject to the terms and conditions laid down the employees.
It can also be recommended that the management of the concerned companies may
also exempt an employee from enjoying the eligible benefits if the employee concerned is
found to have resorted to illegal or unethical means to gain access to the benefits. It can also
be recommended that the management of the companies would also be empowered to change
the benefits they would provide to their employees as deemed fit.
Stress management plan

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It can be recommended that the management of the Cypriote hospitality companies
should establish an employee stress management plan. The management bodies of these
companies should establish strategies, which would enable that no employee is stressed with
excess job responsibilities. The managers in charge of each department would be required to
form strategies to divide the targets assigned to them among their subordinates. This would
ensure on one hand that employees are utilised optimally to achieve the targets.
This on the other hand would ensure that no employee is stressed with excess targets.
It can also be recommended that the management of the companies should provide
appropriate stress management assistance to the concerned employees like holding one-to-
one sessions to understand the reasons of the stress experienced by the specific employees. It
can also be recommended that the management should then take steps to bring about changes
in the job delegation of the concerned, if required.
Managerial support
It can be recommended that management bodies of the Cypriote hospitality
companies should increase managerial support. This would mean that managers would be
posted in the service areas where employees of the hospitality companies deal with
customers. This would ensure that the lower level employees would be able to ready
managerial support in case they are faced with challenging situations while serving
customers. This support of managers would reduce the stress on the lower level employees
and encourage them to take more job responsibilities.
Salary hikes
Salary hikes lead to an increase in the cash inflow of the employee. This directly
affects the cost of living and happiness index. With a larger disposable income, individuals

51RESEARCH PAPER
are entitled to choose from a larger basket of goods and commodities. They are also provided
with the ability to purchase luxury goods, which were restrained due to a lower purchasing
parity, earlier.
It also affects the savings curve if, in case, the consumption remains same. This
multiplies the investment and thereby, the capital inflow at a later period. In a situation where
debts play an important role, the increase in the salary leads to a possibility of reduction in
loans or debts unless there is an otherwise development. Apart from this, a pay raise also
boosts the morale of an employee and increases the job satisfaction value. Jobs, which do not
pay at a competitive rate, tend to lose employees faster. This affects the productivity of the
company besides lowering the market value of the job.
Employees also tend to become more responsible and loyal when they are paid
appropriately for their efforts. A raise on a regular basis, that is, after fixed intervals of time
like a year, conveys the fact to the employees that the organisation values them and that they
are needed to add to the productivity of the company. Such regular hikes will motivate
employees at a comparatively lower position to work harder and brush up their skills to add
to better work and eventually, earn more.
Promotion
A person who is provided with a higher rank in an organisation is rewarded for his
hard work with an assurance that the person can take further responsibility and fulfil them
adequately. This transfer or addition of responsibilities with an added authoritative power is a
sign of respect ushered upon an employee at the time of promotion. Promotion also applies to
an increment in the salary, benefits, and provides some including leave as the person is
placed at some point of decision-making.

52RESEARCH PAPER
This also approves that the person has successfully qualified a certain level of
expertise and risen higher when compared to his fellow professionals. Responsibilities tend to
converge as one reaches a notch higher. However, the complicates and diversifies the roles
played by one individual at a time, as eventually, that employee needs to spearhead a set of
diverse functions from one point with every level higher in his profile. This would also
minimise the level of job-switch that employees tend to pursue in order to attain both a hike
in pay as well as a higher rank in an organisation.
An increase in the employee’s morale boost and designation also increases the
productivity of the employee. This effects the growth, productivity, and efficiency of the
organisation as a whole, very positively. Besides these, promotions indulge employees in
career-advancement processes and progresses in developing a more skilled portfolio.
Training of employees
Training employees engage in the efficient development of skills. There are majorly
two areas of skill development. These include that soft skill development and the hard skill
development. While the soft skills help in portraying an individual who could present the
company’s policies and values in a positive light before a customer, someone who lacks the
same will fail to deliver his best knowledge before a customer. Presentation and behavioural
skills are things that most organisations are laying an emphasis on, especially those belonging
to the Human Resource Management (HRM).
The development of interpersonal skills like the ability to communicate, interact, and
understand by listening, influencing and thereby negotiating on terms and conditions requires
soft skill development. Besides these, a sense of confidence, ethical aptitude development
towards an organisation and its people and critical thinking approaches of displaying soft
skills on a logical and proactive basis are highly in demand in the industry. Hard skills

53RESEARCH PAPER
training like software programs, courses and other skill development processes, which help
employees to grow professionally, is essential.
These courses can even come in the form of certificate courses which helps one to
utilise and display them for the lifetime in varied other job profiles or companies. Skill
development also ensures trust from the organisation towards its employees as they invest in
their employees while organizing such training sessions.
Enabling higher levels of real time capturing of customer data
Real-time data refers to the information or data that is collected in its original form or
as acquired. The idea of real-time data is now popular and used in newer forms of
technologies in order to deliver information in mobile phone applications, laptops, and
computers. This kind of data is kept stored while a person uses it and is immediately gathered
and delivered to the user on the other end. This kind of data adds to the big data and the pool
can be used for several statistical purposes and generation of results, which study consumer
relations.
Tracking of an individual and not only making it available when needed but also
using GPS data for navigation purposes like guiding drivers and mapping distances for
unknown routes to individuals for a given destination is highly useful. Software technologies
collect these data directly and instantly to generate them into search results. Modern times
also integrate this real-time data, which does not die or end after a certain usage but is
transmitted to the other end immediately and thereby scattered. Analytical and transactional
systems use this data for integrated analysis.
These data sources include databases, sensors, log files and messaging systems, which
are integrated across Big Data, Cloud and IoT devices, locked in a definite topology to study

54RESEARCH PAPER
business models, market and consumer behaviour for the better productivity of an
organisation or economy. The pool of such data helps to study and accordingly develop a
product based on market statistics and analysis. The data also helps to track other
information, which may be of confidential nature to understand behaviour and psychology of
consumers and market, overall. Languages like SQL help in such methods of business
analysis and risk analysis for accelerated innovation.

55RESEARCH PAPER
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Appendix
Questionnaire
1. What is your gender?
a. Male
b. Female
2. Which age group do you belong?
a. 18-22 years
b. 23-32 years
c. 33-42 years
3. How long have you been working at the hospitality sector?
a. 1-2 years
b. 2-4 years
c. More than 5 years
4. Do you think employee motivation can enhance the job performance skills of employees?
a. Yes
b. No
c. Maybe
5. How much satisfied are you with the type of motivation that is provided for improving on
the job?

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a. Highly Satisfied
b. Satisfied
c. Neutral
d. Dissatisfied
e. Highly dissatisfied
6. Are you satisfied with the delegation of responsibilities that are provided at the
organisations?
a. Highly Satisfied
b. Satisfied
c. Neutral
d. Dissatisfied
e. Highly dissatisfied
7. Do you feel satisfied with the recognition that is given for the job done by you?
a. Highly Satisfied
b. Satisfied
c. Neutral
d. Dissatisfied
e. Highly dissatisfied
8. Are you satisfied with the level of security that the job provides?

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a. Highly Satisfied
b. Satisfied
c. Neutral
d. Dissatisfied
e. Highly dissatisfied
9. How much satisfied are you with the achievement that you have accomplished so far?
a. Highly Satisfied
b. Satisfied
c. Neutral
d. Dissatisfied
e. Highly dissatisfied
10. Are you satisfied with the work interest that is shown by your peers in your team?
a. Highly Satisfied
b. Satisfied
c. Neutral
d. Dissatisfied
e. Highly dissatisfied
11. Do you feel satisfied with the involvement that you have in the work related process?
a. Highly Satisfied

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b. Satisfied
c. Neutral
d. Dissatisfied
e. Highly dissatisfied