Motivational Theories and Employee Productivity: A Business Study

This report delves into the critical role of motivation in enhancing employee productivity within business organizations. It begins with an abstract highlighting the responsibilities of managers, including marketing and financial aspects, and the importance of understanding business processes. The report then introduces the research topic, focusing on the impact of motivational theories on employee efficiency, using the Hilton Hotel as a case study. It explores various motivational theories, such as Maslow's Hierarchy of Needs and Herzberg's Motivator-Hygiene Theory, and their application in the workplace. The research aims to evaluate the role of motivation, determine the different motivational theories used, and define their importance for employees. The literature review provides an in-depth analysis of key motivational theories, including Vroom's expectancy theory and goal-setting theory, and their influence on employee behavior and organizational performance. The report outlines the research methodology, including the research process, approach, strategy, and instruments used. It also presents findings, discusses data interpretation, and concludes with recommendations and implications for further research. The study emphasizes the significance of motivation in achieving high productivity and profitability, highlighting both intrinsic and extrinsic motivational factors.

Business Management

ABSTRACT
The respective research includes the manager are assigned the primary responsibility of
handling administrative duties for an organisation as a marketing manager. A business will
expect them to help with its marketing campaign. In figure out ways where the organisation can
cut expenses, a corporation will even would like they to do a buying process. In order to operate
a company, there must be an astute knowledge of the financial, advertising and customs
processes needed. The rivalry for roles in business administration can be intense. A certificate in
corporate management, accounting or advertising must be earned if a business leadership
position would ultimately be sought. The duty and influence of managers and executives is to
look at a project and improve decision. From a single employee in a company to thousands of
employees of corporations of various countries, the management scale can be everything. The
strategy is established in larger organisations by the management board and instead followed out
along with the CEO or chief operating officer.

Contents
Chapter 1: Introduction....................................................................................................................3
Research Questions..........................................................................................................................5
Research Aims and Objectives........................................................................................................5
Research Aim.........................................................................................................................5
Research Objectives...............................................................................................................5
Chapter 2: Literature review............................................................................................................6
Chapter 3: Research Methodology.................................................................................................11
Research process..................................................................................................................11
Research approach................................................................................................................11
Research strategy..................................................................................................................12
Research methodology.........................................................................................................12
Research instruments/tools...................................................................................................12
Sampling...............................................................................................................................13
Ethical implications..............................................................................................................13
Chapter 4: Findings (data presentation).........................................................................................15
Chapter 5: Discussion (data interpretation)...................................................................................19
Chapter 6: Conclusion, recommendations and implications for further research..........................24
REFERENCES..............................................................................................................................25

Title: “Role of motivational theories in improving employee productivity within business
organization.”
Chapter 1: Introduction
Background to Research Topic
A firm's worker plays a very important role in his / her success, so it is important that the
organization consistently motivates its employees. Every organization, if small, medium or large,
every time helps to move individuals toward certain their wanted targets and objective (Ganta,
2014). There's several role-playing hypotheses in regard to ideologies, like Maslow's Hierarchy
of Requirements, McClelland's Desire Principle, Herzberg's Motivator-Hygiene Principle, etc.,
Motivating Theory may usually be divided into two components and interpreted based on
existence. It makes us consider the desires of employees in the sense of the business so that the
organization can make them satisfied by meeting them. There could be several explanations in a
corporation why staff members must be inspired since it has a deep association with institution’s
expansion. Mostly with support of inspired employees company, though, may hold them in a
precarious position to attain objectives and targets in a projected amount of time. Motivational
thinking thus makes workers reach their boundaries so as to achieve high production rates. High
profitability is one of an organisation’s key important targets. Motivation and motivational tool
that has the ability to improve workplace morale and efficiency, may also lead to improved
profitability when managers allow good use of everything. This work provides existing
motivational factors and results from scientific investigation to explain how job satisfaction
produces better growth in companies. Human motivation for employment can be classified into
two groups: intrinsic motivation as well as motivation for extrinsic jobs. Intrinsic motivation
relates to the willingness of individuals to create an endeavour out of the pleasure and
appreciation of the job itself. Extrinsic drive implies the desire to make an attempt to gain any
effects which are different from the job itself, such as compensation or acknowledgment.
Background to Research Organization
Hilton Hotel is among the leading hospitality companies that has been offering its
outstanding services and amenities nationwide ever since creation during the year about 1919.
The developer of the brand, Conrad Hilton, bought the Mobley Hotel in Cisco, Texas, making
this was his first Hilton Hotel. For a global growth business, there are currently 586 Hilton
restaurants and Property with about 215,623 accommodations in 85 countries. As per Fortune

Magazine, business was listed numbers one in their Best 100 Businesses to Function for Fortune
List and this was focused on the workplace poll cantered on their happiness. Almost all of their
hotel chains are situated in the city to encourage ever more consumers (Barrick and et.al., 2015).
As to if traveling for business reasons or traveling for their social activities, the firm is known for
its excellent facilities to the tourists. This all began as Conrad Hilton bought his first resort in
1919. They have guided the market since then with their modern approach to goods, facilities
and operation. Hilton Hotels & Resorts stands proudly as either the chic, forward looking luxury
hospitality pioneer. Take a peek at a few of their primary, guest-focused top picks all along
journey.
Research Rationale
The key purpose behind this study is to also improve the expertise and information about the
particular subject and field of the study. Mainly, it is focused on a study of the impact of theories
of motivation in enhancing the efficiency of workers at work. Researchers can analyse the real
effect of the specific subject on job performance as a whole through this research. Beyond this,
the enhancement of scientific and personal participation in the individual study subject is often
advantageous (Cloutier and et. al., 2015). This should lead explicitly throughout the analysis to
making effective and accurate conclusions. Improving the organisation's efficiency is one of
administrators' main responsibilities. Whether to successfully maximize corporate efficiency,
though, is a particularly divisive problem which can be deemed a major obstacle for managers.
Corporate behaviour models play critical roles in enhancing operational efficiency and certain
components include useful strategies for members to increase organizational effectiveness.
Motivation is a key element in increasing workplace efficiency. The aim of this essay is to
perform a study and examination of research on hypotheses and scientific data on the link
between employee engagement and corporate efficiency with a commitment to drawing valuable
life lessons for management theory. To do this, the paper undertook a study of several of the
main motivating hypotheses and observational research, and their effect on the effectiveness of
workers taking insights from different organizational settings in Hospitality. The research
showed that workplace satisfaction has various reasons to consider: certain financial or monetary
variables like compensation but some are non-financial, like appreciation and demanding
employment.

Research Questions
 What is the role of motivation within the business organization?
 What are the different motivational theories used by company to motivate their
employees towards the job roles?
 What is the importance of motivational theories for employees within the company?
Research Aims and Objectives
Research Aim
“To examine the effect of motivation theory on improve the productivity of workers
within an organization”. A study on Hilton hotel.
Research Objectives
 To evaluate the role of motivation within the business organization.
 To determine the different motivational theories used by company to motivate their
employees towards the job roles.
 To define the importance of motivational theories for employees within the company.

Chapter 2: Literature review
Motivation is a main topic in sociology and explaining personal and organisational
behaviour is important. Motivations imply all psychological mechanisms that trigger
anticipation, encouragement and commitment in voluntary, goal-oriented activities. Herzberg
(1968) suggested the Motivator-Hygiene hypothesis, which would in past decades, has become
one of the main prominent hypotheses of job motivation. In the opinion of Valencia (2005) Due
to his philosophy, influences are split into two categories: motivational factors related to the
work itself, including hygiene factors related to the corporate background. Motivating factors,
like success, development, appreciation, obligation, self-development as well as the task itself,
will lead to job satisfaction and inspire people through strong change and efficiency. Herzberg's
theory says that leaders must not just provide recompense, decent working conditions as well as
other related factors in motivating the employees and boost efficiency of any company. This also
indicates that the job will be completely extended to ensure that workers have exposure to
success in order to create an employee genuinely inspired acceptance, transparency and
promotion. Job enrichment which intends to make the work on its own interesting would then
lead to improved organizational productivity and greater efficiency. Thus, leaders will prioritize
and conduct employee motivation as well as the steps involve reducing affects the ability and
duration, allowing workers the duty to verify their own jobs and establishing a better partnership
with staff and consumers.
According to Huczynski and Buchanan (2007), Hackman and Oldham say workers will be
emotionally driven when the career fulfils three essential aspects of their mental needs although
the work design and performance that includes career enrichment. Second, workers must feel
responsible for the outcomes of their jobs. Secondly, workers must consider the job as important.
Thirdly, workers must consider the effect of their actions on the organization's success. The
system offered further instruction for staff at the outset of the recruiting as well as later times,
including lessons in organizational capacity, interaction skills and management. This also
managed to give more decision-making authority to the groups and individuals. In the context of
Hilton Hotel workplace studies have demonstrated good effects from running this career
enrichment plan. Employee underemployment levels and unemployment fell, and efficiency rose
dramatically (Vom Brocke and Rosemann, 2014).

As per the view point of Huczynski and Buchanan, (2007) Vroom 's theory of average
lifespan provinces that inspiration relies on the perceived likelihood of people to achieve
performance, the potential value or preferential importance of actual performance as well as the
viewed likelihood that perhaps the results will help to achieve valued benefits. In the event that a
person thinks he or she can do a job easily or can lead to lucrative rewards, he or she will be
extremely motivated to be doing the work. Leaders should create an incentive program that
explicitly connects success and award to encourage workers to improve employee effectiveness.
Furthermore, this was also reported that the best three non-financial motivators perform
important job in supporting workers feel that their businesses value them, begin taking their
well-being sincerely and attempt to develop better career opportunities. Any organization's
performance is also calculated by the level about its efficiency. Moreover, this may be assumed
to be irrespective of the employee's mentality and morals in the context of their job dedication
standard. Therefore, no organization can continue to neglect all of the thematic variables that
may lead to the improvement of its employees' engagement rates, which is inspiration.
According to Pinder (2014), Unfulfilled and low moral expectations in a workplace establish
beliefs and attitudes, which, in effect, activate and guide a variety of behavioural aspects.
Motivation depends about how an individual believes himself compared to others. The higher the
inequality of wealth, the higher the stress and so the larger the motive to decrease it, are feelings
of injustice. Depending on the assurance, an individual may work very hard or less. Human
behaviour is motivated by objectives and rational thoughts. Goals affect the success of activities
and assignments selected by individuals. Objectives are the basis of encouragement, as well as
provide rules for immediate behaviour. Until objectives will significantly affect results, two
criteria must be met: First, the individual must be informed of the objective and realize what
needs to be done. Second party needs to consider the target as something worth fighting for.
Goals (basic premise) must be embraced, clear and practical and finding the hard target input
contributes to greater commitment and dedication than simple objectives, if targets are embraced.
The goal method links to the clarification of the realistic impact of management which includes
the complexity of the aim, clear goals, engagement and approval of employees and input on
results. To order to boost efficiency, leaders should respect the 'SMART values' observable,
achievable, reasonable and temporal (Bucherer, Eisert and Gassmann, 2012). Motivations have a
significant part in generating variation and shifts in habits of behaviour. Motivation is a feature

of ambitions, feelings, and creeds in specific organization. Motivation starts and carries on
activity till the objective of the Hotel is reached. Principles for empowering individuals capable
of modifying behavioural habits and fostering growth can be implemented in a more efficient
way.
In the opinion of Locke and Latham (2010) the target setting Theory of focuses on goals as a
context and input as results of success. This emphasis on objective regional segmentation the
setting of targets one of today's most realistic cognitive motivational factors. In short, incentive
as an inner structure positions the causes of the actions within the individual. The setting is used
to assess the right course of action in motivating systems and processes. It is hard to track and
quantify these internal states that can appear in different behavioural models. In fact, where
action or success does not reach the expectations of culture or function, we prefer to presume
that something must be wrong with the individual, rather than searching at deficiencies in the
context of the event. Assessment of behaviour seeks to explain effectiveness and attitude by
knowing the dynamics it takes place within. It is examined that people without dependents spent
many hours working and thus had higher statistics than their fellow employees with treatment.
Many with workers were much less involved in working for their own sake, less pleased with
working because production was less essential and therefore less work needed to be done. Study
findings strongly show that those who spent many work days were mainly those that were
inspired by their job position and were much more pleased with work than those who spent fewer
working time (either because they were not driven by their particular job or just because their job
description did not require that as well) (Sampaio, Thomas and Font, 2012).
In the opinion of Honari (2006) individuals, particularly industrial companies, play a
crucial role in every program. They must therefore be given great respect to make a contribution
in positive work quickly and successfully. It also demonstrated that inspiration in all companies
evokes commitment and competition, induces demand and business changes. Factors including
health, employment, human capital requirements are, thus, a few of the facets and essence of
work that raises the price and amount of product. It can also be stated that individuals,
particularly industrial companies, play a crucial role in every program. They must therefore be
given great respect to make a contribution in positive work quickly and successfully. For every
company, good or benefit, the motivating cycle plays a critical role. The management system is
guided mainly by the motivate procedure, because as willingness to operate in the path set by the

company is created in just an individual employee opinion. Within this heading, the following
can be considered:
 Ensures Loyal Workforce: A significant trait of a good company is adjusting to
growing market conditions. For a company to respond effectively to changes and to
continue to work efficiently, its workers must be extremely loyal and dedicated. This
reduces resistance to the organization's plans to make adjustments. This effectively
enables the company to require adherence to changing requirements (Long and Chrisman,
2014).
 Ensures a Reactive Workforce: A motivated employee is a loyal employee and has a
strong moral quality and a loyalty to the performance of the company. This incentive
decreases employee morale and eliminates the need for fresh workers to continually be
triggered.
 Improves productivity: Motivation like a procedure leads to higher in employee’s
performance. Motivation addresses the worker's desires and thus offers the motivation to
function in anyway. A strong employee is able to do more to improve the business than
any other frustrated staff (Swift and Piff, 2014).
 Ensures organizational efficiency: Keller (2009), motivation plays a significant role in
modifying employee behaviour within the company. Motivation extinguishes human
behaviours most effectively. The emergence of such an optimistic mind-set helps the
company to thrive and grow.
 Facilitates management: Planning is an integrated systematic process and forms a
primary function. Motivation is a key component of path, as previously stated. In order
for workers to function entirely with dedication and allegiance, as a mechanism involving
the guiding or taking action in line with a strategy established. The direction procedure is
therefore only feasible when the employees move up and down determined by the
manager and motivated employees are needed.
In the end of above discussed LR is has been founded that, the ability of doing work as well
as the desire to do research all impact a firm's ability. The potential doing a job is gained by
preparation of students as well as the desire to do a job is inspired. Staff turnover impacts the
credibility of a company (Oakshott, 2012). That makes executives a lot of trouble. There are a lot
of money and efforts investment hiring and educating personnel regularly. Motivation itself is

enough to sustain an organization. Motivated persons work in the organization for a longer
period of time as well as the employee turnover is decreasing. Conditioning (reinforcement and
punishment) ambition is accomplished in behaviour-oriented hypotheses. Training is a powerful
lever for promoting advisable behaviour and adverse effects to dissuade unwanted behaviour.
Motivation is reached as workers are happy and involved in their jobs in job-based theories; cash
reward just suffices to discourage frustration (Saunders and Lewis, 2012).

Chapter 3: Research Methodology
Research Methodology was the method and might even emerge to a final decision with the
implementation of this professor. It is calculated as a research procedure that constitutes methods
for the behaviour of a research. Therefore, for this purpose, the researcher utilizes different tools
and techniques that recognize the knowledge and experience needed to produce the desired
outcome.
Research process
The process of research is a way by which a researcher starts understanding refers to the
assumption (Pinder, 2014). Using this, the investigator can make a decision which method can be
accompanied or accepted and also to determine which kind of techniques will be suitable for
better results. Interpretivism is viewed as a method from which researcher considers human
behaviour as well as the tasks they play. It helps in interpreting a person's personal positions
inside the defined out perspectives.
A positivism variable factor is structured and offers statistical information for more data
analysis. In this researcher may calculate a significant sample size. Due to specific features this
approach is being implemented in respective work.
Research approach
Research approach is identified as a research project and method that allows an
investigator from a wider presumption to come up with a comprehensive means of analysing,
analysing and interpreting data (Osabiya, 2015).
Deductive model enables validate insinuation so that a decent association can be estimated.
When an investigator has developed a theory and needs to ask whether the hypothesis tested
must be used or discarded when doing analysis, the deductive method is ideally applied to the
same strategy.
Inductive methodology allows researcher identify novel hypotheses which have not yet been
tested (Easterby-Smith, Thorpe and Jackson, 2015).
In connection with this investigation, philosopher is using descriptive research method
because this will assist to generalize broad research question into particular research important
subjects.

Research strategy
Major elements of an investigation are shown in the research strategy, such as
methodologies that should be used, region to be focused on, exactly what sort proposed study
must be chosen, etc., because it can be enforced in the course of research. This is also divided
into 4 main categories, including case study, surveys, evaluation, questionnaires, as well as
action-oriented study.
Researcher has selected a questionnaire in order to achieve research objectives and it
cannot be as well lengthy and therefore the investigator could save his / her moment and use it in
those certain operations (Kanfer, Frese and Johnson, 2017). To use a questionnaire aims to
translate any information into numeric and statistically as well.
Research methodology
Qualitative Research:
This method rely primarily mostly on humanism and optimistic perspective, so it can be
assumed that perhaps the qualitative approach is focused solely on individual values,
perceptions, actions and behaviours. Classifying the relations between variables is helpful this is
why qualitative research is regarded to be mainly an investigative descriptive research
(Jayaweera, 2015).
Quantitative Survey:
There will be certain cases where the gathered evidence and knowledge are in qualitative
form so statistical method seems to be used to measure the issues which can be interpreted in
graphical form eventually. It is more comprehensive and well organized relative to qualitative
studies. This may involve online surveys, direct physical interviews, Telephonic round, etc.
Sample size may be tiny, medium or huge. Quantitative analysis approach was introduced in
order to perform this study as it essentially comprises of different types of organized questions
that could be further translated into numerical tests.
Research instruments/tools
Research study will focus entirely on data collected and it is necessary that perhaps the
researcher collects input effectively. Essentially, data processing relies on data sets that are used
because two of them seem to be main and secondary sets. In conjunction with this study, the
primary basis of evidence has been accepted by the researcher because it is deemed reliable as
well as the collected knowledge is not included in all of the analysis work. Additionally, several

open-ended questions were introduced within this questionnaire system (Malik, Butt, and Choi,
2015). Most researchers use this approach because it works out cheaper and respondents feels
likely to speak their entire question as per the correct options offered. Descriptive approach
should be used in relation to this study as it can help to determine a connection between various
variables. Thus, if the researcher wanted to get adequate and accurate forecasts about a group of
individuals or a person then the concise study design method is sufficient.
Sampling
Sampling, even when trying to conduct some kind of investigation, is calculated as an
essential feature as it gives an indication of individuals about what they believe in the context of
particular topic. As far as the meaning sampling is concerned, it is known as a method in which
knowledge and information are obtained from a specified number of community or community
subsets. Therefore, sampling may be assumed to be a method of collection by participants for
knowledge gathering. There would be 40 participants in the sense of this study sample size,
which really is adequate to achieve acceptable data.
Ethical implications
Research ethics offers guidance on the performance of conscientious science. Additionally,
it teaches and tracks participants to maintain a strong ethical level. A basic overview of certain
ethical concepts is provided here:
Honesty:
Submit info, outcomes, processes and techniques and publishing status in an honest manner thus
researcher do not fabricate, distort or falsify results.
Activity:
Efforts to prevent prejudice in laboratory design, data collection, data evaluation, peer
examination, professional reviews, grant drafting, circumstantial evidence and other scientific
facets.
Intelligence:
Hold up the commitments and deals; behave with sincerity; aim for clear thinking and
practice.
Paying attention:

Researcher must avoid silly errors and negligence and must examine their own work
effectively and clearly as well as focused on peers' work (Maylor, Blackmon and Huemann,
2016).
Openness:
Share info, performance, concepts, equipment, and tools which help to get up with critique
and fresh thoughts.

Chapter 4: Findings (data presentation)
Questionnaire
Q1) What is the role of motivation within the business organization?
A. Growth
B. Improving of Profit earning
C. Increasing cost of training
D. All of the above
Q2) What are the different motivational theories used by company to motivate their employees
towards the job roles?
A. Maslow’s needs hierarchy
B. Alderfer’s ERG theory
C. Herzberg’s two-factor theory
D. Victor Vroom's expectancy theory
E. Locke’s goal setting theory
Q3) What is the importance of motivational theory for employees within Hilton Hotel?
A. Herzberg’s two-factor theory
B. Maslow’s needs hierarchy
C. Victor Vroom's expectancy theory
Q4) Does motivation help you in personal development?
A. Yes
B. No
Q5) What kind of motivation makes you more relaxed?
A. Incentives and additional amount.
B. Office trip with family
C. Job increments.
Q6) What recommendations would you give managers in Hilton hotels group about how to

motivate staff at all levels?
A. Provide worker half yearly a trip.
B. Increase salary with time and experience.
C. Add family medical benefits.
Q7) Which position does your boss or superior perform in your enthusiasm for the job?
A. Provide regular training.
B. Put pressure on subordinates.
C. Do not describe the entire way of working
Q8) Which acts, attitudes, or incidents at work can impair or destroy the drive at work?
A. Employee Favouritism
B. Pressure of work on new enters
C. Old and slow ways of training
D. No of the above.
Q9) Would you like to be part of Hotel for longer period?
A. Yes
B. No
Q10) What advice will you send to Hilton Hotels Community managers on how to inspire
workers in future to increase brand services image?
Data presentation
Q1) What is the role of motivation within the business organization? Frequency
A. Growth 15
B. Improving of Profit earning 12
C. Increasing cost of training 7
D. All of the above 6

Q2) What are the different motivational theories used by company to motivate their employees
towards the job roles? Frequency
A. Maslow’s needs hierarchy 8
B. Alderfer’s ERG theory 6
C. Herzberg’s two-factor theory 10
D. Victor Vroom's expectancy theory 9
E. Locke’s goal setting theory 7
Q3)What is the important motivational theory for employees within Hilton Hotel? Frequency
A. Herzberg’s two-factor theory 16
B. Maslow’s needs hierarchy 14
C. Victor Vroom's expectancy theory 10
Q4) Does motivation help you in personal development? Frequency
A. Yes 30
B. No 10
Q5) What kind of motivation makes you more relaxed? Frequency
A. Incentives and additional amount. 12
B. Office trip with family 10
C. Job increments. 18
Q6) What recommendations would you give managers in Hilton hotels group about how to
motivate staff at all levels? Frequency
A. Provide worker half yearly a trip. 10
B. Increase salary with time and services. 15
C. Add family medical benefits. 15

Q7) Which position does your boss or superior perform in your enthusiasm for the job?
A. Provide regular training. 27
B. Put pressure on subordinates. 7
C. Do not describe the entire way of working 6
Q8) Which acts, attitudes, or incidents at work can impair or destroy the drive at work?
Frequency
A. Employee Favouritism 15
B. Pressure of work on new enters 13
C. Old and slow ways of training 3
D. No of the above. 10
Q9) Would you like to be part of Hotel for longer period? Frequency
A. Yes 35
B. No 5
Q10) What advice will you send to Hilton Hotels Community managers on how to inspire
workers in future to increase brand services image?

Chapter 5: Discussion (data interpretation)
Q1) What is the role of motivation within the business organization?
Frequency
A. Growth 15
B. Improving of Profit earning 12
C. Increasing cost of training 7
D. All of the above 6
Mean 10
Mode 3
Median 10.5
Interpretation: From the table above it has been determined that most of the
representative are in the favour that motivation of employees lead to big growth and also
increase the profit earning capacity of Hotel. In addition, there must be new ways of motivating
employees so that the opinion of working regarding cost increase can be controlled and they are
more focused on working.
Q2) What are the different motivational theories used by company to motivate
their employees towards the job roles?
Frequency
A. Maslow’s needs hierarchy 8
B. Alderfer’s ERG theory 6
C. Herzberg’s two-factor theory 10
D. Victor Vroom's expectancy theory 9
E. Locke’s goal setting theory 7
Mean 8
Mode 1
Median 7.5
Interpretation: All of the theories of motivation are crucial for business growth
depending upon the strength of working and industry they operate (Ajao and Small, 2012).
However, 10 candidates assumes that most favourable theory for hotel and employees is
Herzberg two factor in which high motivation helps to attain the needs and desire step by step. In
addition, Manager must always focus to keep on motivating employees by using ideas and
concepts of all theory as worker the most valuable aspect for business growth and expansion.

Q3) What is the importance of motivational theory for employees within
Hilton Hotel?
Frequency
A. Herzberg’s two-factor theory 16
B. Maslow’s needs hierarchy 14
C. Victor Vroom's expectancy theory 10
Mean 13.33333333
Mode 6
Median 13
Interpretation: From the Hilton hotel point of view 16 candidates from 40 thinks that working
with the principle of Herzberg’s two factor theory help them to work in desired manner with full
satisfaction. This help them to reduce the conflicts among manager and other employees and
everyone is focused towards their certain working that directly help Hotel to deliver best services
to their visitors.
Q4) Does motivation help you in personal development?
Frequency
A. Yes 30
B. No 10
Mean 20
Mode 0
Median 20
Interpretation: In the above, table it is clearly determined by the researcher that regular
motivation also helps in personal growth and development of worker. As they can develop the
habit of more focused and concentrated towards work help them to be a good human for rest of
their life. In addition, motivation also supports them to be prevented from any kind of illegal
business practices which may effect to job loss or any other serious problem.
Q5) What kind of motivation makes you more relaxed?
Frequency
A. Incentives and additional amount. 12
B. Office trip with family 10
C. Job increments. 18
Mean 13.33333333
Mode 12
Median 15
Interpretation: From the above table, it has been evaluated by the investigator that 18 member
feels that job advancement or increments leads them to be highly motivated (Hammer, 2015).

This is because growth of job brings various benefits which are desire of every person working
in Hilton hotel. Only 10 members are interested in going out with family on a sponsored trip by
hotel as they thing job increment is most important after which they can fulfil their different
dreams.
Q6) What recommendations would you give managers in Hilton hotels
group about how to motivate staff at all levels?
Frequency
A. Provide worker half yearly a trip. 10
B. Increase salary with time and experience. 15
C. Add family medical benefits. 15
Mean 13.33333333
Mode 10
Median 12.5
Interpretation: In the above table it is clearly mentioned that most of member from the selected
candidates wants to increase the salary package on regular basis depending upon experience and
quality they provide to visitors (Filser, Kraus and Märk, 2013). In addition 15 member also
assumes that adding a family medical coverage would also beneficial for them as it give a feeling
that Hilton Hotel management respect their worker and can certain policies to retain them form
longer period.
Q7) Which position does your boss or superior perform in your enthusiasm
for the job?
Frequency
A. Provide regular training. 27
B. Put pressure on subordinates. 7
C. Do not describe the entire way of working 6
Mean 13.33333333
Mode 3
Median 16.5

Interpretation: As the results of above table clearly defines that member of Hilton Hotel
are highly satisfied with the working environment and behaviour of manager. This is because 27
candidates thinks that manager use to develop different ways effective training and are always
wants to increase the efficiency of working employees in various department. However, some of
the candidates still thinks that thing are not appropriate in Hotel and there is needs of quick
changes otherwise there can be tough situation for success of Hilton as other hotels are doing
various attempts to attain competitive advantages.
Q8) Which acts, attitudes, or incidents at work can impair or destroy the
drive at work?
Frequency
A. Employee Favouritism 15
B. Pressure of work on new enters 13
C. Old and slow ways of training 3
D. No of the above. 10
Mean 10.25
Mode 0
Median 9
Interpretation: From the table above, it has been determined by the researchers that most of the
candidates assumes that there is a high practise of employee favouritism in Hilton Hotel due to
which deserved staff member are not getting the chance of job increments and other benefits. In
addition, senior in each department use to put pressure on new working for working on public
holidays which makes them irritated and due to which staff turnover is also higher.
Q9) Would you like to be part of Hotel for longer period?
Frequency
A. Yes 35
B. No 5
Mean 20
Mode 0
Median 20
Interpretation: The above tables shows that, due to best brand image in the world and
favourable working condition as well as modern incentive techniques 35 candidates from 40

representative are planning to work for Hilton Hotel from more longer time. They thinks that
hotel provide them regular growth opportunities that makes them highly satisfied towards their
job role (Potgieter and Coetzee, 2013).

Chapter 6: Conclusion, recommendations and implications for further
research
In the end of research report, it has been concluded that motivation is the most important
factor for the growth of company, as it make employees to fully satisfied with the company
working and they put all their efforts and skills to reach the desired results. The conclusion is that
the motivation, external conditions and the leadership strategy of Hilton hotel staff have a
significantly positive relationship (Eniola and Entebang, 2015). Different motivation theory has
been used by the manager of Hilton Hotel which makes staff member to fulfil their job
requirement and they work in manner to increase the brand image of hotel all over the UK and
different location. Therefore, we prefer to conclude that when action or results fails to follow
social or functioning expectations, instead of searching for defects in the context of the
individual, that anything is wrong. This is commonly considered that once an individual becomes
strongly driven, this would increase profitability, performance and quality of company. This
context it is essential to acquire a way of improving the morality of employees, in the end,
enhancing employment commitment, improving modern definition of living and enhancing staff
resources and current societal advancement. The objectives of this research is thus to find out
how specific motivational strategies encourage workers to enhance their workload and increasing
their economic potential.
It have been recommended from the above discussion that an organisation's versatility will
shift away from the existing pay-per-worker-go framework to an enterprise that encourages
obstacles and successes, provides corporate development experiences, incorporates community
rewards and person motivation, focuses on role design, implements constructive reinforcement
and supports safe working conditions (Nuthall, 2018). Research suggests that perhaps the
majority of employees are clearly motivated by work environment or work life variables instead
of skill set. Incidentally, employees inspired by considerations outside of employment are
lowering satisfied. It is not really remarkable that the ones mainly driven by the job performance
were better than the total with other motivational resources. Investigations have shown that
satisfying our main workers’ needs is essential to satisfying jobs, and the greater the proportion,
the greater the productivity for company. The rewards presented in the workplace impact
corporate development and professional advancement for workers. A number of prizes, including
team recognition, individual acknowledgement focused on outstanding results and prizes for all

staff for accomplishment are suggested (Peck and Reitzug, 2012). To improve collaboration,
congratulate workers on the team's results. It may be detrimental to provide just a few
individuals with bonuses. By defining goals, employees achieve a clear and satisfying strategic
strategy for their own career development. Specific and theoretical expectations will hinder job
efficiency and adversely impact workplace productivity. Objectives should be challenging and
yet realistic that test the creativity of employees and the ability to solve problems will boost
performance, increase workplace knowledge and encourage employee satisfaction which can
overshadow a one-off financial reward. Objective development should be supplemented by
frequent and thoughtful reviews on the performance of the employee from superiors.
In order to conduct the further research, regarding the specific topic there must be proper
connection of internet and proper storage facility which helps in searching useful information
relevant to the topic. In the context of respective topic researcher have the proper understanding
and recognition about the different theories of motivation which support in gathering the useful
information and make proper recommendations. It is clear that most employees in the
hospitality industry, particularly junior managers, are not happy and motivated in about their
work. There have been significant relationships between creativity and employment, mostly on
one side, and employment and employment satisfaction. Participants are shown to be inspired to
perform better when research is rewarding and people feel that they are responsible for the
results of their allotted job role (Strydom and Rudansky-Kloppers, 2016). It is strongly advised
that an organizational motion keep moving away from the original pay reward system towards a
business model that encourages difficulties and achievements, creates organizational learning
experiences, makes use of incentive schemes for groups and individuals, reconsiders work
environment, uses beneficial strengthening and encourages positive working environment.

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