Performance Appraisal's Impact on Employee Motivation

This report investigates the impact of performance appraisal on employee motivation within the hospitality industry. It begins with an introduction outlining the aim, objectives, and research questions, followed by a literature review covering performance management, motivation theories (Herzberg, Maslow, Vroom, and Taylor), and the relationship between performance appraisal and motivation. The research methodology is quantitative, analyzing data to determine the effects of performance appraisal on employee motivation. The findings are discussed, highlighting the impact of performance appraisal on employee engagement, the importance of fair and accurate appraisals, and the role of HR strategies. The report concludes with recommendations, a summary, and a reflection on the research process. The report addresses key areas such as fairness, perceived accuracy, appraisal satisfaction, and the tools used to encourage employees. It also examines the significance of employee engagement and the impact of poor HR strategies. The research aims to identify the most effective performance management strategies and the gaps within them.

Impact of Performance Appraisal on
Employees Motivation in the Hospitality
Industry

ABSTRACT
The major aspect to this investigation is to acknowledge about the impact of performance
appraisal over employee's motivation as within the hospitality industry. It clearly provide better
knowledge about the significance and importance of performance appraisal that has direct impact
over working performance and its productivity as working nature of employee is directly
dependent over different factors as wage, salary, incentives and recognition that is offered by
business within certain period of time. In this different questions are covered about different
tools that is used to control and encourage working employee's, importance of employee's
engagement and its impact on HR strategies, performance appraisal and its acceptance,
employee's motivation and its dependency over performance appraisal and qualitative basis to
achieve higher success while working in hospitality industry. In first chapter introduction is
covered that provide brief significance about performance appraisal and employee motivation
along with suitable designing of aims, objectives and research questions. In addition to this brief
summary about literature review is conducted which is processed within support of secondary
data that is collected from books, journals, articles, publications and many other sources as well.
In support of this suitable information about performance management and its theory, model and
its importance within hospitality industry. Along with this motivation and its theories is
summarised as like herzberg's dual theory, Maslow's theory, Vrooms theory and Taylor's
motivation theory. Moreover, performance appraisal is considered that encourage employee's and
its accountability with the better analysis of poor HR strategies. In another chapter research
methodology and its methods is analysed that provide better clarity about methods and approach
that make research processing more easy and comfort. In this quantitative result is conducted that
provide better information with support of statistics in which authentic outcome is collected in
timely frame. In the next chapter, complete data is analysed that provide sustained clarity and
interpreted outcome in timely constrained. In last recommendation is included that provide better
information about loop holes that is covered with support of better strategies.

Table of Contents
ABSTRACT.....................................................................................................................................2
TOPIC..............................................................................................................................................4
CHAPTER 1....................................................................................................................................4
1. 0 INTRODUCTION ...................................................................................................................4
1.1 Aim...................................................................................................................................4
CHAPTER 2....................................................................................................................................6
2.0 Literature Review.......................................................................................................................6
2.1 Performance Management................................................................................................9
2.2 Performance appraisals and its importance......................................................................9
3.0 Motivation .....................................................................................................................10
4.0 Performance appraisal and motivation ..........................................................................14
4.1 Fairness ..........................................................................................................................14
4.2 Perceived accuracy ........................................................................................................14
4.3 Appraisal satisfaction ....................................................................................................14
3.0 Research methodology and methods..............................................................................15
CHAPTER 4..................................................................................................................................17
Data analysis.........................................................................................................................17
4.1 Discussion of findings....................................................................................................20
CHAPTER 5..................................................................................................................................27
Recommendations................................................................................................................27
Summary of thesis................................................................................................................28
Conclusion............................................................................................................................28
CHAPTER 6..................................................................................................................................29
Reflection.............................................................................................................................29
REFERENCES..............................................................................................................................30

TOPIC
To study the Impact of Performance Appraisal on Employees Motivation in the
Hospitality Industry. A case study on hospitality industry.
CHAPTER 1
1. 0 INTRODUCTION
The term employee or workforce motivation is explained as energy, enthusiasm, amount
of creativity to demonstrate work commitment of an individual towards their role and
organisation. Motivation is totally engaged about how an individual feel in the way of achieving
professional and personal goals. Individuals who are engaged in organisation understand about
roles and responsibilities that directly proportional towards organisation success. Along with
this employee's motivation is explained according to the level of energy, persistence and
commitment towards job role (Bazzoli and Curcuruto, 2020). This report is written from
perspective of hospitality sector and it is sector that it is well-known for their accommodation,
food and room services. Further, this report highlights on research aim, objectives and question
to understand importance of performance appraisal on employee motivation. Along with this
literature review and motivation definition will be included in this report to understand
workforce perspective towards job role. Hospitality industry is explained as a part of service
sector and this is comprised with sub-sector and it undertake about lodging service, events,
tourism and transportation and this is understand by main goal of service and it is used to create
and generate better support for organisation. The main core of hospitality industry define about
different activities through which goal and objective of service sector is improved for completion
of work with decided approach. Motivated employee's is explicated about overall roles and
responsibilities and it states about individuals roles to perform and complete work with motive of
enhancing motivational techniques to engage more number of individuals and it aids persons to
complete their task with facilitating and performing their roles in an organised manner.
1.1 Aim
 The aim of this research is to examine the strategy of different types of businesses.
 To identify the effectiveness of their performance management strategy.
 To demonstrate the gaps in the performance management system and to find the
connection between the gaps and bad performance.

Objective
 To find out what are the most common tools used in dynamic environments like
hospitality and what are the frequency of performance appraisal by November 2020.
 To identify and examine the main employee motivators in the hospitality industry and
how to meet with them in order to increase efficiency by November 2020.
 To evaluate barriers that managers can face during the process of performance
management and to carry out the reasons that can lead to the failure of the process e.g
firing someone by November 2020.
1.2 Research questions
 Performance appraisal: a tool for controlling or to encourage employees?
 Why it is important to listen to employees and to engage with them: the impact of poor
HR strategies.
 Why performance appraisal meetings go wrong?
 How employees' motivation is affected by performance appraisal?
 How to achieve the required performance? This research novel it is qualitative and
related to the hospitality industry
1.3 Research Summary
With understand of above topic it is understand that employee's motivation perform an
important role and this aids management to perform work with more efficiency and
effectiveness. Performance of individuals is also engaged to complete their task according to
decided roles and responsibilities which support persons for completion of work with decided
roles. The main aim to conduct this research is to analyse and understand about performance
through understanding performance appraisals method (Ahmad and et. al., 2019). It is also used
for completion of task with decided motivation perspective and methods that enhance and
improve morale of employee's. This also refers persons generate as well as examine importance
of motivational aspects among organisation. Their are different strategy aspects relates with
organisation that undertake to analyse about business roles to identify and analyse effectiveness
of company.

CHAPTER 2
2.0 Literature Review
Most common tools used in dynamic environments like hospitality
From the perspective of Bianca Esmond, 2019 hospitality industry is face issue due to
dynamic environment and it constantly move and engage towards largest aspects which is used
by restaurants and hotels to perform their work with decided roles. Organisation define and
manage about opportunities and it engage about implement of management perspective that
enhance and create ways to perform work with long-term customer base. Along with this
individual complete their role with engage and develop technology perspective in company roles
through which task is complete as per customer experience (Chiu, 2018). Some latest trends
among hospitality organisation to perform work are relates with technology that improve
advance factor related with technology. Wi-Fi infrastructure is required by hotels and it is used
for managing work with use of devices that undertakes about phones, tablets, computer etc. This
aids towards generate of aspects and it is used to connect with internet. Moreover, hotel guest
expect to generate and connect with individuals with low interruptions. Digital conference
facilitates and offer about effective facilitates and it's use for performing task such as managing
meetings and conferences. Digital aspects aids persons to engage project for equip technical
facilities that increase motivation among workforce to perform their role with more efficiency.
Why it is important to listen to employees and to engage with them: the impact of poor HR
strategies.
As per according to the viewpoint of Mason Stevenson, 2019, employee engagement is
used to process better values as with this transformation of work and professionalism is
continues with relation to work. In this different strategies are developed under which employee's
engagement is favoured as by reflecting suitable concern towards working development and its
advancement. The HR of businesses maintain clear focus and target to develop and design
suitable strategies as with this strong level of engagement is processed in systematic manner. In
this various strategies and initiative is induced through which effective designing and
development of strategies is progressed those are in favoured of business growth and
development (Alsuwaidi and et. al., 2020). It also get improvise personal and professional
development under which level of engagement and its productiveness get advanced without
harnessing any roles and responsibilities within working standards. In this ability of employee to

express themselves cognitively, physically and emotionally under which performance
management and advancement is increases in systematic manner. In this three psychological
situations is consider that allows and permit employee's engagement as in terms of
meaningfulness, safety and availability as it improvise physically and mentally expression of self
advancement and improvisation. It has favourable impact over high level engagement under
which culture development and different opportunities get developed that enhance rate of
retention and attraction of employee's engagement.
Why performance appraisal meetings go wrong?
According to the viewpoint of Susan M. Heathfield, 2020, the management of the
business went wrong at different situations as with concern of performance appraisal and it has
direct relation to one-to-one meeting for support of appraisals interaction. It rarely create and
develop profitable aspect as with this leadership team and staffing get required to considerate as
with this proficiency among working is developed in constrained mode. To fix various issues
business make ensure to worked over performance appraisal that is pertained on annual basis in
which employee's get feedback as per requirement through which planning to achieve goal is
frequently get enhanced with productiveness (HASANPOOR, 2018). In this need of an
individual to develop and design certain planning is processed on regular basis. Along with this,
adequate coaching and mentoring is offered under which balanced level of contribution to
enhanced employee's ability and productivity also get increases in successful manner. For this
expectation of employee's is enhanced as from there manager and for this constant change and
modification is processed as per constant evaluation and contribution. The working capabilities
of employee's is advanced and in this if they didn't get adequate response about their working
then they get affected and it has negative impact over workers productivity. Performance
appraisal is directly be dependent with employee development in which direct focus is
maintained towards skills and abilities development as it encourage development capabilities
under which rate of accomplishment of objectives and aims become faster and in timely basis.
How employees' motivation is affected by performance appraisal?
As per according to the viewpoint of Anam Ahmed, 2020, the success of an organisation
is dependent over the level of motivation and success rate as with this constructive feedback is
offered through which employee's performance and productivity get advanced. Within modern
business, workforce or employee experience perform an important role and it is used in

completion of task with motive of managing work through which individuals complete project
with more efficiency. Increase in communication is recognised as an important factor and it aids
persons to perform their work with high motivation. The term communication is explained as a
word and this aids business to manage and perform work by increasing motivation among
workforce (Kim and Sung, 2020). The term communication also aids persons to complete task
with new ideas. By recognising achievement perspective this is understand workplace motivator
is used for improving and enhancing experience that raise bar of workplace as all individuals are
focused towards implement and complete their role in an organised and efficient manner. It
reflect job and role description that uphold suitable advice as with this balanced level of accuracy
towards working is processed to attain suitable accessibility. It enhance the effectiveness towards
goals and target achievement through which wider vision and mission is attained with better
responsibilities. The appraisals is provided on the basis of merit basis that raise excellence
opportunities that is dependent over compensation, bonus and other benefits as well.
How to achieve the required performance related to the hospitality industry
According to the viewpoint of Francine Haliva, 2020, the service culture is processed
with support of collective effort as with this standardised services is provided so as to emphasis
exceptional capabilities and experience in consistent manner. It is also get processed with certain
repeatable and manager develop various strategies and functions for event situation with
appropriateness. For this favoured services are delivered to guest as with this profession services
are delivered and progressed in support of familiar services. In terms of new and advancement
services various innovation, creations, realities is boost with combination of collective effect that
also get facilitate overall experience within competitive marketplace. There are different ways
that is used to improvise quality services as hospitality industry make ensure to treat all guest as
VIP under which coaching to staff, attentiveness, response towards sense of urgency also
developed in regardless of status as with this moderate level of changes is induced with
adequateness (King, 2020). For this priority is favoured towards one time training and promotion
that collectively offer high quality training that also requires time commitment along with
technological implementation. The business also offered personalised services to its customers
during which customer's felt more connected and also get recognised as per availability of
valuable information and modification in balanced mode. For this working accessibility and its

attractiveness is improvised as by maintaining and creating long lasting performance in positive
manner.
2.1 Performance Management
It is a procedure that is usually followed by the business as in order to ensure about to
meet standardised outcome and target with better effectiveness. It assist the business to ensure
that better output is achieved in organised manner as with this effective and efficient changes are
induced as by enhancing and developing performance management.
Performance appraisal is referred to review, evaluation, development, discussion about
performance as with this overall job performance is evaluated and documents that is also be used
in future period of time. It usually contribute towards better evaluation of achievement, growth,
skills, abilities and perfections. It usually process with support of three functions as provide
appropriate feedback, serve modified behaviour towards working habits and to offer suitable
future for job assignments.
Performance appraisals models is usually segmented and classified into different stages
as like planning, monitoring, developing, rewarding and rating (Lin and Kellough, 2019). In this
the fundamental goal is to attain and create measurable as with this long term sustainability and
wider accessibility is processed with productiveness.
Performance appraisals tools as like management by objectives in which management of
business ensure to develop standardised objective that is achieved within stipulated period of
time, 360 degree feedback as with this before processing appraisal feedback is taking from all the
different individual's as with this feedback is collected from different individual as with this
favourable outcome is attained in successful manner.
2.2 Performance appraisals and its importance
It is always be important for the long term sustainability and growth of business as it allows to
provide positive feedback and effectual response under which different areas get identified as
while developing various areas of improvement. In this training and planning is progressed under
which skills and abilities get developed that motivate employee merit dependence compensation
system.
Performance appraisals role is basically resolved as by offering and providing suitable
feedback to all as it is dependent with relation to their performance, changing behaviour and
modification towards working habits is getting improvised along with this suitable information is

delivered to manager thus they get judge all the future related assignments with adequateness.
The source of danger is that there is a rating biasses which is dependent as per favouritism,
rating inflations under which scoring and rating inflations is processed under which overall
performance is advanced in productive manner (Nazaruddin and et. al., 2020).
Performance appraisals system in hospitality is always be powerful for management as
with this valuable information and quality services is processed. In this decisive ability is also
advanced that offer better success and both tangible and non tangible benefits. It is used to
advanced planning and long term development as with this better outcome is achieved in certain
time period.
3.0 Motivation
It is a basis that is always be essentials and consist of a process in which initiation,
guidance, maintenance is programmed towards goal oriented behaviour. It involve various
reasons as like actions, willingness and goals that collectively fulfil the need of satisfaction.
Employee's motivation reflects sustained level of commitment, persistence and creation
which is processed during the process of employment (Pagan and Malo, 2020). It induced higher
level of involvement and engagement under under employee's productivity and performance
credibility is advanced in productive manner.
Herzberg’s dual theory: It is a motivational theory that is dependent over motivation-
hygiene and also known as two factor theory under which job satisfaction and its dissatisfaction
is embraced with relation to independent factors within working place. In this two factors is
considered that adjust employee's motivation by which they get retain and attract within an
organisation for longer period of time and these factors are as explained below as:

 Motivators: It is a factor that basically consist of balanced level of processing that
encourage employee's and other workers to work harder as while accomplishing both
short and long term goals and target. Hygiene factors: These are those factors that didn't get motivate others to work harder as
it is relative to cause and become demotivated that furthermore has direct impact over the
working consequences and abilities as of in direct basis (Suttikun, Chang and Bicksler,
2018).
Maslow Theory: It is a theory that is established by Maslow's hierarchy of needs as it
compromise with concern of five tier that fulfil human need with parallel depiction of need in
form of pyramid. It also assist the business to fulfil basic requirement of employee's as with this
ability to make direct and positive change in direct basis. It is also be dependent over different
factors that is as explained below as:
Illustration 1:
https://expertprogrammanagement.com/2018/04/herzbergs
-two-factor-theory/

 Physiological needs: It is a need that considerate biological requirement as food, air,
water, shelter, warmth, sleep etc. In this a basic requirement that is required to be fulfil in
order to satisfy basic need and for that business offer adequate salary and wage to its
employee's. Safety needs: It is a need that is related to safety and security as with this individual get
predict and control their life in balanced mode (Selvarajan, Singh and Solansky, 2018).
For instance, financial security, emotional security, order and law, health and well-being
is also be considered and it is fulfil by business as by offering timely promotion. Belongingness needs: It is a mixture of safety and psychological needs that is required to
fulfil as by involving balanced level of relations through which employee behaviour is
motivated. It consist of trust, acceptance, affection and love. For this business maintain
sustained target towards development of positive culture in which employee felt more
connected to each other as with this long term sustainability is achieved with
adequateness. Esteem needs: It is another stage within which dignity, achievement, independence and
mastery is considered along with the desire to get respect from others (Kyeremeh and
Pimpong, 2018). In order to fulfil this business offer promotion and authority as with this
profitable ending is resulted in systematic manner.
Illustration 2: https://www.simplypsychology.org/maslow.html

 Self actualisation: In relation to this stage individual get realise about individual
potential and self fulfilment as it seeks to personalise long term growth and development
as with the desire to attain better future.
Taylor's motivation Theory: It is a theory that is based on the fact that employee's
motivation is always be productive as per concern of adequate response. It is a scientific
management that is used to boost and improvise overall productivity of team through which rate
of accomplishment of standardised outcome in timely constrained. It reflect adequate attempt as
with this efficient and effective mode of job performance is considered as with this overall
working efficiency is increases with better possibilities (Ann and Blum, 2020). This theory
pertain that employee only get motivated as per getting pay and money and it is furthermore
describe below as:
 Taylor believed that employee has a nature to monitor and controlled all the different
possibilities and only enjoy the work as with easy slack of work and it is known as
natural soldiering.
 It is required that business offer adequate training and development to its employee's as
with this ability to manage various issues and complexities also get controlled in
standardised manner.
Vrooms Theory: It is a theory that is dependent over the effectual combination of
different behaviour as with this conscious alterations is addressed through which purpose to
intensify overall pleasure and reduction of pain is processed with effectiveness. Vroom analysed
that performance of employee is completely dependent on different factors and it is based on
skills, knowledge, abilities, experience and personality development. It is a theory that is
dependent with three components as expectancy, instrumentality and valence under which
individual's belief and their efforts attain lead towards intend of performance goals. In valance
emotional orientation is considered in which extrinsic factor consist of promotion, money and
benefits and on the other in expectancy various level of confidence is processed under which
capabilities of working is discovered as per consideration of employee need (Ahuja, Padhy and
Srivastava, 2018). Furthermore, in relation to instrumentality employee perception is reflected
under which actual level of changes is programmed as with this adequate reward is offered and
with this collective pleasure is improvised as by reducing pain.

4.0 Performance appraisal and motivation
It tends to process various benefits within which the need to improvise and advance
working culture is promoted in satisfactorily manner. For this clear understanding is transferred
as by completing and accomplishing all the mandatory need in timely constrained. It improvises
the level of fairness and accuracy in which employee's satisfaction and improvisation is
progressed in productive manner (Curzi and et. al., 2019). It offer various benefits to employee's
as clarification of goals, communication and expectations that promote and improvise working
standards in productive manner.
4.1 Fairness
Within business improvise the quality standards with better sufficiency of as with this
attractiveness, pleasing and adequate meaning is offered that describe suitable profitability in
productive manner. It is also consider of ethical principle in which faired relation is developed
and improvised in positive manner.
4.2 Perceived accuracy
It is a basis that is dependent over the basis of ethical consideration in which working
standards and its possibilities is enhanced and it has processed favoured outcome in timely basis.
For this working proficiency is also get developed and improvised under which rate of
achievement of objective is processed on continuous basis.
4.3 Appraisal satisfaction
It is a phenomenon that is required to motivate and improvise working efficiency as with
this employee efficiency and effectiveness is relative mode (Kim, 2018). It is a necessary aspect
as with this employee get improvise their working attitude and behaviour along with this long
term sustainability is attained in favourable way.
Performance appraisal encourages or accountability the employee's as with this various
task and deliverables get personalised as with this willingness to improvise different issues and
responsibilities is advanced with support of profitability. It is required that actionable outcome is
considered through which gaols and target is achieved as with concern of resolving various
issues in available manner.
Impact of poor HR strategies is having negative impact over the reduction of employee's
conflicts, inadequate training, lack of recognition and poor team building within which various

issues is considered through which working possibilities is improvised within certain period of
instance. It also reduces the impact of overall productivity as with this specific job positions and
its abilities is measured with concern to reduce working insufficiency through which positive
outcome is achieved in regular basis.
Competence enhance the rate of accomplishment of task and resources through which
working proficiency among workers is advanced as by managing and controlling sustainability in
adequate manner (Chandhana and Easow, 2018). For this manager ensure to considerate different
basis through which rate of professionalism and its attribute is managed and controlled over a
systematic period of time.
CHAPTER 3
3.0 Research methodology and methods
Research methodology is the particular process or technique utilize to measure, select,
procedure and observe data about specific subject area. In paper of research, the methodology
section give permission to reader to evaluating a overall study reliability and validity in critical
manner. It helps to the researcher to gather and collect the suitable data or information according
to needs and quality by which targeted goals and objectives is achieve in effective manner also
with perfection. It makes easy along with results is perceived on timely based. The research may
be most huge defined as systematic collection of information and it observe for promotion of
skills in any topic. Investigation attempts to discovery of the answers practical questions with the
helps of systematic methods and rational methods (Allen, 2020). In research the methodology
and research onion in most important to figure-out actual factors such such philosophies of
investigation, strategies, various approaches, methods, time structure, information or data
collection and sampling size, the sampling is essential to know respondent numbers in surveys,
the actual result is based on survey. It is moreover processed with assistance of research onion
and it is described below as:
Research philosophies: It is the procedure as while researching a definite investigation
in which main motive is to focus and concern is managed towards processing of investigation
title with perfection. It directly reflects a outlook under which relative statistics and data get
gathered that is helps to finish the work or task and objective of investigation in successful
manner. it also take segmented in terms of philosophy in which honest concept is pre
programmed according to the consideration of continuous values. It is relative to the appropriate

development and on difference of it doxology approach is utilize that is proportional to effective
support of investigation (Ismail and Rishani, 2018). For the finishing of this investigation, the
positivism philosophies is used as it gives more fair and genuine data in order to give and
collected. It is resulting into different factors in which skills based improvement is observed and
identified to achieve actual based. In this research both methods are used one is primary and
second one is secondary approach of information collection. It analyse as it get included
balanced analysis of information in more practical way.
Research approach: This is most important factor of investigation and its completion as
with this investigator make balanced utilize of different planning and begging under which is
huge level of interpretation and its procuring is identified in very effective way. In this
comparative data is segmented and categorized on reasoning based and it is moreover take
dividend on the deductive based, inductive approach and abductive. It is generally get divided on
two approaches based. Such as deductive and inductive. According to the concept of inductive
investigation, emergence skills is gathered determine on contribution based and that is generally
show according to task of various theories. In Deductive research . Investigator make supportive
utilisation of deductive approaches under data is gathered with numerical interpretation
support , in which achievement of exchangeable target objectives and goals become more easier
and more flexible mode (Neustroev, Gordashnikova and Zibrov, 2020). It provide actual
response as information in gathered in form of quantitative information that create more easier
for investigator to take various types of decisions according to needs.
Research strategy: It is utilized for investigator to make more productive scale of
knowing or understanding with the better observation is find out in timely mode. For this
investigator make actual analysis with perfection in towards the planning of research, observing
or monitoring the performance, execution the plans, controlling the performance and
implementation of continuous data under which long period of time or in long term and results
achieved in effective manner is appropriate to proceed investigation theme. In this investigator
make actual utilisation of study, qualitative interviews, quantitative feedbacks or surveys,
interviews and procedure of this investigation, the investigator make utilise questionnaires
through which genuine results is build in specific time of period.
Choices of methods: This is procedure of this research, the investigator makes actual
utilization of quantitative method for gathering the suitable data according to the objective and

goal of investigation is completed with the perfection. In relative to this investigation the
quantitative method provide more actual values as issue of resolved with better skills as while
screening numerical information or data into an interpretation (Zannat, 2019). In the choices of
methods there are different methods such as mono, mixed, multi methods as possible prime for
conduction investigation. The mono method open only one method for the specific subject area.
The mixed method based on two or more methods of investigation and generally means to the
utilize of quantitative and qualitative methodology. In the ned the multi method utilize a huge
chosen of methods.
Time Horizons: It generally means the time frame of investigation and mostly analysing
can be based on two time horizons, one is longitudinal and cross sectional . The cross selection
information is utilized when identifications are for single based point of time Like surveys and
longitudinal data in opposition, implies the analysing for a specific variable which are available
for many years, months and quarters.
Data collection and analysis: For the investigator make supportive utilization of
secondary source and also primary sources. In relative to secondary method investigation the
literature review is gathered and for primary investigation the questionnaires is framed. it clearly
describe the ways of conducting the investigation (Lee, Mazzei and Kim, 2018). At this step the
researcher is expected to select between primary and secondary information or between
qualitative and quantitative information is gathered from various manner and this is end layer of
the research onion and belong of the tools and techniques or process used.
Sample size: It is mostly shows the investigation size that is chosen by the investigator in
order to gather and achieve supportive information or data. For this sample size of 50
respondents is choose with support of sampling in random basis. This must in every
investigation to know how much are favour or aware and how much respondents are not.
CHAPTER 4
Data analysis
Questionnaire
Quantitative questions
Q1) Do you aware about the basic concept of performance appraisal?
a) Yes

b) No
Q2) Do you believe that performance appraisal has direct impact over the productivity and
performance of employee's within hospitality organisation.
a) Yes
b) No
Q3) Do you think performance appraisal assist positive working environment in which
employee's get encouraged towards standardised working?
a)Yes
b) No
Q4) What do you understand about the impact of performance appraisals on employee's
performance?
a) Promotion of Employees
b) Evaluation of Employees
c) Job satisfaction of workers
d) Motivation
Q5) Do you think that performance appraisals helps employees to achieve standardised and
meaningfulness goals and target in timely frame?
a)Yes
b) No
Q6) What are the different reasons that is selected by a hospitality organisation in order to
motivate its employee's.
a) Good Relationship with other staff members
b) Job Security
c) Effective performance appraisal system
d) Effectual promotional opportunities
Q7) What are the different factors that motivate and influence the working behaviour and its
performance of employee's in relation to appraisals?
a) Reward and recognition
b) Development.
c) Work environment.
Q8) What is the importance of performance appraisal as in relationship to employee

motivation within a hospitality business?
a) Retention of Employees
b) Organizational Culture
c)Motivation
Q9) What is the effectiveness of performance management and its strategies over
enhancement of working culture of an organisation?
a) Employee retention and loyalty
b) Overcoming the barriers to communication
Q10) Recommendation
Frequency table
Q1) Do you aware about the basic concept of performance appraisal? Frequency
a) Yes 45
b) No 5
Q2) Do you believe that performance appraisal has direct impact over the
productivity and performance of employee's within hospitality
organisation.
Frequency
a) Yes 47
b) No 3
Q3) Do you think performance appraisal assist positive working
environment in which employee's get encouraged towards standardised
working?
Frequency
a) Yes 42
b) No 8
Q4) What do you understand about the impact of performance appraisals
on employee's performance?
Frequency
a) Promotion of Employees 15
b) Evaluation of Employees 15

c) Job satisfaction of workers 10
d) Motivation 10
Q5) Do you think that performance appraisals helps employees to achieve
standardised and meaningfulness goals and target in timely frame?
Frequency
a) Yes 40
b) No 10
Q6) What are the different reasons that is selected by a hospitality
organisation in order to motivate its employee's.
Frequency
a) Good Relationship with other staff members 15
b) Job Security 10
c) Effective performance appraisal system 15
d) Effectual promotional opportunities 10
Q7) What are the different factors that motivate and influence the working
behaviour and its performance of employee's in relation to appraisals?
Frequency
a) Reward and recognition 20
b) Development 15
c) Work environment 15
Q8) What is the importance of performance appraisal as in relationship to
employee motivation within a hospitality business?
Frequency
a) Retention of Employees 18
b) Organizational Culture 12
c) Motivation 10
Q9) What is the effectiveness of performance management and its
strategies over enhancement of working culture of an organisation?
Frequency
a) Employee retention and loyalty 25
b) Overcoming the barriers to communication 25

4.1 Discussion of findings
THEME 1: Concept of performance appraisal.
Q1) Do you aware about the basic concept of performance appraisal? Frequency
a) Yes 45
b) No 5
Interpretations: It is interpreted from above analysis that most of the employees are
aware about performance appraisal and its concept and in this out of 50 respondents 45 are those
who are in favoured and the rest 5 are those who are not in favoured of this. For this it is
acknowledge that people are aware and accept it as an important factor for future success and
growth.
THEME 2: Performance appraisal has direct impact over the productivity and
performance of employee's
Q2) Do you believe that performance appraisal has direct impact over the
productivity and performance of employee's within hospitality
organisation.
Frequency
a) Yes 47
b) No 3
45
5
a) Yes
b) No

Interpretations: It is analysed from above that performance appraisal has direct impact
over performance and productivity of workers within the hospitality business and for this out of
50 respondents 47 are those who are in favour while the rest 3 didn't. Thus it is measure that
most of employee's believe that it performance appraisals is dependent over working
productivity.
THEME 3: Performance appraisal assist positive working environment that
encouraged standardised working
Q3) Do you think performance appraisal assist positive working
environment in which employee's get encouraged towards standardised
working?
Frequency
a) Yes 42
b) No 8
47
3
a) Yes
b) No

Interpretations: It is measured from above analysis that performance appraisal induces
positive impact towards working environment as it encourage standardised working under which
out of 50 respondents 42 are in favoured while the rest 8 are not. It reflect that more of workers
believes that appraisal always encourage working possibilities as employee's get motivated and
connected towards working standards of business.
THEME 4: Impact of performance appraisals on employee's performance
Q4) What do you understand about the impact of performance appraisals
on employee's performance?
Frequency
a) Promotion of Employees 15
b) Evaluation of Employees 15
c) Job satisfaction of workers 10
d) Motivation 10
42
8
a) Yes
b) No

Interpretations: It is processed from above analysis that performance appraisals has
direct impact on employee performance as in this out of 50 respondents 15 are those who believe
that it is processed due to employee promotion, 15 believe that it impact due to evaluation of
workers, 10 other believe that it has direct impact over job satisfaction of employee's and rest 10
believe that it motivate workers in balanced mode.
THEME 5: Performance appraisals helps employees to achieve standardised and
meaningfulness goals and target
Q5) Do you think that performance appraisals helps employees to achieve
standardised and meaningfulness goals and target in timely frame?
Frequency
a) Yes 40
b) No 10
15
15
10
10
a) Promotion of Employees
b) Evaluation of Employees
c) Job satisfaction of workers
d) Motivation
40
10
a) Yes
b) No

Interpretations: It is analysed from above that performance appraisal assist workers to
get attain standardised target and goals as with this better outcome is achieved in timely manner
and in this out of 50 respondents 40 are those who are in favoured and the rest 10 doesn't believe
the same. In this the other workers think that there are other factors as well that assist worker to
achieve its target as like motivation, performance management, appreciation etc.
THEME 6: Reasons that is selected by a hospitality organisation to motivate its
employee's.
Q6) What are the different reasons that is selected by a hospitality
organisation in order to motivate its employee's.
Frequency
a) Good Relationship with other staff members 15
b) Job Security 10
c) Effective performance appraisal system 15
d) Effectual promotional opportunities 10
Interpretations: It is estimated from above report that there are different reasons which is
usually selected by hospitality organisation as with this employee's get motivated and in this 15
respondents believe that better relation in between other staff is promoted, 10 believe that job
security is essential, 15 believe that employee get motivated due to effective performance
appraisal system and the rest 10 believe that worker motivate due to effectual promotional
opportunities.
15
10
15
10
a) Good Relationship with other
staff members
b) Job Security
c) Effective performance
appraisal system
d) Effectual promotional oppor-
tunities

THEME 7: Factors that motivate and influence the working behaviour and its
performance of employee's
Q7) What are the different factors that motivate and influence the working
behaviour and its performance of employee's in relation to appraisals?
Frequency
a) Reward and recognition 20
b) Development 15
c) Work environment 15
Interpretations: It is analysed from above that there are different factors that influence
and motivate working behaviour of employee's and their performance as well and in this out of
50 respondents 20 believe that it processed due to offering of reward and recognition, 15 believe
that it is due to balanced development and the rest 15 believe that it is due to the advancement of
working environment through which adequate appraisal is offered as per requirement.
THEME 8: Importance of performance appraisal as in relationship to employee motivation
Q8) What is the importance of performance appraisal as in relationship to
employee motivation within a hospitality business?
Frequency
a) Retention of Employees 18
b) Organizational Culture 12
c) Motivation 10
20
15
15
a) Reward and recognition
b) Development
c) Work environment

Interpretations: It is interpreted from above analysis that it is important that performance
appraisal has certain relationship with employee's within hospitality organisation and in this out
of 50 respondents 18 of workers believe that it assist to retain potential and skilled employee's,
12 believe that it is due to advancement of organisational culture and the rest 10 believe that it is
advanced due to employee motivation.
THEME 9: Effectiveness of performance management and its strategies over
enhancement of working culture
Q9) What is the effectiveness of performance management and its
strategies over enhancement of working culture of an organisation?
Frequency
a) Employee retention and loyalty 25
b) Overcoming the barriers to communication 25
18
12
10
a) Retention of Employees
b) Organizational Culture
c) Motivation
25 25
a) Employee retention and
loyalty
b) Overcoming the barriers to
communication

Interpretations: It is interpreted from the above analysis that performance management
has better effectiveness towards strategic development and its enhancement along with working
culture and in this out of 50 respondents 25 are those who believe that employee retention and
their loyalty is promoted and the rest 25 believe that it assist to overcome from various barrier
that is occurred with support of communication.
CHAPTER 5
Recommendations
In order to manage and control performance of employee's and its motivation
organisation make ensure to offer adequate appraisals that is completely dependent over working
performance and its effectiveness. In a hospitality industry offering treat and pleasure surround
to employee's is necessary as with this overall working productiveness is also get advanced in
timely basis. For this there is few recommendations for the business and it is as explained below
as:
 The business must have provide continuous and frequent feedback to its employee's as
with this they get advanced their working and skills on repetitive manner and it
furthermore as direct impact over the performance advancement of business (Shi and
Wang, 2020). In addition business couldn't worked for to appraisal time period and
instead of this management worked to reduce current issues in timely frame.
 The management always offered continuous support to its employee's as it assist them to
achieve all its standardised goals and objectives within stipulated period of instance. In
this working capabilities and its efficiency both get advanced through which ability of
business to retain and attract its potential and skilled workforce is getting advanced in
regular basis.
 Business is only able to enhance its productivity as with this working values and its
effectiveness both get advanced and it is processed on regular basis as with support of
constructive feedback. In this business must have offer competence rewards and facilities
as with this internal competency also get advanced and it has motivate and induce
positive influence over working standards.

Summary of thesis
As from the consideration of above information it is summarised from all the chapters
that purpose behind the conduction of this research is fulfilled that is dependent on the impact of
performance appraisal over employee productivity and performance advancement. It is always be
essential aspect for the research processing and with this ability of business to advance its
working practices and efficiency both get advanced over a regular period of time (Dixon-Fowler
and et. al., 2020). The business make supportive usage of various strategies and initiatives as
with this working performance and processing of employee's is advanced by which they become
more connected and attracted towards working culture by which rate of target accomplishment is
processed in systematic manner. In addition to this inductive research is used with support of
intrepretivism approach as with this balanced outcome is achieved that is based on research
objectives. Furthermore, both primary and secondary research methods is used as with this in
primary questionnaire is designed and for secondary research literature review is conducted that
offer adequate knowledge and better experience through which tendency of work and its
acceptance both get advanced and processed in timely frame.
Conclusion
It has been concluded from the above report that performance appraisals is always plays
an essential role within the business and with this working abilities and its efficiency is getting
advanced over a regular period of time. It is the most required aspect as employee's motivation is
completely dependent over the working possibilities that is processed with support of this ability
of both employee and employer get advanced over regular period of time. In addition to this
business design favourable strategies through which working standards get enhanced with this
standardised outcome is achieved in timely frame. In this researcher make adequate usage of
both primary and secondary sources as it offer adequate knowledge under which profitable
outcome is attained that aid supportive outcome in balanced mode. If these attributes didn't
controlled by business that its ability to achieve its standardised goals is not accomplished and
working stability also affected in negative manner. In support of adequate strategies capabilities
of business to retain and attract its potential employees is increases due to which rate and
tendency to enhance working standards is increases in systematic manner.

CHAPTER 6
Reflection
The above research is conducted by me and with this I have advance my learning and
experience about performance appraisal. I am very happy and excited while working on this
investigation as it provide me better knowledge about the impact of performance appraisal over
employee's performance and its influence towards employee's motivation and advancement. In
relation to performance appraisal hospitality organisation always make ensure to induce different
set of strategies and initiatives through which working tendency and its effectiveness is
improvised in repetitive basis. The major purpose behind the conduction of this research is to
make ensure that working possibilities and its effectiveness is advanced as by offering
performance appraisal that is usually supportive with the usage of different strategies in
appropriate manner. For this I have make adequate support of inductive approach and
interpretivism philosophy of research, qualitative and quantitative method of approach along
with both primary as well as secondary sources. In this ability of mine to improvise working
skills of mine is enhanced as with this time management, decision making, problem solving,
collection and interpretation of literature review is processed that assist me to achieve all the
standardised objectives and outcome of research in timely frame. On the other hand I have also
phased different challenges as while making interaction with different respondents as their
viewpoint is always get changes as per working pressure. In order to overcome from this I have
make adequate support of both soft as well as hard skills that is utilised as per requirement. In
this I have learned more about performance appraisals and enhancement of employee's
productivity in successful mode.

REFERENCES
Books and Journals
Ahmad, I. and et. al., 2019. A Comparative Study of Banking Industry Based on Appraisal
System, Rewards and Employee Performance. SEISENSE Journal of Management.
2(1). pp.1-11.
Ahuja, K.K., Padhy, P. and Srivastava, G., 2018. Performance Appraisal Satisfaction &
Organizational Commitment. Indian Journal of Industrial Relations. 53(4).
Allen, H.L., 2020. Factor Structure of the Jordan Performance Appraisal System: A Multilevel
Multigroup Study Using Categorical and Count Data.
Alsuwaidi, M. and et. al., 2020, October. Performance appraisal on employees’ motivation: A
comprehensive analysis. In International Conference on Advanced Intelligent Systems
and Informatics (pp. 681-693). Springer, Cham.
Ann, S. and Blum, S.C., 2020. Motivating senior employees in the hospitality industry.
International Journal of Contemporary Hospitality Management.
Bayo-Moriones, A., Galdon-Sanchez, J.E. and Martinez-de-Morentin, S., 2020. Performance
appraisal: dimensions and determinants. The International Journal of Human Resource
Management. 31(15). pp.1984-2015.
Bazzoli, A. and Curcuruto, M., 2020. Safety leadership and safety voices: exploring the
mediation role of proactive motivations. Journal of Risk Research, pp.1-20.
Bušatlić, S. and Musić-Kilic, A., 2018. The relationship between employees' perception of
performance appraisal and work outcomes. Ekonomski izazovi. 7(13). pp.17-28.
Chandhana, K. and Easow, D.T., 2018. A descriptive study on the blind spots of performance
appraisal in the IT sector: A contemporary 360 degree approach. Prabandhan: Indian
Journal of Management. 11(4). pp.27-36.
Chiu, H.H., 2018. Employees’ intrinsic and extrinsic motivations in innovation implementation:
The moderation role of managers’ persuasive and assertive strategies. Journal of Change
Management. 18(3). pp.218-239.
Curzi, Y. and et. al., 2019. Performance Appraisal and Innovative Behavior in the Digital Era.
Frontiers in psychology. 10. p.1659.
Dangol, P., 2020. Role of Performance Appraisal System and Its Impact on Employees
Motivation. Quantitative Economics and Management Studies. 2(1).
Dixon-Fowler, H. and et. al., 2020. Sustainability and ideology-infused psychological contracts:
An organizational-and employee-level perspective. Human Resource Management
Review. 30(3). p.100690.
HASANPOOR, A., 2018. Strategies for Improving Ethical Dimensions in Performance
Appraisal.
Ismail, H.N. and Rishani, M., 2018. The relationships among performance appraisal satisfaction,
career development and creative behavior. The Journal of Developing Areas. 52(3).
pp.109-124.
Kim, A. and Sung, Y., 2020. My Privacy and Control Matter: Understanding Motivations for
Using Untact Services. Cyberpsychology, Behavior, and Social Networking.
Kim, J., 2018. The contrary effects of intrinsic and extrinsic motivations on burnout and turnover
intention in the public sector. International journal of manpower.
King, S.M., 2020. Employees Lived Experiences with the Performance Appraisal System.
Kumar, R., 2018. Research methodology: A step-by-step guide for beginners. Sage.

Kyeremeh, D.D. and Pimpong, M., 2018. Performance appraisal and staff commitment in higher
education. Asian Research Journal of Arts & Social Sciences, pp.1-14.
Lee, Y., Mazzei, A. and Kim, J.N., 2018. Looking for motivational routes for employee-
generated innovation: Employees' scouting behavior. Journal of Business Research. 91.
pp.286-294.
Lin, Y.C. and Kellough, J.E., 2019. Performance appraisal problems in the public sector:
Examining supervisors’ perceptions. Public Personnel Management. 48(2). pp.179-202.
Murillo, E. and King, C., 2019. Why do employees respond to hospitality talent management.
International Journal of Contemporary Hospitality Management.
Nazaruddin, I. and et. al., 2020, June. Lecturers’ Perception of the Purpose of Performance
Appraisal System. In 8th International Conference of Entrepreneurship and Business
Management Untar (ICEBM 2019) (pp. 276-281). Atlantis Press.
Neustroev, S., Gordashnikova, O. and Zibrov, V., 2020. Designing a Regional Performance
Appraisal Model for Administrators of Educational Institutions. Calitatea. 21(179).
pp.10-14.
Pagan, R. and Malo, M.Á., 2020. Performance Appraisal and Job Satisfaction for Workers
Without and With Disabilities by Gender. Social Indicators Research, pp.1-29.
Selvarajan, T.T., Singh, B. and Solansky, S., 2018. Performance appraisal fairness, leader
member exchange and motivation to improve performance: A study of US and Mexican
employees. Journal of Business Research. 85. pp.142-154.
Shi, G.Y. and Wang, X.Y., 2020, September. Application of analytic hierarchy process in
performance appraisal system. In Journal of Physics: Conference Series (Vol. 1634, No.
1, p. 012058). IOP Publishing.
Suttikun, C., Chang, H.J. and Bicksler, H., 2018. A qualitative exploration of day spa therapists'
work motivations and job satisfaction. Journal of Hospitality and Tourism Management.
34. pp.1-10.
Zannat, S., 2019. Recruitment Practice & Performance Appraisal System Applied in Aarong &
AAF.
ONLINE
Esmond. E., 2021. The benefit of technology in the hospitality industry. [Online] Available
through: <https://sevenrooms.com/en/blog/the-benefit-of-technology-in-the-hospitality-
industry/>.
Stevenson. M., 2019. Employee Engagement: Everything You Need to Know. [Online]
Available through:
<https://www.hrexchangenetwork.com/employee-engagement/articles/employee-
engagement-everything-you-need-to-know>.
Heathfield. S., 2020. 4 Common problems with performance appraisals. [Online] Available
through: <https://www.thebalancecareers.com/performance-appraisal-problems-
1918857>.
Ahmed. A., 2020. The effect of performance appraisals on employee's. [Online] Available
through: <https://smallbusiness.chron.com/effects-performance-appraisals-employees-
17558.html>.
Haliva. F., 2020. 7 Tips to Improve Service Quality at Your Hotel. [Online] Available through:
<https://blog.kryonsystems.com/pss/7-tips-to-improve-service-quality-at-your-hotel>.