FACTORS AFFECTING MOTIVATION OF EMPLOYEES IN

HOTEL INDUSTRY
Major Research
Project
Submitted to
Shri Vaishnav Vidyapeeth
Vishwavidyalaya,
Indore
for the partial fulfillment of
Master of Business Administration
(2019-21)
by
Harshita Mandloi
Under the Guidance of
Dr. Pragati Tomar
( Assistant Professor)
 Table of Contents

1] Introduction

2] Review of Literature

3] Rationale of the Study

4] Objectives

5] Research Method

6] References
 Introduction

•Today, to stay in standing in competitive world, hotel businesses need both to extend their employee’s motivation and to be in
effort of continuous development of their business’ facilities provided for his or her customers. one amongst the foremost important
and having the foremost variables sources of hotel business that are in commission sector is employees. Employees performance
and efficiency is among the factors that affect the success of those businesses. Employees showing high rate of performance and
dealing efficiently relates to their enough satisfaction of their job.
• In hotel industry motivating employees is thus seen to be a critical task of hotel managers. The dissertation project aims to look at
the importance of motivating employees within the hotel industry for the achievement of competitive advantage and therefore the
very best ways and means of doing so. Motivating employees could be a challenging task for managers in every organization. This
challenge is amplified for managers within the hotel industry because it is labour intensive and most of the staff have direct contact
with customers.
• While classifying means that motivate employees, researcher parted them into two groups, external and internal factors. In the
first of them , external factors, there are motivation means such as working condition, waging, company's image , job guaranty,
promotion, social environment and status. In terms of hotel businesses, when considering external environment factors rapid
change and difficulty to be controlled being in hard national and international rivalry, this businesses taking discussions will have
a prefund effect in businesses, keeping up its existence . Internal factors can briefly be defined as providing employees
satisfaction over business responsibility.
• Moreover internal factor not only providing employees satisfaction but also its ensuring opportunities for career shows that it's
important effect on employees motivation.
• However, it is not easy for hotel managers to motivate employees to remain on the work and to supply the efficient, good service
which customers need and expect. If employees don't seem to be satisfied, they're going to not perform to expected norms.
Workplace dissatisfaction and poor performance usually cause high ratio within the hotel Industry.
• In this context in our research it's aimed to identify what are the factors are important for employees. It's examined that what the
factors that motivate the employees who are in the scope of this research can be , are examined.
 Continue……

• Now a days , many companies are aware of the place to start and continuing basis of a successful company strategy are
the human capital and not financial capital. It means the company's success isn't influenced by the capital or technology
used but it rely upon skills, knowledge, behavior, helping nature of workers. Motivated employees may result in
increased productivity and permit a corporation to understand higher level of output. Motivated employees perform in
better way and help the company to become more efficient and effective within the hospitality industry employees are
required to remain focused on their job and doing work for long hours and provides their best service to customers, thus
ensuring that the staff are kept motivated. Because it is very important for the business. Manger ensure that the weather
of labor place is friendly and comfy for his or her staff, so staff also feel motivated and doing their job in best way.

• It is a big task in hotel industry to find what employees want and what they want to achieve. However if mangers are
aware of what their employees need from work , so they can design a work environment that accommodates employees
desires. Some time employees want Rewards for good performance , so manager have to give them some rewards for
increasing their motivation.
 Review of Literature

• According to some previous research, it's seen that factors that affect the workers of hotel industry during a negative way are insufficient wage and job
security, limited training programe, new opportunities not developing, business managers being bereft of manager qualifications and high job transfer
speed (Cheng & Brown, 1998; Wong et al., 1999; Zhang & Wu, 2004).additionally to those factors it's known that employees have problems with their
( Karatepe & Uludag, 2007). That's why in hotel businesses there are different researches made by researchers to work out what are the factors that
motivate the workers in an exceedingly positive way.

• The hotel industry has long struggled to determine what truly makes hotel employees motivated and satisfied with their jobs. High turnover rate within the
hotel industry is believed to flow from to the character of the work, its low pay and its long working hours. Thus to effectively address this turnover
problems, employees motivation might be an on going and significant issue for managers in hotel operations.

• The biggest challenge of employee motivation is that employees often motivate themselves, supported their perception of what they require to realize and
the way they will achieve it. However, if managers are tuned in to what their employees want from work, they will design a piece environment that
accommodates employees needs and desires. At the identical time, well-informed managers is also ready to avoid common pitfalls that tend to cut back
employee motivation. (Simons and Enz 1995)

• According to Robbins et al. (2008, 180) motivation is defined as “The processes that account for an individual’s intensity, direction and persistence of
effort towards attaining a goal.” Intensity is anxious with how hard someone tries and is usually the main target of motivation. However, high intensity is
unlikely to bring favourable job performance outcomes unless the hassle is channelled within the right direction. Finally, the persistence dimension of
motivation could be a measure of how long an individual can maintain effort. Motivated individuals stick with a task long enough to attain their goal.

• In the hotel industry, employees strongly need intelligence, job knowledge and skills and time management capacity. However, without motivation, an
employee will not advance in career. (Wong, Siu and Tsang 1999 )
  Continue….

• In many motivation theories, many researchers were carried out to find out what are the factors that motivate employees but its employees values rarely
appeared in these researches. The value of employees, working in appropriate measures, can be suggested while speculating motivation factors, this
measurement parts can't be considered as a risk. In a survey close to measurement issues, an important deficiency was found in employees personality,
organizational culture and socialization factor issues. In today's some motivation models, because of not considering the value employees have, some
limitations appeared. This dynamic triangle motivation theory includes needs and values needed to motivate employees. At the same time , this model
includes tools necessary to measure employees personality, organizational culture and socialization. As a result , when considering employees values in
motivation theories, it contributes greatly in the process of motivation increases ( Osteraker, 1999).
• The hotel industry has long struggled to ascertain what truly makes hotel employees motivated and satisfied with their jobs. High turnover within the hotel
industry is believed to flow from to the character of the work, its low pay, and its long working hours. Thus, to effectively address this turnover problem,
employee motivation may well be an on-going and important issue for managers in hotel operations. (Chiang and Jang 2008).

• Wiley (1997) emphasized that within the case of the dearth of ability in employees, appropriate training will be implemented; while altering the work
environment to push higher performance is that the key within the event of environmental problems. However, if motivation is that the problem, the
answer would be more complicated and testing. For motivational problems, the simplest source of knowledge would be the staff. Responses by employees
regarding what ignites and sustains their desire to figure may lead the employer to revamp jobs, increase pay, change the working environment, or give more
credit for work done. The secret is that managers must always avoid the idea that what motivates them will motivate their employees additionall.

 In their study, karatepe and uluday ( 2007) recognize social situation , working hours and financial incentives as factors influence employees motivation in
hotels. Kingir and mesa (2010) used some motivational attributes to recognize the factors that affected hotel employees motivation in Bodrum. Such attributes
were classified into four motivational proportions, namely, social chance, immaterial incentives, responsibility and being appreciated and teamwork. The
discovery revealed that ‘ responsibility being appreciated followed by immaterial incentives and teamwork. Notably influence on employees motivation with
responsibility and being appreciated, being the factors very influence on overall employees motivation. This author's also found that respondents choose ‘
immaterial incentives ‘ as the factor really motivating them.
 Rationale of the Study

The reason behind this study to check how the employee are motivate and how the performance become better in hotel industry. In hotel
industry employees learn how to deal with peoples and how to explore our personality and they are also improve communication skills . In
this research we are know how hotel industry behave with their staff and how they give their employees benefits to stick with their job.
Some time employees left their job because they don't feel valuable and secure in their job because in hotel industry there is no fix place for
any employee that's the reason employees leave their job. Because of this reason hotel industry start giving training to their staff for better
performance with the help of training employee feel motivated and also they get chance to improve their skills and check their abilities and
also build their self-confidence and they know their work in proper manner. Hotel industry also give them promotions, rewards for their
good work so they don't leave their job and give their best for their work. So, an attempt has been made to identify the motivational factors
from the employees’ point of view in hotels industry.

In this research I also know the weather that motivate employees with in the hospitality industry. As the result of this research I identified
Some elements which considered important in ensuring that employees stay motivated with the work.

1] Benefit 2] Happiness
3] Working environment 4] Desires
5] Good relationship with colleagues 6] Work interest
7] Salary

This research also contributes to the final knowledge in the area of motivation and improve the knowledge of people to understand the
elements of motivation among the workers.
 Objective

• To investigate the dimensions affecting the motivation of employees among Hotel Industry.
 Research Method

1. The Study:
The Study is descriptive in nature.

2. The Sample:
The sample of the Study will be collected data from the 150 employees by using already developed questionnaire.

3. Data Collection:
A) Primary Data
A Structured questionnaire is used as the research instrument for the study to collect the data.

B) Secondary Data
The additional data is collected from secondary sources like : Internet, Newspapers, Books , Magazines etc.

4. Tools Used
Mean and Factor Analysis
 Data Analysis and Interpretation

• Gender

• Interpretation
The Study was conducted among 150 respondents of which 41.3% Female and 58.7% Male.
 • Age

Interpretation

The Study conducted among 150 respondents of which 79.6 % of people were between 18 to 25 year of group and 14.3% of people were between 26 to 40 year of group and
5.4% of people were between 41 to 60 year of group.
• Work Status

Interpretation

The Study was conducted among 150 respondents of which 76.2% Full time and 23.8% Part time.
 Q. 1) Years of hospitality with current Facility or organization.

Interpretation

The Study was conducted among 150 respondents of which 61.4% of people between 0 to 5 of group and 31.7% of people between 6 to 10 of group and 6.2% of people
between 11 to 20 of group and 1% of people between 21 to 30 of group.
Q.2) Employees must be provided social facilities (housing, transportation etc.) at the highest standards.

Interpretation

The Study was conducted among 150 respondents of which 47.3% people rated Agree and 38.7% people rated strongly agree and 12.7 % people rated neutral and 1%
people rated strongly disagree.
 Q.3) Employees give importance to moral incentives ( appreciation, respect etc.) as well as physical.

Interpretation

The Study was conducted among 150 respondents of which 45% people rated agree and 43.6% people rated strongly agree and 7.4% people rated neutral and 1%
people rated disagree.
 Q.4) Optimum time of work in business affects the motivation.

Interpretation

The study conducted among 150 respondents of which 40.9% people rated agree and 34.9% people rated strongly agree and 19.5 % people rated neutral and 1% people
rated disagree and 1 % people rated strongly disagree.
 Q.5 ) Amount of payment effects the motivation positively.

Interpretation

The Study was conducted among 150 respondents of which 42% people rated agree and 41.3% people rated strongly agree and 10.7% people rated neutra and 1% people rated
disagree and 1% people rated strongly disagree.
 Q.6) Team work adds more to the motivation.

Interpretation

The Study conducted among 150 respondents of which 40.1 % people rated agree and 44.2 % people rated strongly agree and 10.2 % people rated neutral and 2 % people
rated disagree and 1 % people rated strongly disagree.
 Q.7) Giving target also motivate employees.

Interpretation

The Study was conducted among 150 respondents of which 40.3 % people rated agree and 34.9 % people rated strongly agree and 18.8 % people rated neutral and 1 %
people rated disagree and 1% people rated strongly disagree.
Q.8) Employees like to be given responsibility.

Interpretation

The Study was conducted among 150 respondents of which 45.6 % people rated agree and 36.2 % people rated strongly agree and 15.4 % people rated neutral and 2 %
people rated disagree.
Q.9) Friendly work atmosphere build employees motivation.

Interpretation

The Study was conducted among 150 respondents of which 34 % people rated agree and 55.3 % people rated strongly agree and 7.3 % people rated neutral and 1 % people
rated disagree and 2 % people rated strongly disagree.
Q.10) Training of employees also improve their motivation.

Interpretation

The Study was conducted among 150 respondents of which 42.6 % people rated agree and 48 % people rated strongly agree and 6.8 % people rated neutral and 1 % people
rated disagree.
 Q.11) Rewards motivate employees at a higher level.

Interpretation

The Study was conducted among 150 respondents of which 33.8 % people rated agree and 44.4 % people rated strongly agree and 15.2 % people rated neutral and 1 %
people rated disagree and 4 % people rated strongly disagree.
 Conclusion

The purpose of this research endeavor was to spot factors affecting motivation of employees in hotel Industry. The Study clearly indicates that
responsibility and being appreciated; followed by immaterial incentives and teamwork significantly influencing employees motivation .

However among these dimensions, responsibility and being appreciated emerged because the factor highly influencing employees motivation
in hotels.

The Study further shows that immaterial incentives was rated by respondents because the attribute highly influencing employees motivation in
hotels. it's suggested that so as to supply the correct motivation factors to employees, hotel managers should evaluate the requirements of
employees each year. Management can even make employment more interesting by using job design like job rotation. Managers should also
consider the concept of self motivation. Self motivation takes drive and ambition. If employees are empowered, their drive.
 Suggestions

 Hotel Industry should work on their employee welfare scheme more as an employees contribute a large amount of his time to the hotel
Industry , so industry should also consider on this factor.

 Hotel Industry should timely execute a survey to test their employees satisfaction scale. As this also bring a way of loyalty in employees,
thinking that the industry is taking excellent care of their skills.

 Hotel Industry give their employees a rewards for their good work , so they will feel motivated and always appreciate employees work.

 
 Implications

 First of all this Study will be helpful for fresher's or graduates who would start their career in hotel Industry as this Study will clearly states
the proper meaning of what factors affecting motivation and how they can feel motivated in their job .That way they can also maintain a
professional behavior and sincerity in hotel Industry.

 The various I have used in this report will be helpful to clearly understand what rules should be followed by hotel Industry for their
employees and for Industry to get the clear picture of what new comers actually expect from them.
 References

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