hospitality management

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Hospitality ManagementUNIT 8: RESEARCH PROJECT

EXECUTIVE SUMMERY

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Major aim of this research is evaluating major impacts of motivationaltechniques on employee turnover within D&D London. For attaining this aimresearcher has focused on some formulated objectives. These are determiningimportance of motivation for employee retention in pubs and restaurant andanalyzing different motivational techniques for motivating employees of D&DLondon. Further, focus has also given on assessing impact of different motivationtechniques on employee turnover of D&D and suggesting appropriate methods toD&D for motivating and retaining employees. For attaining aim and objectivesauthor has reviewed various literature and other research studies. In addition forconducting investigation in effective manner author has applied appropriateresearch methods such as positivism research philosophy, inductive and deductiveresearch approach and descriptive research design. Primary and secondary datacollection methods have used by researcher for collecting facts and figures. Inaddition, using thematic and statistical analysis author has examined collected facts.Findings of data analysis has reflected that motivational techniques have positiveimpact on employee turnover and help in increasing the employee retention of D&Dorganization of London. Author has found that motivation is very significant forincreasing the job satisfaction level of employees as well as also important forencouraging them to give their best performance. Study has found thatinappropriate remuneration policy, lack of communication, unclear targets, rolesand responsibilities are major reasons behind the low level of motivation. So, as perthese reasons study has found that, there are different motivational techniqueswhich can resolve all these problems and reasons of low motivation. These areappropriate training and development program, favorable policies for decidingsalary and wages, etc. In addition, research has also disclosed that motivationaltechniques help in augmenting desire and willingness of employees towards the jobwhich play important role in retaining employees in D&D. In addition author has also



recommitted different strategies for motivating and retaining employees. As perthese suggestion D&D organization should conduct team building activities andarrange some training sessions for increasing skills and knowledge in effectivemanner. All these recommendations will help in reducing employee turnover of D&Dorganization of London.It is a



TABLE OF CONTENTSchapter 1: introduction.........................................................................................................................1

Introduction.......................................................................................................................................... 1

Background...........................................................................................................................................2

Problem statement............................................................................................................................ 3

Significance of the study.................................................................................................................4

Justification4

Aim and Objectives............................................................................................................................5

Key research questions....................................................................................................................6

chapter 2: Literature Review..............................................................................................................7

Definition............................................................................................................................................... 7

Motivation..............................................................................................................................................7

Motivation and Employee turnover.............................................................................................8

Motivational theories......................................................................................................................10

Research related to topic..............................................................................................................12

Discussion...........................................................................................................................................19

Research gap.....................................................................................................................................20

chapter 3: Research Methodology.................................................................................................21

Introduction........................................................................................................................................21

Research philosophy...................................................................................................................... 21

Research approach......................................................................................................................... 22

Research design...............................................................................................................................22



Research technique........................................................................................................................ 23

Data collection methods............................................................................................................... 24

Data collection instruments.........................................................................................................25

Sampling............................................................................................................................................. 27

Data analysis.....................................................................................................................................28

Ethical issues and consideration................................................................................................29

Research limitations.......................................................................................................................29

chapter 4: Findings and Discussion.............................................................................................. 31

4.1 Data analysis............................................................................................................................. 31

4.2 Qualitative analysis.................................................................................................................31

4.3 Quantitative analysis..............................................................................................................39

4.4 Findings and discussion.........................................................................................................41

Chapter 5: Conclusion and Recommedation............................................................................. 43

Conclusion.......................................................................Error! Bookmark not defined.

Recommendation.............................................................................................................................45

Area of future research................................................................................................................. 47

References..........................................................................................................................................48

Books and Journals......................................................................................................................... 48



CHAPTER 1: INTRODUCTIONIntroduction

THIS IS PART OF BACKGROUND: Motivation is one of the important factor forimproving performance of each employee. It helps in completing each task ineffective manner to attain organizational objectives. Organizations of differentindustry pay specific attention towards increasing motivation and performance ofeach personnel. The current research report focuses on different motivationaltechniques and their impact on employees as well as organizations (Moutinho,2011). As per the large numbers of researchers, hospitality industry is facing acrucial problem of high employee turnover due to low motivation among employee.So, for resolving this problem organizations need to ensure about appropriateencouragement of employees towards operations.

D&D is one of the major entity of hospitality industry of UK (Solomon andet.al, 2014). It is operating its business in all over the world. It is one of the largestgrowing organizations which has 30 restaurants at national and international level.Its profitability is increasing with positive and higher rates. It offers qualitativeservices to its customers but on the other hand it is also facing the problem ofemployee turnover due to low motivation among employees. So, the currentresearch report wants to find out the major ways by which D&D can motivate itspersonnel for giving their best performance. Including this, investigation alsofocuses on the impacts of motivational techniques on employee turnover of thisorganization (Botha Kourie and Snyman, 2014).

In which introduction chapter will helps in providing a brief overview of wholeinvestigation and research subject. Afterwards, author will review historical researchon similar subjects for getting appropriate insights to understand research problemin effective manner. Further, research will comprise methodology section whichincludes different methods and techniques for obtaining facts and figures about the



subject (Hill and Hernández-Requejo, 2011). In addition, author will applyappropriate techniques and procedures for examining collected facts. All findingswill summarize in the findings and discussion chapter. Using results of data analysischapter author will make final and clear conclusion towards the research problemwhich will helps in determining the major impacts on motivational techniques onemployee turnover of D&D.

BackgroundAssessment of the various tools for employee motivation is the major

objective of carrying out this investigation. Author wants to determine all thosemethods which can be easily used by pub houses and restaurants of London formotivating their staff members. Several research studies have conducted by otherresearchers for determining the impact of motivation of personnel on productivityand performance of companies. But, the current researcher will provide assistancein conducting investigation on hospitality organization and impact of differenttactics and approaches of motivation on employee turnover (Wild, Wild and Han,2014).

Motivation is most important factor for retaining employees as well as it helpsin increasing individual as well as organizational performance in effective manner.Different organizations use distinct methods for motivating employees of the firmwhich augments the level of job satisfaction among them. Different researcher hasfound that there are different motivational methods by which an organization canencourage its employees for giving their best outcome towards the role.Organization culture, working environment (Halbert and Ingulli, 2011), timeflexibility, salary and wages policy, bonus and incentives play important role inincreasing the level of motivation among employees. Employee turnover maybecome high in case of low level of motivation. It can affect the performance of



whole organization. So, every organization needs to focus on suitable techniques forincreasing motivation of employees.

Organization BackgroundThe current research report is based on hospitality industry so, author has

chosen D&D organization of UK which is facing the problem of high employeeturnover and low motivation among employees. It offers various hospitality servicesto its customers. Organization needs to focus on quality, needs and specification ofeach customer because each services user has different requirements. So, companyneeds to hire bunch of employees for providing most appropriate services to allcustomers. Earlier, D&D opens restaurant in national and international level, but asper the increasing demands of customers it has diversified its business in hotelindustry also. Not company has opened various new hotels such as South PlaceHotel, New Street Grill, Angler, Fish Marker and Old Bengal Bar, etc. All these hotelsare at national level but, recently in 2014 D&D has started Trinity Leeds outsidesthe UK. So, company is increasing its business in all over the world. At present,company has approx. 34 restaurant and few hotels along with the total revenue of75 million pound annually.

Problem statementEmployee turnover is one of the major issue of D&D which affect

organizational performance and profitability. Major reason behind this problem islow level of motivation among employees. It reduces their encouragement towardscompleting each operation in effective manner. Sometimes, due to this reasonemployee turnover is become high in this organization. D&D organization isapplying different techniques and methods for motivating employees but rate ofemployee turnover is increasing day by day. So, it is the major research problem forcurrent research study. For resolving this issue, researcher wants to find out



appropriate alternative solution to secure present and future performance of D&D.Resolving this, problem author will focus on importance of motivation for employeesand different methods for motivating them to given their best performance.Therefore, high employee turnover and low motivation of employee of D&D aremajor research issues for current investigation.

Significance of the studyAs per the above discussion, employee turnover is very crucial problem for

hospitality and other industries. Current research will be very significant because itwill helps in determining different techniques for increasing motivation amongemployees which will provide assistance in retaining them. It will help in reducingemployee turnover of different organization. The research will also focus on impactof motivational techniques on organization which will help D&D organization indeveloping its motivational strategies. Including this, findings of the currentinvestigation will help other research scholar and PhD candidates for conductingfuture investigation on similar subjects and topic. Therefore, current investigationwill be very significant.

JustificationCritical evaluation of the major impacts of motivational techniques on

employee turnover of D&D is the major purpose of the current research. Author haschosen the current research subject because hospitality organization is facing avery critical problem of employee turnover which affect organization’s as well asindustry’s performance. D&D is using different methods for motivating employees.Even it has done huge investment in Human resources department to motivateemployees but, it is not become successful in terms of increasing motivation andreducing employee turnover. Including this, large number of author have conductedsimilar research studies on different organizations of other industries but no one



have conduced investigation on this subject with respect to hospitality industry. So,for finding out appropriate solution of organizations of hospitality industry authorhas chosen this subject. Along with this, author has sufficient theoretical knowledgeand interest in this subject. So, author wants to understand all these things inpractical manner.

Author has selected D&D organizations for this research because of the highemployee turnover rate (Siewiorek and et.al, 2012). Along with this, company isusing most appropriate methods for motivating employees but it is not becomesuccessful for reducing turnover and increasing levels of motivation of eachpersonnel. So, author has chosen this subject for investigation for determining theappropriate methods of motivational techniques and their impact on employeeturnover of D&D.

Aim and ObjectivesAim:

“To critically evaluate major impacts of motivational techniques on employeeturnover within D&D London”.Objectives:

To determine importance of motivation for employee retention in pubs andrestaurant.To analyze different motivational techniques for motivating employees ofD&D London.To assess the impact of different motivation techniques on employeeturnover of D&D.To recommend appropriate methods to D&D for motivating and retainingemployees.



Key research questions1. What are the major impacts of motivational techniques on employee turnover

within D&D London?2. Why employee motivation is important for pubs and restaurant for retaining

employees?3. What are the major techniques for motivating employees of D&D London?



CHAPTER 2: LITERATURE REVIEWDefinition

Review of literature can be defined as a process of collecting facts andfigures from different historical research studies. For the current study researcherwill collect literature data on motivation and employee turnover (Kotler, Bowen andMakens, 2006). There are different sources by which author can collect facts andfigures such as studies of past research scholars, website and annual report of D&D,journals and articles, etc. All these information will help in getting appropriateinsights to understand research problem. Collected data of literature will alsoprovide assistance in developing hypothesis which will play important role indetermining that weather motivation helps in reducing employee turnover or not.Author will analyze different motivational theories for determining different ways formotivating employees of pub and hotels of London (Jeon and Choi, 2012).

MotivationAs per the theoretical perspective motivation can be defined as behavior of

person which shows reasons behind actions, desire and needs of people. On theother hand, Ivanov, 2014 has stated that “Motivation can be defined as internal andexternal factors of human being which encourage desires and energy in peoplewhich helps in increasing interest and satisfaction towards job, role and subject”(Ivanov, 2014). As per the above statements, motivation helps in increasingencouragement among employee to make appropriate efforts to achieve goals andobjectives of the firm. In contrast, Muondo and Perkins, 2013 has asserted that“Motivation is a process which initiates, guides and maintain goal oriented behaviorof employees” (Muondo and Perkins, 2013). Findings of different research studieshave reflected that motivation involves different factors such as biological,emotional, social and cognitive factors. All these factors affect, change and activate



behavior of employees which help in completing each and every task in effectivemanner (Weiner, 2012).

Donohue, 2007 has concluded that “Lack of motivation can affect individualas well as organizational performance” (Donohue, 2007). Moreover, low level ofmotivation reduces the satisfaction level of employees by which they cannotcomplete their roles in effective manner which affect goals and objectives of thefirm. The current research study is based on hospitality organization and Murphyand Yetmar, 2010 has asserted that “quality of services is one of the importantfactor for success of hospitality firm and lack of motivation can harm quality andproductivity of the company” (Murphy and Yetmar, 2010). So, maintainingorganizational success, each and every organization tries to improve motivation ofemployees.

Motivation and Employee turnoverEmployee leaves organizations because of different reasons such as lack of

trust and communication, limited opportunity and advance career development. Allthese reasons reduce motivation among employees which increases rate ofemployee turnover. There are two types of employee turnover, involuntary andvoluntary turnover (Charantimath, 2005). Hayes and Ninemeier, 2007 has assertedthat “Sometimes organizations terminate employees for different reasons which areknown as involuntary turnover” (Hayes and Ninemeier, 2007). Major reasons ofinvoluntary turnover may performance issues, absenteeism and organizationalpolicies. But on the other hand, Kalivas and Volkow, 2014 has stated that“motivation is the major reason behind voluntary turnover and such types ofturnover affects performance of the firm” (Kalivas and Volkow, 2014). There aredifferent other reasons by which employees leaves their offices so, management ofthe firm needs to increase motivation for retaining employees. Lucio, 2013 has



concluded that “there are different techniques by which manager can stayemployees in organization for longer period of time” (Lucio, 2013). Chambers,Taylor and Potenza, 2014 has found that “Hiring employees is not an easy processfor managers so, organization needs to reduce employee turnover and increaseemployee retention” (Chambers, Taylor and Potenza, 2014). Therefore, highemployee turnover is not favorable for each and every organization so, companyneeds to try to retain personnel in appropriate manner (Elliot and Dweck, 2013).

Lillis, 2008 has concluded that “labor market is not effective from last fewyears so, it is very difficult for manager of organizations to find and keep goodemployees” (Lillis, 2008). So, employee retention is very important for eachhospitality firm. There are different employee retention strategies which help inmotivating employees for a longer period of time. In contrast, there are differentmotivational strategies which also help in encouraging employees for staying in asame organization for longer period of time (Weiner, 2013). So, motivation playsvery important role in retaining workers of hospitality organization. Effectivecommunication among top and lower level management helps in motivating staffmembers which leads increment in employee retention rates. Along with this,appropriate policies of salary, wages, bonus and rewards are also considered asappropriate strategies of employee retention. Role of motivation is increasesinterest and enthusiasm of staff members towards the roles and responsibilities.Therefore, motivation plays very significant role in retaining employees of the firm(What Is Motivation, 2015).

Motivational techniques have positive impacts on employee turnover.Because, appropriate level of motivation helps in encouraging employees forproviding their best performance which increases the overall productivity of the firm.Along with this, motivation satisfies needs and requirements of personnel whichaugment the level of satisfaction towards the job. It increases interest and



willingness of employees to do work for organization. Therefore, motivation haspositive impact in increasing the satisfaction of personnel (Need & Importance ofEmployee Retention, 2015). It has indirect impact on employee turnover of the firmbecause highly satisfied employees will not think about leaving the office whichincreases the rate of employee retention. So, overall motivation has positive impacton employee turnover (Motivational Techniques, 2015).

Motivational theoriesDifferent researchers have introduced various theories of motivation by which

an organization can encourage their employees for giving their best performance.Motivation is one of the important factors for augmenting individual as well asorganizational performance of a company (Pinder, 2014).

Maslow’s theory of motivationIt is also called hierarchical theory of need. According to this theory, There

are different types of need of each and every individual which require appropriatesatisfaction otherwise it can reduce level of motivation among them. Everyorganization requires determining the actual needs of individual employees. As perthis theory, major needs of employees are physiological, safety, love and belonging,esteem and self-actualization needs (Dörnyei and Ushioda, 2013). Social need isalso known as basic needs and requirements of employees such as water, food,shelter, etc. Another need of employee is safety which includes security of body,employment, family, health and property, etc. Love and belongingness are alsoanother need of an individual which includes requirements of friendship, family andsexual intimacy, etc. After satisfying lower level needs management of organizationneeds to focus on satisfying esteem needs of employees which comprises self-esteem, confidence, achievement and respect. Self-actualization is higher level ofneeds and for satisfying such types of need management of the firm requires to



focus on morality and creativity, etc. (Bhattacharyya, 2009). As per this theoryorganizations should determine actual needs and requirements of employees. Bysatisfying these needs company can motivate their employees in effective manner(Green, 2007).

Two factor theoryIt is also known as Herzberg’s theory of motivation. As per this theory, there

are two types of factors which can affect level of motivation of employees atworkplace. These factors are hygiene factor and motivation factors. Hygiene factorsreduce the level of job satisfaction and motivational factors increases the jobsatisfaction of employees (McAuley, Duberley and Johnson, 2007). So, each andevery organization needs to focus on increasing the satisfaction level of employeestowards the job. These factors will help in augmenting motivation which helps inincreasing their level of performance and productivity of the organization. In thehospitality organization hygiene factor are low qualities of performance, poorpayment and unfavorable policies and regulations, etc. Further, inappropriateworking environment, employee relationship and job security also decline the levelof job satisfaction. Therefore, organization needs to remove all these factors formworkplace for increasing the job sis-satisfaction among employees. In contrast,there are different motivational factors by which an organization can increase levelof motivation among employees (Lee and Morrison, 2010). These factors includepromotional opportunities, personal growth opportunities, recognition,responsibilities and achievements, etc. Consequently, considering all these factorscompany can augment job satisfaction of employees and increase the level ofmotivation.

Theory X and theory Y



As per this theory different managers of organization use distinct models ofmotivation which help in managing human resources, organization behavior andculture. It is also known as a framework which helps in analyzing relationshipbetween motivation and leadership style (Buchanan and Huczynski, 2010).According to their theory style of leadership has huge impact on level of motivation.Theory X states that managers need to be controlled employees for best outcomesof organization. Employees do not like work they need to be pushed for being moreproductive. Good incentive schemes are required for motivating employees(González, 2004). But on the other hand, Theory Y states that appropriateparticipation of employees can increase their outcomes and they can think formaking any important decisions for completing their roles and responsibilities.Appreciation of employees can motivate effective as compare to incentive schemes.Therefore, both theories have stated different views by which an organization canmotivate employees. But, both theories are not appropriate for all situations so,organization manager needs to apply appropriate theory as per the situationanalysis (Butler, 2010). Most of the employees through that Theory Y is moreeffective for increasing productivity. But, it will not appropriate at the time offinancial difficulties. Similarly, theory X is not suitable for daily routine but favorableat the time of crisis management. Therefore, hospitality organization needs to useappropriate style of leadership for increasing level of motivation among personnel(Mullins, 2010).

Research related to topicImportance of motivation in hospitality organization

Krishnaswamy, Sivakumar and Mathirajan, 2009 has asserted that“Motivation is one of the major function of hospitality organization because it is alsoknown as core of management” (Krishnaswamy, Sivakumar and Mathirajan, 2009).



Palmer and Hartley, 2008 has concluded that “if any manager who is not capable tomotivate their employees then he/she cannot become successful in his/her career”(Palmer and Hartley, 2008). Action, 2013 has stated that “Motivation has strongassociation with performance of the firm so, it is very important for achieving goalsand objectives of the organization” (Action, 2013). After reviewing literatureresearcher has found some major importance of motivation for hospitalityorganization which are as follows:

Improve level of performance: Avgerou, 2008 has asserted that “abilityand willingness to do work have direct association with the efficiency of theperson” (Avgerou, 2008). Education and appropriate training help inincreasing the ability of employees but willingness is obtained by motivationonly. Therefore lack of motivation among employees will reduce thewillingness that leads reduction in efficiency of personnel. It also affectpersonal and professional performance of employees which can declineoverall performance of the firm (Mahmood and Hanafi, 2013). Therefore,motivation can increases overall efficiency of employees which augmentsproductivity as well as reduces cost of the company. So, motivation is veryimportant for increasing the level of performance of the organization (Bassand Riggio, 2008).Help to change negative attitudes of employee: Some of employees ofthe organization have negative attitude and due to this reason they think thatdoing high work will not bring any additional benefits (Aggett, 2007).Donohue, 2007Has concluded that “An effective manager always try tochange their negative attitudes by different motivational techniques”(Donohue, 2007). There are many employees in an organization who havepoor financial condition so, manager can change their negative attitudes byincreasing their remuneration. But, on the other hand, financial strong



employees can be motivated by appreciation of work. So, organization needsto focus on appropriate motivational techniques for changing negativeattitudes of employees. Therefore, appropriate motivational technique helpsin reducing the negative attitudes of employee towards organization (Lucio,2013).Reduction in employee turnover: Rate of employee turnover affectsreputation and performance of the firm. This situation also creates lots ofother problems for manager of the organization. Due to high employeeturnover organization needs to hire number of new employees which leadswaste of time and cost for organization. Employee turnover also increasescost of training of an organization (Murphy and Yetmar, 2010). Weiner, 2013has asserted that “through the appropriate motivation an organization canresolve all these problems and retain employees” (Weiner, 2013).Appropriate motivation increases satisfaction level of employees whichdecline the rate of employee turnover. As per the above discussionmotivation is also important for reducing employee turnover in a hospitalityfirm (Dörnyei and Ushioda, 2013).Help to decline absenteeism in an organization: Chambers, Taylor andPotenza, 2014 has concluded that “rate of absenteeism is high because ofmany reasons” (Chambers, Taylor and Potenza, 2014). These are poor workcondition, ineffective relations with colleagues and inappropriate rewards andothers. A manager can motivate employees by removing all thesedeficiencies. Therefore, motivation is very important for reducingabsenteeism in an organization (Kalivas and Volkow, 2014).Reduction in resistance to change: Each and every organization takesome necessary changes for increasing performance of the company. But,generally employees of the firm are not ready for accepting any kind of



changes in their normal routine (Lee and Morrison, 2010). But, as per thedemand of time making some changes at workplace is very essential. So,motivation is one of the important tools for preparing employees foraccepting all changes. Motivated employees take these changes in positivemanner and improve their performance. Therefore, motivation is alsoimportant for reducing the resistance to change (Mullins, 2010).Increase productivity: McAuley, Duberley and Johnson, 2007 has statedthat “Motivation is very essential for completing each role and responsibilityin effective manner” (McAuley, Duberley and Johnson, 2007). As per thisstatement, motivation helps in increasing the self-responsibility amongemployees of the firm which increases utilization of human resources of thefirm. It helps in augmenting overall performance and productivity of thecompany. Therefore, motivation helps in increasing financial performanceand profitability of the firm (Krishnaswamy, Sivakumar and Mathirajan, 2009).Increase employee satisfaction: Job satisfaction is very important fororganizational effectiveness. Motivation helps in developing morality andsatisfying them. There are different financial and non-financial techniques formotivating them which increases satisfaction among employees (Buchananand Huczynski, 2010). Therefore, motivation is very important for employeemotivation.Reduce disputes and strike at workplace: Motivation is an important toolfor maintaining coordination among management and workers. It reducesmisunderstanding and disputes which leads reduction in conflicts atworkplace (Elliot and Dweck, 2013). Palmer and Hartley, 2008 has concludedthat “Low disputes helps in maintaining smooth flow of operation which helpsin reducing strikes at workplace” (Palmer and Hartley, 2008). Overall,



motivation is important for minimizing conflicts and strikes at workplace(Motivational Techniques, 2015).Help in achieving organization goals: Mahmood and Hanafi, 2013 hasconcluded that “Motivation improves coordination, performance andproductivity of the firm” (Mahmood and Hanafi, 2013). All these results ofmotivation play important role in achieving organizational goals in effectivemanner.Overall, motivation is very important element of hospitality organization

because it helps in increasing productive use of resources and augments efficiencyand outcomes of the company. As per the above discussion, it also plays significantrole in attaining goals and objectives of the firm and developing strong relationshipamong them (Whiteley and Whiteley, 2006). Further, it maintains stability inworkforce which leads reduction in employee turnover and increment in employeeretention.

Motivational techniquesTHIS IS PART OF LITERATURE REVIEW: Chambers, Taylor and Potenza, 2014

has asserted that “hospitality organization needs to understand needs andrequirements of employees and use appropriate ways for motivating them ineffective manner” (Chambers, Taylor and Potenza, 2014). There are differenttechniques of motivation which helps in reducing negative factors of motivation andincrease positive factors. These techniques include non-financial rewards, teambuilding activities, training and development session, high communication, targets,rewards and incentives, etc (Krishnaswamy, Sivakumar and Mathirajan, 2009).

Team-building activities: There are different team building activities whichhelp in developing strong relationship among them. It helps in maintaininghealthy competition at workplace. Strong team association among employees


Preeti

This is part of literature review please check this is chapter of literature.


will help in augmenting productivity and moral of workers (MotivationalTechniques, 2015). Different team building activities plays important role indeveloping healthy work environment at workplace which increasesemployee satisfaction. Therefore, team building activities help in motivatingemployees at workplace (Elliot and Dweck, 2013).Training and development session: Training and development sessionhelps in increasing skills and knowledge of employees which improvesproductivity and performance of the firm. Along with this, training programhelps in fulfilling roles and responsibilities in appropriate manner. Overall, it isone of the important methods for increasing ability and capability ofemployees which encourage employees for giving best outcomes(Bhattacharyya, 2009).Enhanced communication: Communication among top and lower levelemployee is very essential. It helps in increasing willingness to work andperformance of personnel. So, management of the firm needs to developstrong communication at workplace (Muondo and Perkins, 2013). Managerneeds to communicate their roles and responsibilities in effective manner. Itincreases performance of them and motivate them in effective manner.Targets, rewards and incentives: As per the motivational theory of needseach employee has different needs and requirements. Each employee requireappropriate finance for satisfying these needs (Kalivas and Volkow, 2014).Management of the company can motivate employees by providingappropriate rewards, salary, wages and incentives. It helps in satisfying theirfinancial needs. Along with this, allocating appropriate targets alsoencourages employees for completing them in effective manner (Kotler,Bowen and Makens, 2006). Overall, suitable targets, rewards and incentiveshelp in motivating employees in effective manner.



Non-financial rewards: Hill and Hernández-Requejo, 2011 has concludedthat “there are different nonfinancial methods by which a manager canencourage performance of employees” (Hill and Hernández-Requejo, 2011).These include appreciation of works and effective working environment,flexible timing, etc. Along with this, effective communication and allocatingroles and responsibilities are also known as nonfinancial methods formotivating employees (Siewiorek and et.al, 2012).Effective working environment: It is also one of the important techniquesfor motivating employees. Botha Kourie and Snyman, 2014 has asserted that“effective working environment includes appropriate facilities of sitting andworking, cleanliness and arrangement of required instruments” (Botha Kourieand Snyman, 2014). All these facilities help in maintaining effective workingenvironment which encourage employees to give best performance.Flexible time hours: Wild, Wild and Han, 2014 has stated that “Most of theemployees in hospitality organizations leaving their jobs to the strict andinappropriate working hours” (Wild, Wild and Han, 2014). So, flexible timingpolicy helps in motivating employees for working in those hours which arefavorable and comfortable for them. It is one of the best techniques forreducing the rate of female employee turnover. So, hospitality organizationcan implement flexible timing policy for increasing motivation.Therefore, above discussed techniques help in motivating employees at

workplace which help in increasing motivation among employees of hospitalityorganizations (Buchanan and Huczynski, 2010).



DiscussionAs per the review of literature, motivation among employees is very important forattaining goals and objectives of the organization. Lack of motivation can affectperformance and productivity of the firm which can decline the future growth of thecompany. Including this, low level of motivation in employees increase job dis-satisfaction that augments the high employee turnover in organization (Mahmoodand Hanafi, 2013). Therefore, different hospitality organization needs to increaselevel of motivation among employees for increasing rate of employee retention.Including this, review of historical studies has also reflected that there are differentmotivational theories which help organizational mangers to determine needs andrequirements of employees. Along with this, theories also plays important role inusing suitable methods and techniques for increasing motivation of staff members.According to literature, motivation is more important for improving level ofperformance, changing negative attitudes of employee, reducing employeeturnover and declining absenteeism in an organization (Bass and Riggio, 2008).Further, motivation is also important for managing changes, increasing productivityand satisfaction, reducing disputes and strike and attaining organization goals.

In addition, another section of literature has provided insights about thedifferent motivational techniques for hospitality firms. These methods help inselecting appropriate methods of motivation for motivating employees of D&D(Charantimath, 2005). As per the historical research motivational methods areTeam-building activities, Training and development session, Targets, rewards andincentives Non-financial rewards, Effective working environment and Flexible timehours. Therefore, literature review has helped in understanding the researchproblem and different relevant subjects for resolving this problem in effectivemanner (Hayes and Ninemeier, 2007).



Findings of literature review have reflected that Motivation is one of theimportant element which can influence the employee turnover of an organization inpositive as well as negative manner. There are different motivational theories suchas Maslow’s theory of motivation, Two factor theory and Theory X and theory Y bywhich an organization can identify the needs and requirements of employees andcan develop appropriate strategies for motivating them. Including this, Literaturereview has also helped in analyzing importance of motivation in hospitalityorganization. It helps in improving performance of employees as well as in reducingnegative attitudes of employees. Motivation is also important for reducing employeeturnover, declining absenteeism, reducing resistant to change and increasingproductivity and level of employee satisfaction in a hospitality organization.According to historical studies hospitality organizations can use team buildingactivities, training and development, appropriate communication, targets, rewardsand incentives as motivational techniques for encouraging personnel of firm toimprove their performance.

Research gapReview of literature has helped in getting appropriate insights to understand

the research problem and formulating appropriate hypothesis for gettingappropriate solution for this problem. After analyzing historical research author hasfound that large number of researchers have conducted research studies of similarsubjects but no one have focused on hospitality organizations. Including this, authorhas also found that most of the researchers have completed studies on employeeturnover, retention and motivational techniques in separate manner. But, there isno research on combined subject of these entire subjects. It is the major researchgap which is disclosed by author through the above discussed literature review and



on the basis of this gap author has selected this research subject for furtherinvestigation.

CHAPTER 3: RESEARCH METHODOLOGYIntroduction

Research Methodology can be defined as a process of conductinginvestigation using different tools and techniques in effective manner. For thecurrent research author will use different tools for conducting investigation fordetermining impacts of motivational techniques on employee turnover within D&DLondon (Whiteley and Whiteley, 2006). This chapter will comprise various tools ofinvestigation such as research philosophy, approach, design and techniques. Allthese methods will helps in conducting investigation on subject as well as alsoprovide assistance in collecting facts and figures in effective manner. Author willfollow appropriate methods for collecting data and afterwards study will also includesuitable methods for examining and analyzing obtained facts and figures onemployee turnover and employee motivation. Overall, methodology will compriseappropriate techniques of research which will help in getting suitable findings andresults for attaining objectives in effective manner (Lillis, 2008).

Research philosophyPhilosophy of research can be defined as a paradigm which will provide

assistance in objective and subjective basis. As per the current research subjectphilosophy will provide assistance in critically analyzing impact of motivationaltechniques of employee turnover of D&D. there are different research philosophiessuch as interpretivist paradigm. In which, author will apply positivism researchphilosophy because it focuses on the major objectives of the research rather thansubjectivity of the current research topic. Interpretivist research philosophy will



provide assistance in finding appropriate results for attaining objectives inappropriate manner. According to the positivism research philosophy, author willeasily determine positive and negative impacts of motivational techniques onemployee turnover.

Research approachApproach of the research will provide assistance in determining appropriate

way to conduct whole investigation in effective manner. It helps in determining thatauthor needs to conduct investigation wither general or specific manner (Sobh andPerry, 2006). There are two types of research approaches inductive and deductive.For conducting investigation on current research subject, author will follow acombined research approach and by which study will follow the basic principles ofboth approaches. Deductive research approach works from general to specificmanner. As per this approach author will understand finding of differentmotivational theories and afterwards determining the impact of motivation onemployee turnover of D&D. This approach will help in testing develop theory. Incontrast, inductive research approach will help in conducting investigation formspecific to general manner. Using this approach author will develop appropriatetheory which provides appropriate information about the impact of motivationaltechniques on employee turnover of D&D (Kumar, 2014). It will be favorable forcurrent investigation because it will help in finding appropriate solution of each andevery research question (Krishnaswamy, Sivakumar and Mathirajan, 2009).

Research designResearch design can be defined as a strategy which helps in integrating

different components of the study in logical manner. It will effectively addressresearch problem which provide assistance in collecting and analyzing facts andfigures on motivation and employee turnover of D&D (Flick, 2011). Therefore, for



the current investigation research design will be a blueprint for collecting,measuring and examining data. After understanding research problem author willuse descriptive research design for current investigation. It will be used byresearcher because it will help in conducting investigation in theoretical andsubjective manner. Along with this, descriptive research design will include casestudy, observation and survey analysis for collecting information on employeemotivation and turnover. It will be useful for conducting qualitative as well asquantitative research. Descriptive research design will play important role inunderstanding all motivational theories in appropriate manner (Goddard andMelville, 2004).

Research techniqueEach and every research needs to follow appropriate techniques for

conducting whole investigation in effective manner. It can be defined as a tactics ofinvestigation which will helps in understanding the research subject in qualitative aswell as quantitative aspect. There are two types of research techniques qualitativeand quantitative (Garland and Garland, 2012). The current research report will usecombined research technique of qualitative and quantitative. Qualitative researchtechnique will be used by researcher because it will be useful for understandingdifferent motivational theories. On the other hand, quantitative research tool will behelpful for determining impact of motivational techniques on employee turnover ofD&D. So, it will be used by researcher for whole investigation (Dey, 2002).Qualitative research technique helps in understanding research problem insubjective aspect. In contrast, quantitative research technique will provideassistance in resolving research problem using different tools and methods ineffective manner. Different subject data will be easily obtained by qualitativetechniques. Moreover, qualitative methods will provide assistance in collecting



numerical facts and figures on employee motivation and turnover of D&D. Therefore,combined research techniques will be effective for attaining research objectives andresolving research problem (Bhattacharyya, 2009).

Data collection methodsData collection methods can be defined as different techniques which help in

collecting appropriate information as per the research subject, objective andresearch question. Primary and secondary data collection methods are mostly usedby all researchers for their studies. For the current investigation author will use bothprimary and secondary data collection methods (Daniel and Sam, 2011). In which,primary data collection methods helps in collecting fresh and new information aboutresearch subject. These methods will be effective for collecting new informationabout the employee motivation and turnover of D&D. Primary information will becollected by employees of D&D using online survey methodology. Author will use astructured questionnaire for conducting primary research on current subject.Therefore, primary data collection methods are very effective for obtaining mostuseful and fresh information of selected organization (Elliot and Dweck, 2013).

Secondary data collection methods can be defined as those techniques whichcollect relevant information from past or historical studies of similar subjects.Author will collect secondary information from different sources such as library,website and journals. Literature review is also one of the important sources ofsecondary information which will help in collecting information about differentmotivational theories and their impact on individual as well as organizationalperformance (Pinder, 2014). Therefore, both data collection methods are useful forcollecting subjective as well as numerical information which will provide suitableinsights. Along with this, collected data also help in getting appropriate solution ofresearch problem.



Data collection instrumentsAs per the above research planning author will use primary and secondary

data collection methods for collecting facts and figures. Both methods followdifferent sources for obtaining relevant information (Chambers, Taylor and Potenza,2014). Primary data collection will be done by survey methodology so; researcherwill use a structured questionnaire which will comprise different open and closeended questions relevant to research subject and objectives. On the other hand, forsecondary data collection researcher will use different sources such as website ofD&D, annual report, journal, articles, research papers and books, etc. all theseresources helps in getting appropriate historical information about research subjectwhich will help in understanding the problem of employee turnover in effectivemanner (Bhattacharyya, 2009).

Questionnaire for employees of D&D:Demographic information of employees:Name (optional): GenderAge:Level of management: James Healy1. You are working with D&D organization of UK,

Are you satisfied with your Job?

Yes

No

If no then2. What is the major reason behind your job dissatisfaction with D&D?

Inappropriate payment policies



Lack of communication and motivation

Inappropriate allocation of roles and responsibility

Working environment and organization culture

Inappropriate rewards and incentives

3. As per your opinion, use of motivational techniques will helpful for increasingyour job satisfaction level?

Yes

No

4. To which extent you believe that D&D is using most appropriate motivationaltechnique for improving the level of motivation of employees?

Strongly agreed

Agreed

Neutral

Disagreed

Strongly disagreed

5. What is the most appropriate motivational technique which will help D&Dorganization for retaining employees for long term?

Team-building activities



Training and development session

Enhanced communication

Targets, rewards and incentives

Non-financial rewards

Effective working environment

Flexible time hours

Rank most important from 1 to 7 one must be list more important.6. What is the major impact of motivational techniques on your level of job

satisfaction?

Helps in increasing job satisfaction

Declines level of job satisfaction

Encourage for doing work for long time

7. Please suggest appropriate motivational any other technique for motivatingemployees?

PopulationAccording C .Newman (1994.p205) “May be defined as a group of individuals of aspecies occupying a defined”. It is kind of act or process of populating or number ofpeople or inhabitants in a country or region.



SamplingAbove discussion has reflected that author will use primary data collection

method for obtaining fresh and new information. This information will be collectedby employees of D&D. So, employee of this organization will play the role ofresearch universe. There are different methods by which investigator can selectsample for whole investigation which are called sampling techniques. Author willapply random number sampling method for deciding sample of employees of D&D.In this method researcher will use random number table for selecting eachemployee. It reduces chances of the sampling error as well as provides equalchance to each employee to select in research sample. Therefore, author will usemost appropriate sampling method for deciding sample for this investigation.Sample size for current study will be the census that can be defined as unlike asample, which only takes a population and seeks to analyze every single member ofa population. Therefore, sample of staff will helps in collecting primary and freshinformation about the motivational strategies of D&D organization and impacts onthese tactics on employee performance (Garland and Garland, 2012).

Data analysisResearch techniques will be used by researcher for collecting facts and figures onemployee motivation and turnover of D&D (Dey, 2002). So, using these methodsauthor will collect numerical and subjective information. So, for analyzing thisinformation author will use thematic and statistical analysis. Thematic analysis willprovide assistance in examining subjective information about motivational theoriesand employee turnover. It will be applied by researcher because it is more effectivefor analyzing subjective and theoretical concept of the current subject. Thematicanalysis includes different charts, graphs, themes and diagram for resolvingresearch issue (Goddard and Melville, 2004).



On the other hand, statistical analysis method will be helpful for testinghypothesis using appropriate test. These methods helps in analyzing numericalinformation which will provide assistance in getting appropriate solution of researchproblem and making suitable conclusion on it. Therefore, data analysis method willbe appropriate for getting appropriate findings and results by which author caneasily determine the major impact on employee motivational techniques onpersonnel turnover of D&D (Kumar, 2014).

Ethical issues and considerationResearcher needs to complete whole investigation in ethical manner and

regarding this author needs to consider appropriate deliberations which playimportant role in resolving ethical issues in effective manner. As per the abovediscussion, major ethical issues are relevant to the data collection process. Authorwill collect primary information from different respondents so, safety and security ofevery participant is very important. So, for resolving this ethical issue author will notuse any personal information of any employee of D&D. Along with this, researcherwill assure about the use of only necessary data which will help in attainingobjective of the investigation. Along with this, research ethics includes differentother ethical issues relevant to secondary data collection method and these areplagiarism, copy and paste and manipulation of data, etc (Flick, 2011). So, forresolving these issues author will use appropriate references and citation ofhistorical research scholars or secondary data instruments. Therefore, research willfollow appropriate considerations for resolving research issues in effective manner.

Research limitationsAccomplishment of the investigation is not an easy task for researcher so, the

current study is also associated with some limitations (Daniel and Sam, 2011).These limitations are relevant to time and cost of the whole investigation.



Researcher of the current study does not have appropriate time and experience forconducting such types of investigation. Along with this, data collection process hastaken lots of time. These types of limitations can affect the research findings andresults but author has used appropriate time planning for managing time indifferent activities of research. It helps in reducing the unnecessary time in varioustasks. High cost of survey methodology and lack of research budget are alsoconsidered as major limitations of the current investigation. Author has usedActivity Based Costing method for developing budget for the whole investigation. Ithas applied by researcher because it helps in allocating resources on each andevery activity as per their requirements. Along with this, it is also beneficial forreducing the unnecessary wastage of financial resources in different tasks ofresearch so, author has developed research budget using activity based costingmethod. It has helped in managing all financial resources in effective manner(Whiteley and Whiteley, 2006). Including this, author does not have experience ofconducting investigation but author has collected appropriate theoretical knowledgeof different research methods. This knowledge has helped in managing all researchlimitations in effective manner (Sobh and Perry, 2006).



CHAPTER 4: FINDINGS AND DISCUSSION4.1 Data analysisData analysis can be defined as a process of examining collected information byusing appropriate qualitative and quantitative methods. As per the above discussionof the research techniques author has used different methods for collectingsubjective as well as numerical information for determining impact of motivationaltechniques on employee turnover of organization (Daniel and Sam, 2011). In orderto for analyze to narrative information author will use thematic analysis and forexamining numerical information researcher will apply statistical test and methods.Thematic analysis will help in getting appropriate solution for attaining majorresearch objectives. Statistical test will play important role in testing hypothesiswhich helps in attaining aim of the research in effective manner (Goddard andMelville, 2004).

4.2 Qualitative analysisQualitative analysis can be defined as a process of analyzing subjective data

using appropriate methods (Sobh and Perry, 2006). For the current research authorwill use thematic analysis which helps in evaluating facts and figures on the basis ofliterature review and questionnaire survey findings.

Thematic analysis:It is one of the important methods for analyzing qualitative information. This

technique analyzes collected information using charts, graphs, diagram and themes.It helps in determining appropriate motivational technique for decreasing employeeturnover as well as also plays important role in determining the major reasons of jobdissatisfaction (Whiteley and Whiteley, 2006). Thematic analysis for the currentinvestigation is as follows:



Theme 1: Employees of D&D are not satisfied with the job. NumericdataYou are working with D&D organization of UK, are you satisfied with

your Job?Frequency

Yes 12No 8

Author has asked the above question to employees of the organizationbecause researcher wants to determine the level of satisfaction of personnel withtheir roles and responsibilities. It has helped in determining needs and requirementsof motivational technique. After getting information author has found thatapproximately 8 respondents were not satisfied with the job and roles andresponsibilities. But, on the other hand, 12 participants were not satisfied with thejob at D&D. Therefore, collected frequency has reflected that most of theemployees are not satisfied with their own roles and responsibilities in effectivemanner. This dis-satisfaction affects their level of motivation and increases therequirements of motivational techniques.



Theme 2: Reasons behind the job dissatisfaction of employees of D&D.Thematic

What is the major reason behind your job dissatisfaction with D&D? Frequency

Inappropriate remuneration policies 4Lack of communication and motivation 5

Inappropriate allocation of roles and responsibility 3Working environment and organizational culture??????? 4

Inappropriate rewards and incentives How this addresses theproblem made investigation.-------------------

4

Used Herzberg but is expectancy and explains.Used this tableToo many people 10pollution 15More pay 15Better condition 3Bonus 25



According to the previous theme author has found that employees of D&Dare not satisfied with their job and roles and responsibilities. So, author has includedthis question for determining the major reason behind the job dis-satisfaction.25%respondents have believed that lack of motivation and communicationincreases the job-dissatisfaction. Similarly, 20% employees though thatinappropriate remuneration policies of D&D declines the level of satisfaction. But,20% employees have given their response to working environment and culture ofthe company. As per their opinion, author has found that unsuitable workingenvironment and culture can also decline the satisfaction of employees towardsworking. 15% participants have believed that inappropriate allocation of roles andresponsibilities decreases the job satisfaction of employees of D&D. Therefore, eachand every employee has different opinion about the reasons behind the jobdissatisfaction.



Theme 3: Motivational techniques are helpful for increasing jobsatisfaction level of employees.As per your opinion, use of motivational techniques will helpful for

increasing your job satisfaction level?Frequency

Yes 14No 6

Previous theme has helped in determining the major reasons of jobdissatisfaction among employees. After determining reasons, author wanted to thatwhether motivational techniques will be helpful for increasing level of motivation ofemployees and satisfaction of job, so, author has asked the above question to allrespondents. In the findings of literature review researcher has found that trainingand development, team building activities, rewards and incentives and appropriatecommunication are major techniques of motivation. Author has found that 14



employees believed that motivational techniques will help in increasing their jobsatisfaction level. But, on the other hand, 6 participants were believed thatmotivational techniques do not have any positive impacts on job dissatisfaction. So,as per the highest frequency author needs to apply suitable motivational techniquesfor increasing the satisfaction level of employees towards the job.

Theme 4: Most appropriate motivational techniques which help D&Dorganization for retaining employees for long time.

What is the most appropriate motivational technique which will help D&Dorganization for retaining employees for long time?

Frequency

Team-building activities 2Training and development session 3

Enhanced communication 4Targets, rewards and incentives 3

Non-financial rewards 2Effective working environment 4

Flexible time hours 2



To determine the major motivational technique for retaining employees forlong time, the author has included the above question in survey questionnaire. Asper the highest frequency 4, training and development session and effectiveworking environment are most appropriate technique for retaining employees forlong run. Average frequency has reflected that each employee has distinct needsand requirements so, organization can implement all methods for motivatingemployees.



Theme5:Majorimpacts ofmotivationaltechniquesonlevelof job

Determining major impact of motivational techniques on employee turnoveris the major aim of research. So, author has asked the above question to allrespondents because author wants to determine the impact of these techniques onsatisfaction level of employees. Collected facts have reflected that 12 respondentshave believed that motivational techniques help in increasing job satisfaction level.But, on the other hand, 2 have though that motivational methods declines the levelof motivation. In addition, as per the response of 6 respondents, motivationaltechniques encourage employees for doing work for long time. It meansmotivational techniques help in retaining employees for long time in organization.Therefore, as per the findings most of the employees have believed thatmotivational techniques can help in increasing the job satisfaction level of allpersonnel.

Findings of thematic analysis



Thematic analysis has reflected that employees of D&D organization are notsatisfied with their job, roles and responsibilities. Examination of the collectedinformational has also reflected that there are different reasons behind the lowsatisfaction level such as inappropriate remuneration policies, lack ofcommunication and motivation, inapt allocation of roles and responsibilities,working environment and organization culture and incorrect rewards and incentives,etc. research has also disclosed that motivational techniques will helps in increasingthe satisfaction level of employees towards their job. So, D&D organization can usedifferent motivational techniques for motivating all personnel. These include team-building activities, training and development session, enhanced communication,targets, rewards and incentives and non-financial rewards. Further, Analysis offindings have reflected that effective working environment and flexible time hoursare also considered as appropriate method of motivation for employees. Thesetechniques help in encouraging employees for working long hours for D&Dorganization. Therefore, findings of thematic analysis have helped in resolvingresearch problem and attaining all objectives in effective manner because allfindings has provided solution of each research question which helps inaccomplishing research in appropriate way.

4.3 Quantitative analysisAs per the above discussion author has also applied appropriate statistical

methods for examining numerical facts and figures which have collected by surveymethodology. For the current investigation author has applied chi square test forchecking formulated hypothesis. It has helped in attaining objectives in effectivemanner (Krishnaswamy, Sivakumar and Mathirajan, 2009). As per the literaturereview and assumption author has developed hypothesis which is based on



motivational techniques and level of motivation. On the basis of these assumptionhypothesis for current investigation are as follows:

Null hypothesis (H0): D&D is not using most appropriate motivationaltechnique for improving the level of motivation of employees

Alternative hypothesis (Ha): D&D is using most appropriate motivationaltechnique for improving the level of motivation of employees.

Statistical analysis:Chi square test:

Chi Square is one of the important nonparametric hypothesis test. It is anappropriate method for compering observed and expected frequency of thecollected data. It is most appropriate method for examining hypothesis. For thecurrent investigation author will use 5% level of significance for the hypothesistesting. In hypothesis testing author calculates two types of values such as criticaland tabulated value of chi square (The Chi Square Distribution, 2015). As per thesevalues author compares that whether calculated value is less than the tabulatedvalue. If, it is true than author has accepted null hypothesis else reject it and acceptalternative one. Chi square test is implemented as follows:

1. To which extent you believe that D&D is using most appropriatemotivational technique for improving the level of motivation of

employees?

S.No Available options Observed Frequency

1 Strongly Agreed 32 Agreed 33 Neutral 1



4 Disagreed 75 Strongly Agreed 6

S.No OptionsExpectedfrequency (O-E) (O-E)2

(O-E)2/E

1 Strongly Agreed 4 -1 1 0.252 Agreed 4 -1 1 0.253 Neutral 4 -3 9 2.254 Disagreed 4 3 9 2.255 Strongly Agreed 4 2 4 1

20 ∑(O-E)2/ E 6

As per the above calculation, critical value of chi square is 6. Author hasassumed that level of significance for this test is 5% and as per the available optiondegree of freedom is (n-1= 5-1=4). So, tabulated value of chi square is 9.45 on 5%level of significance and 4 degree of freedom (The Chi Square Distribution, 2015).So, after making comparison between calculated and tabulated value author hasfound that calculated value is less than tabulated value. So, author needs to acceptthe null hypothesis and reject alternative one. As per this findings author hasdisclosed that D&D is not using most appropriate motivational technique forimproving the level of motivation of employees. It organization is used appropriatestrategies and methods for motivating personnel which will help D&D in reducingemployee turnover.

4.4 Findings and discussionFindings and results of the data analysis has reflected that employees of D&D

organization are not satisfied with the roles and responsibilities and job. It affectstheir individual as well as organizational performance of the firm. It has negative



impact on employee retention and turnover of the organization. Due to this reasoncompany is facing the serious problem of high employee turnover and pooremployee retention. This problem can decrease profitability and productivity of D&D.So, organization needs to improve the satisfaction level of employees as well asalso try to augment motivational level. Findings have revealed that there aredifferent reasons behind the job dissatisfaction including low motivation unfavorablepolicies of salary, wages, rewards and incentives. Along with this lack ofcommunication and encouragement and inappropriate allocation of roles andresponsibilities also considered as major reasons of job dissatisfaction. Further,working environment and organization culture of D&D are also not appropriate so,this hospitality organization needs to focus on all these areas for increasing thelevel of motivation of employees.

Author has also found different techniques of motivation for encouragingemployees for their best performance. As per the research findings author hasdisclosed that training and development program, incentive policy, team buildingactivities, high communication, and effective working environment will help D&Dorganization in increasing the satisfaction level and motivation. Findings of theresearch have also reflected that motivational techniques help in increasing themotivation of employees by which they can work for D&D organization for long time.Therefore, these methods help in increasing the rate of employee retention for D&Dorganization. Consequently, findings of the thematic and statistical analysis havehelped in attaining objectives and resolving research problem in effective manner.



CHAPTER 5: CONCLUSION AND RECOMMEDATIONAim and ObjectivesAim: “To critically evaluate major impacts of motivational techniques on employeeturnover within D&D London”.Objectives:

To determine importance of motivation for employee retention in pubs andrestaurant.To analyze different motivational techniques for motivating employees ofD&D London.To assess the impact of different motivation techniques on employeeturnover of D&D.To recommend appropriate methods to D&D for motivating and retainingemployees.

ConclusionMajor objective of the current study is determining impacts of motivationaltechniques on employee turnover of D&D. Author has reviewed large number ofresearch articles for understanding the research problem in effective manner. So,findings of the literature have reflected that employee turnover is one of the majorproblem of hospitality organization which declines performance and productivity ofthe firm. Along with this, different insights of the literature have helped in makingappropriate hypothesis on the basis of assumption.

Further, for conducting investigation author has used suitable researchmethodology. Author has applied positivism research philosophy and combinedresearch approach. Further, study has included descriptive research design andcombined research strategy. Including this, data has collected by primary as well as



secondary data collection methods. Author has collected appropriate facts andfigures for attaining objectives in effective manner. All collected information hasexamined by thematic and statistical analysis. Findings of the analysis havereflected that author has got appropriate solution of research questions which helpsin making final conclusion for study.

Determining importance of motivation for employee retention is one of themajor objective of the current investigation. Author has found that motivation isvery significant for increasing the job satisfaction level of employees as well as alsoimportant for encouraging them to give their best performance. Along with this,effective motivation helps in understanding roles and responsibilities in operativemanner which plays important role in retaining employees for long hours. Therefore,author has found that motivation is very significant for retaining employees in pubsand restaurants.

As per the formulated objectives author wanted to identify appropriatemotivational techniques for motivating employees of D&D. For attaining thisobjective researcher has disclosed reasons of job dissatisfaction and low motivation.Study has found that inappropriate remuneration policy, lack of communication,unclear targets, roles and responsibilities are major reasons behind the low level ofmotivation. So, as per these reasons author has found that, there are differentmotivational techniques which can resolve all these problems and reasons of lowmotivation. These are appropriate training and development program, favorablepolicies for deciding salary and wages, etc. Including this, use of appropriatecommunication method will also help in increasing the motivation andencouragement among employees and top level management. Therefore, all theseare important motivational techniques for motivating employees of the firm fordoing job for long time and give their best outcomes for improving the overallperformance and productivity of the organization.



Afterwards, author also wanted to assess the impact of different motivationaltechniques on employee turnover. According to the website analysis, author hasfound that rate of employee turnover of D&D is increasing from last three years. So,organization needs to focus on increasing the rate of employee retention forresolving this problem. As per the studies of motivation, author has also found thatdifferent motivational techniques have positive impact on employee turnoverbecause these methods help in augmenting desire and willingness of employeestowards the job which play important role in retaining employees in D&D. Abovediscussed motivational techniques help in satisfying social, financial and otherneeds and requirements of employees which provides assistance in increasinginterest and trust of employees towards D&D organization. Overall, positive impactsof motivational techniques provide advantage of retaining employees and reducingstaff turnover in effective manner. Overall, findings of the research have concludedthat motivational techniques have positive impact on employee turnover withinD&D London which helps in retaining employees also.

RecommendationAs per last objective of the research, author needs to recommend appropriate

methods to D&D for motivating and retaining employees. The whole research hasdisclosed that, D&D organization should focus on reducing employee turnover andincreasing the level of motivation of personnel. According to the whole investigationauthor has found that company should use appropriate techniques of motivation(Kalivas and Volkow, 2014). These methods will help in increasing level ofmotivation as well as also provide assistance in retaining employees in effectivemanner.

D&D organization should arrange appropriate team building activities inorganization because it will helps in increasing relationship among employees and



management. These activities also provide assistance in augmenting coordinationamong team members which help in increasing interest of employees towards job(Murphy and Yetmar, 2010).

As per the analysis, employees of D&D are not capable to provideappropriate hospitality services to each and every customer. So, management ofthe company should schedule training and development session as per the needsand requirements of employees. These programs help in increasing skills andcapabilities of personnel which will play important role in providing best outcomes.

Further, organization should also focus on HR policies of the company.Company should make necessary changes in remuneration, salary and incentivepolicies. These policies help in satisfying their financial requirements which will leadfulfillment of other needs also (Dörnyei and Ushioda, 2013). In addition companyshould provide salary and wages as per the skills and capabilities and actualperformance of employees. It will help in motivating them and increasing theperformance. Further, this strategy will also help in reducing conflicts between topmanagement and employees of D&D.

As per the research findings, sometimes unclear roles and responsibilitiesalso affect interest of giving best outcomes. So, supervisor of D&D needs to useappropriate communication methods for increasing coordination between differentteam members. Along with this, organization needs to allocate roles andresponsibilities as per the skills and capabilities of employees (Weiner, 2013). Ithelps in increasing their performance in effective manner. Therefore, all the abovediscussed recommendations will help in motivating staff members as well as alsoplay important role in reducing employee turnover of D&D.



Area of future researchThe current research subject is based on impact of motivation on employee

turnover of D&D organization. Findings and conclusion of the study will help inincreasing the scope of future research. As per the research findings futureresearcher can conduct studies on motivation, employee turnover and retention.Along with this, whole study is based on D&D organization which a leadingorganization of hospitality industry of London. So, future researcher can conductfurther studies on similar subject but different organizations of various otherindustries. In addition, author can also implement the whole research for retailindustry also. Therefore, it will help in resolving the employee turnover problems ofother industries as well. Therefore, the current research studies also provideguidance for the future researchers and PhD research scholars by which they canimplement research studies on relevant subject. In coming future researcher canimplement investigation on same subject for international organizations. Therefore,overall whole research has increased the scope of future investigation.



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