Research Title How Effective Motivation and Employee Satisfaction on Organizational Growth.

-A case Study on Travelodge Hotel

Abstract This study is to analyze the impact of employees motivation on organizational growth in the hotel industry the stem of Travelodge, UK which is single of the prime funds lodge manacles in UK. It is obvious that employees play an important role in the success or failure of any organization or industry. The employees play the key role in the success of the hotels, because the services are presented and delivered through the employees. Therefore one of the most important duties of hotel management is increasing the performances of its workforce. The reason of the study is to examine a variety of process to inspire the workers in individual of the stem of Travelodge, UK which is single of the prime funds lodge manacles in UK. The study will mostly center on the diverse approach to progress the inspiration of worker. In order to achieve the objectives of the research, the researcher has completed a sample analysis by collecting data from the employees of a hotel namely Travelodge which is situated in the city of London. With a view of this regard, the researcher has collected a sample of forty employees of that hotel. After that, the interview among the employees has been conducted. There are fifteen questions regarding the satisfaction and motivation of employees of an organization. The first research question was to identify and evaluate motivational strategies used in Travelodge. It is found that good working conditions, growth and career development, promotion prospect, good salary and health relationship with supervisors and colleagues mostly motivate the staffs of the Travelodge. The second research question was to find out the current state of employees motivation of Travelodge. It is found that majority of the employees have full satisfaction regarding their work environment. After analyzing the research done among the employees of Travelodge, it is found that through the prospect of promotion, forty percent employees have high satisfaction, fifty percent employees have satisfaction, and five percent employees have dissatisfaction regarding the level of promotion at Travelodge. Studies also showed that around ninety percent employees at Travelodge believe that their organization has chosen the right strategies regarding the prospect of promotion. It is also found that majority percent of the employees at Travelodge are satisfied regarding individual growth and career development. Research done among the employees of Travelodge found that around seventy percent employees have satisfaction regarding the good relationship. At last it can be said that Overall satisfaction of the staffs at the Travelodge is in satisfactory level and it is possible to increase it further by giving attention on the Growth & Career development. Table of Contents Contents Chapter 1introduction 1.1Background of The Study 1.2 Purpose of The Study 1.3 Aims And Objective of The Study 1.4 Research Question Page No. 01 01 03 03 03

1.5 Rationale behind the Chosen Research Topic

1.6 Background of The Case Company 1.7 Structure of The Dissertation

03
04 06

Chapter 2literature Review 2.1 Introduction 2.2. Hospitality And Tourism Industry 2.3. Human Resource Management 2.4.1Employee Motivation and Organizational Effectiveness 2.4.2The Importance of Employee Motivation in the Hotel Industry 2.4.2. Motivational Factors to Employees 2.4.3. Environmental Motivation 2.5. Theory of Motivation 2.5.1 Maslows Hierarchy of Needs 2.5.2 Fredrick Herzbergs Motivation-Hygiene Theory (Two Factor Theory) 2.5.3 Douglas McGregor Theory X And Y 2.5.4 Equity Theory 2.6 Summary Chapter-3research Methodology 3.1 Introduction: 3.2 Research Philosophy 3.3 Research Approach 3.4 Research Method 3.5 Survey Strategy

07 07 08 09 10 11 12 14 17 17 21 22 23 24 25 25 25 25 26 26

3.6 Case Selection

3.7 Data Collection Method 3.8 Sampling Technique 3.9 Semi Structured Interview 3.10 Interview 3.11 Data Analysis & Presentation Method 3.12 Validity 3.13 Reliability 3.14 Ethical Considerations 3.15 Summary Chapter-4 Empirical Study, Findings, & Analysis 4.1 Overview of The Empirical Study 4.2 Interviews Procedure 4.3 Findings & Analysis 4.3.1 Findings of Sample Characteristics 4.3.2 Findings & Analysis of Each Question of The Survey 4.3.3 Measure of Employee Satisfaction 4.3.4 Importance-Satisfaction Matrix Analysis 4.4 Analysis of Motivational Factors Considering Empirical Findings 4.5 Summary Chapter-5 Conclusion & Recommendation 5.1 Study Summary 5.2 Conclusion 5.3 Recommendation References Appendix

27
27 27 28 28 28 29 29 29 30 31 31 31 32 32 32 44 46 49 50 51 51 52 54 56 62-64

Chapter 1 Introduction 1.1Background of the study Every organizations and business desires to be successful which leads to them constant progress. As the current era is highly competitive so organizations are facing challenge in employee retention sector regardless of size, technology and market. It is necessary to create and maintain a strong and positive relationship and bonding between employees and their organizations to overcome this restraint. As human resource or employees of any organization it is necessary to influence and induce them towards task fulfillment as it is the most important part. Organizations generally plan different strategies to compete with the competitors and to increase the performance of the organization which is necessary to achieve prosperity. Not a large number of organizations believe that it is important to focus on human personnel and employees of any organization as it is its main assets and can lead them to success or if not focused well, to decline. When the employees of an organization are motivated for the tasks fulfillment and goals achievements and encouraged to do so, only then the organization can progress or achieve success. It can be certainly said that success or failure of any organization or industry is very much depended on the employees who play an important role in the organization. According to Pfeffer (2009) human capital has long been held to be a critical resource in most firms. In most countries hospitality and tourism industry has gained huge level of importance as they have been able to earn income for countries. To improve and develop their nations life most of the countries in the world are trying to attract more tourists and guests to their destinations. One of the most important needs of a tourist is accommodation; as a result hotel industry becomes the very important component of the tourism industry. Most hotels provide many other services such as restaurants, swimming pools, tennis play ground etc along with accommodation. To attract more tourists most of the countries in the world are trying to develop their hotels and therefore to improve their hospitality and tourism industry. The success of the hotels mostly depends on the services are presented and delivered through the employees. If the guests become dissatisfied and have a bad experience about the hotel because employees do not serve the customers the way they should, it is more likely that they do not want to come back again. If the employees provide excellent service then the guests would be satisfied and would like to come back again and they would suggests others to stay in the hotel. The corporate culture of the Marriott hotel has always been take care of your employees and they will take care of your customers (Marriott and Brown, 2008). The statement makes it clear that Marriott is a very well known and successful hotel chain. According to the corporate culture it pays so much attention to its employees. Increase the performance of the workforce is the most important duties of hotel management. According to Baun (2008), human resource management is often seen in terms of a three-part cycle that can be summarized as follows: attract an effective workforce, develop an effective workforce, and maintain an effective workforce. Employees motivation or maintaining an effective workforce is one of the most important and effective components of human resource management. Employee motivation has been the focus of research in academic circles as scholars seek to understand what motivates employees in a variety of work settings, especially in the hotel industry where the work is labor intensive (Chiang, 2008). According to Chiang (2008), Motivation factors in the hotel industry - pay, monetary bonuses or incentives, recognition from managers, colleagues, customers and family,

opportunity for advancement and promotion, opportunity for increased job responsibility, challenging work, feelings of accomplishment, development of self esteem, good working conditions, good work schedules, job security and being regarded as a good employee. As employees working in hotels or any other industries are different from each others in many ways like needs, desires, cultures, job positions etc. so it can be clearly said that motivating employees is a tough task to do. It is important to recognize employees need to find out the ways than can motivate employees more and better. Many theories has been developed regarding this subject matter such as Maslows hierarchy of needs, Herzberg theory, equity theory and theory X & Y. Maslow in this theory of hierarchy of needs showed that human needs in a hierarchy which starts from the basic needs in the lowest part of the hierarchy to the highest needs of self actualization. Managers can better find out more effective ways to motivate their employees by using and understanding these theories.

1.2 Purpose of the Study The focus of this study is to enlighten the fact that how an organization through its employees can gain success and effectiveness. The purpose of the study is to analyze the impact of employees motivation on organizations growth in the hotel industry.

1.3. Aim and Objective of the study The aim of this study is to identify the employees motivation in Travelodge hotel, UK. The objectives of this study are: i. To identify and evaluate motivational strategies used in Travelodge, UK; ii. To explore the current state of employees motivation of Travelodge hotel, UK; iii. To provide suggestions to improve the employees motivation in Travelodge hotel, UK.

1.4. Research Questions The questions of this study are: What are the motivational strategies used in Travelodge, UK? What is the current state of employees motivation of Travelodge hotel, UK? What are the applicable suggestions for employees motivation of Travelodge, UK? 1.5 Rationale behind the chosen research topic It is known by the researcher that the main target of any business is to attain customers and maintain a good trusted relationship with them. When the customers are served according to or in a better way beyond their perception, they will be coming back more and willing to stay for longer period. If the employees are highly satisfied they will provide service in a better way. Improved employee satisfaction leads to customer satisfaction and thereby increased productivity and sales of the company. Researcher has been motivated by the fact that if a company becomes able to motivate its employees then it world results in higher profitability for the company. To identify what motivates employees over last 40 years Willey (1977) has performed research several times. Finding motivational factors is very crucial for an organization and Willey found different factors in different times. It can be said that to analyze different motivational strategies applied to motivate the employees are very much contemporary and logical.

1.6 Background of the case company (Travelodge Hotel Company) Travelodge opened in 1985 as the UKs extremely initial financial plan hotel on the A38, within Barton below spine timber. At present, it is the states rising and main pioneering hotel series among above 470 hotels crossways the UK, Ireland also Spain. Travelodge established itself as a chief hotel variety in London, Edinburgh, Brimingham, and Cambridge. Travelodge has positioned itself in most chief town centers and accepted festival hospitals. Reason build hotels, score 11 scheduled construction, workplace alterations, attainments of obtainable hotels and co-operations by most important pub business and superstores are some lodge plans that has been taken by Travelodge. A Values Based Organization Travelodge has 4 ideals which direct each result that we build: http://www2.travelodge.co.uk/assets/img/values.jpg

Travelodges People at the Heart of its Business (Source: Annual report, 2008) The fact that has made Travelodge exceptional is its public. Around five hundred fresh occupations is generated by Travelodge every year and at present almost six thousands public working crossways the UK, Ireland also Spain. Each one fusion, Travelodge must have the chance to enlarge a significant job that is what thought by Travelodge. Travelodge has full 75 percent of its opportunitys inside in previous time and also an exclusive twelve weeks Management Development Program (MDP) has been arranged to simply show employees quick paths entrance in the organization. Every worker despite of their recent place or span of service can have access to this program. One in ten of Travelodge employees has been able to achieve or is studying towards a National Vocational Qualification. Travelodge has sponsored a number of managers to study toward a Foundation Degree in Hospitality Management. On behalf of educate leavers Travelodge initiated the UKs primary financial plan lodge organization leadership program in 2011. A quick path way into organization is the system aristocratic JuMP (Junior Management Program) also offers A-rank learners (18+) by a genuine substitute to leaving campus. Within 2015, 45 percent of its executives will have attached by JuMP and this is the plan of Travelodge.

1.7 Dissertation Outline

Chapter Two Literature Review 2.1. Introduction The reputation of tourism and hospitality industry sector is gradually increasing all over the world and different dimensions have been added in these industries to make people more attracted. At the same time the importance and responsibility of different department and sections relates to this sector has been experiencing greater autonomy in decision making and decorating the policy planning of this industry. Hotel industry is the key concern in tourism industry and all over the world luxury and recreation is together working in the hotel sector development. In this case the manager of the hotel plays a very crucial role to maintain and establish the rules and regulations as well as ensuring the facility of the hotel. Besides, human resource management, employee satisfaction, policy planning of the hotel and offer and package dealing also come with the role of hotel manager. Employees have a big role in hotel industry as they treat and give the hospitality to the guest and it matters how they get satisfaction. As the employees are directly deal with the customer they have very important role to satisfy them which will ultimately impact the reputation and popularity

of the hotel. There is no organization that can ignore this importance (Drucker 2009 p3). The employees can provide the services and earning the commitment from the clients for any organization. Better employee performance can enhance the position and status of the company everywhere in the world. This paper focuses on the motivation of the employees in hotel industry. In the present human resource management for any organization motivation becomes a key factor to inspire the employee. It is one of the major tools to define the level of enactment of the employees (Viorel, Aurel, Virgil and Stefania 2008). Motivation is a way out for better HRM practice for any company (Michael 2008).

2.2. Hospitality and tourism industry Hospitality and tourism industry becomes one of the most important industrial sectors all over the world. Tourism though an age old industry but in recent time the development and investment in this sector is revolutionary (Vanhove 2009). A perfect definition of tourism can be found in the British tourism society in 1979 and it poses the idea from Burkat and Medlik of the year 1974. Tourism is basically leaving the familiar surroundings and goes for a trip in different place far from the living place for passing holidays or gets recreation. It is basically kinds of short migration and it makes people free from their general activities (Burkat and Medlik 1974). In another study it says that tourism is basically a migratory activity of people from his familiar place to a different place far from his dwellings and the place of destination is better for pleasure and satisfaction with nature and beauty. The important feature during this period is getting service from different people true costing money (Wall and Mathieson 2009). On the other hand hospitality means the care and shelter but in many cases paying cost one have to get this. Hospitality is a very age old concept and in the page of history this concept evolved and its features has been changed but still it is an idea on behalf of people (Walker 2006). The word hospitality derives from the word hospice and its a French word. It means providing service and accommodation for satisfaction (Walker 1996). In fact the meaning of hospitality is very humble and very familiar (Lockwood 2009). But sometimes it becomes tough to get the real meaning as different people like to define it in their own terms and financial issue is also related to the changing definition of hospitality. It has different meaning among the employees, business consultants, general people and also the people related to the service industry. It has two different approaches, one is to supply lodgings to the people stay out from homer and another is to supply the food for those people (Lockwood 2009). So it is now easy to read the joint definition of tourism and hospitality industry instead of simply hospitality or the tourism industry. These two concepts are more or less interlinked. As tourism means peoples staying out from their home for pleasure and hospitality is to fulfill the needs and expectations for those people through food, accommodation and other recreational terms. In fact hospitality can put as the central idea of tourism and development. 2.3. Human resource management Workers or the employees are the key factors for any company to achieve in its target or to receive the success, Employees and their skills are the tools to determine the success of any organization (Bayo-Morions and Diaze de cerio 2008). Quality, skill, attitude and the behavioral sense of the employees play a very significant role for any organizations success or the massive failure. Human resource is a very crucial idea for any organization from the past time (Pfeffer 2009). In fact the Human resource management is the most important activity of the company and

it is all about the management of the company focusing on the employees. There has been numerous studies taken place regarding the human resource management and it indicates a progressive relation between the employees and management authority of the organization for a smooth working environment. It links the overall enactment of the company with the strong pledge and dedication of its employees (Arthur 2008, MacDuffie 2009). The prime focus on this paper in dealing with Human resource management (HRM) is on the motivational aspects of the hotel industry and it is better to have an idea on the practice of HRM in the hotel industry. The managers of every division in hospitality industry are focused on the responsibilities over the human resource of the industry (Tanke 2009). The main concept of HRM is to deal with the people whatever the workers or the tourist in a manner of satisfaction. It is common in hotel industry to have a big working force as it is basically labor intensive industry (Chand and Katou 2009).It means the reputation and the accomplishment of this industry more or less strongly depends on the commitment of its employees and as well as in using better skills, knowledge and service initiatives by the employees. Active involvement, immediate response, committed to the service and loveable attitude of the employees is matters in the success of this industry (Gabriel 2008). Importance of the employees in this industry is enormous as all the services provided by the workers in this industry. In such labor intensive industry proper application of the human resources is very important and it can add a comparative advantage for the industry (Schneider and Bowen 2009). Human resources can better use and effectively gain from this resource through proper recruitment, motivation, effective and advance training (Cheng and Brown 2008). Human resource group of the hospitality industry helps to meet the demands, aims and purposes of the industry (Tanke 2009). If the industry feels the absence of effective HRM it can never sustain and it will be tough to achieve the goal of the industry. So it is obvious for the hotel management to have strong commitment over the best practice of the HRM for the highest achievement in this particular field. 2.4. Motivation Through proper motivation the company keeps its employees satisfied and active in their given responsibility. It is basically raising proper intension for the task in the office and to make strong commitment for the assignment given from the authority. It is an inside strategy of the organization. Motivation is the key strength for the employee to be more dedicated, committed for the success of the company he or she is involved in and to do the job assigned by the authority according to the manner (Hofstede 2008). In the corporate world we basically experience 2 types of motivation and these are intrinsic and extrinsic (Ali and Ahmed 2009). Intrinsic motivation is quite tough to guess as there is no such visible evidence to show this motivational aspect. It is basically giving better responsibility by confirming him that he is the only person who is capable to go through such job. This award is inherent in the task assigned to that person in the office. Reward system, payment scale increase or financial rewards are some examples of extrinsic motivation. Certified to the person can also be regarded as the motivational pattern in this process (Deci 2009). Among the motivational patterns the most important in motivating employees is to effectively distribute the responsibility among the workers (Shadare et al 2009). Strong commitment can arise from the motivated workers and his skills and working pattern will automatically change because of this incentives. He will be more close to his responsibility as well as the aims and objectives of the company. If there is continuous motivational process in the company, the employee will naturally go for extra effort to show their skills and commitment for the company (Kalimullah et al 2010). The workers commitment will even dare to work in difficult situation as they know what is behind waiting for them.

2.4.1Employee Motivation and Organizational Effectiveness A satisfied employee is the asset for the company as he will be more committed to his duty and it will bring profit for the company in return. Motivation and satisfaction of the workers are strongly interlinked and it has direct impact in the job (Ali et al 2011). In a study among the workers of telecommunication sector in Pakistan, it was found that there is strong relation exist in between the effective organizational structure and motivated employees expertise that leads to the success and earn the profit for the industry. Almost maximum respondents have shown a positive attitude over the relation in between the motivation and expertise and dedication (Muhammad et al 2011). On the other hand if there is no proper organizational behavior, if there is tyranny in terms of decision making and no voice of the employees, its tough for the industry to get success there like in the African region and in many parts of Asia. In these organizations there is lack of affectivity; commitment from the employee and kinds of suppression exists in the official environment that turns to massive fall in this sector (Constant D et al 2011). If an employee is internally happy with the attitude of the company he or she is the real asset for any organization as he can better contribute and better committed than others (Matthew J. et al 2009). Through different studies it is found that there is a positive relation exists in between the employee satisfaction and company turn over. 2.4.2The importance of employee motivation in the hotel industry In the tourism and hospitality sector, hotel industry has huge importance. As the hospitality is much more humanitarian term, the employees have better space to serve in this industry (Tanke 2009). The corner stone of any success in this sector is relates to the satisfaction of the employees and its first! If there is a concern for the employees then automatically the employees will be careful and concerned for the clients or the guest in the hotel (Marriott and Brown 2009). If the employees are aware of their respect by the management than automatically it will impact over their assignment and regular activities. It will make a comfort zone for them. A satisfied worker can better serve than the deprived one. So it is basically a win-win situation for both the employees, customers and companies itself. In hotel industry the task is basically deals with the food and accommodation and both are close to basic human needs. This is very unique in terms of serving people in these sectors. It is all about the own responsibility of the hotel authority and the employees in terms of food and accommodation even if the guests put dam care attitude as it relates to life. How their demand has been fulfilled, how they get reply from the authority; these issues are important in dealing this sector. Proper communication can play an effective role in terms of demands, needs and expectations in this sector (Marriott and Brown 2009). Proper training for the employees is important. Those who are well trained in conversation with the guests, asking their problems and demands, it will make the customer more satisfied with the service of the hotel. On contrary, if there is poor trained employee, the situation can be the opposite and it does not bring any positive outcome for the industry. So the performance is directly connected with the HRM body of the hotel authority. 2.4.3. Motivational factors to employees The role of the workers in any organization is directly connected with the success of the company. Incentivized workers are more effective and committed and the prime responsibility of the HRM body should search for the motivational tools of those workers (Wheelhouse 2009). The authority should remind that all the workers are not equally satisfied and skilled. There is a variation in terms of their expectation and the authority should keep eye on every individual (Kamery 2009). The path of motivating employees is honestly a tough job as different people have different demands and expectations (Miljkovic 2008). So company should take different strategies to satisfy the employees in their own manner. There are variations in terms of company exposure, employees skills, financial capability of the organization and these issues make variations in terms of motivation (Edlund and Nilson 2009). In fact it is tough to have common

motivational tools in a company as different people have different expectations and different process of getting satisfied. Personality of the employees varies and sense of toleration, receiving power these are not same and these issues turn into a variation in the motivational tools. Though there are variations but some common factors are same everywhere in the world which motivate and satisfied the employees. These are very basic features and if these features being avoided, it will be a disaster for the organization (Wheelhouse 2009). The major issues are described in the following-

Security: For both human life and carrier, security is the key concern for every individual. Security includes the safety nets of the job, savings, retirement facilities and insurance in regarding any unexpected incident (Wheelhouse 2009). Sustainability and assurance of the job is also a prime security concern. If a person is in doubt whether his job will be ok or not in the next week, he can never get satisfaction and attachment with that job. Predictability, consistency and proper security issues always matters for the individuals in the office (Wheelhouse 2009). Salary: Financial issues are always a big concern and payment scale is deeply rooted with the motivational pattern in any organization (Wheelhouse 2009). Payment is like the visible reward for the employee and it is the biggest motivational tool for the HRM of the organization (Snell and Sherman 2011). It is natural that when a person gets a smart salary its his day in all ways! Money has direct connection with the motivational aspects and there are lots of reasons behind this and one is without money one can never survive! According to the study among the workers of the Saint Paul Hotel it was found that employees those are getting better salary are more committed than others (Petcharak 2008). Security in the work is linked with the payment scale. Working condition: A better working condition can inspire the employees in many ways and it is a big motivational tool in the developed countries specially. Low condition leads to poor commitment of the employees, low productivity and lack of commitment. Proper light, air circulation, positioning, privacy in the office these are linked with this concern (Wheelhouse 2009). Decoration of the office like color, room choice, cafeteria, lawn, recreation room these should be properly placed as these are attracted more than others. Washroom and locker-room should be neat and clean and well preserved. The office of Google in Switzerland offers a better example how working environment can enhance the creativity and commitment of the employees in the organization. It should be a concern that great job can never be great without proper working environment. This conditional factor has direct impact over the performance of the employees in the organization. Status: In every organization it should maintain an equal service and official manner for the employees. Rules and regulations should be precise and same for every individual. Dress up, name profiling, name tagging these issues should properly maintain (Wheelhouse 2009). Same dealing and management should put in the office. Equality among the employees is very important and there should have clear ideas over the confusing factors like how to get introduce, dealing with other employees and maintaining an official environment (Tomasevich 2008). In the transportation, parking areas and positions, special table in the dining; these should deal very carefully so that no discrimination can take place in the office. It is not possible to give all employees same

parking facilities, dining space in an office of thousand people. Sometimes meditation can play big role in motivating people like in Hotel Oriental in Bangkok city, the authority send its employees to the temple to have a sense of purity (Tomasevic 2008). Celebration of different days like the Christmas day or the 31st night or the New Year celebration can give a floor for the employees to come close to each other and to know everyone better. These can help to make a brotherhood environment in the office and better for both the employees and the authority. 2.4.4. Environmental motivation It is always better for the employees to find out his own motivational tools and strategies so that it can be easy to reach by the HRM to meet his demand (Wheelhouse 2009). A better environment can initiate for the employees so that they can get self-motivation and it is better if the company post a person to see and regulate the things (Kamery 2008). Self-motivation will enhance his skills and will open up the environment free for everyone. This situation will make a different scenario where employees can easily accept each other, share the problems, consult with each other and most importantly a sense of positive attitudes towards the other employees will grow in mind that will help both the organization and the employees. A satisfied employee can make other non-satisfied employee happy. It is not like that everyone will be equally act in that situation but it is important to give a floor to everyone. Responsibility, commitment, dedication can rise from such environment (Wheelhouse 2009).

Achievement: It is common that everyone likes to resolve the complications and they like to challenge the difficulties and determined to the desired goal. It is varied in different stage like an employee sometimes see his achievement in selling 2 dozen pens before 11 in the morning or selling 20 bottle drinks within 30 minutes in the evening (Wheelhouse 2009). If there is a proper situation, employees will get his reward automatically with the standard he or she deserves. Quality is an important factor here. Recognition: To increase the productivity recognition is one of the most important motivational aspects (Wheelhouse 2009). Money does not play the main role in every situation. Different and attractive recognition and rewarding like the day off, holiday package, training in the foreign country, certificate and gift transferring in front of the others employees play a big role to motivate and this is unique in the pattern of recognition. Sometimes it is effective than a handsome salary (Bragg 2008). If the employees get proper recognition as they deserve it will lead them to go for better achievement on behalf of the office (Jeffries 2009). For a well recognition the employee should be Deserved Speedy Apparent as fair to all employees Suitable for the effort consumed Achievable The work itself:

If the employee gets satisfaction from his duty it is the paramount assurance for better enhancement and effective involvement with the company activities. Meaningful work has better attraction and an employee can better motivate if his skill, creativity and knowledge get respected in the task he is assigned by the authority (Wheelhouse 2009). There needs to reorganize the environment and positioning the job if it is needed. Task should assign with variety and according to the status. The satisfaction of the involvement leads to the sense of commitment among the employees. Responsibility Responsibility has close link with the motivation as well as the organizational development. Employees should have a sense of responsibility towards the job and the organization. If there is contribution, there is commitment and it turns into a better relation between the workers and the organization (Wheelhouse 2009). Responsibility should distribute by the manager and one should receive that much what he deserves in practice. Growth and advancement Promotional features are one of the most important strategies to motivate the employees. There are variations among the employees regarding the promotional features. Every employee does not deserve the role of manger as well they dont even want to. In many cases they are happy with their assigned job but they want to receive more training, skill and diversity in their current task (Wheelhouse 2009). In fact there are thousand ways to motivate or incentivized the people but there are differences in terms of receiving the facilities and playing accordingly. Some issues are important in putting as important motivational features (Memmott 2008). This areLinking the thinking and morals of the organization Open door policy (be a good listener) Complaint measures Honest tendency and belief towards the people and bring it into light Clarify the positioning and reasons for particular decision making process Meeting with the worker regularly and sharing views Notice sheets These factors can give a better idea and can enhance the existing motivational patters which will help to make a better corporate practice in future. 2.5. Theory of motivation To analyze the idea and the process of motivation is very difficult in academic approach (Alawi 2008). To motivate the employee the management should learn first how to motivate them, what are the motivational tools, what are the variations and the choice of the individual (Tanke 2008). The choice and motivational tools may be different among the employees of same status. The HRM should consider these complexities. The interest and choice of the employees can be different. In explaining the motivational factors there are many theories exist in the academic world (Kanfer 2008, Pinder 2008). Motivation theory is practiced all over the world to conceptualize the issue of incentivized and motivate worker and as well as link up the issue with the progress of the company. It focuses on the set of ideas that will deal the procedure. Some major theory has been included in the following2.5.1 Maslows hierarchy of needs The most recent ideas about motivation are deal with the need theory (Alawi 2008). The hierarchy of needs theory is the first theory on motivation which was introduced by Abraham H Maslow. According to him it is inherent to satisfy others in human character and they like to get

satisfied in their position focusing the need (Alawi 2008). This theory presented in figure 2.1. He categorized the process in 5 stages and these are- physiological need, safety need, social need, self-esteem and actualization of oneself (Edlund and Nilsson 2009). The first 4 needs are deficiency needs according to Maslow but final one is related to the advancement and position (Riedl 2009).

Figure 2.1: Maslows hierarchy of needs provided by Petcharak (2009, p. 15) The need has a chronology that starts from the basic demand and finally it mixes with the status concern (Edlund and Nilsson 2009). The strongest analysis of Maslow is making a clear positioning and prioritizes the needs and importance in bases on the stages of the growth which start from basic demands to the consumption attitude. Physiological (basic) needs mean the demand that is obvious for the human being. It is the beginning of Maslows theory (Maslow 1943). The basic need like the air, water, sex, food comes in this stage. The needs that are must for the living is concentrated in this stage. In the corporate sense this basic needs turns into the working environment, payment, basic legal rights in the office etc. Safety and security needs come after the satisfaction from the physiological needs (Maslow 1943). This demand arise to stabilize the situation and to make a balanced condition. Stable society, justice, equality comes in this stage. Though these needs are close to the first need but it is different in law and order enforcement which is obvious for a vibrant society (Riedl 2009). Religious issue, social consequences are also integrated in this pattern. The main ideas to express in this level are to live in a peaceful society withy ensuring a better job, health concern and proper medical treatment (Efere 2008). In the business term this stage focus on the security in the service and payment regularity as well the insurance in the job. Retirement facility is also a big issue in this analysis. In the office or in job the environment should be in favor of the employees so that they can feel secure in the job (Jordan 2008). Social needs can portray as friendship, adoration and fit in the society. To feel one of the united societies is the main concern in this stage (Efere 2008). Threat from loneliness, sharing ideas, values, feelings and exchanging views with others in the society comes in this stage (Reidle 2009). It is the human nature to stay in the society, belong into a group, sharing the ideas and likeminded peoples association like the religious, ethnic, tribal etc. Alliance, friendliness, organizing behavior, human interaction, sharing and exchanging loves and affections are discussed in the social needs (Efere and Jordan 2008).

Self-esteem represent the desire of human mind like to attain, to express, to improve position, status concern, earning reputation and popularity (Efere 2008). Respecting oneself and receiving appreciation with focusing on the position and status comes to the studies in this stage. To live in the society stability, create a better position, earning reputation and attaining self-confidence is important for the human being. It is in fact prestige issue in many cases rather than the importance. Self-esteem derives from a tendency to dominate, to show up, to rule the situation or to control or manipulate the situation. In corporate world job position, salary scale, positioning, designation, promotional features turns to the idea of self-esteem (Jordan 2008). Self-actualization is the highest stage of Maslows motivation theory. It is the situation to fulfill the desire and sense of consumption bring into the light in this stage. It is like all things are yours. It creates a sense of manifest identity and desire. One can reach in this position if he fulfills the basic 4 needs as mentioned above (Maslow 1943). People who are self-actualized in maximum cases they are concerned about the individual growth forgetting the social condition (Riedl 2009). The most important factor in the analysis of Maslow is putting the idea of needs and the stages are revolutionary. Satisfaction gives the energy, create a strong position; Maslow first decorated this scene in academic language (Armstrong 2009). Recommending the challenge in the official procedure in the self-actualization process it is important to inspire the educational meaning and strength in the developmental agenda (Jordan 2008). This theory gives a standard and position to view the needs and demands and to act accordingly to fulfill the demand and need (Armstrong 2009). This chronology is also very unique in terms of focusing in which stage one actually belonging and what are the recommendations regarding the needs (Adair 2009). Maslow believed that there can be problem in both home and office regarding the official dealings. It can have a negative impact in the overall performance of the employee. Desire to attain the goals can lead to the success for any employee if he is determined. In fact there are some important features to satisfy the employees and it is stated in the book of Human resource Management written by Champagne and McAfee (Ramlall and Minneapolise 2009).

Figure: 2.2 Summary of Maslows hierarchy of needs (Petcharak, 2009, p. 15) In fact no theory is fully perfect in the world and there is debate against every thesis and theory. Maslow is not out of them. But the most important thing is the way he described the needs categorically is still relevant in analyzing the motivational aspects in all over the world in the corporate world.

2.5.2 Fredrick Herzbergs motivation-hygiene theory (two factor theory) The behavior and motivational linkage is strongly explained in the motivation-hygiene theory or the two factor theory given by Frederick Herzberg. The causes of satisfaction or the problem in arising the discomfortment is clearly analyzed in this theory (Herzberg 1987). The factors of satisfaction or dissatisfaction is not same according to this theory. Its like the disappointment is not contradictory to the consummation! This idea is explained in this two factor theory (Efere 2008). Psychological and physiological needs are integarted in this theory (Herzberg 1987). It says that the motivational factor is involved with the psychological growth and hygiene factor linked with the bodily sting escaping(Sachau 2009). The stages are incorporated with 6 categories and these are1. To Know further 2. Understanding 3. Creativeness

4. Efficiency 5. Uncertainty 6. ActualProgress It si all about the learning and achieving new skill. It is about promoting a relationship between the fact and use the skill and knowledge in bringing new idea (Sachau 2009).

Maslows hierarchy of needs and Herzbergs two Factor theories (Sachau 2009) In this figure 2.3 it shows that the motivation is connected with the performance of the staffs. According to the figure it indicates that managers have an important role the motivational pattern and two factors incorporation with this theory. There are also different critics against this theory in terms of the hygiene and motivational factor. 2.5.3 Douglas McGregor Theory X and Y According to this theory it divides the people into 2 categories and in inspiring people there are two basic approaches in this theory and these are X and Y. X states that the employees ignore the responsibility as they do not like the task given by the authority. They are not ambitious and in this case it is must to threaten them to motivate further and change their attitudes. On the contrary, Y represents those employees who are ambitious, who expect to do better and also want more satisfaction from the HRM of the company and regular motivational incentives is important in this regard (Jordan 2008). This theory is based on assumption rather than the practical implication (Efere 2008).

2.5.4 Equity theory This theory was given by John Stacy Adams in 1963, a behavioral psychologist and it focuses on the motivational aspect in the corporate world. It says that workers expect reward but they always not satisfied only with what he achieved rather the relation between this award and achievement of other in same process (Ramlall and Minneapolis 2009). It says that the motivational factor is connected with the ideas of fair treatment and judgment regarding the motivational tools. It also indicates the tendency of the company towards the

employee that means it focus mostly on the attitude and ethical position of rewarding (Efere 2008). An example of this theory presented in the table followingTable 2.1: Equity theory (source: http://www.businessballs.com/adamsequitytheory.htm)

2.6 SUMMARY There are various literature review has been integrated in this chapter. According to the deep study and findings it is found that the motivational aspect is closely connected with the performance and success of the organization. The more motivational strategies a company follow the better outcome it receives in return. According to all theories analyzed it indicates that to motivate the employees the authority need to know the process and factors of motivation first. It should intervene according to the needs of the employees. The company should focus on the difference of individuals motivational patterns as it varies according to the level of status and individual demand and expectation.

Chapter-3 Research Methodology 3.1 Introduction The philosophy, approach, strategy and other techniques are used and an idea has been provided about how the research work conducted in the research and it is the main purpose of the research methodology. Research validity, research reliability and ethical aspects of the research have also been included.

3.2 Research Philosophy Saunders (2008) has stated that Research philosophy may be pragmatism, positivism, realism and interprevitism. A mixed or multiple method design has shown in the pragmatism philosophy; both quantitative and qualitative methods that ensure ability of working with variations can be applied by the researchers. If a researcher can take positivistic philosophy than he or she will work with an observable social reality and this is known as positivism (Saunders 2009). Reality independent of human thoughts and beliefs is referred to as realism. Understanding differences between human is imperative and this is been implied by interpretivism. As the study is intended to evaluate the effects of motivation and employee satisfaction on organizations growth so interpretivism philosophy is appropriate. 3.3 Research Approach There are three types of research approaches that is widely used and they are - exploratory, descriptive and explanatory approach. Scholz and Tietje (2002) said that when the purpose of research is developing hypothesis, models, or theories then the explanatory approach is useful. Event revealed with a reference along with a reference theory or model is been explained by the descriptive approach. According to the theory of Scholz and Tietje (2002) explanatory approach has been followed in this research because this approach is useful to test cause and effect relationship.

3.4 Research Method According to Saunders (2007) research methods can be divided into two parts qualitative method and quantitative research method. Qualitative research mainly involves a naturalistic and an explanatory approach. A research which is examined by mathematical process is known as quantitative research. In order to substantiate their hypothesis, researchers demand qualitative as well as quantitative data for their theoretical analysis. Numerical simplification and mixed model strategy has also been regarded in this study. Both qualitative and quantitative approach is used in mixed model analysis procedure. By considering all the facts, mixed model has been applied in this study. 3.5 Survey Strategy According to Yin (2003) five ways can be followed in the time of doing a research and they are case study, experiments, surveys, histories and an archival analysis. Case study is one of the most popular ways among this five. When the researcher includes how and why then the case study approach is suitable (Yin, 2003). Case study has been used as a research strategy in this research.

Figure- Types of case study designs (Yin, 2003) As shown in the above figure the case study can be divided into four designs. The appropriate type of case study for a desired purpose can be selected by the guideline provided by Yin (2003). Researchers decided to use single embedded case study after studying these types.

3.6 Case Selection I have chosen Travelodge Hotel Company as the case company for this study. 3.7 Data collection method Two types of data sources called primary and secondary prevail in the time of doing a research study. The type of data that is important for the study is determined by the research topic. Secondary data are those data that has already been collected. According to Saunders (2009) Documentary, survey, and multiple these are the three types of data that can be used as secondary data. A wide variety of source is used to collect data. There are some documentary sources that is used to collect data and they are - organization websites, journals, newspapers, and diaries, administrative and public records. Survey based secondary data sources are Government surveys, academic surveys, and organization surveys. According to Saunders (2009), Industry statistics and reports and government publications are some multiple sources from where the data are mostly collected. Primary data have been collected by interviewing the employees of pizza hut restaurant ltd. The motivation behind working in this company and whether they are satisfied by working in this company are the two main things to be explored by the research and for this reason new data is necessary and will be collected. Secondary data also used to explore our above mentioned objective. An article named What motivates employees according to over 40 years of motivation surveys has used as guideline which enabled to collect data for this study. Our ranking question has been inspired by a survey based research conducted by Islam and Ismail (2008). 3.8 Sampling Technique As it is costly and time consuming to collect data from the population so sampling is essential for data collection. Sampling is concerned with the selection of a subset of individuals from within a statistical population to estimate characteristics of the whole population. Sampling can be said as the process of collecting data from a small group of people rather from a large group (Saunders, 2009). Saunders (2009) also said that there two parts of sampling techniques and they are probabilistic techniques and non-probabilistic techniques. Probabilistic technique of sampling means every unit in the population has the probability to be selected. When some components of the population have no chance to be selected or cant be accurately determined then it is called non probabilistic technique. Saunders (2009) said that Subjective judgment is used as the basis of selecting non-probability sample. Non-probabilistic techniques have been chosen to select the sample from the population. A sample size of 40 has been selected for this dissertation. 3.9 Semi structured Interview According to Bryman, 1989 and Creswell, 2007, semi-structured interview approach has been the mostly used approach for collective in qualitative research. Combination of structured and unstructured interview is known as semi structured interview and this method is used in this research. 3.10 Interview

The researcher has collected primary data by a semi-structured interview method. A relationship will be developed between the respondents and the interviewer by the prepared interview schedule. UK interview have been taken place at the Travelodge Hotel Company. 3.11 Data Analysis & Presentation Method To find out the meaning of the collected data, an analysis of collected primary qualitative data through interpreting the views and behaviors of the participants is done. Three steps-data reduction, data display and drawing conclusion and making verification are followed in the time of data analyis (Miles and Huberman, 1994). According to Creswell (2007) the following activities have been followed as the data analysis process for the case study: a. b. c. d. e. f. Data organization: Organizing collected data in a suitable order. Reading: Through reading of is made. Description: A description of the case and its context is made. Classification: To establish patterns a categorical aggregation is developed Interpretation: Direct interpretation is done and naturalistic generalization is developed. Representation and visualization: Present in-depth picture using narrative, tables, and figures

To present and analyze the collected data I will follow above data analysis process and will also use descriptive statistics, graphical presentation, and frequency distribution. 3.12 Validity Internal Validity Whether the research finding match reality and how congruent the findings are with the study are the two facts internal validity deals with (Merriam, 1998). Six basic strategies have also been stated by Merriam (1998). Triangulation, member checks, and peer examination has been utilized in this research among those basic strategies. External Validity According to Merriam (1998) to measure the generalizability of the results an external validity is used to measure the usability of the findings. To achieve external validity theoretical framework has been used as one of the ways of doing this. 3.13 Reliability Merriam (1998) stated that, it is necessary to maintain consistency between the collected data and the results to make a study reliable. As human behavior is not a static phenomenon so it may change over time. Stratified random sampling has been used in this study to improve the accuracy/efficiency of estimation. There is no possibility of arising question about reliability as the researcher himself conducted the interviews. 3.14 Ethical Considerations: Ethical consideration is very vital in research studies. It is necessary to take ethical approval before proceeding further. According to Saunders (2007) the rights of participants in a case of is being affected by the research work and research ethics are the suitability of a researchers behavior regarding this right. It is necessary for the researcher to know Code of Ethical Conduct for Research. The researcher needs to pay attention to maintain ethical matters. I will not mention participants name in the question paper to keep them remain anonymous. Researcher is not allowed to write the name of the respondent.

Chapter-4 Empirical Study, Findings, & Analysis 4.1 Overview of the Empirical Study In order to achieve the objectives of the research, the researcher has completed a sample analysis by collecting data from the employees of a hotel namely Travelodge which is situated in the city of London. With a view of this regard, the researcher has collected a sample of forty employees of that hotel. After that, the interview among the employees has been conducted. There are fifteen questions regarding the satisfaction and motivation of employees of an organization. 4.2 Interviews Procedure In case of this study, the semi-structured process of interview has been used by the researcher. The researcher has chosen this method because he has the proper knowledge on what information is to be important and thereby, made the questionnaire in accordance with that. Every interviewee was asked each question in a same order as of the other. Some open ended questions are included in the question paper to judge the interviewees personal perceptions and judgment. Here is given the process of the completion of the interview among the employees of TravelodgeThrough taking reference from the research done by Wiley (1997), the questions of the interview process were made complete. The questions were made easy and short enough to think easily for those questions. Every question was made complete in a process where interviewees had to prioritize all the 5 factors related with motivation. These 5 factors have been collected from the 10 factors which were the basis of the researches done over last 40 years. Again, for constructing the question paper, several theories of motivation have come to help. Examples of such theories are- the theory of hierarchy of needs provided by Abraham Maslow, the theory of motivationhygiene provided by Herzberg, the theory of four factors provided by Paul Lawrence and so on. As Bryman & Bell (2007) emphasized on recording The sheet of Face, the researcher made a section for the interviewees to fill up their position in their job, their age and also their gender. The interviewees were asked to take their mental preparation. After that, the researcher informed them about the subject of research and interview purpose to the responsible person of Travelodge hotel. Then on 24th September at 10 am and 25th September 10 am visiting the Travelodge premises and distributing the questions interviews were started. 4.3 Findings & Analysis 4.3.1 Findings of Sample Characteristics The size of the sample of employees was 40. Among these, male were 28 employees and female were 12 employees. To identify any effect of the factor of gender in the motivation of the employees, the sample was combined with both male and female employees.

4.3.2 Findings & Analysis of Each Question of the Survey Q1: Can you tell us a little about your background - education and work experiences and how long have you been working in this organization? It was found that the twenty employees were educated well and among the employees, some are experienced in various hotel and restaurant work. Max, Subway, Domino and Papa John were some restaurants where some employees worked previously and then they entered Travelodge. Again, Accor hotel, Grand Plaza Serviced Apartments, Radisson Edwardian were some hotels where some employees worked and after that, they entered Travelodge. Fifteen employees have graduation from various renowned universities around the world on the topic of hotel management. There is a question in the question paper regarding the duration of working in Travelodge. There are three options for this question. The first option is less than six months, the second option is from six months to one year, and the last option is over one year. While doing the interview, it is found that 5 interviewees consisting twenty five percent of the sample, have chosen the first option, 7 interviewees consisting thirty five percent have chosen the second choice and finally, 8 interviewees consisting forty percent have chosen the last option. This result is depicted through the figure provided below-

Q2. Which section do you usually work in (You can select more than one)? There is a question in the question paper about the section of work by the researcher and the reason doing this is to gather information about the job environment. The reply has been contained that reception is the workplace of thee interviewees, bar-caf is the workplace of twenty six interviewees and finally, house-keeping is the workplace of eleven interviewees. This result has been depicted below-

Q3: What motivates you in your work? There is a direct relationship of this question with the main question of the research concerned. The reply of this question to all of the employees varies interviewee to interviewee. The interviewees regard this question as a private one. The common motivation of all of the interviewees is the dynamic nature of the work at Travelodge. As a result, the employees can get rid of the monotonous continuous work pressure. It is the culture of Travelodge to decentralize its decision making authority to the subordinates. The work routine at Travelodge is much flexible. And as part of the culture of the organization, the management of Travelodge encourages creativity and challenge in the workplace. As a result, employees find it enjoyable to work at Travelodge and try their utmost to work with ultimate diligence. Some employees have to share their time with family, at this point, they have the privilege to select flexible schedule of work. On the other hand, good organizational culture and work policies also work as driver of the motivation among the employees at Travelodge. Again, in the question paper, there is question regarding any practical work faced by the employees in the workplace. In the reply, the interviewees said that they were interested engaging in the workplace although they had the chance to render their effort to accomplish the objectives determined by the organization. In a nutshell, it can be said that major determinants for motivating the employees at Travelodge aredecentralization of decision making authority among the employees, flexibility of the work schedule, coordination of all of the activities properly, friendly relation between the superior and the subordinates, organizational ethics, organizational culture and so on.

In order to be informed about the desired work environment of the employees, this question has been asked to them. Through the reply of this, the keen full environment in the workplace will be identified. Congenial workplace which is also secured will increase employee motivation to work

their best in the organization. In turn, employee satisfaction is increased and they are willing to give their best efforts for the development of their organization. Such situation helps organization achieve its ultimate goals. However, after analyzing the answers, it is obvious that at Travelodge, fifty five percent employees have satisfaction and twenty five percent employees have above average satisfaction in their workplace. Once again, Total eighty percent employees have full satisfaction regarding their work environment, around ten percent employees have full dissatisfaction while five percent employees have little dissatisfaction and the residual employees have neutrality regarding their work environment. At this point, it is clear that there is a congenial work environment in Travelodge which depicts the satisfaction of majority of the employees. This result has been depicted in the diagram shown below-

Q5: Are you satisfied with the pay? As the variety in human nature, employees at every organization also have variety in their sources of motivation. Some employees believe that high amount of salary will motivate them more as they see that this increase their status in the organization. According to the survey done among the employees at Travelodge, it has been shown that among the sample containing forty employees, current payment schedule satisfies twenty four interviewees, that payment satisfies to a little extent to ten interviewees, it dissatisfies to a little extent to two interviewees, it dissatisfies fully to two interviewees and the residual two interviewees have little concern regarding the payment schedule. This result has been depicted in the diagram shown below-

Q6: Are you satisfied with the promotion prospect? The prospect of promotion is a factor of motivation. It is a general perception that good work environment will motivate the employees. Again, the opportunity of promotion helps the employees feel as an integral part of the organization and then, their diligence, work speed everything increase. After analyzing the research done among the employees of Travelodge, it is found that through the prospect of promotion, forty percent employees have high satisfaction, fifty percent employees have satisfaction, and five percent employees have dissatisfaction regarding the level of promotion at Travelodge. Studies also showed that around ninety percent employees at Travelodge believe that their organization has chosen the right strategies regarding the prospect of promotion. Hence, employees at Travelodge have satisfaction about the organizational policies of Travelodge. The result of this research has been depicted below-

Q7: Are you satisfied with the Individual growth & career development? Individual growth and career development work as a motivator for many employees while it does not work as a motivator for other employees. This view is also true for employees at Travelodge. Not all the employees in this company are motivated through their individual growth and career development. These two factors motivate majority of the employees to work at their best level for their organization. However, around fifty percent employees at Travelodge believe that their organization has chosen rightly the individuals who believe in growth and career development along with the organizational development. On the other hand, around forty percent employees

have satisfaction regarding these two factors while around five percent employees have dissatisfaction regarding these two factors. From this, it is obvious that majority percent of the employees at Travelodge are satisfied regarding individual growth and career development. This result has been depicted through the diagram provided below-

Q8: Are you satisfied regarding the relationship with your colleagues and managers? An important motivator for all the employees at every organization is the good relationship between the superior and subordinates and the friendly relationship among the employees. If such relationship exists in the workplace, employees can do their task more easily and they can happily accomplish any excess work scheduled by their supervisor. All these result in a good work environment and ultimately the goal of the organization is achieved easily. Although the empirical studies show that these good relationships have lesser impact on the motivation level of the employees. Research done among the employees of Travelodge also supports this view. Around fifteen percent of the employees have indifference regarding this issue. This refers to the fact that the correlation between the good relationship and job satisfaction is almost zero. On the contrary, around seventy percent employees have satisfaction regarding the good relationship. The result of this study has been depicted below-

Q9: Please mention main reasons why you work for this company? There are various reasons why an employee wants to work for the organization. Some employees have an emotional attachment with their organization and for this reason; they are affixed working for the organization. On the other hand, some find the work environment of the organization very congenial and this motivates them to work for the organization. Again, some employees find the payment schedule very attractive and this drives them working for their organization. Flexibility of work is another motivator for why the employees work their best for their company and this work flexibility is especially important for female employees. Some employees want to enjoy the authority of decision making. So, if there may have decentralization of the authority in any organization, such employees find it best to work for that type of organization. And still there is a small portion of employees who are indifferent of any emotional attachments, congenial work environment and attractive pay. After analyzing the result of the research done among the employees of Travelodge, it has become clear that certain factors motivate the employees of Travelodge to work diligently for the company. These factors are- a good corporate culture, flexibility of the workplace, participation of the employees in decision making power, good relationship between the superior and the subordinates and so on.

In the question number ten, the interviewees are asked for ranking the 5 motivational factors. The main concept of such question has taken from the result of the study done by Wiley (1997). The purpose of asking such question is to identify and list the main determinants of the driver of motivation among the employees of an organization. The reply of every interviewee varies from interviewee to interviewee. The main factors identified are- friendly relation with the peers and superiors, the prospect of high salary, individual development and the growth of career, good working environment and so on. Studies done by Wiley (1997) showed that the situation of family and age also has importance to some extent. However, in the year of 1992, according to his study, wages were major factors for motivating the employees. Although along with wages, certain other factors were also major determinants to motivate the employees. Some other interviewees replied that a good environment in the workplace is also as important as the prospect of high salary and promotion. Again, it is also obvious from the study that younger employees have less keen for a good working environment, hence in their case, age will be an important factor for motivation. The result has been depicted through the table provided below-

According to the result depicted in the table given above, it is obvious that the employees at Travelodge prioritized a good environment in the workplace, individual development and the career growth first. They also viewed the friendly relation with the superiors and peers and the prospect of promotion as the next motivational factors.

Q11. What is your opinion about empowerment in the work place? Almost all of the employees find it congenial to work in the workplace if they are empowered in the workplace. Empowerment means the decentralization of the authorial power among the subordinates. It is also a precondition for a flexible work environment. Through the empowerment of the employees, it is possible to take a quick and appropriate decision in a dynamic and changing work environment. Since employees have the close touch with the customers, they can know the issues they give importance. So, according to that information, employees can change or reform their existing policies or make new policies for the customers. Again, due to the flexibility of the workplace, employees can give their best effort for the organization even after maintaining their family matters properly. Hence, the importance of empowering the employees is obviously clear. After analyzing the result found in the research done among the employees of Travelodge, it is clear that the employees at Travelodge put greater importance on the decentralization of authority, information access, the structure of the organization, the culture of the organization, and the style of leadership etc. And Travelodge has a favorable situation for all of the factors described immediately before. Therefore, employees at Travelodge have satisfaction regarding their empowerment in the organization.

Q12. Are you being praised for your good work in the work place? All of the human beings want to be praised for their work both in their family matters and also in their workplace. This fact is not different from the case of employees of an organization. In fact, praise is such a motivator for which there is no cost but the impact is long lasting. When an employee is praised, he or she feels his or her importance in the organization and after that he or she tries his or her utmost to give the best effort for the organization. Praise turn an employee into a loyal employee and this loyalty lasts for a long time. In Travelodge, the management always motivates the employees through providing honor for their praiseworthy work. It is found that ninety percent of the employees at Travelodge have been praised for their good work. The result has been depicted through the diagram provided below-

Q13. If you face any problem while working, does your manager take time to discuss the issue and try to solve it? A necessary condition of a good workplace is the good and structured relationship between the mangers and the employees. The outcome of such a condition is very important for the success of the organization. For this reason, when any problem is faced by the employees, they bring that to the managers, and then managers give time to the employees for solving that problem. Through this process, both of them can share their view and come to a solution. After analyzing the result found through the research done among the employees at Travelodge, it has been found that managers at Travelodge give time to their employees for solving any problems faced by the employees. Eighty percent of the employees reply in the affirmative and say that their managers give them time to solve any problem and help in this regard. On the other hand, twenty percent of the employees reply in the negative and say that their mangers do not give time to them for solving any problems. However, from the analysis, it is obvious that managers at Travelodge are helpful to their employees and try for the development of their employees, which in turn help the goals of the organization to be achieved. This result found at Travelodge has been depicted through the diagram provided below-

Q14. Do you feel safe working in the current environment in your workplace? An important factor of motivation and also an essential condition for continuing work in any organization is the safety of the workplace. Safety refers to both the physical safety and the safety or security of the job. Security of the job means that the employers will not fire off the employees at any time without any appropriate reason. The result found in the Travelodge employees state that ninety percent of the employees at Travelodge which comprises eighteen employees recognize that there is safety in their workplace. While ten percent of the employees comprising only two employees recognize that there is little safety in their workplace. However, it is obvious from the reply of majority of the employees that the work environment at Travelodge is safe enough to satisfy the employees. This safety of the workplace motivates the employees highly to work at their best level for their organization. Q15. What type of reward (i.e. bonus, discount) you prefer as recognition of your good work? Every human being wants reward for their good work. Employees in an organization are not deviated from this want. In fact, employees are motivated highly when they receive any reward from their superiors as recognition for their work. This reward may be bonus or may be discount or in the other form. Recognition for good work increases the status of an employee in the organization. This increased status results in more loyalty of the employees to their organization. They feel themselves as an important part of their organization. Their level of diligence for their work to attain the objectives and goals of the organization is increased by leaps and bounds. All these matters help create a work environment that is congenial to the employees. This improves the relationship between the management and the employees and among the employees. Employees at Travelodge state that their superiors provide them rewards for their good work. Sometimes this reward is given in financial form such as bonus, performance stocks, profit sharing etc. and sometimes this is given as a non-financial form such as praise, promotional activity, giving some extent of authorial power, recognition etc. 4.3.3 Measure of Employee Satisfaction An index can be calculated in three ways; such as direct calculation method, the percentage method and the weighted average method. In this research to calculate the level of staff

satisfaction index (Si) and the importance of satisfaction factor indications index (Vi) the researcher has used the weighted average method.

4.3.4 Importance-Satisfaction Matrix Analysis Earlier, the researcher has used the staff satisfaction index to calculate a score of satisfaction for each indicator. Now I have to calculate the importance of each indicator. In the question nine the sample staffs were asked to rank the given factors most important to least important where rank 1 means most important and rank 5 means least important. After collecting the ranking factors I have used 1point for Unimportant, 2 points for Less important, 3 points for Neutral, 4 points for Important, 5 points for Very important.

The importance of satisfaction indicators can be calculated by the index as follows:

Importance index schedule of all 5 satisfaction indicator factors:

The following Importance-Satisfaction Matrix has been drawn by me after calculating the score of each indicators expected value and perceived value. S is used to show perceived value and Y is used to show expected value. To analyze the customer perceived value (Si) together with the expectation value (Vi) a matrix has been used.

The average satisfaction S= (15.2+17.2+16.6+14.8+12)/5=15.16 and the importance average V=4.14 so, the total average score as X=S+V2 so, X=9.65. Vertical axis indicates expected value of satisfaction and horizontal axis indicates perceived value of satisfaction in the importance-satisfaction matrix. It is necessary for the organization to maintain the motivation level when the expected value of satisfaction and perceived value of satisfaction both are low. When the expected value of satisfaction and perceived value of satisfaction both are high again the organization needs to maintain the motivation level because motivational factors in this area are not important to the employees. The organization should

emphasize on the regarding factors only when the expected value of satisfaction is high but the perceived value of satisfaction is low. The organization should deemphasize on such factors when the expected value of satisfaction is low but the perceived value of satisfaction is high. Box A shows low perceived value and low expected value in the following importance-satisfaction matrix. Box C represents high perceived value and high expected value. Similarly Box B represents low perceived value and high expected value. And box D represents high perceived value and low expected value.

Total average (X) Oval: X4 B Oval: X5 A Oval: X2 D Oval: X3 Oval: X1 C High

Expected value (Vi )

Total average (X)

Low

It was found in the study that satisfaction indicators X1, X2, X3 are higher than average satisfaction score; so, they should be located to the right of the vertical average line. X1, X3 and X4 should be located above transverse average line as the importances of these indicators are higher than the average importance value. X2 and X5 should be located below transverse average line because their importances are lower than the average importance value. In box-A, X5 indicates the staffs in the Travelodge have lower satisfaction from this indicator and also have lower expected satisfaction and here X5 indicates the satisfaction from health relationship with supervisor and colleagues. Though now the staffs have lower expected satisfaction any time it can high so the Travelodge should take care of the fact that any time the expected satisfaction may be higher from its present lower expected satisfaction level. In box C, the satisfaction indicators X1 and X3 indicate that staffs have high expectation also have high satisfaction. These two factors should be carefully monitored by Travelodge. The staffs with high expected satisfaction regarding Growth & career development but with lower perceived satisfaction is indicated by the satisfaction indicator X4. Travelodge should specially consider or

emphasize this factor to satisfy and motivate the staffs. At last it can be said that Overall satisfaction of the staffs at the Travelodge is in satisfactory level and it is possible to increase it further by giving attention on the Growth & Career development.

4.4 Analysis of Motivational Factors Considering Empirical Findings The major five motivational factors are good working condition, Career development, the prospect of promotion, attractive salary and a good relationship with peers and the superiors. There are also other factors. But these five are the majors. At Travelodge, there exists a good condition in the workplace which helps employees feel safe and secure. There are also many prospects for the employees to develop their career at Travelodge. The management of the company provides the promotion opportunity to the worthy employees. The salary given to the employees is high enough to satisfy them On the other hand, there is a very congenial and healthy environment at Travelodge because the relationship between management and employees is very good. Therefore, it can be said that all these five factors help motivate the employees and bring success in the organization. So, motivation is very important factor. Empirical studies done in all other organizational environment also support this view. In fact, one of the most important factors for an organization to be succeeded is the motivation among its employees. Sometimes, a firm may lack proper resources it needs. But, through driving high level of motivation among the employees, it has found that success has been achieved also in such firms lacking resources.

4.5 Summary The important motivational factors in the modern business environment are the flexibility of the work schedule, a healthy relationship between the management and the employees, the growth of career development, reward for good work, promotion prospect, attractive salary etc. These factors motivate almost majority of the employees in any organization. Although there have negative motivation in some workplace, these positive factors motivate employees greatly. This automatically makes them loyal to the organization. It is inherent in the motivated employees to work best for their organization. And this matter helps attain the final goal of an organization which is to maximize the wealth of shareholders. However, both in the past and present time, motivation leads to the organizational success. If a firm possesses many resources, without motivation among the employees, those resources will not be utilized and hence, this waste of resources leads to organizational failure. So, it obvious from the analysis that human is one of the most important resources for any type of organization. And motivation makes these human resources into such assets which is a must for the overall development of the organization. The importance of motivation is beyond describing in words.

CHAPTER-5 CONCLUSION & RECOMMENDATION

5.1 STUDY SUMMARY It is the desire of every organization and business to be successful and to get constant progress. Organizations regardless of size, technology and market focus are facing employee retention challenges as the current era is highly competitive. It is necessary to create and maintain a strong and positive relationship and bonding between employees and their organizations to overcome this restraint. As human resource or employees of any organization are the most important part so they need to be influenced and persuaded towards tasks fulfillment. It is obvious that employees play an important role in the success or failure of any organization or industry. As (Pfeffer, 2009) argues human capital has long been held to be a critical resource in most firms. Hotel industry is a very important component of the tourism industry, because it satisfies one of the most important needs of the tourist which is accommodation. Hotels are not just for accommodation, they have some other services such as restaurants, swimming pools, tennis play ground, etc. Most of the countries in the world are trying to develop their hotels so that they could attract more tourists to their countries and therefore to improve their hospitality and tourism industry. The employees play the key role in the success of the hotels, because the services are presented and delivered through the employees. Therefore one of the most important duties of hotel management is increasing the performances of its workforce. The reason of the study is to examine a variety of process to inspire the workers in individual of the stem of Travelodge, UK which is single of the prime funds lodge manacles in UK. The study will mostly center on the diverse approach to progress the inspiration of worker. In order to achieve the objectives of the research, the researcher has completed a sample analysis by collecting data from the employees of a hotel namely Travelodge which is situated in the city of London. With a view of this regard, the researcher has collected a sample of forty employees of that hotel. After that, the interview among the employees has been conducted. There are fifteen questions regarding the satisfaction and motivation of employees of an organization. 5.2 CONCLUSION Answer of Research Question 1: What are the motivational strategies used in Travelodge, UK? The first research question was to identify and evaluate motivational strategies used in Travelodge. The researcher has found some important motivational factors like the proper maintenance of the good relationship with co-worker and the supervisors, higher payment to the employees, opportunity to participate in the decision making of the management, flexible schedule of work, prospect of the promotion, career growth and development and good working condition etcetera as the key motivational factors. The common motivation of all of the interviewees is the dynamic nature of the work at Travelodge. As a result, the employees can get rid of the monotonous continuous work pressure. It is the culture of Travelodge to decentralize its decision making authority to the subordinates. The work routine at Travelodge is much flexible. And as part of the culture of the organization, the management of Travelodge encourages creativity and challenge in the workplace. As a result, employees find it enjoyable to work at Travelodge and try their utmost to work with ultimate diligence. Some employees have to share their time with family, at this point, they have the privilege to select flexible schedule of work. On the other hand, good organizational culture and work policies also work as driver of the motivation among the employees at Travelodge. Again, in the question paper, there is question regarding any practical work faced by the employees in the workplace. In the reply, the interviewees said that they were interested engaging in the workplace although they had the chance to render their effort to accomplish the objectives determined by the organization. In a nutshell, it can be said that major determinants for motivating the employees at Travelodge aredecentralization of decision making authority among the employees, flexibility of the work schedule, coordination of all of the activities properly, friendly relation between the superior and

the subordinates, organizational ethics, organizational culture and so on.

Answer of Research Question 2: What is the current state of employees motivation of Travelodge hotel, UK? The second research question was to find out the current state of employees motivation of Travelodge. It is found that good working conditions, growth and career development, promotion prospect, good salary and health relationship with supervisors and colleagues mostly motivate the staffs of the Travelodge. Now if employees are satisfied to these factors it can be said that they are also motivated to work in Travelodge. After analyzing the answers, it is obvious that at Travelodge, fifty five percent employees have satisfaction and twenty five percent employees have above average satisfaction in their workplace. Once again, Total eighty percent employees have full satisfaction regarding their work environment, around ten percent employees have full dissatisfaction while five percent employees have little dissatisfaction and the residual employees have neutrality regarding their work environment. At this point, it is clear that there is a congenial work environment in Travelodge which depicts the satisfaction of majority of the employees. According to the findings 60% employees are very satisfied with the payment, and 25% employees are also little satisfied with payment and only 5% employees is considered to be little dissatisfied and the other 5% is found to be totally dissatisfied about their payment. After analyzing the research done among the employees of Travelodge, it is found that through the prospect of promotion, forty percent employees have high satisfaction, fifty percent employees have satisfaction, and five percent employees have dissatisfaction regarding the level of promotion at Travelodge. Studies also showed that around ninety percent employees at Travelodge believe that their organization has chosen the right strategies regarding the prospect of promotion. Hence, employees at Travelodge have satisfaction about the organizational policies of Travelodge. It is also found that around fifty percent employees at Travelodge believe that their organization has chosen rightly the individuals who believe in growth and career development along with the organizational development. On the other hand, around forty percent employees have satisfaction regarding these two factors while around five percent employees have dissatisfaction regarding these two factors. From this, it is obvious that majority percent of the employees at Travelodge are satisfied regarding individual growth and career development. An important motivator for all the employees at every organization is the good relationship between the superior and subordinates and the friendly relationship among the employees. If such relationship exists in the workplace, employees can do their task more easily and they can happily accomplish any excess work scheduled by their supervisor. Research done among the employees of Travelodge found that around fifteen percent of the employees have indifference regarding this issue. On the contrary, around seventy percent employees have satisfaction regarding the good relationship. At last it can be said that Overall satisfaction of the staffs at the Travelodge is in satisfactory level and it is possible to increase it further by giving attention on the Growth & Career development.

Answer of Research Question 3: What are the applicable suggestions for employees motivation of Travelodge, UK? The third and last research question was to recommend that how Travelodge can motivate its employees. It is found that the employees of the Travelodge are much more interested on the good working conditions as well as the development opportunity of the career and the growth. The maintenance of the good relationship between the colleagues and the supervisors and the promotion prospects have and good salary also been considered as the other motivational

factors sought by the respondent of the employees engaged in the Travelodge. So Travelodge can motivate its employees by taking into consideration of these factors. Travelodge can also motivate its employees by following the following recommended motivation system. 5.3 Recommendation It is necessary to ensure empowerment to the employees and it is used as the most important tool for motivation. Autonomous environment within an organization is not always good for the betterment of it and it may work as the liberation of the autonomy of the organization. Sometimes some staffs put emphasis on the opportunity of setting the goals and also takes the responsibility with a view to acquiring the goal concerned with the learning drive. Customer loyalty mostly depends on employee satisfaction and it ultimately facilitates the growth of the revenue by contributing higher turnover. The satisfaction of the customers is regarded as the mirror by which the organizations profitability becomes reflected (Kilter, 2008). Organization should take proper motivational style to satisfy employees because employee satisfaction, customer satisfaction and profitability are positively related. An organization can motivate its employees by following this motivation system: 1. Identify key causes of dissatisfaction among employees: If the firm is to ensure the satisfaction of the employee within the firm it should first identify the major reasons of dissatisfaction among the employees by considering the strategies of motivation of the firm. 2. Following the studies of benchmark to ensure the best practices: Travelodge may follow the motivational strategies that has been adopted by the peer companies of the Travelodge. 3. Build up employee satisfaction measurement systems: First the firm should identify the needed strategies to motivate employees which are necessary to determine the effective motivational strategies. Travelodge may use the satisfaction matrix in this case. 4. Monitor employee satisfaction regularly: Travelodge should regularly monitor the level of the satisfaction of the employees. It will also help to identify the level of dissatisfaction if any. 5. Positive attitudes toward employees : Positive attitude of the management may affect the motivation of the employees. In this case the employees need to be considered as the source of the competitive advantage. 6. Present how much interested for total employee well-being: Travelodge may follow the strategy of monitoring the level of motivation of the employees as the level of the interest of the firm to the employees is important. 7. Build up accessible communication channel and ensure employee involvement: To form a cm/communication channel the firm may provide easy access to all employees to share their opinions and it will also facilitate to release the feelings of the employees. 8. Ensure managerial accountability for people management

The accountability of the management is also required for the proper management of the employees. By launching effective motivational the firm may ensure job satisfaction.

References 1. Bart Van Looy, Paul Gemmel, Roland Van Dierdonck, (2003). Services management; an integrated approach (2nd edition) Great Britain: Pearson education limited. 2. Bent, R. & Freathy, P. (1997) Motivating the employee in the independent retail sector. Journal of Retailing and Consumer Services, Vol.4 No. 3, pp. 201-208. 3. Berggren, M., Gustavsson, J. & Johnsson, E. (2009) Motivation at work. Bachelor 4. Dissertation, Lund University, 2009 5. Bergman, B. and Klefsj, B. (2003) Quality from Customer Needs to Customer Satisfaction, Lund: Student litterateur. 6. Bjrklund, C. (2001) Work Motivation- Studies of its Determinants and Outcomes. Stockholm: Elanders Gotab. 7. Bjrklund, M. & Paulsson, U. (2003) Seminarieboken- att skriva, presentera och opponera. Lund: Student litterateur. 8. Brass, D. J. (1985). Technology and the structuring of jobs: Employee satisfaction, performance, and influence. Organizational Behavior and Human Decision Processes, 35, 216240; 9. Campion, M. A., & Thayer, P. W. (1987). Job design: Approaches, outcomes, and trade-offs. Organizational Dynamics, 15, 6678. 10. Campion, M. A., & McClelland, C. L. (1991). Interdisciplinary examination of the costs and benefits of enlarged jobs: A job design quasi-experiment. Journal of Applied Psychology, 76, 186198. 11. Christian Grnroos, (2001) Service management and marketing: a customer relationship management approach (2nd edition) England: John Wiley and sons limited. 12. Colin Fisher. (2007). Researching and writing a dissertation: a guidebook for business students (2nd edition) Pearson education limited 13. Conger, J. A., & Kanungo, R. N. (1988). The empowerment process: Integrating theory and practice. Academy of Management Review, 13, 471482. 14. Dongho, K. (2006) Employee motivation: Just ask your employees. Seoul Journal of 15. Business, Vol. 12 No. 1, pp. 19-35. 16. Dynamics, 35, 332340; Umstot, D. D., Bell, C. H., & Mitchell, T. R. (1976). Effects of job enrichment and task goals on satisfaction and productivity: Implications for job design. Journal of Applied Psychology, 61, 379394. 17. Efere, P. (2005). Motivation and Job satisfaction, pp1-25. Retrieved September 17, 2012 from http://www.bayelsa.org.uk/pdf/bsup-motivation-and-job-satisfaction.pdf 18. Ford. R. C., & Fottler, M. D. (1995). Empowerment: A matter of degree. Academy of Management Executive, 9, 2129. 19. Gagne, M. & Deci, E. L. (2005) Self-Determination Theory and Work Motivation. Journal of organisational Behavior, Vol. 26, pp. 331- 62. 20. Ghauri, P.N., K. Grnhaug, I. Kristianslund. (1995). Research Methods in Business Studies: a practice guide. New York: Prentice-Hall. 21. Gratton, C. & Jones, I. (2004) Research methods for sport studies. London: Rutledge. 22. Harris, M. (2008) Handbook of Research in International Human Resource Management. Lund: Student litteratur. 23. Herzberg, F., Mausner, B. & Bloch Snyderman, B (1959). The Motivation to Work. London: Chapman & Hall Limited 24. Heskett, J.L., Jones, T.O., Loveman, G.W., Sesser, J.W.E. and Schlesinger, L.A. (1994) 'Putting the Service-Profit Chain to Work', Harvard Business Review, Volume 72 Number 2, pp. 164-170. 25. Jordan, T. (nd). Motivation of employees: The Pros and Cons of What Works and Doesnt.

26. 27. 28. 29. 30. 31. 32. 33. 34. 35. 36. 37. 38. 39. 40. 41. 42. 43. 44. 45. 46. 47. 48. 49. 50. 51.

Retrieved September 17, 2012 from http://www.businesstrainers.net/pdf/EMPLOYEE_MOTIVATION.pdf Kaye, B. & Jordan-Evans, S. (2003) How to retain high-performance employees. John Wiley & Sons, Inc, Vol. 2, pp. 291-298. Keats, D.M. (2000) Interviewing; a practical guide for students and professionals. Buckingham: Open University Press. Kenneth W. T. (2002) Intrinsic Motivation at Work: Building Energy & Commitment. San Francisco: Barrett-Koehler Publishers, Inc. Kessler, H. W. (2003) Motivate and Reward: Performance Appraisal and Incentive Systems for Business Success. Norwich: Curran Publishing Services. Kooij, D., Lange, A. & Jansen, P. (2008) Oders workers motivation to continue to work: five meanings of age. Journal of Managerial Psychology, Vol. 23 No.4, pp. 364-394. Koys, D. (2001) 'The effects of employee satisfaction organizational citizenship behavior, and turnover on organizational effectiveness: A unit-level, longitudinal study', Personnel Psychology, Volume 54 Number 1, pp. 101-114. Latham, G. P. (2004). The motivational benefits of goal-setting. Academy of Management Executive, 18, 126129; Marriot, JR, J.W., & Brown, K.A. (2007). The spirit to Serve. USA: Harper Collins. Memmott, L. (2002). Retaining and motivating employees. Washington tree fruit postharvest conference, September 17, 2012, Yakima, Wa pp1-4 fromhttp://postharvest.tfrec.wsu.edu/PC2002G.pdf Locke, E. A., & Latham, G. P. (2009). A theory of goal setting & task performance. Englewood Cliffs, NJ: Prentice Hall. Miles, M.B., M. Huberman. (2004). Qualitative Data Analysis: An expanded Sourcebook. Sage Publications, Thousand Oaks. Miner, J. B. (2003). The rated importance, scientific validity, and practical usefulness of organizational behavior theories. Academy of Management Learning and Education, 2, 250268 Miner, J.B. (2005) Organizational Behavior I - Essential Theories of Motivation and Leadership, Illustrated edition, M.E. Sharpe. Miner, J.B. (2006) Organizational Behavior 1: Essential Theories of Motivation and Leadership. New York: M.E. Sharpe, Inc. Molander, C. (2006) Human Resources at Work. Lund: Student literature. Molander, C. (2009) Human Resource Management. Lund: Student litterateur. Moghimi, M. (2007). Organization and management research approach. Termeh: Tehran Motivation model available on: www.moldmakingtechnology.com/columns/motivatingemployees Petcharak, P. (2002). The Assessment of Motivation in the Saint Paul Hotel Employees. (Master dissertation). pp1-67. Retrieved September 17, 2012 from http://www2.uwstout.edu/content/lib/thesis/2002/2002petcharakp.pdf Phillips, J. M., & Gully, S. M. (2007). Role of goal orientation, ability, need for achievement, and locus of control in the self-efficacy and goal-setting process. Pinder, C.C. (2004) Work motivation; Theory, Issues, and applications. Glenview: Scott Foresman and Company. Pinnington, A. & Edwards, T. (2007) Introduction to Human Resource Management. New York: Oxford University Press Inc. Pritchard, R. D., Roth, P. L., Jones, S. D., Galgay, P. J., & Watson, M. D. (2008). Designing a goal-setting system to enhance performance: A practical guide. Organizational Dynamics, 17, 6978. Ramlall, S. (2004). A Review of Employees Motivation Theories and Their Implications for Employee Retention within Organizations, The Journal of American Academy of Business, Cambridge, pp52-63. Riedl, A. (2002). Motivation for Learning, Theoretical and Practical Aspects, Training on Teaching Methods in Vocational Education, PP3-12. Retrieved September 17, 2012 from http://www.lrz.de/~riedlpublikationen/pdf/kuw4motivationlearning.pdf Robbins, Stephen P & Judge, Timothy A (2009) Organizational Behavior, 12th edition,

52. 53. 54. 55. 56. 57. 58. 59. 60. 61. 62.

63. 64. 65. 66. 67. 68. 69. 70. 71. 72. 73.

Prentice Hall India Private Limited, New Delhi. Roberts, D. (nd). Analysis of motivation in todays Workforce and the recommendations for the First Bank of Kamploos, prepared for Ruth Braverman human resource manager first bank of Roberts, G., and Roberts, C. (nd). Human Resource Management, emerging business series, pp?? retrieved September 17, 2012 from www.Sba.gov/idc/groups/public/documents/sba-homepages/serv-pubs-eb-pdf-eb4.pdf ) Rynes, S., Gerhart, B. & Minette, K. (2004) The importance of pay in employee motivation: discrepancies between what people say and what they do. Human Resource Management, Vol. 43 No. 4, pp. 381-394. Sachau, D.A. (2007). Resurrecting the Motivation-Hygiene Theory: Herzberg and the Positive Psychology Movement, Human resource development review 6 (4), pp377-393. Saunders, M., Lewis, P. & Thornhill, A. (2009) Research methods for business students, 5th ed. Essex: Pearson Education Limited. Steers, R.M. & Porter, L.W. (2007) Motivation and Work Behavior, 4th edition. New York: McGraw-Hill. Tang, T. & Kim, J. (2002) Endorsement of the money ethic, income, and life satisfaction. Journal of Managerial Psychology, Vol. 17 No. 6, pp.442-467. Tanke, M. L. (2009). Human Resource Management for the Hospitality Industry. Canada: Nelson Taylor, F. W. (2008). Principles of scientific management. American Magazine, 71, 570 581. Tutor2u (2010) Maslows Hierarchy of needs. [online] Available from: http://tutor2u.net/business/people/motivation_theory_maslow.asp (cited 23 Sept. 2012). Tyilana, X.E. (2005). The Impact of Motivation on Job Satisfaction Amongst Employees of a National Broadcaster, a dissertation in business management. pp.1-104. Retrieved September 17, 2012 From http://elmurobbie.files.wordpress.com/2009/01/the-impact-ofmotivation-on-job-satisfaction.pdf Vanhove, N. (2005). The economics of tourism destinations. Britain: Elsevier Ltd. Viorel, L., Aurel, M., Virgil, C.M., and Stefania, P.R. (nd). Employees Motivation Theories Developed At An International Level, pp324-328. Retrieved September 17, 2012 from http://steconomice.uoradea.ro/anale/volume/2009/v4-management-and-marketing/54.pdf ) Walker, J.R. (2006). Introduction to Hospitality. Printice Hill: New Jersey Wall, G., & Mathieson, A. (2006). Tourism: Change, Impact and Opportunities. England: Pearson Prentice Hall. Wheelhouse, D. (2009). Managing Human Resources in the Hospitality Industry. USA: Timothy J. Eaton and Knet F. Premo. Wiley, C. (1997) What motivates employees according to over 40 years of motivation surveys. International Journal of Manpower, Vol. 18 No. 3, pp. 263-280. Wilson, J.P. (2005) Human Resource Development: Learning and Training for Individuals and Organizations, 2nd ed. New York: Kogan Page. Woodruffe, C. (2006) The crucial importance of employee engagement. Human Resource Management Internatinal Digest, Vol. 14 No. 1, pp. 3-5. Yin, R.K. (2003) Case study research, 3rd edition, Thousand Oaks: Sage Publications. Zeithaml, V., Parasuraman, A. and Berry, L. (1990) Delivering Quality Service: Balancing Customer Perceptions and Expectations, New York: The Free Press. Zikmund, W.G. (2000), Business Research, Dryden Press, 6th Edition.

Appendix Interview Questions: Employee motivation

The following questions have been prepared for the purpose of a case study which will be conducted in the Travelodge, UK. The participant will not be asked to give their name and complete anonymity and confidentiality will be remained for the period of study and after the study. The data collected will only be used for academic purpose. 1. Can you tell us a little about your background - education and work experiences and how long have you been working in this organization? a) Less than six month b) 6 month 1 Year c) More than 1 Year 2. Which section do you usually work in (You can select more than one)? a) Reception b) Bar-caf c) House Keeping 3. What factors motivate you in your work like-creative & challenging work, having decision making power in the management, flexible work routine, culture of the organization? 4. Are you satisfied with the current work and working environment? Satisfied Highly Satisfied Neutral Dissatisfied A little Dissatisfied

5. Are you satisfied with the pay? Satisfied Highly Satisfied Neutral Dissatisfied A little Dissatisfied

6. Are you satisfied with promotion prospect? Satisfied Highly Satisfied Neutral Dissatisfied A little Dissatisfied

7. Are you satisfied with the Individual growth & career development? Satisfied Highly Satisfied Neutral Dissatisfied A little Dissatisfied

8. Are you satisfied with your supervisor and colleagues? Satisfied Highly Satisfied Neutral Dissatisfied A little Dissatisfied

9. Please mention main reason (i.e. financial benefit, career progress) why you work for this company? 1. 2. 3.10. Which factor do you find to be most important at a workplace? Please rank the following alternatives 5-1; start with 5 as the most important work motivation factor and continue to 1 for the least important factor. Factors Good working conditions High salary Growth & career development Healthy relationship with supervisor and colleagues Promotion prospect Rank

11. What is your opinion about empowerment in the work place? Comment (75 words): 12. Are you being praised for your good work in the work place? 1. Yes 2. No 13. If you face any problem while working, does your manager take time to discuss the issue and try to solve it? 1. Yes 2. No 14. Do you feel safe working in the current environment in your workplace? 1. Yes 2. No

15. What type of reward (i.e. bonus, discount) you prefer as recognition of your good work?

Thank you for your participation!