Research Project on Hospitality Management

Hospitality Management UNIT 8: RESEARCH PROJECT

EXECUTIVE SUMMERY

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Major aim of this research is evaluating major impacts of motivational techniques on employee turnover within D&D London. For attaining this aim researcher has focused on some formulated objectives. These are determining importance of motivation for employee retention in pubs and restaurant and analyzing different motivational techniques for motivating employees of D&D London. Further, focus has also given on assessing impact of different motivation techniques on employee turnover of D&D and suggesting appropriate methods to D&D for motivating and retaining employees. For attaining aim and objectives author has reviewed various literature and other research studies. In addition for conducting investigation in effective manner author has applied appropriate research methods such as positivism research philosophy, inductive and deductive research approach and descriptive research design. Primary and secondary data collection methods have used by researcher for collecting facts and figures. In addition, using thematic and statistical analysis author has examined collected facts.

Findings of data analysis has reflected that motivational techniques have positive impact on employee turnover and help in increasing the employee retention of D&D organization of London. Author has found that motivation is very significant for increasing the job satisfaction level of employees as well as also important for encouraging them to give their

best performance. Study has found that

inappropriate remuneration policy, lack of communication, unclear targets, roles and responsibilities are major reasons behind the low level of motivation. So, as per these reasons study has found that, there are different motivational techniques which can resolve all these problems and reasons of low motivation. These are appropriate training and development program, favorable policies for deciding salary and wages, etc. In addition, research has also disclosed that motivational techniques help in augmenting desire and willingness of employees towards the job which play important role in retaining employees in D&D. In addition author has also

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recommitted different strategies for motivating and retaining employees. As per these suggestion D&D organization should conduct team building activities and arrange some training sessions for increasing skills and knowledge in effective manner. All these recommendations will help in reducing employee turnover of D&D organization of London.

It is a

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TABLE OF CONTENTS chapter 1: introduction.........................................................................................................................1 Introduction.......................................................................................................................................... 1 Background...........................................................................................................................................2 Problem statement............................................................................................................................ 3 Significance of the study................................................................................................................. 4 Justification4 Aim and Objectives............................................................................................................................5 Key research questions....................................................................................................................6 chapter 2: Literature Review..............................................................................................................7 Definition............................................................................................................................................... 7 Motivation..............................................................................................................................................7 Motivation and Employee turnover............................................................................................. 8 Motivational theories......................................................................................................................10 Research related to topic..............................................................................................................12 Discussion...........................................................................................................................................19 Research gap.....................................................................................................................................20 chapter 3: Research Methodology.................................................................................................21 Introduction........................................................................................................................................21 Research philosophy...................................................................................................................... 21 Research approach......................................................................................................................... 22 Research design...............................................................................................................................22

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Research technique........................................................................................................................ 23 Data collection methods............................................................................................................... 24 Data collection instruments.........................................................................................................25 Sampling............................................................................................................................................. 27 Data analysis..................................................................................................................................... 28 Ethical issues and consideration................................................................................................29 Research limitations....................................................................................................................... 29 chapter 4: Findings and Discussion.............................................................................................. 31 4.1 Data analysis............................................................................................................................. 31 4.2 Qualitative analysis................................................................................................................. 31 4.3 Quantitative analysis.............................................................................................................. 39 4.4 Findings and discussion.........................................................................................................41 Chapter 5: Conclusion and Recommedation............................................................................. 43 Conclusion....................................................................... Error! Bookmark not defined.

Recommendation.............................................................................................................................45 Area of future research................................................................................................................. 47 References..........................................................................................................................................48 Books and Journals......................................................................................................................... 48

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CHAPTER 1: INTRODUCTION Introduction THIS IS PART OF BACKGROUND: Motivation is one of the important factor for improving performance of each employee. It helps in completing each task in effective manner to attain organizational objectives. Organizations of different industry pay specific attention towards increasing motivation and performance of each personnel. The current research report focuses on different motivational techniques and their impact on employees as well as organizations (Moutinho, 2011). As per the large numbers of researchers, hospitality industry is facing a crucial problem of high employee turnover due to low motivation among employee.

So, for resolving this problem organizations need to ensure about appropriate encouragement of employees towards operations.

D&D is one of the major entity of hospitality industry of UK (Solomon and et.al, 2014). It is operating its business in all over the world. It is one of the largest growing organizations which has 30 restaurants at national and international level.

Its profitability is increasing with positive and higher rates. It offers qualitative services to its customers but on the other hand it is also facing the problem of employee turnover due to low motivation among employees. So, the current research report wants to find out the major ways by which D&D can motivate its personnel for giving their best performance. Including this, investigation also focuses on the impacts of motivational techniques on employee turnover of this organization (Botha Kourie and Snyman, 2014).

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

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subject (Hill and Hernรกndez-Requejo, 2011). In addition, author will apply appropriate techniques and procedures for examining collected facts. All findings will summarize in the findings and discussion chapter. Using results of data analysis chapter author will make final and clear conclusion towards the research problem which will helps in determining the major impacts on motivational techniques on employee turnover of D&D. Background Assessment of the various tools for employee motivation is the major objective of carrying out this investigation. Author wants to determine all those methods which can be easily used by pub houses and restaurants of London for motivating their staff members. Several research studies have conducted by other researchers for determining the impact of motivation of personnel on productivity and performance of companies. But, the current researcher will provide assistance in conducting investigation on hospitality organization and impact of different tactics and approaches of motivation on employee turnover (Wild, Wild and Han, 2014).

Motivation is most important factor for retaining employees as well as it helps in increasing individual as well as organizational performance in effective manner.

Different organizations use distinct methods for motivating employees of the firm which augments the level of job satisfaction among them. Different researcher has found that there are different motivational methods by which an organization can encourage its employees for giving their best outcome towards the role.

Organization culture, working environment (Halbert and Ingulli, 2011), time flexibility, salary and wages policy, bonus and incentives play important role in increasing the level of motivation among employees. Employee turnover may become high in case of low level of motivation. It can affect the performance of

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

Organization Background The current research report is based on hospitality industry so, author has chosen D&D organization of UK which is facing the problem of high employee turnover and low motivation among employees. It offers various hospitality services to its customers. Organization needs to focus on quality, needs and specification of each customer because each services user has different requirements. So, company needs to hire bunch of employees for providing most appropriate services to all customers. Earlier, D&D opens restaurant in national and international level, but as per the increasing demands of customers it has diversified its business in hotel industry also. Not company has opened various new hotels such as South Place Hotel, New Street Grill, Angler, Fish Marker and Old Bengal Bar, etc. All these hotels are at national level but, recently in 2014 D&D has started Trinity Leeds outsides the UK. So, company is increasing its business in all over the world. At present, company has approx. 34 restaurant and few hotels along with the total revenue of 75 million pound annually.

Problem statement Employee turnover is one of the major issue of D&D which affect organizational performance and profitability. Major reason behind this problem is low level of motivation among employees. It reduces their encouragement towards completing each operation in effective manner. Sometimes, due to this reason employee turnover is become high in this organization. D&D organization is applying different techniques and methods for motivating employees but rate of employee turnover is increasing day by day. So, it is the major research problem for current research study. For resolving this issue, researcher wants to find out

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appropriate alternative solution to secure present and future performance of D&D. Resolving this, problem author will focus on importance of motivation for employees and different methods for motivating them to given their best performance.

Therefore, high employee turnover and low motivation of employee of D&D are major research issues for current investigation.

Significance of the study As per the above discussion, employee turnover is very crucial problem for hospitality and other industries. Current research will be very significant because it will helps in determining different techniques for increasing motivation among employees which will provide assistance in retaining them. It will help in reducing employee turnover of different organization. The research will also focus on impact of motivational techniques on organization which will help D&D organization in developing its motivational strategies. Including this, findings of the current investigation will help other research scholar and PhD candidates for conducting future investigation on similar subjects and topic. Therefore, current investigation will be very significant.

Justification Critical evaluation of the major impacts of motivational techniques on employee turnover of D&D is the major purpose of the current research. Author has chosen the current research subject because hospitality organization is facing a very critical problem of employee turnover which affect organization’s as well as industry’s performance. D&D is using different methods for motivating employees.

Even it has done huge investment in Human resources department to motivate employees but, it is not become successful in terms of increasing motivation and reducing employee turnover. Including this, large number of author have conducted similar research studies on different organizations of other industries but no one

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

Author has selected D&D organizations for this research because of the high employee turnover rate (Siewiorek and et.al, 2012). Along with this, company is using most appropriate methods for motivating employees but it is not become successful for reducing turnover and increasing levels of motivation of each personnel. So, author has chosen this subject for investigation for determining the appropriate methods of motivational techniques and their impact on employee turnover of D&D. Aim and Objectives Aim: “To critically evaluate major impacts of motivational techniques on employee turnover within D&D London�.

Objectives: To determine importance of motivation for employee retention in pubs and restaurant.

To analyze different motivational techniques for motivating employees of D&D London.

To assess the impact of different motivation techniques on employee turnover of D&D. To recommend appropriate methods to D&D for motivating and retaining employees.

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Key research questions 1. What are the major impacts of motivational techniques on employee turnover within D&D London?

2. Why employee motivation is important for pubs and restaurant for retaining employees?

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

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CHAPTER 2: LITERATURE REVIEW Definition Review of literature can be defined as a process of collecting facts and figures from different historical research studies. For the current study researcher will collect literature data on motivation and employee turnover (Kotler, Bowen and Makens, 2006). There are different sources by which author can collect facts and figures such as studies of past research scholars, website and annual report of D&D, journals and articles, etc. All these information will help in getting appropriate insights to understand research problem. Collected data of literature will also provide assistance in developing hypothesis which will play important role in determining that weather motivation helps in reducing employee turnover or not.

Author will analyze different motivational theories for determining different ways for motivating employees of pub and hotels of London (Jeon and Choi, 2012).

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

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

Donohue, 2007 has concluded that “Lack of motivation can affect individual as well as organizational performance” (Donohue, 2007). Moreover, low level of motivation reduces the satisfaction level of employees by which they cannot complete their roles in effective manner which affect goals and objectives of the firm. The current research study is based on hospitality organization and Murphy and Yetmar, 2010 has asserted that “quality of services is one of the important factor for success of hospitality firm and lack of motivation can harm quality and productivity of the company” (Murphy and Yetmar, 2010). So, maintaining organizational success, each and every organization tries to improve motivation of employees.

Motivation and Employee turnover Employee leaves organizations because of different reasons such as lack of trust and communication, limited opportunity and advance career development. All these reasons reduce motivation among employees which increases rate of employee turnover. There are two types of employee turnover, involuntary and voluntary turnover (Charantimath, 2005). Hayes and Ninemeier, 2007 has asserted that “Sometimes organizations terminate employees for different reasons which are known as involuntary turnover” (Hayes and Ninemeier, 2007). Major reasons of involuntary turnover may performance issues, absenteeism and organizational policies. But on the other hand, Kalivas and Volkow, 2014 has stated that “motivation is the major reason behind voluntary turnover and such types of turnover affects performance of the firm” (Kalivas and Volkow, 2014). There are different other reasons by which employees leaves their offices so, management of the firm needs to increase motivation for retaining employees. Lucio, 2013 has

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

Lillis, 2008 has concluded that “labor market is not effective from last few years so, it is very difficult for manager of organizations to find and keep good employees” (Lillis, 2008). So, employee retention is very important for each hospitality firm. There are different employee retention strategies which help in motivating employees for a longer period of time. In contrast, there are different motivational strategies which also help in encouraging employees for staying in a same organization for longer period of time (Weiner, 2013). So, motivation plays very important role in retaining workers of hospitality organization. Effective communication among top and lower level management helps in motivating staff members which leads increment in employee retention rates. Along with this, appropriate policies of salary, wages, bonus and rewards are also considered as appropriate strategies of employee retention. Role of motivation is increases interest and enthusiasm of staff members towards the roles and responsibilities.

Therefore, motivation plays very significant role in retaining employees of the firm (What Is Motivation, 2015).

Motivational techniques have positive impacts on employee turnover.

Because, appropriate level of motivation helps in encouraging employees for providing their best performance which increases the overall productivity of the firm.

Along with this, motivation satisfies needs and requirements of personnel which augment the level of satisfaction towards the job. It increases interest and

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

Motivational theories Different researchers have introduced various theories of motivation by which an organization can encourage their employees for giving their best performance.

Motivation is one of the important factors for augmenting individual as well as organizational performance of a company (Pinder, 2014).

Maslow’s theory of motivation It is also called hierarchical theory of need. According to this theory, There are different types of need of each and every individual which require appropriate satisfaction otherwise it can reduce level of motivation among them. Every organization requires determining the actual needs of individual employees. As per this theory, major needs of employees are physiological, safety, love and belonging, esteem and self-actualization needs (DÜrnyei and Ushioda, 2013). Social need is also known as basic needs and requirements of employees such as water, food, shelter, etc. Another need of employee is safety which includes security of body, employment, family, health and property, etc. Love and belongingness are also another need of an individual which includes requirements of friendship, family and sexual intimacy, etc. After satisfying lower level needs management of organization needs to focus on satisfying esteem needs of employees which comprises selfesteem, confidence, achievement and respect. Self-actualization is higher level of needs and for satisfying such types of need management of the firm requires to

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focus on morality and creativity, etc.

(Bhattacharyya, 2009). As per this theory

organizations should determine actual needs and requirements of employees. By satisfying these needs company can motivate their employees in effective manner (Green, 2007).

Two factor theory It is also known as Herzberg’s theory of motivation. As per this theory, there are two types of factors which can affect level of motivation of employees at workplace. These factors are hygiene factor and motivation factors. Hygiene factors reduce the level of job satisfaction and motivational factors increases the job satisfaction of employees (McAuley, Duberley and Johnson, 2007). So, each and every organization needs to focus on increasing the satisfaction level of employees towards the job. These factors will help in augmenting motivation which helps in increasing their level of performance and productivity of the organization. In the hospitality organization hygiene factor are low qualities of performance, poor payment and unfavorable policies and regulations, etc. Further, inappropriate working environment, employee relationship and job security also decline the level of job satisfaction. Therefore, organization needs to remove all these factors form workplace for increasing the job sis-satisfaction among employees. In contrast, there are different motivational factors by which an organization can increase level of motivation among employees (Lee and Morrison, 2010). These factors include promotional

opportunities,

personal

growth

opportunities,

recognition,

responsibilities and achievements, etc. Consequently, considering all these factors company can augment job satisfaction of employees and increase the level of motivation.

Theory X and theory Y

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As per this theory different managers of organization use distinct models of motivation which help in managing human resources, organization behavior and culture. It is also known as a framework which helps in analyzing relationship between motivation and leadership style (Buchanan and Huczynski, 2010).

According to their theory style of leadership has huge impact on level of motivation.

Theory X states that managers need to be controlled employees for best outcomes of organization. Employees do not like work they need to be pushed for being more productive. Good incentive schemes are required for motivating employees (GonzĂĄlez, 2004).

But on the other hand, Theory Y states that appropriate

participation of employees can increase their outcomes and they can think for making any important decisions for completing their roles and responsibilities.

Appreciation of employees can motivate effective as compare to incentive schemes.

Therefore, both theories have stated different views by which an organization can motivate employees. But, both theories are not appropriate for all situations so, organization manager needs to apply appropriate theory as per the situation analysis (Butler, 2010). Most of the employees through that Theory Y is more effective for increasing productivity. But, it will not appropriate at the time of financial difficulties. Similarly, theory X is not suitable for daily routine but favorable at the time of crisis management. Therefore, hospitality organization needs to use appropriate style of leadership for increasing level of motivation among personnel (Mullins, 2010).

Research related to topic Importance of motivation in hospitality organization Krishnaswamy,

Sivakumar

and

Mathirajan,

2009

has

asserted

that

“Motivation is one of the major function of hospitality organization because it is also known as core of management� (Krishnaswamy, Sivakumar and Mathirajan, 2009).

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Palmer and Hartley, 2008 has concluded that “if any manager who is not capable to motivate their employees then he/she cannot become successful in his/her career” (Palmer and Hartley, 2008). Action, 2013 has stated that “Motivation has strong association with performance of the firm so, it is very important for achieving goals and objectives of the organization” (Action, 2013). After reviewing literature researcher has found some major importance of motivation for hospitality organization which are as follows: Improve level of performance: Avgerou, 2008 has asserted that “ability and willingness to do work have direct association with the efficiency of the person” (Avgerou, 2008). Education and appropriate training help in increasing the ability of employees but willingness is obtained by motivation only. Therefore lack of motivation among employees will reduce the willingness that leads reduction in efficiency of personnel. It also affect personal and professional performance of employees which can decline overall performance of the firm (Mahmood and Hanafi, 2013). Therefore, motivation can increases overall efficiency of employees which augments productivity as well as reduces cost of the company. So, motivation is very important for increasing the level of performance of the organization (Bass and Riggio, 2008).

Help to change negative attitudes of employee: Some of employees of the organization have negative attitude and due to this reason they think that doing high work will not bring any additional benefits (Aggett, 2007).

Donohue, 2007Has concluded that “An effective manager always try to change their negative attitudes by different motivational techniques” (Donohue, 2007). There are many employees in an organization who have poor financial condition so, manager can change their negative attitudes by increasing their remuneration. But, on the other hand, financial strong

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employees can be motivated by appreciation of work. So, organization needs to focus on appropriate motivational techniques for changing negative attitudes of employees. Therefore, appropriate motivational technique helps in reducing the negative attitudes of employee towards organization (Lucio, 2013).

Reduction in employee turnover: Rate of employee turnover affects reputation and performance of the firm. This situation also creates lots of other problems for manager of the organization. Due to high employee turnover organization needs to hire number of new employees which leads waste of time and cost for organization. Employee turnover also increases cost of training of an organization (Murphy and Yetmar, 2010). Weiner, 2013 has asserted that “through the appropriate motivation an organization can resolve

all

these

problems

and

retain

employees”

(Weiner,

2013).

Appropriate motivation increases satisfaction level of employees which decline the rate of employee turnover. As per the above discussion motivation is also important for reducing employee turnover in a hospitality firm (Dörnyei and Ushioda, 2013).

Help to decline absenteeism in an organization: Chambers, Taylor and Potenza, 2014 has concluded that “rate of absenteeism is high because of many reasons” (Chambers, Taylor and Potenza, 2014). These are poor work condition, ineffective relations with colleagues and inappropriate rewards and others.

A

manager

deficiencies.

can

Therefore,

motivate

employees

motivation

is

very

by

removing

important

for

all

these

reducing

absenteeism in an organization (Kalivas and Volkow, 2014).

Reduction in resistance to change: Each and every organization take some necessary changes for increasing performance of the company. But, generally employees of the firm are not ready for accepting any kind of

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changes in their normal routine (Lee and Morrison, 2010). But, as per the demand of time making some changes at workplace is very essential. So, motivation is one of the important tools for preparing employees for accepting all changes. Motivated employees take these changes in positive manner and improve their performance. Therefore, motivation is also important for reducing the resistance to change (Mullins, 2010).

Increase productivity: McAuley, Duberley and Johnson, 2007 has stated that “Motivation is very essential for completing each role and responsibility in effective manner” (McAuley, Duberley and Johnson, 2007). As per this statement, motivation helps in increasing the self-responsibility among employees of the firm which increases utilization of human resources of the firm. It helps in augmenting overall performance and productivity of the company. Therefore, motivation helps in increasing financial performance and profitability of the firm (Krishnaswamy, Sivakumar and Mathirajan, 2009).

Increase employee satisfaction: Job satisfaction is very important for organizational effectiveness. Motivation helps in developing morality and satisfying them. There are different financial and non-financial techniques for motivating them which increases satisfaction among employees (Buchanan and Huczynski, 2010). Therefore, motivation is very important for employee motivation.

Reduce disputes and strike at workplace: Motivation is an important tool for maintaining coordination among management and workers. It reduces misunderstanding and disputes which leads reduction in conflicts at workplace (Elliot and Dweck, 2013). Palmer and Hartley, 2008 has concluded that “Low disputes helps in maintaining smooth flow of operation which helps in reducing strikes at workplace” (Palmer and Hartley, 2008). Overall,

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motivation is important for minimizing conflicts and strikes at workplace (Motivational Techniques, 2015).

Help in achieving organization goals: Mahmood and Hanafi, 2013 has concluded

that

“Motivation

improves

coordination,

performance

and

productivity of the firm” (Mahmood and Hanafi, 2013). All these results of motivation play important role in achieving organizational goals in effective manner.

Overall, motivation is very important element of hospitality organization because it helps in increasing productive use of resources and augments efficiency and outcomes of the company. As per the above discussion, it also plays significant role in attaining goals and objectives of the firm and developing strong relationship among them (Whiteley and Whiteley, 2006). Further, it maintains stability in workforce which leads reduction in employee turnover and increment in employee retention.

Motivational techniques THIS IS PART OF LITERATURE REVIEW: Chambers, Taylor and Potenza, 2014 has asserted that “hospitality organization needs to understand needs and requirements of employees and use appropriate ways for motivating them in effective manner” (Chambers, Taylor and Potenza, 2014). There are different techniques of motivation which helps in reducing negative factors of motivation and increase positive factors. These techniques include non-financial rewards, team building activities, training and development session, high communication, targets, rewards and incentives, etc (Krishnaswamy, Sivakumar and Mathirajan, 2009).

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

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will help in augmenting productivity and moral of workers (Motivational Techniques, 2015). Different team building activities plays important role in developing

healthy

work

environment

at

workplace

which

increases

employee satisfaction. Therefore, team building activities help in motivating employees at workplace (Elliot and Dweck, 2013).

Training and development session: Training and development session helps in increasing skills and knowledge of employees which improves productivity and performance of the firm. Along with this, training program helps in fulfilling roles and responsibilities in appropriate manner. Overall, it is one of the important methods for increasing ability and capability of employees

which

encourage

employees

for

giving

best

outcomes

(Bhattacharyya, 2009).

Enhanced communication: Communication among top and lower level employee is very essential. It helps in increasing willingness to work and performance of personnel. So, management of the firm needs to develop strong communication at workplace (Muondo and Perkins, 2013). Manager needs to communicate their roles and responsibilities in effective manner. It increases performance of them and motivate them in effective manner.

Targets, rewards and incentives: As per the motivational theory of needs each employee has different needs and requirements. Each employee require appropriate finance for satisfying these needs (Kalivas and Volkow, 2014).

Management of the company can motivate employees

by providing

appropriate rewards, salary, wages and incentives. It helps in satisfying their financial

needs.

Along

with

this,

allocating

appropriate

targets

also

encourages employees for completing them in effective manner (Kotler, Bowen and Makens, 2006). Overall, suitable targets, rewards and incentives help in motivating employees in effective manner.

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Non-financial rewards: Hill and Hernández-Requejo, 2011 has concluded that “there are different nonfinancial methods by which a manager can encourage performance of employees” (Hill and Hernández-Requejo, 2011).

These include appreciation of works and effective working environment, flexible timing, etc. Along with this, effective communication and allocating roles and responsibilities are also known as nonfinancial methods for motivating employees (Siewiorek and et.al, 2012).

Effective working environment: It is also one of the important techniques for motivating employees. Botha Kourie and Snyman, 2014 has asserted that “effective working environment includes appropriate facilities of sitting and working, cleanliness and arrangement of required instruments” (Botha Kourie and Snyman, 2014). All these facilities help in maintaining effective working environment which encourage employees to give best performance.

Flexible time hours: Wild, Wild and Han, 2014 has stated that “Most of the employees in hospitality organizations leaving their jobs to the strict and inappropriate working hours” (Wild, Wild and Han, 2014). So, flexible timing policy helps in motivating employees for working in those hours which are favorable and comfortable for them. It is one of the best techniques for reducing the rate of female employee turnover. So, hospitality organization can implement flexible timing policy for increasing motivation.

Therefore, above discussed techniques help in motivating employees at workplace which help in increasing motivation among employees of hospitality organizations (Buchanan and Huczynski, 2010).

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Discussion As per the review of literature, motivation among employees is very important for attaining goals and objectives of the organization. Lack of motivation can affect performance and productivity of the firm which can decline the future growth of the company. Including this, low level of motivation in employees increase job dissatisfaction that augments the high employee turnover in organization (Mahmood and Hanafi, 2013). Therefore, different hospitality organization needs to increase level of motivation among employees for increasing rate of employee retention.

Including this, review of historical studies has also reflected that there are different motivational theories which help organizational mangers to determine needs and requirements of employees. Along with this, theories also plays important role in using suitable methods and techniques for increasing motivation of staff members.

According to literature, motivation is more important for improving level of performance, changing negative attitudes of employee, reducing employee turnover and declining absenteeism in an organization (Bass and Riggio, 2008).

Further, motivation is also important for managing changes, increasing productivity and satisfaction, reducing disputes and strike and attaining organization goals.

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

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Findings of literature review have reflected that Motivation is one of the important element which can influence the employee turnover of an organization in positive as well as negative manner. There are different motivational theories such as Maslow’s theory of motivation, Two factor theory and Theory X and theory Y by which an organization can identify the needs and requirements of employees and can develop appropriate strategies for motivating them. Including this, Literature review has also helped in analyzing importance of motivation in hospitality organization. It helps in improving performance of employees as well as in reducing negative attitudes of employees. Motivation is also important for reducing employee turnover, declining absenteeism, reducing resistant to change and increasing productivity and level of employee satisfaction in a hospitality organization.

According to historical studies hospitality organizations can use team building activities, training and development, appropriate communication, targets, rewards and incentives as motivational techniques for encouraging personnel of firm to improve their performance.

Research gap Review of literature has helped in getting appropriate insights to understand the

research

problem

and

formulating

appropriate

hypothesis

for

getting

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

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

CHAPTER 3: RESEARCH METHODOLOGY Introduction Research

Methodology

can

be

defined

as

a

process

of

conducting

investigation using different tools and techniques in effective manner. For the current research author will use different tools for conducting investigation for determining impacts of motivational techniques on employee turnover within D&D London (Whiteley and Whiteley, 2006). This chapter will comprise various tools of investigation such as research philosophy, approach, design and techniques. All these methods will helps in conducting investigation on subject as well as also provide assistance in collecting facts and figures in effective manner. Author will follow appropriate methods for collecting data and afterwards study will also include suitable methods for examining and analyzing obtained facts and figures on employee turnover and employee motivation. Overall, methodology will comprise appropriate techniques of research which will help in getting suitable findings and results for attaining objectives in effective manner (Lillis, 2008).

Research philosophy Philosophy of research can be defined as a paradigm which will provide assistance in objective and subjective basis.

As per the current research subject

philosophy will provide assistance in critically analyzing impact of motivational techniques of employee turnover of D&D. there are different research philosophies such as interpretivist paradigm. In which, author will apply positivism research philosophy because it focuses on the major objectives of the research rather than subjectivity of the current research topic. Interpretivist research philosophy will

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

Research approach Approach of the research will provide assistance in determining appropriate way to conduct whole investigation in effective manner. It helps in determining that author needs to conduct investigation wither general or specific manner (Sobh and Perry, 2006). There are two types of research approaches inductive and deductive.

For conducting investigation on current research subject, author will follow a combined research approach and by which study will follow the basic principles of both approaches. Deductive research approach works from general to specific manner. As per this approach author will understand finding of different motivational theories and afterwards determining the impact of motivation on employee turnover of D&D. This approach will help in testing develop theory. In contrast, inductive research approach will help in conducting investigation form specific to general manner. Using this approach author will develop appropriate theory which provides appropriate information about the impact of motivational techniques on employee turnover of D&D (Kumar, 2014). It will be favorable for current investigation because it will help in finding appropriate solution of each and every research question (Krishnaswamy, Sivakumar and Mathirajan, 2009).

Research design Research design can be defined as a strategy which helps in integrating different components of the study in logical manner. It will effectively address research problem which provide assistance in collecting and analyzing facts and figures on motivation and employee turnover of D&D (Flick, 2011). Therefore, for

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the current investigation research design will be a blueprint for collecting, measuring and examining data. After understanding research problem author will use descriptive research design for current investigation. It will be used by researcher because it will help in conducting investigation in theoretical and subjective manner. Along with this, descriptive research design will include case study, observation and survey analysis for collecting information on employee motivation and turnover. It will be useful for conducting qualitative as well as quantitative research.

Descriptive research design will play important role in

understanding all motivational theories in appropriate manner (Goddard and Melville, 2004).

Research technique Each and every research needs to follow appropriate techniques for conducting whole investigation in effective manner. It can be defined as a tactics of investigation which will helps in understanding the research subject in qualitative as well as quantitative aspect. There are two types of research techniques qualitative and quantitative (Garland and Garland, 2012). The current research report will use combined research technique of qualitative and quantitative. Qualitative research technique will be used by researcher because it will be useful for understanding different motivational theories. On the other hand, quantitative research tool will be helpful for determining impact of motivational techniques on employee turnover of D&D. So, it will be used by researcher for whole investigation (Dey, 2002).

Qualitative research technique helps in understanding research problem in subjective aspect. In contrast, quantitative research technique will provide assistance in resolving research problem using different tools and methods in effective manner. Different subject data will be easily obtained by qualitative techniques. Moreover, qualitative methods will provide assistance in collecting

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

Data collection methods Data collection methods can be defined as different techniques which help in collecting appropriate information as per the research subject, objective and research question. Primary and secondary data collection methods are mostly used by all researchers for their studies. For the current investigation author will use both primary and secondary data collection methods (Daniel and Sam, 2011). In which, primary data collection methods helps in collecting fresh and new information about research subject. These methods will be effective for collecting new information about the employee motivation and turnover of D&D. Primary information will be collected by employees of D&D using online survey methodology. Author will use a structured questionnaire for conducting primary research on current subject.

Therefore, primary data collection methods are very effective for obtaining most useful and fresh information of selected organization (Elliot and Dweck, 2013).

Secondary data collection methods can be defined as those techniques which collect relevant information from past or historical studies of similar subjects.

Author will collect secondary information from different sources such as library, website and journals. Literature review is also one of the important sources of secondary information which will help in collecting information about different motivational theories and their impact on individual as well as organizational performance (Pinder, 2014). Therefore, both data collection methods are useful for collecting subjective as well as numerical information which will provide suitable insights. Along with this, collected data also help in getting appropriate solution of research problem.

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Data collection instruments As per the above research planning author will use primary and secondary data collection methods for collecting facts and figures. Both methods follow different sources for obtaining relevant information (Chambers, Taylor and Potenza, 2014). Primary data collection will be done by survey methodology so; researcher will use a structured questionnaire which will comprise different open and close ended questions relevant to research subject and objectives. On the other hand, for secondary data collection researcher will use different sources such as website of D&D, annual report, journal, articles, research papers and books, etc. all these resources helps in getting appropriate historical information about research subject which will help in understanding the problem of employee turnover in effective manner (Bhattacharyya, 2009).

Questionnaire for employees of D&D: Demographic information of employees: Name (optional): Gender Age: Level of management: James Healy 1. You are working with D&D organization of UK, Are you satisfied with your Job?  Yes  No If no then 2. What is the major reason behind your job dissatisfaction with D&D?  Inappropriate payment policies

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 Lack of communication and motivation  Inappropriate allocation of roles and responsibility  Working environment and organization culture  Inappropriate rewards and incentives 3. As per your opinion, use of motivational techniques will helpful for increasing your job satisfaction level?  Yes  No 4. To which extent you believe that D&D is using most appropriate motivational technique for improving the level of motivation of employees?  Strongly agreed  Agreed  Neutral  Disagreed Strongly disagreed 5. What is the most appropriate motivational technique which will help D&D organization for retaining employees for long term?  Team-building activities

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Training and development session Enhanced communication Targets, rewards and incentives Non-financial rewards Effective working environment Flexible time hours Rank most important from 1 to 7 one must be list more important.

6. What is the major impact of motivational techniques on your level of job satisfaction?  Helps in increasing job satisfaction  Declines level of job satisfaction  Encourage for doing work for long time 7. Please suggest appropriate motivational any other technique for motivating employees?

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

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Sampling Above discussion has reflected that author will use primary data collection method for obtaining fresh and new information. This information will be collected by employees of D&D. So, employee of this organization will play the role of research universe. There are different methods by which investigator can select sample for whole investigation which are called sampling techniques. Author will apply random number sampling method for deciding sample of employees of D&D. In this method researcher will use random number table for selecting each employee. It reduces chances of the sampling error as well as provides equal chance to each employee to select in research sample. Therefore, author will use most appropriate sampling method for deciding sample for this investigation.

Sample size for current study will be the census that can be defined as unlike a sample, which only takes a population and seeks to analyze every single member of a population. Therefore, sample of staff will helps in collecting primary and fresh information about the motivational strategies of D&D organization and impacts on these tactics on employee performance (Garland and Garland, 2012).

Data analysis Research techniques will be used by researcher for collecting facts and figures on employee motivation and turnover of D&D (Dey, 2002). So, using these methods author will collect numerical and subjective information. So, for analyzing this information author will use thematic and statistical analysis. Thematic analysis will provide assistance in examining subjective information about motivational theories and employee turnover. It will be applied by researcher because it is more effective for analyzing subjective and theoretical concept of the current subject. Thematic analysis includes different charts, graphs, themes and diagram for resolving research issue (Goddard and Melville, 2004).

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On the other hand, statistical analysis method will be helpful for testing hypothesis using appropriate test. These methods helps in analyzing numerical information which will provide assistance in getting appropriate solution of research problem and making suitable conclusion on it. Therefore, data analysis method will be appropriate for getting appropriate findings and results by which author can easily determine the major impact on employee motivational techniques on personnel turnover of D&D (Kumar, 2014).

Ethical issues and consideration Researcher needs to complete whole investigation in ethical manner and regarding this author needs to consider appropriate deliberations which play important role in resolving ethical issues in effective manner. As per the above discussion, major ethical issues are relevant to the data collection process. Author will collect primary information from different respondents so, safety and security of every participant is very important. So, for resolving this ethical issue author will not use any personal information of any employee of D&D. Along with this, researcher will assure about the use of only necessary data which will help in attaining objective of the investigation. Along with this, research ethics includes different other ethical issues relevant to secondary data collection method and these are plagiarism, copy and paste and manipulation of data, etc (Flick, 2011). So, for resolving these issues author will use appropriate references and citation of historical research scholars or secondary data instruments. Therefore, research will follow appropriate considerations for resolving research issues in effective manner.

Research limitations Accomplishment of the investigation is not an easy task for researcher so, the current study is also associated with some limitations (Daniel and Sam, 2011).

These limitations are relevant to time and cost of the whole investigation.

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

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CHAPTER 4: FINDINGS AND DISCUSSION 4.1 Data analysis Data analysis can be defined as a process of examining collected information by using appropriate qualitative and quantitative methods. As per the above discussion of the research techniques author has used different methods for collecting subjective as well as numerical information for determining impact of motivational techniques on employee turnover of organization (Daniel and Sam, 2011). In order to for analyze to narrative information author will use thematic analysis and for examining numerical information researcher will apply statistical test and methods.

Thematic analysis will help in getting appropriate solution for attaining major research objectives. Statistical test will play important role in testing hypothesis which helps in attaining aim of the research in effective manner (Goddard and Melville, 2004).

4.2 Qualitative analysis Qualitative analysis can be defined as a process of analyzing subjective data using appropriate methods (Sobh and Perry, 2006). For the current research author will use thematic analysis which helps in evaluating facts and figures on the basis of literature review and questionnaire survey findings.

Thematic analysis: It is one of the important methods for analyzing qualitative information. This technique analyzes collected information using charts, graphs, diagram and themes.

It helps in determining appropriate motivational technique for decreasing employee turnover as well as also plays important role in determining the major reasons of job dissatisfaction (Whiteley and Whiteley, 2006). Thematic analysis for the current investigation is as follows:

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Theme 1: Employees of D&D are not satisfied with the job.

Numeric

data You are working with D&D organization of UK, are you satisfied with your Job?

Frequency

Yes

12

No

8

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

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Theme 2: Reasons behind the job dissatisfaction of employees of D&D. Thematic What is the major reason behind your job dissatisfaction with D&D?

Frequency

Inappropriate remuneration policies

4

Lack of communication and motivation

5

Inappropriate allocation of roles and responsibility

3

Working environment and organizational culture???????

4

Inappropriate rewards and incentives How this addresses the problem made investigation.-------------------

4

Used Herzberg but is expectancy and explains.

Used this table Too many people

10

pollution

15

More pay

15

Better condition

3

Bonus

25

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According to the previous theme author has found that employees of D&D are not satisfied with their job and roles and responsibilities. So, author has included this question for determining the major reason behind the job dis-satisfaction.

25%respondents have believed that lack of motivation and communication increases

the

job-dissatisfaction.

Similarly,

20%

employees

though

that

inappropriate remuneration policies of D&D declines the level of satisfaction. But, 20% employees have given their response to working environment and culture of the company. As per their opinion, author has found that unsuitable working environment and culture can also decline the satisfaction of employees towards working. 15% participants have believed that inappropriate allocation of roles and responsibilities decreases the job satisfaction of employees of D&D. Therefore, each and every employee has different opinion about the reasons behind the job dissatisfaction.

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Theme

3:

Motivational

techniques

are

helpful

for

increasing

job

satisfaction level of employees.

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

Frequency

Yes

14

No

6

Previous theme has helped in determining the major reasons of job dissatisfaction among employees. After determining reasons, author wanted to that whether motivational techniques will be helpful for increasing level of motivation of employees and satisfaction of job, so, author has asked the above question to all respondents. In the findings of literature review researcher has found that training and development, team building activities, rewards and incentives and appropriate communication are major techniques of motivation. Author has found that 14

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

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

What is the most appropriate motivational technique which will help D&D

Frequ

organization for retaining employees for long time?

ency

Team-building activities

2

Training and development session

3

Enhanced communication

4

Targets, rewards and incentives

3

Non-financial rewards

2

Effective working environment

4

Flexible time hours

2

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To determine the major motivational technique for retaining employees for long time, the author has included the above question in survey questionnaire. As per the highest frequency 4, training and development session and effective working environment are most appropriate technique for retaining employees for long run. Average frequency has reflected that each employee has distinct needs and requirements so, organization can implement all methods for motivating employees.

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Theme 5: Major impact s of motiva tional techni ques on level of job Determining major impact of motivational techniques on employee turnover is the major aim of research. So, author has asked the above question to all respondents because author wants to determine the impact of these techniques on satisfaction level of employees. Collected facts have reflected that 12 respondents have believed that motivational techniques help in increasing job satisfaction level.

But, on the other hand, 2 have though that motivational methods declines the level of motivation. In addition, as per the response of 6 respondents, motivational techniques encourage employees for doing work for long time. It means motivational techniques help in retaining employees for long time in organization.

Therefore, as per the findings most of the employees have believed that motivational techniques can help in increasing the job satisfaction level of all personnel.

Findings of thematic analysis

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Thematic analysis has reflected that employees of D&D organization are not satisfied with their job, roles and responsibilities. Examination of the collected informational has also reflected that there are different reasons behind the low satisfaction

level

such

as

inappropriate

remuneration

policies,

lack

of

communication and motivation, inapt allocation of roles and responsibilities, working environment and organization culture and incorrect rewards and incentives, etc. research has also disclosed that motivational techniques will helps in increasing the satisfaction level of employees towards their job. So, D&D organization can use different motivational techniques for motivating all personnel. These include teambuilding activities, training and development session, enhanced communication, targets, rewards and incentives and non-financial rewards. Further, Analysis of findings have reflected that effective working environment and flexible time hours are also considered as appropriate method of motivation for employees. These techniques help in encouraging employees for working long hours for D&D organization. Therefore, findings of thematic analysis have helped in resolving research problem and attaining all objectives in effective manner because all findings

has

provided

solution

of each

research question

which

helps

in

accomplishing research in appropriate way.

4.3 Quantitative analysis As per the above discussion author has also applied appropriate statistical methods for examining numerical facts and figures which have collected by survey methodology. For the current investigation author has applied chi square test for checking formulated hypothesis. It has helped in attaining objectives in effective manner (Krishnaswamy, Sivakumar and Mathirajan, 2009). As per the literature review and assumption author has developed hypothesis which is based on

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motivational techniques and level of motivation. On the basis of these assumption hypothesis for current investigation are as follows: Null hypothesis (H0): D&D is not using most appropriate motivational technique for improving the level of motivation of employees Alternative hypothesis (Ha): D&D is using most appropriate motivational technique for improving the level of motivation of employees.

Statistical analysis: Chi square test: Chi Square is one of the important nonparametric hypothesis test. It is an appropriate method for compering observed and expected frequency of the collected data. It is most appropriate method for examining hypothesis. For the current investigation author will use 5% level of significance for the hypothesis testing. In hypothesis testing author calculates two types of values such as critical and tabulated value of chi square (The Chi Square Distribution, 2015). As per these values author compares that whether calculated value is less than the tabulated value. If, it is true than author has accepted null hypothesis else reject it and accept alternative one. Chi square test is implemented as follows: 1.

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

Observed Frequency

S.No

Available options

1

Strongly Agreed

3

2

Agreed

3

3

Neutral

1

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4

Disagreed

7

5

Strongly Agreed

6

Expected

(O-E)2/

S.No

Options

frequency

(O-E)

(O-E)2

E

1

Strongly Agreed

4

-1

1

0.25

2

Agreed

4

-1

1

0.25

3

Neutral

4

-3

9

2.25

4

Disagreed

4

3

9

2.25

5

Strongly Agreed

4

2

4

1

∑(O-E)2/ E

6

20

As per the above calculation, critical value of chi square is 6. Author has assumed that level of significance for this test is 5% and as per the available option degree of freedom is (n-1= 5-1=4). So, tabulated value of chi square is 9.45 on 5% level of significance and 4 degree of freedom (The Chi Square Distribution, 2015).

So, after making comparison between calculated and tabulated value author has found that calculated value is less than tabulated value. So, author needs to accept the null hypothesis and reject alternative one. As per this findings author has disclosed that D&D is not using most appropriate motivational technique for improving the level of motivation of employees. It organization is used appropriate strategies and methods for motivating personnel which will help D&D in reducing employee turnover.

4.4 Findings and discussion Findings and results of the data analysis has reflected that employees of D&D organization are not satisfied with the roles and responsibilities and job. It affects their individual as well as organizational performance of the firm. It has negative

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

Author has also found different techniques of motivation for encouraging employees for their best performance. As per the research findings author has disclosed that training and development program, incentive policy, team building activities, high communication, and effective working environment will help D&D organization in increasing the satisfaction level and motivation. Findings of the research have also reflected that motivational techniques help in increasing the motivation of employees by which they can work for D&D organization for long time.

Therefore, these methods help in increasing the rate of employee retention for D&D organization. Consequently, findings of the thematic and statistical analysis have helped in attaining objectives and resolving research problem in effective manner.

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CHAPTER 5: CONCLUSION AND RECOMMEDATION Aim and Objectives Aim: “To critically evaluate major impacts of motivational techniques on employee turnover within D&D London�.

Objectives: To determine importance of motivation for employee retention in pubs and restaurant.

To analyze different motivational techniques for motivating employees of D&D London.

To assess the impact of different motivation techniques on employee turnover of D&D. To recommend appropriate methods to D&D for motivating and retaining employees.

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

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

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

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

As per the formulated objectives author wanted to identify appropriate motivational techniques for motivating employees of D&D. For attaining this objective researcher has disclosed reasons of job dissatisfaction and low motivation.

Study has found that inappropriate remuneration policy, lack of communication, unclear targets, roles and responsibilities are major reasons behind the low level of motivation.

So, as per these reasons author has found that, there are different

motivational techniques which can resolve all these problems and reasons of low motivation. These are appropriate training and development program, favorable policies for deciding salary and wages, etc. Including this, use of appropriate communication

method

will

also

help

in

increasing

the

motivation

and

encouragement among employees and top level management. Therefore, all these are important motivational techniques for motivating employees of the firm for doing job for long time and give their best outcomes for improving the overall performance and productivity of the organization.

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Afterwards, author also wanted to assess the impact of different motivational techniques on employee turnover.

According to the website analysis, author has

found that rate of employee turnover of D&D is increasing from last three years. So, organization needs to focus on increasing the rate of employee retention for resolving this problem. As per the studies of motivation, author has also found that different motivational techniques have positive impact on employee turnover because these methods help in augmenting desire and willingness of employees towards the job which play important role in retaining employees in D&D. Above discussed motivational techniques help in satisfying social, financial and other needs and requirements of employees which provides assistance in increasing interest and trust of employees towards D&D organization. Overall, positive impacts of motivational techniques provide advantage of retaining employees and reducing staff turnover in effective manner. Overall, findings of the research have concluded that motivational techniques have positive impact on employee turnover within D&D London which helps in retaining employees also.

Recommendation As per last objective of the research, author needs to recommend appropriate methods to D&D for motivating and retaining employees. The whole research has disclosed that, D&D organization should focus on reducing employee turnover and increasing the level of motivation of personnel. According to the whole investigation author has found that company should use appropriate techniques of motivation (Kalivas and Volkow, 2014). These methods will help in increasing level of motivation as well as also provide assistance in retaining employees in effective manner.

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

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

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

Further, organization should also focus on HR policies of the company.

Company should make necessary changes in remuneration, salary and incentive policies. These policies help in satisfying their financial requirements which will lead fulfillment of other needs also (Dรถrnyei and Ushioda, 2013). In addition company should provide salary and wages as per the skills and capabilities and actual performance of employees. It will help in motivating them and increasing the performance. Further, this strategy will also help in reducing conflicts between top management and employees of D&D. As per the research findings, sometimes unclear roles and responsibilities also affect interest of giving best outcomes. So, supervisor of D&D needs to use appropriate communication methods for increasing coordination between different team members. Along with this, organization needs to allocate roles and responsibilities as per the skills and capabilities of employees (Weiner, 2013). It helps in increasing their performance in effective manner. Therefore, all the above discussed recommendations will help in motivating staff members as well as also play important role in reducing employee turnover of D&D.

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Area of future research The current research subject is based on impact of motivation on employee turnover of D&D organization. Findings and conclusion of the study will help in increasing the scope of future research. As per the research findings future researcher can conduct studies on motivation, employee turnover and retention.

Along with this, whole study is based on D&D organization which a leading organization of hospitality industry of London. So, future researcher can conduct further studies on similar subject but different organizations of various other industries. In addition, author can also implement the whole research for retail industry also. Therefore, it will help in resolving the employee turnover problems of other industries as well. Therefore, the current research studies also provide guidance for the future researchers and PhD research scholars by which they can implement research studies on relevant subject. In coming future researcher can implement investigation on same subject for international organizations. Therefore, overall whole research has increased the scope of future investigation.

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