MOTIVATION AND TURNOVER IN HOTEL INDUSTRY

Relation between Motivation and Turnover in Hotel Industry in Scotland

Abstract

This study examined the relationship between motivational incentives and staff turnover in the hotel industry in Scotland. Purposive and stratified random sampling techniques were adopted in choosing 690 respondents from 9 hotels and 9 guest houses over the three senatorial districts of the Scotland. Findings revealed that, promotion, salary/wages, payment of depart benefits, career development/in-service training and work-hours impact considerably on labour turnover. The study recommended amidst others that comprehensive monetary and non-monetary incentives should be put in place by management to reduce labour turnover and ensure workers retention in the hotel industry in Scotland.

Table of Contents

Chapter 1: Introduction3

Background of the Research3

Purpose of the study5

Chapter 2: Literature Review5

Theoretical Framework5

1)Labour Turnover5

2)Motivation and Workers Turnover6

Chapter 3: Research Methodology10

Research Design10

Literature Research12

Chapter 4: Theoretical Consideration14

Chapter 5: Conclusion17

References18

Chapter 1: Introduction

Background of the Research

In contemporary work environment, it is imperative for organization to retain staff and ensure their effectiveness. This is because corporate entities encompassing those in the hotel industry are established to achieve specific goals and these goals are tied to diverse degrees on staff motivation, retention and productivity. Despite the centrality of motivation as vital tool in workers turnover or employee's retention and productivity, it is often under-utilized by most managers in the workplace. Staff retention here entails taking necessary measures to boost workers to stay in the organization for the greatest time span of time. Corporate bodies particularly in the hotel industry are opposite many of difficulties in workers turnover and effectiveness. Employing skilled staff is significant for any organization, but their retention and productivity is even more essential; because there is no dearth of opportunities for a knowledgeable worker, many of organization would be looking for him; and no corporation can achieve its goal under frequent or unusual workers turnover.In Scotland other than supply entails by which workers are motivated and retend for effective job performance, employees are continuously deprived of their physiological need through salary insecurity, fringe benefits and this have behavioural consequences on their efficiency in the workplace. This situation is furthermore responsible for low morale amidst workers and adoption of supplementary livelihood. This phenomenon as asserted by Ushie (2002), threatened the effectiveness, growth and survival of most organisations in Scotland.As the number of hotels, restaurants and other hotel outfits rises Scotland, because of the tourism propel of the state government, there is furthermore high rate of workers turnover and service inefficiency in the industry. Again, while much scholarly works abound on staff retention, motivation and productivity in other parts of the Scotlandn humanity, little concern is granted to this fast emerging sector (the hospitality industry). And since components of staff retention, motivation and productivity varies from one organization to the other, there is thus require to analyze motivational components that would ensure workers efficiency and retention as well as service effectiveness in the hospitality industry in Scotland (Ushie, 2002, pp: 25).

Purpose of the study

The purpose of this study is to illustrate the relationship between motivational incentives ...