While motivation programs have been examined primarily from a Western ethnographic perspective, issues of autonomy for employees may not be so pressing for employees in oriental cultures and the motivational aspects may be different in their case. 1.2 The Objective of this research study: The objective of this research study is to examine how best employees in five star hotels may be motivated, specifically in the context of hotels in Britain and Hong Kong. By comparing employee satisfaction among random samples of employees working in hotels in the U. K.
and Hong Kong, this study poses the following research questions/hypotheses: (a) Whether employees in five star hotels generally suffer from negative perceptions about their jobs (b) Whether employees in five star hotels suffer from low motivation (c) Whether there are cultural differences in the factors that motivate employees in five star hotels in the UK as opposed to South east Asia (d) Whether Intrinsic motivational programs may be more effective with all five star employees as compared to extrinsic motivation (e) Whether employee empowerment and employee incentives could address the problems of low motivation. The rationale that guides these questions/hypotheses is the existing perceptions about the motivation levels in the hospitality industry.
There are current labor shortages in this industry since most employees have a negative perception about jobs in the hospitality industry and the prospects for advancement. Also, more employees are involved in this industry on a part time basis and the levels of motivation are low, which is proving detrimental to productivity. This study therefore seeks to assess which group of employees, the English employees or the Hong Kong employees experiences more job satisfaction and thereby assess what are the limitations they experience and which motivational programs may suit them best. 1.3: Methodology used in this study: The methodology used in this Study is the administration of a questionnaire to the employees of hotels in the UK and in Hong Kong.
A Five-Point, Likert-type questionnaire will be used, wherein responses will be assigned a numerical value on a scale ranging from 1 to 5. A lower value of 1 will indicate that the issue being examined in the question is not important at all while the highest value of 5 will indicate that the Respondent considers that particular issue very important.
The questionnaire seeks to assess the degree of satisfaction of the employees with various aspects of their job, including treatment from their supervisors and the guests, employee benefits and working conditions apart from salaries and incentives.
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