Employee satisfaction is one of the prime needs that every organisational management wants to deliver for the retention of employees. This is the process organisation productivity will increase and the organisation will get a better market position in this competitive business process. The process of engagement with the organisation and employees decision-making scenario is important. Influence on employees their work culture and level of performances the main aspect in that case. Research methodology process proves the validity and reliability and evaluates information and state information for better result or consequences. The study also showcases the employees’ retention process and analyse the satisfaction of employees in the hospitality sectors.
The aim of the research is to identify the employees’ satisfaction factors within the hospitality industry and the influence of these factors for the development of the organisation.
The major problem with this proposed paper is the involvement and productivity increase of organisation and their employee retention and satisfaction through effective approaches and policies. The approaches will be taken in this process is important and relevant as per the employees’ growth concerns and that will enhance better applause for their career.
In the case of employee satisfaction, some of the possible changes need to be made by the management and employees that delivers some effective support to the productivity. Appreciation for their work, good relationship with the colleagues and management are the major two process of business relation. Good work-life balance and have the good relationship with superior is the most important aspect of organisation stability (Fletcher 2017). The financial condition of the organisation will improve the productivity and that makes the way of better salary for employees. The training and development issues along with the practical job experience are the major reason that provides effective values in employee satisfaction. Employee motivation is important in that case and Herzberg Two factor theory of employee motivation by the two ways is important in that case. The hygiene factor detailed with working condition, policies and rules, salaries and base wages (Roberts 2013). Whereas satisfier or motivator factor is dealing with the advance of the employee, personal growth, achievement, recognition, responsibility, working nature. So the efficiency improvement is there for an employee to deliver the best performance (Grigoroudis, Orfanoudaki and Zopounidis 2012).
Organisation development involves changing people, processes and technology. In case of the event causing change, process change an incomplete state of development are the major organisational development that helps behavioural, economic, sociological aspect of defining the matter. These three aspects are needed to be formulated in a better way to get effective outcomes from them (Lewis 2015). Incorporate new technology, ensure compliance and new policies and legislation, cultural change in the organisation, supportive change from the outside are strengthen the process and improve the employee and management relation. The organisation development and increase effectiveness make some profit through this (Bakoti? 2016).
The process of delivering workplace motivation is relevant from the employees’ perspective as that backing up them up to the best work. The productivity of the organisation will improve and the market position of it will gain a better position (Flick 2015). The cultural respect and motivated workforce secure the activities and ensure to cataract working condition and fulfil the management policies also (Kooij et al. 2013). Motivation in case of having the better position or may have a good appraisal in the organisation make employees more sensible and they have the decision making power that engage better productivity also (Muogbo 2013). Experience employee motivation and retain them with the new employees will help the entire procedure of success.
Positivism research philosophy will be used in this case and that helps to explain the precise manner of research. The process is based on the science and logical understanding. The data collection process and interpretation of factual knowledge are important in that case. The types of study are observable and quantifiable (Fletcher 2017). The empiricist view of knowledge stem and process of human experience is the best way to use the positivist study in this manner.
In research methodology, there are three kinds of research approaches presents. In this research process, Deductive research approach will be used and the reason behind the deductive research approach is the development of the hypothesis. The hypothesis is based on the existing theories will be used in the research. The relation between the existing theory and design of strategy is the key process that formulates the research further. There are some general circumstances and in most cases, some particular theory aligns with the detailed process or any theoretical background of the research, the application of deductive reasoning is the key matter that obtains for the further development (Isaacs 2014).
In this research process, employee satisfaction is the very crucial process and that is the reason possible framework of theory and applicable variable understanding is the key process to ensure the right approach that provides the boost in employee satisfaction. In the case of hospitality sectors, employees are not happy for some reasons and that is the case when employees’ retention or the sustainability of the organisation is under risk (Roberts 2013).
There are mainly three kinds of research designs available in the research process. Exploratory, Explanatory and Descriptive are the three major design processes and in this research, descriptive research will be used (Flick 2015). Descriptive research design comprehends summarization in terms and specific events. The process is not providing the answer of when the research happened or who is the involved person in this research, rather experimental population research is and mitigation of goal setting and improve individual category is the key process in that section.
Primary and Secondary data process are two prime Data collection processes for research. Primary data based on survey and interview, which is more reliable in case of proper analysis as the researcher gather the information itself and the authenticity of those are more than anything else (Panneerselvam 2014). On the other hand, secondary data are based on the journals, books, research paper, online newspaper, wiki books and all. Secondary data collection process less reliable as these things are not proven maybe these are authentic from the author perspective but the authentication is somehow missing. In this research process, the Primary process of data collection will be used and that is the reason the interview process will be formulated in that research.
In this research process, Non-probability stratified sampling will use for this process. The managers of different hotels, motels and spas are already selected so the representation of a specific group will be chosen at this stage so no more probable thinking can misguide the process (Vaioleti 2016). There are five managers from different hotels, motels and Spas will be chosen from that process. The managers will provide their responses and that is the reason most of the employees’ satisfaction stats and the ration of employee work over the place and ratio and termination of employees in every year will state the process. In the primary research process, both these data analysis is justified and employee retention rate or employee satisfaction or termination figure, or the workplace sustainability and opportunity numbers are important, that provided by the managers and that considered as quantitative analysis (Bns and Hv 2013).
Through the research process aspects of employee satisfaction and motivation issues have come up and the process signifies relevant and significant from the employees’ perspective also. The relevancy in productivity, workplace environment, wages, safety and feeling for the work is important and that is the reason most of the solving outcomes will extract. The findings, in that case, will be very precise as the managers of hospitality sectors will state their views and that will impact on the final data collection and outcomes.
Ethical consideration is the most important part of the research. During the research, the entire respondents are in full consent. All the information is protective and safe. The best level of confidentiality is the major concern for this process and is maintained throughout. Data are not violated through the research and that is the reason authentic data will be gathered in that process. Author name is there, whenever some lines from that journal, book have used in the paper. No third person interpretation allowed in this process. No such pressures will be on the respondent, so a healthy interview and research formulation are contained in this research.
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Process |
Month 3 |
Month 9 |
Month 12 |
Month 15 |
Month 18 |
Month 21 |
Month 24 |
Month 27 |
Month 30 |
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Introduction |
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Objectivity and Purpose of the research |
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Literature review |
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Methodology |
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Finding and analysis |
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Evaluation and anticipated outcome |
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Recommendation and Conclusion |
Table 1: Timetable for the entire research process
(Source: Created by Author)
References
Bakoti?, D., 2016. Relationship between job satisfaction and organisational performance. Economic research-Ekonomska istraživanja, 29(1), pp.118-130.
Bns, R. and Hv, R., 2013. An overview of interpretive phenomenology as a research methodology. Nurse Researcher (through 2013), 20(6), p.17.
Fletcher, A.J., 2017. Applying critical realism in qualitative research: methodology meets method. International Journal of Social Research Methodology, 20(2), pp.181-194.
Flick, U., 2015. Introducing research methodology: A beginner’s guide to doing a research project. Sage.
Grigoroudis, E., Orfanoudaki, E. and Zopounidis, C., 2012. Strategic performance measurement in a healthcare organisation: A multiple criteria approach based on balanced scorecard. Omega, 40(1), pp.104-119.
Isaacs, A.N., 2014. An overview of qualitative research methodology for public health researchers. International Journal of Medicine and Public Health, 4(4).
Kooij, D.T., Guest, D.E., Clinton, M., Knight, T., Jansen, P.G. and Dikkers, J.S., 2013. How the impact of HR practices on employee well?being and performance changes with age. Human Resource Management Journal, 23(1), pp.18-35.
Lewis, S., 2015. Qualitative inquiry and research design: Choosing among five approaches. Health promotion practice, 16(4), pp.473-475.
Muogbo, U.S., 2013. The impact of employee motivation on organisational performance (a study of some selected firms in anambra state nigeria). The international journal of engineering and science, 2(7), pp.70-80.
Panneerselvam, R., 2014. Research methodology. PHI Learning Pvt. Ltd..
Roberts, T., 2013. Understanding the research methodology of interpretative phenomenological analysis. British Journal of Midwifery, 21(3), pp.215-218.
Vaioleti, T.M., 2016. Talanoa research methodology: A developing position on Pacific research. Waikato Journal of Education, 12(1).
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