Benefits Of Job Satisfaction In Hospitality Industry

Project Objective

Discuss about the Quality of work life and job satisfaction frontline.

Job satisfaction play a major role for an organization mainly hospitality sector. This is because employees play a major role in the hospitality sector as the main work that the sector offers is through staff service. Thus, a unsatisfied employees will prove to be detrimental for the sector. On the other hand, a satisfied and loyal employee will effectively contribute to the development of the business (Zopiatis, Constanti and Theocharous 2014). The appraisal, salary package, remuneration and other benefits are decided by the management of the company for the employees. Thus, it is the duty of the management to set the strategies that offers best facility and growth opportunity to the employees. This will motivate them to stay in the business and serve the organization loyally. Moreover, it is seen that the longer an employee’s serves the organization the better it is for the company because they will be loyal to the company (Crawford et al. 2014). However, for this purpose it is necessary that the company offer full job satisfaction to the employees. Unsatisfied employees will not give their full effort in the work which will hamper the performance of the company as a whole. Thus, there is a positive relationship between job satisfaction of the employee and performance of the organization.

• To explore the meaning and concept of job satisfaction.
• To address the factors that lead to job satisfaction among employees in the hospitality industry.
• To recommend the strategy to improve the job satisfaction among employees in the hospitality industry. 

The paper aims to analyze the benefits of job satisfaction on the organization. It helps to understand the factors that influence the satisfaction level among the employees in the hospitality industry. As it is crucial for the hospitality industry to maintain a good amount of staff for smooth flow of service, thus it is necessary for them to understand the factors that would help them in satisfying their employees. In the competitive environment of it becomes necessary for the industry to satisfy the employees and store them for better customer service (AlBattat and Som 2013). The paper also offers a clear understanding about the strategies that the industry can use in order to satisfy their workers and retain them for longer time. Thus, the main motive of the paper is to offer entrepreneurs to understand the relation that job satisfaction and organizational performance holds between them.

The literature starts with the concept of job satisfaction that has been put forward by researching various past literatures. Job satisfaction is said to be the cognitive emotion that employees hold for their job (Wang, Tsai and Tsai 2014). It is the benefit that they get from fulfillment of expectation that they wanted from the job. Moreover, there are various factors such a supervisors, tasks, training, rewards, remuneration and others that impacts the job satisfaction level of an employee (Fu and Deshpande 2014).  However, there has been certain literature that stated the reason behind importance of job satisfaction among the hospitality industry. It has been found that employees in the hospitality industry seek satisfaction from the organization they work because they spend maximum of their time in the organization (Zopiatis et al. 2014). It has been shown that there is a strong relationship existing between the employee’s job satisfaction and the performance of the company because a satisfied employee will automatically serve their best for the organization.

Project Scope

Various theories have been used to show the role of motivation in providing job satisfaction. First theory is provided by Herzberg two factor theories. Herzberg showed that there are two factors that influence the job satisfaction such as motivation and hygiene (Shani et al. 2014). Hygiene is the factors which help the employees to enter the organization, on the other hand motivation is the factor that helps in holding the employee to stay back in the organization and perform well (Lee, Back and Chan 2015). In the absence of these factors in the hospitality industry, employees in the organization will feel a strong sense of dissatisfaction. The next strategy that was evident in the literature was the Maslow’s Hierarchy of Needs that followed certain levels that an organization has to follow in order to satisfy their workers and keep them in the business. It is a type of motivational theory in which it can be seen that there are five categories that a human faces in a workplace and in order to motivate them to give their best in their production (McPhail et al. 2015).

The third place where the literature followed is the factors that affect job satisfaction in the hospitality industry particularly. The main factors that have been found from the past literatures are working condition, environment, reward and recognition of the workers and others. These factors are the most crucial for any kind of business (McPhail et al. 2015). Hospitality industry hugely depends on training their staffs for better service. Thus, losing staffs or increasing employee turnovers leads to a great loss for the company (Pan 2015). Hence this industry faces the maximum pressure of offering job satisfaction to their staffs. It has been stated by Crawford et al. (2014) that reward and recognition is the best way companies can create an impact on their staffs by making them feel important in the organization. It has also been evident that offering appreciation to the workers for their work increases the level of satisfaction among them. However, the literature has also discussed about certain factors that demotivate the workers. One being the responsibility that are given; they are not fully allowed to make their own decisions (Namasivayam, Guchait and Lei 2014). However, company can take up strategies to improve their job satisfaction level such as personal motivation programs; organizing reward and recognition programs for the employee will help the organization to manage their employee turnover rates. 

Literature Review

The literature has failed to give a detailed analysis about the ways companies can deal with the problem of employ satisfaction or increase employee satisfaction level. There has been much said about the importance of job satisfaction among the employees and the impact this has on the business. However, there are not much said about the ways a company can deal when they are faced with such challenges and increased employee turnover.

Secondly, the literature also failed to show the possibility of policies that the company can design while planning their strategies that could have a positive and equal impact on the employees. This is an important factor that has been ignored as it will be easy for the company to follow same strategy for every employee in the company.

Moreover, the literature also failed to show the benefit that the hospitality industry faces after offering satisfaction to their employees in the workplace. Employee satisfaction has different type of benefits for different types of industry. Thus it would have been clear about the benefits employee satisfaction offers to this industry. This would have further helped and motivated the management to take necessary steps towards this, to get the maximum benefit.

The gap that has been identified in the literature has the opportunity of offering the company a better perspective to look in for improving the job satisfaction level among the employees. Moreover, a policy decision that the company will make will make their process very easy and less complicated. Thus, fulfilling the gaps will offer opportunity to the organization to solve the entire problem the employees have from their employers. The fulfillment of gaps will also offer the hospitality industry to deal with job satisfaction problems as it is one of the critical factor in that industry. Thus, soling the gap is very important for this industry.

• Null Hypothesis: Job satisfaction play an important role in hospitality industry
• Alternative Hypothesis: Job satisfaction does not play an important role in hospitality industry

Primary Question

• What role does employ satisfaction play in hospitality industry?

Secondary Questions:

• What is employee satisfaction?
• What role employee satisfaction plays in hospitality industry?
• What are the steps that industry can take to improve employee satisfaction? 

The research method that will be used for this research will be a survey method. This is because gathering information from this industry directly will help in providing a better result than other methods. Moreover, the method is effective way to collect appropriate data from a huge amount of population. However, for collecting data from survey method it is necessary to select a sample from the population (Smith 2015). The sample will be such that will define the whole population. Thus, for the purpose the company will choose a sample using simple random sampling method. The researcher will choose ten hotels in a region from among all other hotels. This will require that the researcher interact with some of the hospitality companies such as hotels of a particular area to collect the data. The researcher will formulate a questionnaire for the survey which will include both close ended and open ended questions. The responses collected from the people on these questions will be analyzed to determine the importance of job satisfaction on the hospitality industry (Bernard 2017). It will also help the researcher to know the job satisfaction strategies these companies are using for their employees.

Literature Gaps and Opportunities

Data collection technique will be done with the help of primary research. This will involve collecting raw data from the employees and manager of the hotels that will be chosen for the research. The questionnaires will be provided to the employees of the company through internet by mailing them. The users will be asked independent questions from the participants. Managers will be asked open ended questions and employees will be asked close ended questions. This is because manager will be able to give a detail analysis of the scenario going in the company and the policy they follow (Bryman and Bell 2015). The close ended questions on the other hand will be easier for the employees to answer by choosing just one answer. However, the close ended questions will be more than the open ended questions.

The questions will be about the policy that the company follow to satisfy the employees, the turnover rate of company, the satisfaction level of the employees, the facilities the employees are receiving from the company and others. The users will be asked to choose the option they want. The respondents will be asked to give their responses independently without getting influenced by anyone else (Sekaran and Bougie 2016). This will help the researcher collect a error-free result and analysis.

The research analysis will be done in a quantitative manner which will include a descriptive analysis of the collected data. Descriptive analysis is the easiest way to explain everything in details and it is the easiest analysis that the readers will understand when they read it. Moreover, mainly open ended questions will be analyzed qualitatively as it has to be written in details (Sekaran and Bougie 2016). The close ended question will be first presented in a graphical manner using different types of graphs and then explained using descriptive analysis. 

Every research has certain limitations which the researcher has to follow while carrying out a research. First limitation will be that the research has to choose limited hotels for carrying out the research in an error free manner. While choosing the hotel the researcher will analyze certain characteristics in them and make sure each hotel is different from the other. Secondly, participants of the research will be involved from various ethical backgrounds and in this case there should be significant protection of human rights. Thirdly, the respondents will not be pressurized for giving certain responses and they will be asked to give their response independently. Moreover, no respondents will be forced to give their response for the questionnaire forcefully. They will take part with their own capabilities. Moreover, the researcher will ask only those questions in the questionnaire that is related to the research objective. These are some of the limitations that the researcher will have to keep in mind while carrying out the task.

Research Hypothesis

The time schedule shows the time limit a researcher has to complete the research. It has been subdivided into various steps and each step has a limited time span to finish the task. The initial step is the most crucial one which involves the decision of choosing a topic for the research paper. Followed by these steps, rest of the steps are not that difficult as it will take place in a smooth manner. However, choosing questions for the questionnaire is yet another crucial step that the researcher has to go through. However, managing the research activities within the given time will help in finishing the assignment efficiently.

Conclusion

From the above analysis it can be concluded that job satisfaction is one of the most crucial factors businesses are facing nowadays. This is because due to unsatisfied employees businesses are losing capable employees which are increasing their employee turnover rate. This topic is one of the most recent topics to be researched by a researcher to find the most effective way to satisfy the employees and keep them happy. For the purpose hospitality industry has been chosen, as it is one of the most crucial problems faced by the hospitality industry. Hospitality industry largely depends on their employees and an increasing employee turnover rate will affect it negatively.  For the research a primary data collection technique has been chosen to get a close view of the industry. Data will be collected using a questionnaire. Such research method and the analysis will be done carefully to avoid all potential errors that can be caused.

References

AlBattat, A. R. S., and Som, A. P. M., 2013. Employee dissatisfaction and turnover crises in the Malaysian hospitality industry.  International Journal of Business and Management, 8(5), pp. 62.

Bernard, H.R., 2017. Research methods in anthropology: Qualitative and quantitative approaches. Rowman & Littlefield.

Bryman, A. and Bell, E., 2015. Business research methods. Oxford University Press, USA.

Crawford, E.R., Rich, B.L., Buckman, B. and Bergeron, J., 2014. The antecedents and drivers of employee engagement. Employee engagement in theory and practice, pp.57-81.

Fu, W. and Deshpande, S.P., 2014. The impact of caring climate, job satisfaction, and organizational commitment on job performance of employees in a China’s insurance company. Journal of Business Ethics, 124(2), pp.339-349.

Lee, J. S., Back, K. J., and Chan, E. S., 2015. Quality of work life and job satisfaction among frontline hotel employees: A self-determination and need satisfaction theory approach.  International Journal of Contemporary Hospitality Management, 27(5), pp. 768-789.

McPhail, R., Patiar, A., Herington, C., Creed, P. and Davidson, M., 2015. Development and initial validation of a hospitality employees’ job satisfaction index: Evidence from Australia. International Journal of Contemporary Hospitality Management, 27(8), pp.1814-1838.

Namasivayam, K., Guchait, P. and Lei, P., 2014. The influence of leader empowering behaviors and employee psychological empowerment on customer satisfaction. International Journal of Contemporary Hospitality Management, 26(1), pp.69-84.

Pan, F.C., 2015. Practical application of importance-performance analysis in determining critical job satisfaction factors of a tourist hotel. Tourism Management, 46, pp.84-91.

Sekaran, U. and Bougie, R., 2016. Research methods for business: A skill building approach. John Wiley & Sons.

Shani, A., Uriely, N., Reichel, A. and Ginsburg, L., 2014. Emotional labor in the hospitality industry: The influence of contextual factors. International Journal of Hospitality Management, 37, pp.150-158.

Smith, J.A. ed., 2015. Qualitative psychology: A practical guide to research methods. Sage.

Wang, C.J., Tsai, H.T. and Tsai, M.T., 2014. Linking transformational leadership and employee creativity in the hospitality industry: The influences of creative role identity, creative self-efficacy, and job complexity. Tourism Management, 40, pp.79-89.

Zopiatis, A., Constanti, P. and Theocharous, A.L., 2014. Job involvement, commitment, satisfaction and turnover: Evidence from hotel employees in Cyprus. Tourism Management, 41, pp.129-140.

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