Research title: Impact of job stress on employee motivation in the UK hotel industry
Table of Contents
1.1 Research Background.
1.2 Significance of research.
1.3 Research aims and objectives.
1.4 Research Questions.
2.0 Literature Review.
2.2 Job Stress.
2.3 Employee motivation.
2.3.2 Importance of employee motivation in the UK hotel industry.
2.3.3 Factors that increase employee motivation in the UK hotel industry.
2.3 Impact of job stress on employee motivation in the UK hotel industry.
2.4 Conceptual framework.
3.2 Research philosophy.
3.3 Research Design.
3.4 Research approach.
3.5 Research method.
3.6 Data sources.
3.7 Research instrument
3.9 Sampling method.
3.10 Data analysis.
3.11 Ethical consideration.
4.0 Research timetable.
1.1 Research Background
Job stress refers to the emotional disruptions, mental and physical challenges of individual staff in the workplace. Role ambiguity, violence, bullying, organizational change, and staff changing demands are the common causes of job stress (Murali et al., 2017). Smallwood and Wade (2013) said the key job stressors in workplaces are conflictions among the staffs, managers and supervisors, and the complications in the management policies. According to Fink (2016), employees of a business are considered as the lifeblood. Thus, businesses must keep their staff motivated in the workplaces to get expected performance and productivity and meet organizational goals. According to Roger and Petrie (2016), employee motivation is significantly affected by job stress in the workplace. Murali et al. (2017), this is the most common occupational disease in the current world workplace that gives impactful pressure on staff motivation. According to Neill and Davis (2011), job stress is a multifaceted and ubiquitous factor. Most importantly, it creates problems in customer-oriented businesses. This is because when employees experience conflicting demands from their employers and customers, it causes dissonance for staff and expensive voluntary turnover for business organizations. Therefore, as Wood et al. (2014) note, it is essential for businesses to reduce job stress and create the provision of motivational factors to improve their motivation and performance level.
1.2 Significance of research
Job stress is one of the key challenging issues for the UK hotel industry. A study by Davis (2015) shows that hospitability staffs are the most stressed workers in the UK, where 70% of workers feel overworked and 45% take time off due to overstress in the workplace. Wani (2013) stated that job stress negatively affects employee motivation because it makes staff cynical and exhausted. According to Murali et al. (2017), job stress causes several physical and physiological problems, where the key illnesses it creates are fatigue and headaches, indigestion and stomach ulcer, heart attracts and strokes. This statement is supported by Barsade (2015), where this scholar stated that job stress creates several mental and physical illnesses including high blood pressure, insomnia and fatigue. These physical and physiological problems de-motivate or poorly motivate staff in workplaces that in turn create poor productivity and performance, have an impact on service quality and affect brand image and goodwill of hotel business (Quick et al., 2012).
Fink (2016) argued that customer-oriented organizations like hotel businesses face more challenges with job stress than businesses in other sectors. Akgunduz (2014) also agreed with this statement by telling that hotel businesses are highly customer-oriented. That is why employees face high conflicting demands from their employers and managers that ultimately create high job stress. Vetrakova and Mazuchova (2016) said many of the hotel businesses try their best to reduce job stress, but they fail or face challenges because of unrealistic workloads and poor management and leadership. Thus, it has been an issue for hotel businesses to reduce the staff stress level in the workplace to increase their motivation level. Therefore, the proposed study aims to identify the factors that cause job stress and increase staff motivation in the workplace and look for ways of reducing job stress and improving employee motivation in the UK hotel businesses.
1.3 Research aims and objectives
The proposed study mainly aims to identify the factors that cause job stress and increase staff motivation in the workplace of the UK hotel industry. Then, the study will look for ways of reducing job stress and improving employee motivation in the UK hotel businesses.
- To identify the factors causing job stress in the workplace of the UK hotel industry
- To identify the factors motivating employees in the hotel industry of the UK
- To analyze the impact of job stress on employee motivation in the UK hotel industry
- To provide suggestions for the businesses in UK hotel industry to reduce job stress and improve staff motivation
1.4 Research Questions
- What factors do create job stress in the workplace of the UK hotel industry?
- Which factors do motivate employees in the hotel industry of the UK?
- How does job stress affect employee motivation in the UK hotel industry?
- How businesses in the UK hotel industry can reduce job stress and improve staff motivation?
2.0 Literature Review
Literature review means synthesizing and summarizing the existing secondary data on the research topic and subject matter. It can also be considered as a scholarly paper that includes current knowledge on the research topic including methodological and theoretical contributions, and substantive findings (Valdes, 2018). In this literature review part, first, the term “job stress” and factors that cause job stress are reviewed. Then, the term “staff motivation” and its importance in business are reviewed. Next, the impact of job stress on staff motivation is reviewed. Finally, a conceptual framework is developed.
2.2 Job Stress
2.2.1 Concept of job stress
Job stress refers to the harmful emotional and physical responses of employees at workplaces (Smallwood and Wade, 2013). Job stress often stems from management pressure and unexpected responsibilities and can occur when job requirements do not match employee needs, capabilities, skills and experiences (Fink, 2016). According to Smallwood and Wade (2013), job stress becomes insecure for the staff at workplaces when it exceeds the level and becomes extreme. In another word, over stress among the staffs in workplace badly influence the staff motivation and their performance. It may also create high staff turnover and costs for businesses. However, Barsade (2015) said job stress can sometimes bring benefits for businesses by exploiting staff capabilities and improving staff attentiveness towards organizational goals. Roger and Petrie (2016) agreed with this statement by disclosing that the central level of job stress can improve potential advantages in the workplace………………….