BTM6DIS Business And Tourism Management Assignment Sample

CHAPTER 1 INTRODUCTION

1.1 Background

Leadership implies for the process of influencing an individual or group in order to attain the particular goal in the given situation. It is the most pivotal aspect of the organization as it aids in guiding, inspiring and motivating employees and focus over creating a collaborating environment within the organization (Hoang, Yang and Luu, 2023). Leaders are also responsible to crafting plans, influencing others and cultivating environment through which organization’s objective could be effectively attained. Effective leadership also supports in enhancing the employee’s engagement and productivity level which result into the enhancement of the overall firm’s performance and profitability. Hays Travel is the England based Travel agent chain which was established in year 1980 by John hays. The firm is involved towards providing numerous services that includes charter and scheduled passenger airlines, hotels, resorts, cruise lines and package holiday. Hays Travel is having annual turnover of 423.5 million pound and has a market share of 18% in year 2023 (Description of Hays Travel, 2023). Currently, firm is operating at more 494 locations and has employed over 4500 workers. Motivation refers to the process of stimulating and inducing employees to perform in a certain manner. Each organization aims at managing employee’s motivation which aids in reducing turnover rate and support in carrying out actions in the most productivity manner. In this regard, current proposal is based on determining the influence of leadership on the overall motivation level of workers.

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1.2 Statement of the Problem

Leaders play a critical role in each firm as they aim at creating co-ordination among employees for attaining the organization’s goals. Business entities are aiming at optimizing employees’ motivation level as it is directly linked with the overall profitability of the organization (Florek-Paszkowska and Hoyos-Vallejo, 2023). It is worth noting that each leader use different leadership approach which is having far reaching consequences on employees’ motivation and their commitment towards attaining the goals. It is therefore significant to evaluate various positive and negative impact of leadership on the motivation of employees. Thematic analysis will be used to shed light on impact on employees’ motivation due to leadership approach within the business entity.

1.3 Research Aim and Objectives

Aim:

The aim behind conducting the present study is to determine the influence of leadership on the morale of employees within Hays Travel Holiday limited.

Objectives:

• To study the concept of leadership and its theories.
• To evaluate factors influencing motivation of employees within the UK’s tourism industry.
• To analyze the impact of leadership on the motivation of employees within Hays Travel.
• To suggest competent strategies to manager of Hays Travel for improving employees’ motivation.

1.4 Research Questions

Q1. What is Leadership and define various theories?

Q2. Which factors impact employee’s motivation within UK tourism industry?

Q3. What is the extent to which leadership influences employee’s motivation within Hays Travel?

1.5 Outline of Methodology

For effectively identifying the impact of leadership on employee’s motivation level, Qualitative study will be conducted. In this context, secondary data will be gathered that aids in gaining better insight of the research issue. For addressing research question, large number of scholarly articles, journals and books will be analysed as to gain in-depth information regarding author’s perception. Moreover, thematic analysis will be used to evaluate the collected data with the help of graphs and pie charts.

1.6 Significance of the Study

The current study will contribute toward creating awareness regarding the influence of leadership on the motivation of employees. This study will guide manager regarding the leadership style and approach that should be followed for improving employees’ motivation (Kukah, Owusu-Manu and Edwards, 2023). Other organizations in the tourism industry will able to determine the significance of choosing effective leadership style so that goals and objective of firm could be effectively attained. Furthermore, the outcome of study will also help in developing an effective training guide for the manager by which inclusive environment could be created in the organization. Finally, the current research will serve as the reference point for future study that aids in exploring new concepts.

1.7 Chapter Summary

By summing up the chapter, it has been identified that leadership is the most crucial aspect of organization which support in effectively attaining overall goal of the business entity. Further, organization’s performance is highly influenced by employees’ motivation which creates urgency to predict impact of leadership on overall motivation. Additionally, the current study will help in creating awareness among manager and other tourism organization regarding the leadership approach which should be implemented for managing overall employees’ motivation.

CHAPTER 2 LITERATURE REVIEW

2.1 Introduction to the Literature Review

Literature review refers to the process of discussing and analysing various published and unpublished information related to the particular topic. This section highlights information about the research topic that helps in enhancing overall understanding. Present chapter depicts information related to leadership and its various theories. It also entails numerous factors that impact the workers motivation and its interrelation with leadership.

2.2 Conceptual Literature

According to the viewpoints of Kanat-Maymon, Elimelech and Roth (2020) employee’s motivation is influenced by the large number of factors. According to Maslow’s motivational theory there are five crucial needs which an employee’s want to achieve (Maslow leadership theory, 2022). In this context, financial incentives are one of the crucial requirements of each employee that aids in fulfilling the basic and security need. Organizations that are providing high compensation are able to elevate the employees’ morale which eventually results into overall high retention rate. On the contrary note, Suherni, Wahyudin and Gunawan (2023) stated that non-monetary incentives also have huge impact on the overall motivation level of the workers. Based on the Maslow’s theory, each employee desires for the recognition and reputation at their workplace. For example: Hay Travel is involved towards arranging an annual event in which all the productive employees get recognition for their good performance which further enhances their motivation. Along with this, it also boosts the productivity of the inefficient workers which leads attainment of the firm’s goals successfully.

Moreover, Kapur (2021) explicated that training & development session also plays a significant crucial role in influencing the employees’ motivation. In the current times, employees are aiming at achieving their personal as well professional goals for their overall development. With an effective T&D session, a worker is able to develop the new skills and competencies which helps in providing higher growth opportunity and eventually boosts employees’ motivation. For instance: With the motive to enhance employee’s skills and proficiencies various on the job and off the job training sessions are organized by Hays Travel . Nguyen, Yandi and Mahaputra (2020) explicated that organisational culture also plays a crucial role in influencing overall motivation and morale of employees within entity. It has been identified that firm which is embracing diversity, recognizing employees, maintaining a balance between autonomy and responsibility, promoting teamwork and open communication become more able to provide an effective working environment to the employees. Effective culture supports in mitigating the scope of conflicts and misunderstanding within team which also helps in boosting the worker’s overall motivation.

Based on the perception of Yusuf and Maulani (2023) it has been identified that employee’s motivation is also influenced by the growth opportunity available within the business entity. Organizations that are offering entrepreneurial opportunity and provide promotion become more able to enhance the employee’s motivation level. This opportunity helps workers in attaining their personal objectives effectively that eventually lead reduction in the overall turnover rate. On the other hand, Su et al, (2020) stated that power and autonomy are other crucial factors that influence the overall motivation and satisfaction level of employees. They generally feel valued and respected if they are provided with an adequate amount of power and authority.

2.2 Theoretical Literature

Based on the view point of Olley (2021) leadership refers to the process of influencing activities of individuals or group for attaining the set goal in a particular situation. It is the pivotal process which helps in providing direction, vision, motivation, inspiration and an effective working environment to the employees. Leaders also concentrate over enhancing the employees’ adaptability which aids in fostering innovation and growth within an organization. On the other hand, Martinez and Leija (2023) explicated that poor leadership leads decline in the employee’s engagement and reduces morale which eventually impacts the firm’s productivity. Further, ineffective leaders are not able to create a positive culture which increases the scope of conflicts within the team. Abbas (2023) stated that there are numerous leadership theories which provide information related to the diverse skills and competencies that should be present within manager.

In support of above author Felfe and Elprana (2022) asserted that transformational leadership theory is the most impactful in fulfilling the current requirement of all the organization. Transformational theory insists that leaders should be able to effectively initiate the new changes within the organization by inspiring and influencing the employees. This theory focuses on enhancing adaptability skill of the employees which helps in sustaining competitive advantage in the industry. For instance, John Hays is utilizing this theory in its operations which support in easily introducing the new process and product that further boost overall profitability (Transformational Leadership style of Hays Travel , 2023). However, Azizi (2023) argued that situational leadership is the most effective theory which defines that leadership style should be selected on the basis of current situation. This theory guides that there is no best leadership style rather the effectiveness of each style could be identified on the basis of particular scenario and situation.

Zen (2023) professed that democratic leadership style should be incorporated in organization which provide employees with a right to participate in the decision-making process. This theory also stated that leaders should decentralise their power among the diverse departments which helps in promoting autonomy and supports in improving the worker’s satisfaction. On the contrary point, Ensari and Riggio (2020) claimed that autocratic leadership is the most prominent style which contributes in creating the highly structured environment and supports in taking the effective decision. This theory stated that authority and power should be centralized with leaders which help in taking the efficient decision and ensures attainment of the firm’s goal successfully.

Along with this, Tumi, Hasan and Khalid (2022) explicated that Great man theory is more significant which based on the assumption that leadership style recognized as inherent within an individual. This theory denotes that effective leaders have inborn characteristic of charisma, courage, intelligence and decisiveness. On the critical view point, Wijayanto and Riani (2021) professed that behaviour theory is more prominent for the leaders. This theory stated that effective leaders are developed after generating effective skills and competencies. This theory mainly focuses on the actions and activities of leader’s rather than internal skill & mental quality.

2.4 Empirical Literature

Based on the view point of Girdwichai and Sriviboon (2020) it has been determined that effective leader’s emphasis over aligning objective with employee’s goal which helps in enhancing their satisfaction. Effective leader’s concentrate on arranging T&D session so that organization’s goal could be attained while enhancing workers competencies which assist in mitigating situation of dissatisfaction. For example: Transformational leadership is used by John Hays which aims at regularly arranging T&D session for providing higher growth opportunity to the employees. On the critical point of view, Khan et al, (2021) presented that if leaders are unable to identify the training needs of each employees then it will result into developing contentment among the workers. All employees have different training needs and incapability in arranging effective sessions adversely impacts the employee’s satisfaction and eventually leads higher turnover rate.

Paais and Pattiruhu (2020) explicated that efficient leader’s emphasis on creating an adequate working culture by promoting the transparency. With the help of servant leadership, leaders generally provide guidance and mentoring to the employees which helps in developing the trust and confidence among the team members. Further, effective leaders aim at fostering regular communication with its subordinates that support in reducing the scope of conflict and thereby creates a positive workplace environment. However, Mitchell, Schuster and Jin (2020) defined that inadequate balance between power and autonomy also creates negative impact on the overall employees; productivity. Organization that are using democratic leadership style and does not provide any structural communication chain increases the scope of gossip and misunderstanding leading to creating negative working environment.

Li et al, (2020) leaders also aim at accurately and optimally allocating resources to successfully attain the firm’s goal. In this context, efficient leaders concentrated on allocating the right task to the right employees that helps in developing employees’ interest and also facilitates efficient completion of task. Due to adequate allocation, workers are able to attain their goal on time which leads to enhancing their overall motivation. In oppose of the above author, Lee et al, (2022) stated that leaders using autocratic leadership style does not include employees in decision making process which result into inefficient allocation of resources. Further, this leadership style ignores the employees’ perception and negatively influences their overall morale.

2.5 Literature Gap

In the past time, research has been initiated to identify the significance of leadership in achieving the organization’s goals and objectives (Parashakti et al, 2020). However, concentration was not laid over identifying the impact of leadership on employee motivation. The current research will provide information related to the change in worker motivation due to leadership.

2.6 Chapter Summary

In conclusion to this chapter, it can be summarized that Great man, transformational, autocratic, democratic and situational are the crucial leadership theories. It also has been determined that employee’s motivation is influenced by financial and non financial incentives, training session, growth opportunity, company’s culture and amount of power provided to the employees. Further, effective leaders aims at arranging an adequate T&D session, fulfilling employees’ needs and provides growth opportunity which helps in boosting their motivation level.

CHAPTER 3 METHODOLOGY

3.1 Introduction

Research methodology implies for the specific techniques and procedures that used for identifying, selecting, analysing, processing and interpreting information related to the topic (Kamper, 2020). This chapter presents the approach, philosophy, strategies, ethical consideration and sample used in the current study for addressing the research question.

3.2 Methodological Framework: Application of Onion Model

3.2.1. Research philosophy

Research philosophy refers to the set of assumptions and belief used for understanding the research issue. The two broad type of research philosophy includes interpretivism and positivism philosophy. Interpretivism philosophy is based on assumption that knowledge could be understood by evaluating the respondent’s experience (Mulisa, 2022). Positivism philosophy is based on belief that measurable information is significant for the study. For identifying the impact of leadership style on employees’ motivation, interpretivism philosophy has been used by the researcher. This method assists in exploring the human behaviour and perception which facilitates better understanding about the research issue. Further, this method aims at exploring social context and motivation related to the research issue results in gaining better insight.

3.2.2. Research approach

Research approach refers to way that followed by the scholar for the purpose of data collection, analysis and drawing the conclusion. These approaches have been classified into two broad categories which include inductive and deductive. Inductive is bottom to top approach which includes analysing gathered information to form conclusion (Tamminen and Poucher, 2020). Deductive is the top to bottom approach which presents specific solution by testing the hypothesis referring the existing theoretical framework. In the context of current study, for assessing the impact of leadership on employee motivation within Hays Travel inductive research approach has been utilized by the researcher. This method has been selected as it helps in exploring and creating new theories and support in better understanding of complex situation. This also helps researcher in forming various assumptions and thereby facilitates broader understanding regarding the issue. Inductive approach supports in generating large number of hypothesis and theories which develops better understanding about the issue.

3.2.3.Research strategies

Research strategies imply for the methodologies outlined in the project for addressing the research question and objectives. There are two crucial types of research strategies that include qualitative and quantitative strategies. Qualitative strategies implies to study of understanding individual and group meaning for identifying social human problem (Saliya, 2023). Quantitative research is the method of examining interrelationships among variable through statistics. In the context of identifying influence of leadership style, qualitative method has been selected by researcher. This method supports in identifying trends and pattern from textural data leading to understanding of the complex issue. It also assists in gaining deeper understanding of human behaviour and attributes which support in answering research question effectively.

3.2.4. Data Analysis

This implies for the process of applying statistical and logical tool for identifying outcome of research (Mazhar et al, 2021). The two most prominent method of analysing data are SPSS and thematic approach. In the present study, thematic data analysis method has been used by researcher which helps in determining trends and pattern in qualitative data.

3.2.5. Time horizon

3.3. Sampling

Sampling is the method of selecting group from which actual data will be gathered (Alharahsheh and Pius, 2020). In the secondary data more than 40 articles, journals and books will be selected from which all the required information will be gathered. Moreover, the entire article before 2020 will be ignored as it does not able to provide reliable information related to topic. Along with this, reports related to employee’s satisfaction and after Covid-Pandemic will be collected to gain most acetate information.

3.4. Ethical issue

Ethical consideration refers to the process of effectively evaluating all the actions and strategies on the basis of moral implication (Zahle, 2021). In the present study, university guidelines have been followed which helps in carrying out activities in an ethical and fair manner. This guideline help in ensuring that information is collected while aligning in an ethical manner which helps in providing accurate information. Moreover, while sharing secondary data research will ensure that any information that could harm emotional and culture sentiments of respondent will be ignored. While gathering secondary data, researcher has efficiently citied all the information which help in ensuring accuracy and reliability of the collected data. Further, full reference list have been attached in appendices section which support in recognizing effort of original scholars. This will also help in clearly defining sources from which information is collected which help in gaining trust and confidence of user.

3.5 Chapter summary

To conclude the chapter, it has identified that qualitative research have been conducted to identify influence of leadership style. Further, inductive approach and interpretivism philosophy have been used for better exploring employees’ perception. The current study is conducted through secondary data because of which large number of books, journals and articles will be evaluated. University guideline and code of ethics are followed for carrying out research in ethical manner.

CHAPTER 4 DATA COLLECTION

4.1 Introduction

Data collection refers to the process of gathering data from the multiple sources for evaluating the research issue and questions (Lobe, Morgan and Hoffman, 2020). This is the pivotal process which helps in understanding the real world scenarios related to the research topic and issue. Current chapter includes information regarding the various data collection methods and techniques that have been used for carrying out the research.

4.2 Data collection techniques

A data collection technique implies for the various methods, sources and tools that used for collecting and analysing data. Data collection method has been broadly classified into two categories which includes primary and secondary. Data which is gathered specifically for the first time to address the research issue known as primary data (Griffin et al, 2021). Secondary data implies for the process in which researcher did not directly contact with respondent rather use data which was collected by others scholars. In the context of determining the influence of learning on employee’s motivation, researcher has opted for secondary collection method. This method has been selected as primary method requires huge amount of time and cost to connect and communicate with each respondent. This creates issues in successfully carrying out study within allotted time and budget that ultimately impact on overall efficiency of the study. Secondary data collection method has been gathered, analysed and undertaken by the researcher. This method has been selected as it is the cost and time efficient process of gathering information which ultimately helps in gaining wider data in the limited time frame. This method has been selected as it helps in gaining more accurate and specific information related to topic as information is provided by various experts. Further, this method helps in exploring perception of diverse authors which aids in discovering the new ideas that could be missed out in primary research. Along with this, secondary data is available in refined form which helps in easily understanding crux of the research and helps in providing most accurate information (Braun et al, 2021). Further, this method supports in forming pertinent conclusion by effectively examining already collected information. In this context, numerous journals, articles, government publication, websites and books have been analysed that support in gaining in-depth information regarding impact of leadership. Along with this, Goggle scholar have been used to get access to all secondary sources which support in identifying optimum solution to the research issue effectively. Further, for undertaking valid sources university library portal has also been accessed. This in turns contribute in exploring the various crucial books and journals that aid in resolving research issue effectively. While collecting information, researcher is involved in critically evaluating all the publishers and authors of the book and journals which help in ensuring that information is collected from credible sources and also assist in providing most valuable information. Moreover, focus will also be paid over utilizing internet and commercial information sources which help in gaining more accurate information regarding the topic.

4.3 Chapter summary

In conclusion, secondary data collection method has been used for gathering all the information related to the research issue, secondary method facilitates evaluation of books, journals and scholarly articles and thereby develops better understanding about the topic. In this context large number of published and unpublished books, journals, articles and blogs has been evaluated for secondary information. Further university library have been explored which assist in providing access to large number of invaluable books and results in enhancing overall efficiency of study.

CHAPTER 5: DATA ANALYSIS AND RESULTS/FINDINGS

5.1 Introduction

Data analysis refers to the process of systematically applying the logical and statistically techniques which helps in describing, illustrating, recapping and evaluating data. The current section will include in-depth analysis of various books and journals which defines various leadership and its theories. It will also discuss on various factors that influences employee’s motivation within Tourism industry. This section will also depict on impact of leadership on motivation of employees within UK tourism.

5.2 Analytical Techniques

For analysing the influence of leadership on employees’ motivation, thematic data analysis method has been used by the researcher. This includes six stage processes which is familiarization, coding, developing themes, reviewing and defining themes and writing up conclusion (Terry and Hayfield, 2021). This method aids in identifying patterns in qualitative data based on which most accurate conclusion could be drafted.

5.3 Research Findings

Leadership and its various theories

After evaluating various secondary sources, it has been identified that leadership is the set of behaviour and mindset that align people to work towards attaining common goal (Tarker, D., 2021). It is the most crucial aspect of each organization as it provides vision, direction and inspires employees which aids in promoting collaboration among team members (Benmira and Agboola, 2021). It has also depicted that transformational leader is one of the most impactful leadership style which aids in enhancing worker’s adaptability by promoting honesty, integrity and clarity at workplace. Dame Irene Hays is using transformational leadership style which aids in promoting adaptability within employees and assists in avoiding scope of resistance (Hay Travel leadership style, 2024). Leaders has opted this style as it helps in developing the required skills and competencies of employees which ultimately increases their confidence and motivation level (Hay, Chien and Ruhanen, 2022). This could be supported from literature review where it is stated that transformational leadership inspire workers to look for greater good and work as a single unit which aids in enhancing the overall working environment. On the other hand, it has been determined that transformational leadership neglect short term goals which creates obstacle in successfully attaining firm’s objective. This type of Leaderships put higher expectation of employees which ultimately results in increasing risk of burnout (Ytterstad and Olaisen, 2023). Leaders in British Airways were using transformational leadership style but they have switched to transactional leadership due to incapability in attaining short term goals (Autocratic leadership in British Airways, 2024). Under this, organizations is aiming at setting clear structure, specific goals and implement system of penalties and rewards which help in adequately managing team.

Various factors influencing employee’s motivation

After evaluating large number of books and journals, it has determined that there are large numbers of factors influencing workers’ motivation. It has determined that among all the factors, financial incentive is most crucial element which impact on the satisfaction level of employees. Hays travel is aiming at effectively aligning with the employee’s needs by offering competitive salary and adequate bonus schemes which aids in fulfilling employee’s basic needs (Mbindyo, O’Connor, and Nandedkar, 2021). Moreover a personalised MasterCard helps them to earn financial rewards on ever booking they made. This card could be used to pay hotel bill, household bills or for providing gifts (Employee benefit in Hays Travel, 2023). This facility has been provided with the aim of fulfilling employee’s financial needs which aids in managing their overall satisfaction. This could be supported from the literature review, where it has stated that financial reward is the crucial requirement of each employee which help in attaining their major needs under Maslow’s theory. Financial benefit aids in fulfilling their social security needs, physiological needs and basic which aids in managing overall motivation.

Moreover, it has been identified that non-monetary incentives are another crucial factor which impact on overall motivation level of employees (Kalogiannidis, S., 2021). Hays travel is offering 25 days paid leave in year and arranging an annual recognition event which develops sense of belongingness within workers. However, British Airway is using differential recognition strategy in which employees are appreciated on daily basis. Moreover firm offer free car parking facilities at Heathrow for up to two weeks when they go for holidays (Employee benefit in British Airways, 2025). Along with this, various eligible employees have been provided with electric car according to their performance. This has been supported form literature review where is has depicted that instead of annual recognition, employees should be awarded on regular basis which help in enhancing their satisfaction and ultimately results in boosting overall performance (Bushi, 2021).

From the findings, it has been explicated that adequate T&D session and growth opportunity should be offered to workers for enhancing their overall motivation (Ali and Anwar, 2021). Hays travel is focused on offering intensive 12 week training program for new worker which help in developing their knowledge related to diverse tools and technology. Further, Hays travel is involved in offering on the job training by arraigning fun an engaging classroom training which aids in developing required skills and competency within workers. In this context, it has been depicted that along with financial needs, each employees aims at attaining their self-actualization needs which could be achieved through adequate T&D session. This session also defines firm’s concern over development and growth of workers which aids in enhancing their overall motivation (Hitka et al, 2021). On the other hand, it has determined that firm which does not arrange session according to needs and preferences of worker are unable to fulfil their overall satisfaction. TUI is involved toward arranging wide range of on the job and off the job training session with the aim of developing their skill and competency (Training in TUI, 2024). However, firm only arrange sessions that could meet the need of organization but does not concentrate on the preference of workers which reduces efficiency of Training sessions.

Such type of session did not able to fulfil needs of employees which ultimately reduces overall motivation level of workers. It has also determined that organizational culture is another crucial element which impact on overall satisfaction and motivation of employees (Suprayitno, 2024). Hays Travel is promoting clan organization culture which promotes inclusivity and diversity within company. Under this, firm is aiming at fostering collaboration with team members by valuing their participation and allegiance which aids in enhancing overall motivation level. In this regard, It has been determined that effective organization culture help in boosting employees’ engagement level, promotes effective communication and team work which help in developing feeling of attachment within workforce. This facilitates towards enhancing their overall motivation level which ultimately results in higher satisfaction.

Impact of leadership style on employees’ motivation

After evaluating wide range of secondary sources, it has been identified that Leadership plays a crucial role in enhancing overall motivation and satisfaction level of employees. It has been depicted that adequate leaders assists in aligning organization’s goals with employee’s objective which aids in enhancing overall motivation level (Hajiali et al, 2022). John Hays is aiming at utilising transformational leadership style under which employees are inspired and motivated to develop necessary skills which help them in easily cope up with changing environment. Development of required skills helps employees to attain their personal goals along with organization’s objective which aids in enhancing their overall motivation. This could be supported from literature review; it has stated that employees’ satisfaction could be managed by fulfilling their personal goals which could be achieved through arranging adequate T&D session.

On the other hand, it has identified that poor leadership creates dissatisfaction among employees. Jet 2 Holiday only emphasis over providing regular financial incentives but does not focuses on fulfilling social and non monetary requirement of the employees. Based on the survey conducted by Glassdoor, it has been identified that 42% employees does not recommend others to work at Jet 2 holiday which indicates dissatisfaction among existing workers (Employee satisfaction in Jet 2 Holiday, 2024). In this context, Chen, Lee and Wang (2020) explicated that leaders play a crucial role in managing the overall workplace environment which ultimately impacts the worker’s satisfaction. It has been depicted that effective leader’s helps in fostering healthy and supportive work environment, prioritizes employee’s mental health, manages work life balance which helps in boosting the employees’ satisfaction (Rivaldo, 2021). However, poor leadership creates communication barriers, high scope of conflicts, and lack of direction and empathy which ultimately leads employee’s dissatisfaction. Moreover, it has been identified that adequate leaders always emphasis over appreciating and recognising efforts of workforce which aids in enhancing their overall motivation level. Hays Travel is involved in providing various financial incentives to workers on the basis of their performance that help in enhancing their satisfaction level. However, firm lacks capability in offering various non monetary benefits that eventually reduces their overall motivation level.

In this regard, Banmairuroy, Kritjaroen and Homsombat (2022) claimed that major role of leaders include inspiring, motivating and influencing employees to work in a prescribed manner. However, lack of recognition describes that firm is not valuing the employees’ efforts which creates issue in effectively attaining leaders’ goals. It has also determined that effective leaders aims at decentralised their power which provide huge amount of growth opportunity to other workers leading to enhancing their overall motivation level. (Al-kharabsheh et al, 2022) Leaders in Hays Travel followed centralized system which restricts employees to gain adequate power and authority in decision making process. This has been done as to take quick decision and to enhance accuracy in decision making process. This can be supported with the secondary data as author claimed that an adequate balance between power and responsibilities should be maintained as power depicts firm’s trust towards employees which help in boosting morale (Antony and Douglas, 2020). Moreover, a significant amount of responsibility should be assigned along with power which helps in making employees’ accountable for their action that ultimately leads to higher performance.

5.4 Conclusion

By summing up the report, it has been identified that Hays Travel is using transformational leadership style which help in creating positive working environment within organization. This leadership style aids in promoting innovation and inspire employee to adapt new changes that result in avoiding any type of conflict. Financial incentive and career advancement opportunity should be offered which help in boosting employees’ motivation. However, it has been identified that employees in Hays Travel are not satisfied with firm’s recognition strategies and there is no balance between adequate power and responsibilities for employees.

CHAPTER 6 CONCLUSIONS AND DISCUSSION

6.1 Introduction

Conclusion chapter reinforces the main findings and arguments of the study before considering wider implications. This chapter includes summarisation of findings based on which accurate conclusion could be formed. It will discuss on purpose, findings, significance and implication of the research.

6.3 Implication of the Results for Practice

The current study will guide Hays Travel in opting for adequate leadership style for maintaining overall workers’ motivation level (Hays, Ramani and Hassell 2020). Moreover, this will also create awareness within other tourism organization regarding various measures which should be adopted for enhancing the employees’ motivation. Along with this, current study will also act as reference point based on which future studies could be conducted.

6.4 Limitations of Study

Lack of adequate time and resources were major issue faced while initiating the study. For overcoming the issue secondary method has also been used which provide access to the wider information in cost and time efficient manner (Watkins et al, 2021). Thematic approach has been used that helps in overcoming cost barrier and support in forming most accurate conclusion.

6.5 Recommendations

Below mentioned are various strategies which should be incorporated by Hays Travel for enhancing workers motivation:

• Leaders should adapt decentralised approach which offers growth opportunity to the worker and also fosters the sense of belongingness among them.
• Further, regular T&D session should be arranged according to the employee’s needs which help in attaining the individual’s personal objective which leads high satisfaction (Ramani et al, 2021).
• Moreover, employees should be recognized on regular basis instead of annual basis which helps in fulfilling their self esteem needs.
• Leaders in Hays Travel should offer Hybrid working opportunity which contributes in managing the adequate work-life balance (Rough et al, 2021). This strategy supports in attaining the workers’ social needs adequately which ultimately result into higher satisfaction.

6.6 Conclusion

By summing up the dissertation, it has been identified that leadership style creates huge impact on overall motivation level of employees. For gaining in-depth information regarding topic, various secondary sources such as books journals, articles and websites which help in gaining in-depth information. It has been identified that transformational leadership is the most impactful and effective leadership style. Moreover, leaders in Hays Travels are empathetic towards its employees which helps in understanding the workers’ effectively concern based on which the most accurate strategies are formed for maintaining their satisfaction. Hays travel is effectively offering financial benefits and focusing on enhancing adaptability skills for managing the employees’ motivation. Hays Travel is providing adequate financial benefit which includes basic salary; bonus, travel and food pay. It has also been determined that organization should provide adequate appreciation, recognition, training session and work-life balance opportunity to the workers. Along with this, organization’s culture is also having huge impact on overall motivation and satisfaction level of employees which eventually impact on employees’ performance.

Moreover, leader should consist of effective accountability, empathy, innovation and adaptability skills for effectively managing employee’s motivation. On the other hand, it has identified that effective leaders aims at decentralized power, offering regular T&D session and focuses on attaining employee needs which help in enhancing overall satisfaction level. It has depicted that adequate leaders also focuses on creating an inclusive organization’s culture and environment which support in developing sense of belongingness which eventually result in enhancing overall motivation level. However, due to inadequate non-financial benefits and centralized approach employees are not able to feel connected with the firm which impacts the overall satisfaction. Along with this, it has been determined that lack of balance between adequate power and authority is another significant issue which faced by Hays Travel. However, centralized power depicts the lack of firm’s trust towards employee capability as their perception has not been considered which ultimately lead to create dissatisfaction.

REFERENCES

Books and Journals

• Abbas, A., 2023. The potential of ethically responsible and persistent leadership theory. In Role of Human Resources for Inclusive Leadership, Workplace Diversity, and Equity in Organizations (pp. 255-282). IGI Global.
• Alharahsheh, H.H. and Pius, A., 2020. A review of key paradigms: Positivism VS interpretivism. Global Academic Journal of Humanities and Social Sciences, 2(3), pp.39-43.
• Ali, B.J. and Anwar, G., 2021. An empirical study of employees’ motivation and its influence job satisfaction. Ali, BJ, & Anwar, G.(2021). An Empirical Study of Employees’ Motivation and its Influence Job Satisfaction. International Journal of Engineering, Business and Management, 5(2), pp.21-30.
• Ali, B.J. and Anwar, G., 2021. An empirical study of employees’ motivation and its influence job satisfaction. Ali, BJ, & Anwar, G.(2021). An Empirical Study of Employees’ Motivation and its Influence Job Satisfaction. International Journal of Engineering, Business and Management, 5(2), pp.21-30.
• Al-kharabsheh, S.A., Attiany, M.S., Alshawabkeh, R.O.K., Hamadneh, S. and Alshurideh, M.T., 2022. The impact of digital HRM on employee performance through employee motivation. International Journal of Data and Network Science, 7(1), pp.275-282.
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