Amal 1st chapter

Chapter 1: Introduction 1.1 Background and Context If India wants to continue its rapid economic growth, the luxury hotel industry must continue to thrive (Chien et al., 2020) . Due to the country's quickly growing urban centers, expanding middle class, and growing interest in both domestic and international travel, demand for opulent hotel rooms has surged (Alam et al., 2020) . This means that five-star hotels in India are constantly on the lookout for ways to boost their game and satisfy even the pickiest of guests (Bhuvanaiah et al., 2015) . The success of a business in the hospitality industry hinges on the efforts of its employees, who have a direct bearing on the level of service provided to customers (Chien et al., 2020) . Employees who are enthusiastic and invested in their work are more likely to provide customers with unique and enjoyable interactions, which in turn increases customer loyalty and repeat purchases (Budhiraja et al., 2022) . On the flip side, if workers aren't inspired to do their best, they won't deliver the best service to customers, and nobody will be happy (Srivastava et al., 2013) . Employee performance is crucial in the luxury hotel industry, thus it is important to know what motivates your staff (Bangwal et al., 2022) . Employee success is increasingly being tied to workplace motivation, which includes both internal and extrinsic factors (Bhatnagar., 2014) . Motivated workers are more likely to report high levels of happiness, dedication, and output in the workplace. While there is a wealth of literature on the link between workplace motivation and performance in more generic organisational settings, there is a paucity of study that takes into account the specifics of the Indian luxury hotel industry (Francois et al., 2020) . Traditional hospitality ideals must be balanced with modern service standards in India's hospitality sector, which is characterised by a diverse workforce and cultural subtleties. It is critical for the long-term profitability and competitiveness of Indian luxury hotels to investigate the role that workplace motivation plays in influencing employee performance in this industry (Chien et al., 2020) . Identifying methods and interventions that are adapted to

the specific needs and difficulties of the Indian luxury hotel business requires an understanding of the dynamics of workplace motivation in this sector (Bhuvanaiah et al., 2015) . The purpose of this study is to fill this knowledge gap by examining the connection between workplace motivation and performance in Indian 5-star hotels. Through in-depth research, this study hopes to advise high-end hotels in India on how to better inspire their employees to do their best work (Kaushal et al., 2020) . Our study aims to add to the literature by illuminating the complex relationship between workplace motivation and employee performance in the Indian high-end hotel business (Francois et al., 2020) . 1.2 Problem Statement There are a number of obstacles that make it difficult for Indian five-star hotels to keep their employees performing at a high level and to provide memorable stays for their guests (Guo et al., 2021) . Although studies have long shown that a motivated workforce produces better results, none have examined the link between workplace motivation and performance in the context of Indian five-star hotels (Haldorai et al., 2020) . To improve the overall performance and competitiveness of Indian luxury hotels, this research gap provides a serious concern that must be addressed. Existing research on staff motivation and performance has largely been conducted in either generic organisational contexts or Western hospitality settings, neither of which may fully capture the unique issues faced by Indian luxury hotels (Kaushal et al., 2020) . The complexities of workplace motivation and its impact on employee performance necessitate a customised approach to comprehend the cultural variety, client expectations, and organisational practises peculiar to the Indian hospitality business (Haldorai et al., 2020) . In addition, the luxury hotel market in India is extremely competitive, therefore it is essential to keep employees enthusiastic (Bhatnagar., 2014) . Luxury hotels in India may have trouble attracting and retaining employees if management does not fully grasp the role that workplace motivation plays in determining workers' output. As a result, it is crucial to research and analyse the connection between workplace motivation and performance in the context of Indian five-star hotels (Badrianto et al., 2019) . The study's overarching goal is to shed light on the factors that motivate and influence worker productivity in this sector by addressing this research gap. Furthermore, the research will aid

2. How does workplace motivation impact on performance of employees in Indian Luxury Hotels 3. How can Indian Luxury Hotels effectively motivate staff to enhance their performance 1.6 Significance of the Study The findings of this study are of the utmost importance to many people working in the Indian luxury hotel business and the wider field of hospitality management. This study addresses a significant gap in the literature on employee motivation and performance in the hospitality sector by focusing on the connection between workplace motivation and performance in Indian five-star hotels (Hemakumara et al., 2020) . The outcomes of this study will have real-world applications for India's five-star hotels, giving managers new tools to boost morale and productivity (Budhiraja et al., 2022) . This study will aid organisations in optimising their workforce and providing outstanding guest experiences by identifying the important motivational elements that drive staff engagement, job happiness, productivity, and customer service quality in the Indian luxury hotel business (Chien et al., 2020) . The findings of this research will help high-end hotels in India to create programmes specifically for their staff to help them overcome the difficulties they face and achieve their goals. In addition, the research findings will have far-reaching effects on the hotel sector as a whole. This research will help develop industry standards by informing best practises and guidelines for staff motivation and performance management in luxury hotels, not just in India but also in similar situations around the world (Belias et al., 2022) . The findings from this study can be used as a reference by other high-end hotels, allowing them to better motivate their staff and boost their overall performance (Badrianto et al., 2019) . Workplace motivation and its effect on productivity highlight the value of a happy, healthy workplace. Hotels in the Indian luxury hospitality sector can improve morale and productivity by learning about employee motivations in the sector and then adapting their policies and procedures accordingly (Bhuvanaiah et al., 2015) . As a result, this can boost long-term job satisfaction, boost morale in the workplace, and decrease employee turnover. As important as the findings are in the real world, they also advance the state of the art in the classroom and laboratory for the study of hotel management (Kaushal et al., 2020) . This

study contributes to the body of knowledge on workplace motivation and employee performance by filling a gap in the existing literature and giving empirical evidence in the setting of Indian five-star hotels (Hassan et al., 2020) . It lays the groundwork for further study in this area, allowing academics to go deeper into the topic and examine new variables connected to motivation and performance in the Indian luxury hotel market (Bhatnagar., 2014) . In conclusion, the importance of this research lies in its potential to guide policy, shape industry norms, boost worker happiness and satisfaction on the job, and deepen academic comprehension of the connection between workplace motivation and performance in India's five-star hotels (Bharti et al., 2022) . The findings of this study have important practical implications for the Indian luxury hotel business, the hospitality industry at large, and the academic community as a whole, and will hopefully lead to increased employee engagement, enhanced productivity, and greater overall organisational success (Hemakumara et al., 2020) . 1.7 Structure of the Dissertation The research in this dissertation is broken down into five chapters, each of which focuses on a different topic. The following is a synopsis of what you may expect to find in each section: Chapter 1: Introduction The purpose of the first chapter is to provide context for the rest of the research. The first section provides some historical backdrop for the study, highlighting why it is important to investigate how staff motivation affects performance in India's five-star hotels. This study fills a research void, as stated in the problem description. In this section, we lay out the study's overarching goals, sub-goals, and research questions to help guide our investigation. Implications for practise and the study's overall contributions are highlighted as we consider the study's significance. Last but not least, a summary of the dissertation's structure is presented, focusing on how the succeeding chapters are set up. Chapter 2: Literature Review There is a thorough analysis of the existing literature in the second chapter. The chapter opens with a brief introduction to the literature review that summarises the information presented here. Workplace motivation theories are examined, with an eye towards those that can be used successfully in high-end hospitality settings. Employee performance at high-end hotels is analysed, with emphasis on the most salient aspects and indicators identified in the relevant

References Alam, M.N., Hassan, M.M., Bowyer, D. and Reaz, M., 2020. The effects of wages and welfare facilities on employee productivity: Mediating role of employee work motivation. Australasian Accounting, Business and Finance Journal , 14 (4), pp.38-60. Badrianto, Y. and Ekhsan, M., 2019. The effect of work environment and motivation on employee performance of pt. Hasta multi sejahtera cikarang. Journal of Research in Business, Economics, and Education , 1 (1). Bangwal, D., Suyal, J. and Kumar, R., 2022. Hotel building design, occupants’ health and performance in response to COVID 19. International journal of hospitality management , 103 , p.103212. Budhiraja, S., Varkkey, B. and McKenna, S., 2022. Work–life balance indicators and talent management approach: a qualitative investigation of Indian luxury hotels. Employee Relations: The International Journal , 44 (6), pp.1241-1258. Bhatnagar, A., 2014. Determinants of motivation and job satisfaction among primary health workers: case studies from Nigeria and India (Doctoral dissertation, Johns Hopkins University). Belias, D., Rossidis, I., Papademetriou, C. and Mantas, C., 2022. Job satisfaction as affected by types of leadership: A case study of Greek tourism sector. Journal of Quality Assurance in Hospitality & Tourism , 23 (2), pp.299-317 Chien, G.C., Mao, I., Nergui, E. and Chang, W., 2020. The effect of work motivation on employee performance: Empirical evidence from 4-star hotels in Mongolia. Journal of Human Resources in Hospitality & Tourism , 19 (4), pp.473-495. Francois Koukpaki, A.S., Adams, K. and Oyedijo, A., 2020. The contribution of human resource development managers to organisational branding in the hotel industry in India and South East Asia (ISEA): a dynamic capabilities perspective. Employee Relations: The International Journal , 43 (1), pp.131-153. Guo, M., Ahmad, N., Adnan, M., Scholz, M. and Naveed, R.T., 2021. The relationship of csr and employee creativity in the hotel sector: The mediating role of job autonomy. Sustainability , 13 (18), p.10032.

Haldorai, K., Kim, W.G., Chang, H.S. and Li, J.J., 2020. Workplace spirituality as a mediator between ethical climate and workplace deviant behavior. International Journal of Hospitality Management , 86 , p.102372. Kaushal, V. and Srivastava, S., 2021. Hospitality and tourism industry amid COVID-19 pandemic: Perspectives on challenges and learnings from India. International journal of hospitality management , 92 , p.102707. Srivastava, A. and Bhatia, P., 2013. A qualitative study of employee motivation factors in nationalized banking sector of India. International Journal of Business and Management Invention , 2 (7), pp.18-22.