The role of employee motivation strategies on staff retention in the hospitality industry: a Case of Hotel Golden Tulip Canaan Kampala
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Date
2026-05-06
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Uganda Christian University
Abstract
The purpose of the study was to investigate the impact of motivation on employee retention in the hospitality industry using Hotel Golden Tulip Canaan as a case study. The study was guided by three research objectives namely: to examine the various types of motivation strategies at Hotel Golden Tulip Canaan, to find out the challenges and possible solutions in motivating employees at Hotel Golden Tulip Canaan and to identify factors influencing staff retention in the hospitality industry. The study was guided by the Herzberg's Two-Factor Theory which stated that employees are motivated by two factors such as hygiene and motivational factors. The study population consisted of employees of Hotel Golden Tulip Canaan. Out of the 60 employees, a sample 52 respondents was determined according to the Krejcie and Morgan (1970). The study adopted a simple random sampling technique to collect data because this technique is very useful for situations where there is need to reach a targeted sample. Findings revealed that there are the various types of motivation strategies at Hotel Golden Tulip Canaan for example employees reported being motivated through rewards for excellence, the provision of work-life balance initiatives, and training opportunities that help them improve their skills, some employees feel that management listens to employee feedback, some work hard because their want to earn promotions or bonuses, some take pride in their achievements at work and are motivated by the salary and benefits. Finding revealed the challenges and possible solutions in motivating employees at Hotel Golden Tulip Canaan and these include flexible work schedules and wellness programs help me stay motivated despite long working hours and irregular shifts, training and support from supervisors help me manage stress caused by high customer expectations, management considers individual employee needs and backgrounds when implementing motivation strategies, clear career development opportunities in this hotel motivate me to perform better in my job, the compensation and benefits among others. Findings revealed that there are different factors influencing staff retention in the hospitality industry employee retention and these include I feel more committed to staying with my company, opportunities for growth and development increase my desire to remain in this job, when I feel motivated at work, I am less likely to consider leaving the company, I am likely to stay longer with the company when my contributions are valued and a positive and motivating work environment influences my decision to stay.
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Undergraduate