The Importance Of Workplace Motivation In The Hospitality Industry

Employee motivation is, or at least must be, one of the key issues for directors, managers and personnel managers. The leader must be able to find the sensitive strings of his subordinates, which can be motivated by influencing them to achieve high performance. The correct use of motivation encourages staff to make more efficient use of their knowledge, skills, and talents. In today's turbulent, often chaotic environment, commercial success depends on the employee's talent and effort. Despite the many existing theories and practices, some of the motivation of leaders today remains a mystical term. This is partly due to the fact that people are motivated by different things and techniques.

Motivation is derived from an internal force that provides an individual the opportunity to achieve their needs or goals. People are motivated by a variety of things and often have different motivating factors. Employers should be mindful of individual motivating factors when attempting to motivate staff to increase performance. While some people may be motivated by money, many are motivated by things like: recognition, promotion, and increased responsibility. Once an employer has identified motivating factors they are able to analyze a variety of motivational theories to design and implement a program that will motivate employees to go above and beyond what is expected of them.

According to researcher Lindner (1998), motivated employees are needed in our rapidly changing workplaces to aid in the survival of organizations. Not only is it important to meet the needs of the consumer, it is equally important that to make sure that associates are taken care of and remain motivated. For this reason, Gibson, Ivancevich, Donnelly and Konopaske (2012) “states much of management’s time is spent addressing the motivation of their employees” (p. 125). According to the Encyclopedia of Small Business (2007), employee motivation is the level of energy, commitment, and creativity employees bring to their jobs; the inner force that drives individuals to accomplish personal and organizational goals (Lindner, 1988). Despite its obvious importance, employee motivation can be an elusive quest for managers due to the multiplicity of incentives that can influence employees to do their best work. The reality is that every employee has different ways to become motivated and the knowledge of how to motivate them is key to organizational success. It is imperative that employers get to know the personal needs and wants of their employees in order to establish tactics in which to motivate each of them. Once achieved, “managers are in a better position to encourage and reward employees to behave in effective ways” (Gibson et al, 2012, p.

“Motivating Employees” is a book about how employee motivation is driven by companies that invest and grow their employees. One of the most important traits of highly effective and successful companies is that employees are happy and have fun at work. Leadership is not assaulting your employees, but to lead your employees you need to motivate by using caring,

There are as many different methods of motivating employees today as there are companies operating in the global business environment. Still, some strategies are prevalent across all organizations striving to improve employee motivation. The best employee motivation efforts will focus on what the employees deem to be important. It may be that employees within the same department of the same organization will have different motivators. Many organizations today find that flexibility in job design and reward systems has resulted in employees ' increased longevity with the company, improved productivity, and better morale.

The success of any business depends on the productivity and satisfaction of its employees. Employees need to be motivated to work. Motivation can be defined as the inner force that drives individuals to accomplish personal and organizational goals. Motivation can be either intrinsic or extrinsic. For an individual to be motivated in a work situation there must be a need, which the individual would have to perceive a possibility of satisfying through some reward. Intrinsic motivation stems from motivations that are inherent and arise from performing the task of the job itself, which the individual gets a feeling of either positive or negative motivation as a result of

Motivating employees is a key issue for all managers. In order to achieve a higher level of performance and productivity, managers today are inclined to pay more attention on this issue. Different employees need different types of

Over the last several years, the issue of employee motivation inside the workplace has been increasingly brought to the forefront. The reason why is because, globalization has been having an effect on the ability of firms to compete (which is placing more pressure on them). To deal with these challenges, most organizations are relying on their employees. The results are that those employers who are able to use this resource will be able to make adjustments quickly. This is when the firm will be able to maintain their dominance in the marketplace.

Employees are valuable resources for companies and them could be competitive advantages for modern companies. It is important for modern companies to improve employee satisfaction and performance so that they can improve their organisational performance and competitiveness (Armstrong, 2006). As a result, Employee’s motivation management is significantly for companies. Motivation is a cognitive process to guide, initiate, direct and maintain goal-oriented activities. It can also be defined as the driving forces directing people’s actions (Huczynski and Buchanan, 2013). Employees making contribution for firms because they are motivated by something, such as successful companies can always identify the factors motivating their employees and conduct responsive practices to motivate employees to improve performance (Podmoroff, 2005).

In an organization, motivation involves ensuring the employees perform highly to achieve the organization's desired goals. Several motivational theories have been advanced as to explain workers' attitudes towards motivation. One such theory is Herzberg's motivation-hygiene theory (Bauer & Erdogan, 2015). He posits that there are certain factors in the workplace that cause job satisfaction. These include the advancement of an employee’s career. He believed that workers were no longer just satisfied with the minimum basic salary but aimed to achieve more. Herzberg also found there are certain factors in the company that causes dissatisfaction for the employee. These include supervision, company policies, salaries and work conditions. If a business wants to motivate its employees, it should focus on satisfaction factors (Bauer & Erdogan,

If you focused on the work place and applied those stratiges, you will notice that motivation is a key tool that determines the performance of the employees within an organization. Being able to take the right measures and setting the correct goals within an organization. Managers and subordinates must be able to cooperate and work hand in hand by giving and receiving feedback in order encourage a positive and happy working environment. However, companies are subject to certain conflicts and difficulties when attempting to motivate

The identification of key factors or indicators in the motivation of employees in an organization of your choice.

Industrial/Organizational (I/O) Psychology is devoted to the study of employee behavior in the workplace and understanding the issues facing organizations and employees in today’s complex and ever changing environment. Motivation refers to the set of forces that influence people to choose various behaviors among several alternatives available to them. An organization depends on the ability of management to provide a positive, fostering and motivating environment for its employees in order to increase profits, productivity and lower turnover rates of its employees. The purpose of this paper is to discuss and compare six academic journal articles and explore the behavior, job, and need based theories of motivation that can aid management in motivating and understanding their employees. Finding that delicate balance to can sometimes be elusive so effectively learning how to motivate by understanding, controlling and influencing factors to manipulate behavior and choices that are available to employees can produce the desired outcome.

Varying employee needs lead to different kinds of motivation. Different kinds of motivation influence employees’ job satisfaction. Employees’ motivation will be affected by factors such as occupation, gender, social culture and organisational structure. This study will attempt to explore the differences in motivation between core-workers and periphery workers, and whether these differences in motivators are distinctive. Previous researchers have directed most of their attention towards the questions like, why people behave as they do on the job and what can be done to influence employees’ work motivation? Several theories of work motivation have been formulated to identify factors that influence work behaviours and factors that contribute to the maintenance and termination of these behaviours (Maslow, 1954; Herzberg, 1966). Although motivation as a concept represents a highly complex phenomenon that affects, and is affected by a multitude of factors in the organisation (Kanungo, l994), it is accepted by most scholars and practitioners that thereisa positive relationship between motivation and job satisfaction, individual performance, and physical and mental health. They believe that behavioural influences, such as job satisfaction, have a very important impact on quality of service, organisational commitment and total organisational effectiveness (MacRobert, et al. 1993; Beall 1994; Joseph and Deshpande 1997; cited: Lewis et al.2001; Morgan et al. 1995).

The important role of employee motivation is something that both employers and employees should be aware of. There are many clear benefits to having an stellar workforce for organizations. For example, for an organization to achieve organizational excellence they need to determine what drives each employee. This can be achieved by an employer simply by taking the time to connect with their employees and implementing work related goals. As a result, the organization benefits because the employee will benefit. This benefits both parties because the connection between employee and employer allows for meaningful exchanges of what is expected from each. An individual 's task performance may increase due to a management by objective plan set jointly with an employer. Additionally, the employee will feel that they add value to an organization by achieving productivity goals. This will further increase not only the employees career development and overall efficiency in the workplace, but also the operational excellence