Organisational Behaviour - Motivation
MOTIVATION
How do you get people to do things? To what extent, and in what ways, are employees motivated by different things? How can we accommodate differences?
Introduction
The purpose of this paper is to identify different employee motivators and their significance to the organisational outcome thorough, recognising different motivational theories and their applications in different examples within the hospitality industry, with a particular focus in the restaurant business in the UK. Being a service industry, the employee motivation is paramount to the competitiveness and success of this aggressive and fast moving business.
The approach of this paper is to analyse motivational theories and academic research in the field, interviewing hospitality industry employees of different levels, and reflecting on examples of my application of different theories and tools during my professional career. Having worked in senior managerial roles within the hospitality industry for over 5 years, I can relate to the challenges and responsibilities of employee motivation and the impact it has on the success of an organisation.
Academic research indicates that most large hospitality groups in the UK, like large hotel chains and restaurant groups, appeared to have a dedicated professional human resource management system in place to motivate and to retain workers (Gill & Mathur, 2007) . However, during my professional life, I have faced a considerable lack of resources and guidance on the subject. Based on my experience, I consider it to be a particularly common pitfall to many small and medium size companies in the industry, increasing the difficulty of the employee motivation task.
The term “motivation” is derived from the Latin word “movere”, that means "to move." The topic of employee motivation plays a crucial role in the management field. Motivation has been studied and defined by many academics from different fields. Despite the significant effort to
How do you get people to do things? To what extent, and in what ways, are employees motivated by different things? How can we accommodate differences?
Introduction
The purpose of this paper is to identify different employee motivators and their significance to the organisational outcome thorough, recognising different motivational theories and their applications in different examples within the hospitality industry, with a particular focus in the restaurant business in the UK. Being a service industry, the employee motivation is paramount to the competitiveness and success of this aggressive and fast moving business.
The approach of this paper is to analyse motivational theories and academic research in the field, interviewing hospitality industry employees of different levels, and reflecting on examples of my application of different theories and tools during my professional career. Having worked in senior managerial roles within the hospitality industry for over 5 years, I can relate to the challenges and responsibilities of employee motivation and the impact it has on the success of an organisation.
Academic research indicates that most large hospitality groups in the UK, like large hotel chains and restaurant groups, appeared to have a dedicated professional human resource management system in place to motivate and to retain workers (Gill & Mathur, 2007) . However, during my professional life, I have faced a considerable lack of resources and guidance on the subject. Based on my experience, I consider it to be a particularly common pitfall to many small and medium size companies in the industry, increasing the difficulty of the employee motivation task.
The term “motivation” is derived from the Latin word “movere”, that means "to move." The topic of employee motivation plays a crucial role in the management field. Motivation has been studied and defined by many academics from different fields. Despite the significant effort to