Unit 16 HR Management M2

Compare the use of motivation theories at Center Parcs. (M2)
Introduction

I will be researching different job types in Center Parks so I can see the different management styles of each sector and I shall be looking at the motivational factors within the organisation.

Three different job roles at Center Parcs and what theorist is involved.

The first job I will be looking at is a Water sports Instructor, they’re looking for somebody who can windsurf, use a dinghy, a powerboat, a kayak and is confident in abseiling, rock climbing and playing football. You will be asked to instruct people in all of the above, first-aid is a must as you will be working with activities which could all pose a significant risk to health including activities including deep, cold water.
They also expect that you maintain a professional attitude at all times, despite the customers getting on your nerves.
Staff will be given free day passes to the park, I think this is typical of Mayo as people like to feel like the part of the team, this also meets their social needs at work. If they’re working in a team then you have a good chance to get your ideas across to other team members for them to take action on your ideas, suggestions and opinions.

The second job I will be looking at is a food and beverage assistant, they require that you maintain a professional attitude at all times, they state that your duties are table services, preparing the restaurant to a set standard, taking orders, bar duties and you must serve drinks from the bar, serving meals, cleaning and tidying up at the end of your shift. You will be handling a lot of cash through your shifts, they expect you to be honest about it and full training will be given to work with cash in hand. You must ensure that all the guests are happy with their stay and their meals.
The theorist behind this would in fact be Taylor, this is driven by money as you’re handling quite a lot of money. As with this you’re typically paid by every table you clean, take orders from and hours behind the bar (as one of my friends mention, she got paid by every table she cleaned and took orders from). Taylor also comes into play as you get a bonus at the end of the month and a typical bonus at the end of the year (around Christmas time) and this makes employees strive to do as much as they can as it is a performance related bonus.

The last job I will be looking at is a Lifeguard, they’re looking for somebody to assist in the “smooth running of the subtropical swimming paradise” by guarding the inside and outside of the pool areas, the lifeguard must maintain a high standard of hygiene in order to offer the best services to holiday guests. They also request that you maintain a professional and a reliable attitude at all times and to put the safety of their swimmers first.
The motivational theory behind this job would be Herzberg as being a lifeguard can bring some sense of achievement, this proves that you are qualified to take care of people, watch them and possibly save their lives when the time comes. A high hygiene standard is required for this and this can be an achievement in itself as if you get through this shows you have nearly impeccable hygiene.

Conclusion

I think Center Parcs has chosen different rewards, for example different bonuses and different objectives to obtain these bonuses and different material bonuses such as free day passes and unlimited use of services and stations around the park, because it scales with the difficulty of the job. For example, anybody can be a beverage assistant but it takes a lot of qualifications and knowhow to become a life guard and since lifeguards are scarce and they’re offering really competitive pay and bonuses to compete with other companies that want life guards. It’s the same with Water sports instructors as they have to be highly skilled in all forms of water sports, it takes a lot of time to get that much knowledge of water sports so it’s a difficult job to do as you need to remember everything.

I agree that this is one of the best policies to have as the bonuses and rewards scale with the harder jobs. The harder the job, the better the rewards.