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Employee Motivation

Employee motivation in hospitality industry

CHAPTER 2 - LITERATURE REVIEW

Introduction

This study aims to examine employee motivation in hospitality firms, focusing on small and medium sized pubs and restaurants. Thus, the main purpose of this chapter is to investigate issues, concepts and theoretical ideas about employee motivation. This aims to look at different employee motivation concepts from different scholars and it will also examine employee motivation practice and issues in hospitality organisations with appropriate existing examples.

Employee Motivation

Employee motivation is not new in the world of human resource management. The term has been defined and viewed by many scholars in various fields and they give different meaning to employee motivation. However, many of these meanings hold similar idea. From the context of psychology, economy and human studies, motivation refers to 'a reason or reasons that make a person engages a particular behaviour' (Bratton & Gold, 2007, p. 112). From this perspective, a person can be influenced by many drives and basic needs like food and a desired for an object as well as the state of being might be included in these reasons to motivate a person to act in certain way or do certain things. On the other hand, motivation refers to 'the intrinsic and extrinsic factors that drive a person to act or take certain actions' (Adair, 2009, p. 101). From this perspective, motivation is not only used to describe the behaviour of human being, but it is also used to explain the causes of action of animals.

Based on the meanings of motivation from different scholars, I can define motivation from my own view as

'The reasons some kind of forces that make a person to do certain things or behave in certain ways and these forces could be either intrinsic or extrinsic'

Thus, it can be assumed that motivation is a force that make we do what we do. For instance, a desire for a degree is an intrinsic force that makes me stay up all night to work on this research project.

In the context of management, motivation is very important to the organisational performance. As compared to other subjects, motivation is viewed differently in the context of human resource management. From this perspective, it is revealed that motivation is not possible. This is because you cannot motivate other persons, but what you can do is to influence what they are (Bjerke et al., 2007). Thus, it can be assumed that form the view of human resource management, motivating people is about using different meaningful factors that to influence staff members in the manner that make them feel motivated to conduct the assigned task with their best effort, generate a high level of productivity, or carry out tasks at a high level. Therefore, for managers and leaders in all types of organisations, including those in hospitality industry, to effectively motivate workers, they must first help their workers to identify their interests with the company (Goncharuk & Monat, 2009). Once managers and leaders can help their employees to identify factors that make them to work with the firm, they will be able to make them feel motivated to work hard and carry out the assigned tasks with their best effort (Antikainen et al., 2010). This is because managers use factors that are in their best interest to motivate them to do so.




Date: 2016-03-03; view: 631


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