Motivation in the Workforce

In: Novels

Submitted By junemaier499
Words 479
Pages 2
The hotel industry has become a very competitive sector where employees play a crucial role right from the time when a customer checks in, during the customers stay and when a customer checks out. How employees treat the customer during all these phases not only determines whether the customer visits again, but also determines whether the customer recommends the hotel to friends, relatives, business associates and acquaintances, thereby affecting the hotels future revenues. It is therefore crucial to have employees who are motivated to serve customers the best they can at all time.
Human motivation is so complex and so important, successful management development for the next century must include theoretical and practical education about the types of motivation, their sources, their effects on performance, and their susceptibility to various influences. Employees are the company’ best assets. If employees are not as motivated, it will have a tremendous effect on productivity. The organization’s overall efficiency will decline by unmotivated employees

a labor-intensive and service-oriented
“The Hotel Industry is experiencing employee shortage and all employees need to be treated with the same care and diligence as the most precious of resources. An engaged and satisfied workforce will provide the competitive advantage needed to survive the full effects of the developing demographic shift”
“The motivators in Herzberg’s theory are associated with a long lasting positive effect in job performance, satisfaction and motivation.

“The social needs have greater implications on work. Minimizing the value of social interaction weakens the social support system and leads to a higher level of burnout (
“Unstable working conditions, centralized management, nil participation in decision making process, no recognition, centralized management and neglection of self…...

Similar Documents


...Workforce Article Kimberly McHenry English 3000 Paper 1 Changes throughout the years specifically in the workforce have caused major concern to employers. In particular, the skills and knowledge that people are taking to the workforce after graduation are just not enough. This is the current debate between employers, are people really ready to go out into the workforce and work. It is imperative that our young people attain the basic skills and knowledge necessary to join this modern workforce. Without these skills and knowledge, employers have no choice but to hire less than average employees. Steve Gavatorta explains that one of the common issues he experiences in the workforce is the difference between three generations; Baby Boomers, Generation X’ers, and the Generation Y’ers. The three generation has a particular work ethic that eventually ends up being a challenge for all. In order to understand the differences between these generations one has to comprehend the characteristics each one demonstrates. Baby Boomers are born between 1946 and 1964. They have a very strong work ethic, goal oriented, highly competitive and independent. Generations X’ers are born between 1965 and 1980. They are considered to be proficient in technology, individualistic and value a work-life balance. The Generation Y’ers are born after 1980 and are very tech savvy, crave attention, team oriented and family-centric (Gavatorta, 2012, p.60) At this time, the retirement of the......

Words: 732 - Pages: 3


...schools will simply become a training ground to ensure better products and services. The question is not so much whether academic or industry skill standards should exist. They already do -- at state, local, and federal levels. At issue is who should be setting standards, how they should be implemented, how the multiple and diverse standards development efforts should be integrated, and which types of standards will best improve learning and ensure a high-performing workforce. Currently, business and education officials are joining forces to use industry skill standards as an important tool for integrating vocational and academic curricula among secondary, post-secondary and workplace education programs. While many concur that a coherent system of academic and industry standards makes sense, tensions arise over who should lead the shaping of such a comprehensive effort: educators? business leaders? parent coalitions? Business has asserted greater influence over public schooling in recent years, citing as motivation its contribution to the taxbase and its need to maintain economic competitiveness through well-prepared workers. Some are concerned that an industry-dominated agenda, driven by market considerations, would sacrifice, over time, a well-rounded education. But most, including business leaders, acknowledge that schools must also prepare students to be literate citizens, able to contribute to their communities and make informed decisions as voters. The challenge......

Words: 4880 - Pages: 20

Effective Workforce

...Creating and Maintaining and Effective Workforce Erica Blackmon Leading Change in Organizations MGT 513 October 7, 2012 Effective Workforce In order to obtain success, businesses need to look beyond how much product they are producing and how much revenue they bring in. To continue thriving, they must look at their workforce, is it effective? A workforce is comprised of the people in the company. If these people are not satisfied in their job, then they tend to be less productive. To maintain success, companies must treat their employees as human beings and not a product. How can organizations accomplish this? Businesses need to look deeper at their employees to discover what they look for and want in their place of employment. While each employee is different and one factor may not be important to employee A as it is to employee B, there tend to be four main characteristics that serve as a basis for employee satisfaction; communication, good leadership, motivation, and employee empowerment. Communication is the basis for relationships that will be formed in the workplace. The lack of proper communication on an employee to employee and employee to manager basis can lead to gossip, resentment and high staff turnover. (ross) With the world continuously changing, business must also adapt to the change in order to stay competitive. Change often makes people nervous and at first, then can tend to fear it. These changes need to be properly addressed with......

Words: 1392 - Pages: 6


...of safety. Enact a safe patient-handling program that shows nurses you care about them and their ability to work without the risk of injury as well as protecting patients from improper handling and injury. Make the safety program visible and universal, including all shifts and arenas Managerial changes/ Leadership Strategies Preparing nurse managers for the challenging role of leading the future workforce is going to assume a new look. According to Wieck et al. (2010), the young workforce wants to be led, not managed. Nurse managers need to be mentored to develop and transform management skills into leadership behaviors. They will need support and motivation to effectively communicate their interest in developing staff potential, encouraging staff participation in decision-making, expressing respect for the individual effort and achievement, which were indicated to be desirable for all age groups. Nurse managers must begin to see positive reinforcement on a daily basis as a skill essential to effectively retaining younger staff. Attention to leading the multigenerational workforce must be part of the ongoing development off current nurse managers as well as an essential building block of the orientation of future nurse managers. 1. Begin manager development early. Hospitals must develop a system for identifying potential managers and put them into manager training and development early in their tenure. This action will offers encouragement to younger nurses to stay with......

Words: 936 - Pages: 4

; Motivation

...1 Describe what is meant by motivation. What types of non-financial reward might a company use to motivate employees? Motivation is attracting a person to do something because he/she wants to do it. No one has to force him/her.   A motivated employee is dedicated to his/her work. He/she will work harder and do the work in a less period of time. They are focused to their work. Motivation is a passion for achievement for its own sake, not simply the ability to respond to whatever incentives a company offers, is the kind of motivation that is essential for leadership. Giving or developing skills, care, knowledge, support to the employees are the types of non-financial reward might a company use to motivate them. It helps them to work more energetic, creative, loyalty in a company. 2 Describe the effects of an unmotivated workforce on a company. How does Tesco benefit from ensuring that its workforce is motivated? A motivated workforce will put a lot of effort in their work and will give good quality product out of it.With a good motivated workforce, less supervision will be needed. Motivated employees tend to concentrate more and they do not make that much of mistakes .They are also likely to show greater loyalty to the company and have less absenteeism. An unmotivated workforce is a complete opposite of a motivated workforce,they are obviously not comfortable with their work.This will impact their quality of work, might need more supervision. 3 Why is Taylor’s theory......

Words: 340 - Pages: 2

Motivation for the Health Care Workforce

...Motivation for the Health Care Workforce Catherine Matthews PSY/320 Human Motivation August 19, 2013 Teresa Neal, Ph.D. Motivation for the Health Care Workforce Webster's Third New International Dictionary Unabridged, defines the word motivate as “to stimulate the active interest of in a study through appeal to associated interests or by special device ” and motive as “something within a person (as need, idea, organic state, or emotion) that incites him to action.” Intrinsic and extrinsic incentives are used by health care organizations as a method to motivate employees, increase productivity, promote patient safety, achieve optimal patient quality outcomes, and engage employees in the alignment with cultural and financial organizational goals. The diverse and multigenerational workforce of the 21st Century is forcing health care organizations to change or modify currently used standards of motivation. This change of practice requires organizations to plan, develop, and implement more creative motivational strategies designed to focus on the health care employee’s motives and needs. There is some debate among motivational theorists about whether intrinsic and extrinsic incentives successfully can serve as motivational tools or merely serve to direct and change employee behavior (Barocas, 1999). However, there are several motivational strategies that can be......

Words: 1874 - Pages: 8


...Answer1. Motivation is a psychological feature that arouses an organism to act towards a desired goal and elicits,controls, and sustains certain goal-directed behaviors. It can be considered a driving force; a psychological one that compels or reinforces an action toward a desired goal. For example, hunger is a motivation that elicits a desire to eat. Motivation is the purpose or psychological cause of an action.[1] Motivation has been shown to have roots in physiological, behavioral, cognitive, and social areas. Motivation may be rooted in a basic impulse to optimize well-being, minimize physical pain and maximize pleasure. It can also originate from specific physical needs such as eating, sleeping or resting, and sex. Motivation is an inner drive to behave or act in a certain manner. "It's the difference between waking up before dawn to pound the pavement and lazing around the house all day."[2] These inner conditions such as wishes, desires, goals, activate to move in a particular direction in behavior Non-financial Motivation Non-financial motivation of employees is less tangible, it is very important. Non-financial motivation is defined by corporate culture and corporate values. It begins with direct and open communication and atmosphere across the company and continues with providing constructive feed back to employees and adopting a personalised approach where possible. Non-financial motivation includes basic company values such as ethical approach, loyalty,......

Words: 648 - Pages: 3


...Siew Table of Contents: 1.0 Introduction ………………………………………………………………….……… 3 2.0 Definition …………………………………………………………………….……... 4 3.1 Types of Motivation …………………………………………………………. 4 3.2 Maslow’s Need Hierarchy Theory …………………………………………... 5 3.3 Herzberg’s Motivational Theory …………………………………………….. 7 3.4 McClelland’s Need Theory ………………………………………………….. 8 3.0 Conclusion ………………………………………………………………………….. 9 4.0 References …………………………………………………………………………. 10 1.0 Introduction In the past decades, there has been a very high growth of employment in every sector and industry. Employees, workers and staff usually carry out their specified task on regular basis to meet certain goals and targets the company is aiming at. They are known to be an essential part of the organization as they play a key role in determining the organization objectives. As the employees play an important part in the company, the employers, supervisors and administrators must ensure that the employees are productive and efficient when it comes to fulfilling their duties. The question that arises from this topic is how to make these employees productive and effective towards carrying out their daily tasks and why is it that important? The answer is Motivation and this will be the topic of this assignment. 2.0 Definition Motivation is the state of willingness which mainly acts as a driving force for an individual to put better and exert higher effort levels towards a specific......

Words: 1873 - Pages: 8


...Workforce Services Monica Joseph May 25, 2014 Assignment 3.1 Strayer University Workforce Services Introduction Unemployment can impact greatly on the lives of individuals, and is a key measure on today’s economic health. The problem of unemployment is becoming more acute day by day in America. It is hard to live a healthy and normal life without money and a steady job. The impact of unemployment on an individual can affect not only the family, but society at large as well. Unemployment is caused by many factors in modern economy today, though causes of employment vary with specific regions and time. Economy imbalance in the United States is the main cause applying to all locations in the world. Some people are not able to get hired, because they either lack of education and or may not be qualified to perform the work required. In turn to be unemployment may cause an individual to experience personal, emotional, and financial problems in the long stretch. Causes One major cause pertaining to unemployment is the economic recession. According to the national bureau of economic research ( “There were 10 recessions between 1948 and 2011. The most recent recession began in December, 2007 and ended in June, 2009”. As a result of the recession, the power of the economy went down, becoming a global crisis where the rate of unemployment knew no bounds. Unemployed individuals have......

Words: 1194 - Pages: 5


...Describe what is meant by motivation. What types of non-financial reward might a company use to motivate employees? Motivation is atracting a person to do something because he/she wants to do it. No one has to force him/her. A motivated employee is dedicated to his/her work. He/she will work harder and do the work in a less period of time. They are focused to their work. Motivation is a passion for achievement for its own sake, not simply the ability to respond to whatever incentives a company offers, is the kind of motivation that is essential for leadership. Giving or developing skills, care, knowledge, support to the employees are the types of non-financial reward might a company use to motivate them. It helps them to work more energetic, creative, loyalty in a company. 2. Describe the effects of an unmotivated workforce on a company. How does Tesco benefit from ensuring that its workforce is motivated? An unmotivated workforce will be the opposite, being dissatisfied with its role in the work environment. This can negatively affect both the quality of the work as well as how efficiently employees carry out their jobs. The Tesco become the largest British retailer and one of the world’s leading retail outlets on three continents. Tesco’s growth has resulted in a worldwide workforce of over 468,000 employees because of their motivated employees. 3. Why is Taylor’s theory not relevant to companies and employees in the 21st century? Because Taylor’s Theory was...

Words: 295 - Pages: 2


... Subject code: BMO1102 Tutorial Number: Day & Time of class: Teacher`s Name: EASSAY At present, with the continuous development of the company, the employees work's interest is coming down. A lot of company’s leaders and managers in order to improve employees' work efficiency, using the motivation theory. Motivation theory is the chief theory of behavioral management school. Motivation presumption is a indicator to the cause of the inducement and incentive factors of the definite content of the revise of theory. This theory is to meet the need of the people. In other words, people need to meet what they need, so as to arouse people's motives. Incentive theory contains a lot of knowledge; the most important main contents can be divided into two parts, the hierarchy of needs and reinforcement theory. This essay will put on show the contents of the hierarchy of needs theory and reinforcement theory. In 1934, Abraham Harold Maslow were put forward the hierarchy of needs theory. (Motivation and personality, 1997) The theory divided five levels of needs in the sequence of command of needs: self-actualization, self-respect, sense of belonging, shelter and physiological. Later in 1954, Maslow modifies the theory and defines people's needs for seven parts: physiological needs, safety measures needs, love and belonging needs, respect for the needs, knowledge for the needs, for......

Words: 1572 - Pages: 7


...Mbogo .W.A (Moi) Professor Instotution affiliated Date of submission Background Information Workforce planning in general entails a process of ensuring that there is an understanding of the current workforce in an organization and the environment that they are working in, and that which they are expected to work in the future. The makeup of the current workforce should be taken into consideration when dealing with the planning process to ensure that the ultimate goals of the organization are met especially due to the dynamism in the business sector. One of the main goals of workforce planning is to a large extent assisting the managers with a framework that will help them make informed staffing decisions which are in line with the organizations budgetary resources, strategic plans, and mission. Therefore the integration of areas that are normally neglected in the business such as attraction and retention, job re-design, recruitment, separation, learning and development give meaning to the diverse areas of human resource management which are considered in isolation. Strategic Objectives The objectives of the organization are going to assist the manager to be able to link the mission or the vision of the organization with the actual outcome. After carrying out the workforce analysis, there is a need to place the targets of the organization in place. This involves setting attainable goals or objectives that will assist the manager to be able......

Words: 1509 - Pages: 7


...shortage: 3 Age barriers: 4 Managing an aging workforce: 5 Fair employment practices and recruitment policies: 5 Training, development and job’s design: 6 Flexible working practices and outsourcing 7 Changing attitudes within organizations 7 Conclusion: 9 Word count:2,087 words Introduction: Managing the Aging Workforce today is one of the important topics for the world’s organizations. The increasing average life expectancy of populations does not only affect economic, social systems of countries and communities, but also has a strong impact onthe business activities of enterprises.The demographic changes rapidly will not only hitcountries such as United State, the Western European countries, Australia, or Japan, but also the upcoming countries as China, Singapore or Hong Kong. There are more than two million Australians aged 65 and over, and the number will double in the next 40 years. In Hong Kong, 11 percent of the population is 65 or older and this will increase to 25 percent in less than 30 years. Japan, with 20 percent of its population aged 65 years or over, has become the world’s most aged society, and this, combined with its extremely low birth rate means its population is projected to shrink by 20 percent over the next 50 years. Europe too faces similar demographic problems. By 2020 more than one in three adults will be at least 60 years old. (Raymond, 2010). How do organizations anticipate their workforces and even jurisdictions may change due......

Words: 2299 - Pages: 10

Workforce such as financial services, so the contribution of the workforce to organization success is perhaps the most important lever to competitive advantage. In fact, the challenge of containing costs while developing a high performing workforce is a primary challenge facing most companies today. But, do organizations know enough about their workforce to optimize the workforce lever? We all know the US workforce is aging, with the number of people 55 and older holding jobs hitting a record 28 million in 2010. At the same time, the portion of people ages 16-24 in the labor market was at the lowest level since the government began tracking in 1948, falling from 66% in 2000 to 55%, just 17 million of the overall employment base1. Leaving aside the obvious issue of where we get replacement workers for the retiring workforce, these two employee cohorts are quite different. The ways organizations will hire and retain these workers going forward must be different as well. Retaining older workers requires retention programs that include part-time or project-based work. Hiring Gen-Xers and Gen-Yers requires new approaches and retention programs that must provide them with career development and choices about where, when and even how long to work each day. The older cohort is not yet as enamored with emerging social technologies that are becoming the primary means of communication and collaboration for the younger workforce. The older cohort has a wealth of priceless......

Words: 7945 - Pages: 32


...This is my final paper for my MS Workforce 2020 Project: You have been appointed by your organization/business to prepare its leadership training program that will address Workforce 2020 issues. Using U.S. federal guidelines, your texts and other available and related resources, forecast what the economic, social and demographic parameters are expected to be in the U.S. in the year 2020 and how those trends will or will not be reflected in your business. Consider your organization's organizational structure, market/customer diversity and other factors to determine how demographics will impact it. You should also consider any other changes in the economic or technological environment in which your organization operates. make the case for the kind of leadership training that will best prepare your organization's/business's middle- and upper-level staff to work in the future environment. Topics you may want to consider for inclusion (among others) are: diversity management, leadership models, ethics, decision making models, problem solving and conflict management processes, and communications. Identify the outcomes from the training that will strengthen your organization/business. In this instance, "training" can be formal classroom-style workshops, online individualized programs, and even group discussions led by peers: be creative. The report should be prepared as an Report for your CEO of between 10-12 pages. This includes a one-page Executive Summary. The......

Words: 350 - Pages: 2