Wait a second!
More handpicked essays just for you.
More handpicked essays just for you.
Employee engagement sies college of management studies working paper series
Maslow's hierarchy of needs affects motivation and job satisfaction(Thesis paper)
Maslow's hierarchy of needs affects motivation and job satisfaction(Thesis paper)
Don’t take our word for it - see why 10 million students trust us with their essay needs.
a) iii) CURRENT THINKING, FINDINGS AND APPROACHES OF THE TOPIC
In today’s society, most people are in search for the stable job with perfect criteria. Majority of them want jobs that have huge amount of salary, but in the same time, it also provides variety of benefits in addition of good balance between work and life. In the hospitality industry, specifically in hotels, the industry faces an increasing high turnover rate. With jobs position ranging from front desk tellers, customer service agents, housekeeping, maintenance and food and beverage handlers, the result of high turnover can come from many diverse factors. When dealing with the hotel industry, the question arises as to why employees have high turnover? Some can speculate but the facts point to specific issues. With so many options and jobs to choose from, what does it take for someone to find that perfect hospitality job? Better yet, what must hospitality companies do in order to attract and retain high quality workers? These questions have been asked for many years. In a recent academic journal published by Industrial Engineer (2010), they use the Theory of Maslow’s Hierarchy of Needs to answer these challenging questions. Maslow’s theory can be used as a framework to identify the various benefits organizations can offer to satisfy their employees’ needs and in turn, increase revenue and reduce turnover. In this paper we will discover why the hotel industry experiences such high turnover and what specifically can be done to improve this challenging matter.
On 1995, Cheng state the motivation of employees, whether professional, skilled or unskilled, is a major issue in all service organizations. For the hotel industry, employee motivation is a major issue. It is a ch...
... middle of paper ...
...
Lindner, J. R. (1998), “Understanding Employee Motivation”, Journal of Extension 36(3)
Maslow, A. H. (1943). A theory of human motivation, Psychological Review, 50, 370-396. doi:10.1037/h0054346, http://dx.doi.org/10.1037/h0054346
McClelland D. (1961). The Achieving Society, Princeton NJ, van Nostrand
Petcharak, P. (2002, May). The Assesment of Motivation in the Saint Paul Hotel Employees. The Assesment of Motivation in the Saint Paul Hotel Employees , 1 - 68 .
Popoola, D. (1982). Job Satisfaction in Institution of Higher Learning: The University of Lagos Experience, Nigerian Journal of Education and Development. 5(1), pp 115-125
Vroom, V. H. (1964). Work and motivation, New York: Wiley.
(2012, August), Retention in the Hospitality Industry. StudyMode.com. Retrieved 08, 2012, from http://www.studymode.com/essays/Retention-In-The-Hospitality-Industry-1072195.html
Have you ever thought about how people become motivated to do things? Maybe you even wonder what motivation really is. Motivation is the desire to do things. Motivation creates a drive that pushes a person close to their breaking point and beyond. It helps an individual reach goals that some couldn’t even imagine of doing. But have you ever truly thought about what motivates people. What really gives people that drive? What empowers people to reach their aspirations? If so you are not alone, a ton of people has thought about what it is the gives people such a drive. Including American psychologist Abraham Maslow. Maslow has created a psychological advanced thinking on what he think inspires people to do such gargantuan complex things. Maslow made a theory, which states that people fulfill needs in stages or levels in life. There are five stages that are divided into basic needs, such as safety, love, and esteem, and growth needs like self-actualization.
Studies show, employees leave organizations for many reasons; often times these reasons are unknown to their employers. Employers need to listen to employees’ needs and implement retention strategies to make employees feel valued and engaged in order to keep them. These retention methods can have a significant and positive impact on an organization’s turnover rate (Fauth&McVerry 2008). The research also states the dilemma facing organizations is whether to invest more time and money fine-tuning their recruitment strategy or to pay extra attention to retaining the talent they already have. Recruiting new staff is expensive, stressful and time-consuming. Once you have good staff it pays to make sure they stay (Fauth&McVerry 2008). It is the
People have long considered general theories of motivation, and the question regarding the specific motives that direct and energize our human behavior has undergone tremendous speculation. To this day the question still stands: what is it that humans seek most in life? In an effort to answer this question, Abraham Maslow proposed what he called the hierarchy of needs. Maslow theorizes that human beings are motivated to fulfill this hierarchy, which consists of needs ranging from those that are basic for survival up to those that promote growth and self-enhancement (Kassin 300).
The two main forms of motivation in the work place are exentric and incentric theory’s based on many theorists in the field. Firstly incentric motivation, this focuses’ on what motivates the individual in the working environment, it specialises in employees unique needs and focuses on their strengths and goals they pursue to satisfy their needs. One of the first to construct this theory was Abraham H. Maslow, (A Theory of Human Motivation, 1943) telling us that this idea is not a contemporary one. He created the “pyramid of requirements” or “Hierarchy of needs”, theory’s which has since been used as bases for many companies. The pyramid has five main levels :( from lowest importance to highest level), at the bottom is Physiological needs- this includes the body’s automatic attempt to maintain normal functioning, for example thirst, nourishment, clothing, oxygen, sleep an...
Every human being needs motivation now and then. Incentives and recognition programs can support you in helping your employees become happier and more productive at work. As a leader, one of the main things to think about is how to recognize an employee for a performance that has exceeded expectations, objectives and goals. Therefore, I would like to introduce you in this paper to some ideas that hopefully would promote this method as one of the main priorities in today's and tomorrow's workplace.
First Main Point: In 1943, American psychologist Abraham H. Maslow published a paper in Psychological Review call “A Theory of Human Motivation” that outline and explain the now known Maslow’s Hierarchy of Needs.
Both Rogers and Maslow regarded personal growth and fulfilment in life as a basic human motive. The human motive means that each person, in their unique ways, seeks to grow psychologically and continuously enhance themselves. And therefore the term of human motive can and has been associated in regards to self-actualization, which is about psychological growth, fulfilment and satisfaction in life. However, Rogers and Maslow both describe individual different ways of how self-actualization can be achieved. (McLeod,
Motivation is defined as individual internal process that energizes, directs and sustains behavior. Motivation depends on how much the person wants something and how likely they think they will get it. Managers struggle to improve motivation in the workplace, but with the right tools they can become successful. Maslow’s hierarchy of needs is a pyramid of personal satisfaction that need to be met so a person can reach their full potential and be happy. Each level of the pyramid is stratified from the bottom up. A person cannot move up the pyramid until the bottom needs are met. Maslow’s hierarchy is usually a personal tool used to assess how an individual is doing, but businesses adapted this tool to use in the workplace and improve morale.
Employee Motivation: A Powerful New Model? Harvard Business Review. Latham G.P. and Pinder C.C. (2005). The 'Secondary' of the 'Secondary'. Work Motivation Theory and Research at the Dawn of the Twenty-First Century.
Dwight D. Eisenhower once said, “Motivation is the art of getting people to do what you want them to do because they want to do it.” Studies have found that high employee motivation goes hand in hand with strong organizational performance and profits. Therefore, managers are given the responsibility of finding the right combination of motivational techniques and rewards to satisfy employees’ needs and encourage great work performance. This becomes a bit more challenging as employees’ needs change from one generation to another. Three of the biggest challenges a manager faces in motivating employees today are the economy and threats to job security, technological advances, and company cultures that primarily focus on the bottom line.
Employee retention is a practice in which the employees are convinced to stay in the organization for the most period of time or until the accomplishment of the plan. There is no scarcity of opportunities for a capable person. There are countless organizations, which are looking for such employees. If individuals are not satisfied by the job they are doing, they might switch over to some other more appropriate job. In today’s upbringing it turns out to be very imperative for organizations to retain their employees (Dibble, 2000). Employee retention is supportive for the organization with that of the employee. Employees today are diverse. They are not the ones who don’t have first-rate opportunities in hand. As soon as they dissatisfy with the current organization or the job, they switch over to the next job. It is the duty of the organization to keep their paramount employees (Phillips and Connell, 2003). Employee retention concerns taking measures to convince employees to remain with the organization for the most period of time. Today employees’ retention has become the major issue for organizations. Hiring knowledgeable workers for the job is essential for an organization. However retention is even more crucial than hiring (Inkson, 2007).
In today's complex business environment; traditional approaches like monetary incentives are not the only prime motivators. In addition to expecting financial incentives for their performance, employee's expectations are much more. Appreciation, recognition and opportunities for personal growth; must be catered for to harness maximum productivity. Furthermore in an era where change is imperative for the organisation's survival, highly motivated employees, represent flexibility and show willing to change; a vital component for the success of any organisation.
?Employee Job Satisfaction.? University of Leicester: The Centre for Labour Market Studies. 26 Sept. 2003.
Maslow, A. H. (1943). A theory of human motivation. Psychological Review, July 1943. 370-396. Print. 8 Feb. 2014.
Motivation is an important function in organizations to motivate their employees for their ability to perform well, improving their skills, increasing productivity, job satisfaction and employee extension. Employees also are not a machines that we could just program their task in their brain and they will do it automatically, they require motivation to actually do their job properly. And so, after discussing the process models of the Maslow’s “Hierarchy of needs”, Douglas McGregor theory X and Y, and also the Herzberg’s “two factor motivation hygiene theory.” understanding the ways of motivating people, the human nature, and the substance of nature. I believe that the true motivation can only come from within and also managers can actually motivate all of their employees.