Employee Motivation And Performance In Hospitality

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Motivation is defined as a force either internal or external that aroused someone energizes behaviour to perform some tasks and achieve some specific goals. (Krishnendy, Dr. Prosenjit & Partha, 2015). Today, it is very clear that human resource in hospitalities contribute to the factors that affect employees' motivation. Employee motivation is about how employees achieve the individual goals. Ching, Hee, Liew & Loke (2015) defined employee performance as the behaviour of employee towards the activities related to job to achieve the objective in increasing productivity, making profit and sales. The study of Vanessa (2016) proved that there has a connection between employee motivation and performance in hospitality. The intrinsic and extrinsic …show more content…

Extrinsic rewards such as pay equity to employees can affect employee motivations because this will influence employee’s behaviour towards their job satisfaction in hospitality. The study of Ching, Hee, Liew & Loke (2014) stated that performance-pay can ensure the productivity and effectiveness of employees because their job satisfaction is higher. Employees are satisfied and trust that the pay is according to their job duties and working experiences. Employee always expects a fair return for what they contribute to their jobs. If an employee does not satisfy with their pay due to their work effort, their motivations to work will decrease. Vanessa (2012) said that pay is related with Maslow’s Motivation Theory. This is because pay can fulfil employee …show more content…

Andries (2016) stated that employee feel satisfied when their manager provide constructive advice to them, friendly, treat them with respect, be fair and always listen to them. Manager plays an important role in creating a positive working environment to motivate the employees by always giving feedback to them based on their works. Motivational feedback is a positive reinforcement in helping to build and improve the confidence, motivation and willingness of employee to work. They should always listen more to the employees and ask their suggestions and opinions on work. The James and Jarvis (2014) said that good supervision of hotel manager that addressed the employee needs and wants can reduce employees’ complaints. The employee, who is supervised, is allowed to contribute ideas and thus recognise the importance of his job. So, employees that are made to feel that their job is important will have a higher motivation to contribute in their job. Managers must communicate well with their employees about areas which have to be improved so they could work on that area specifically. Managers who are able to manage their employees, being responsible in doing their jobs and have a good leadership will affect the employee performance. This can be related with Douglas McGregor motivation theory, which is Theory X and Theory Y. For example, Theory X assumptions are basically

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