Staff Motivation Assignment Example | Topics and Well Written Essays - 2000 words

Staff Motivation - Assignment Example For higher incomers, such as managers, job promotion and recognition are more important than money. In the contrast, low incomers are motivated be financial factors such as salary and bonus. Hertzberg (1968) two factors theory determines the motivation factors and hygiene factors do not motivate but create dissatisfaction if they are not present. In certain period of time, employees feel financially secured and better off financially; hygiene factor can be an effective motivator. Money loses its attractive as if motivational factors among managers. Managers may be not motivated by money, but by job promotion through achievement. They can be considered to be at the highest level of "motivational need". What's more, according to Hertzberg, working conditions is a hygiene factor, offering people unique incentives and morale boosters that contribute to a changing, exciting, and motivation work environment. Excellent work conditions would give them more job satisfaction and motivation. McClelland (1987) identified three major needs, which are achievement, power and affiliation. The findings from this study show that money is the most important motivator for workers at Jury's Inn, especially for low-income workers. Furthermore, the findings indicate that job promotion and recognition are important factors to motivate workers at Jury's Inn because job promotion and recognition are related tight to financial rewards. In addition, salaries and benefits, interpersonal relationships and offering incentives and morale boosters have been found as the main effective motivators. In order to support the aim, this working paper provided literature review, which including motivation theories, the critically analysis of motivation and reward system on workplace culture and work value. Moreover, for the sake of investigating the effective motivation; the relevant research methodology has been used. Studies of some of the best United States and Australian hotels (Gray, 1992) also suggest that the cement which binds skilled and motivated employees to their organization, who are thus more enthusiastic, more committed and potentially more productive than their competitors' employees, is clear and ongoing communication between hotel managers and their employees. The management of the Jury's Inn should also take the advantage of the communication process in order achieve the higher level of performance from the employees. A modern and a more permanent approach to motivation are through job enrichment (Wright, 2004). This involves putting meaning into jobs. In other words, it is putting Herzberg's two-factor theory into effect by building motivators into the job. These motivators include achievement, growth, responsibility, advancement and recognition. This approach can also work for Jury's Inn staff. According to the approach the hotel should plan to change the job contents of the employees in order to motivate them as explained by Ross (1998) in his article A practical theory of motivation applied to hotels. A number of research studies (Rothbard, 2001; Niehoff , Moorman, Blakely & Fuller, 2001; Bloom, Yorges & Ruhl, 2000) have indicated that the job content is an important factor in motivating people. So the content of a routine or repetitive task must be restructured to provide motivation to the performer of that job.