Effective Motivational Techniques In The Assessment Answer

Answer:

Introduction & Rationale:

In recent economic scenario, there has been increased competition in each and every industry. After the globalisation, the interconnectedness among the economies has increased significantly. Thus the transfer of goods and services has increased along with the financial resources in the industry. It is known that the hospitality industry is also flourishing in recent times but there are certain issues that are seen in this industry as well (Tang, 2012). It is known that the industry is affected by economic downturns and thus the employment sector also suffers in the economy. Thus it can be said that there are job issues in the industry. On the other hand there are also issues with the acquisition of skills that are necessary in the industry and thus job issues are evident in the industry (Pelit, Öztürk and Arslantürk, 2011). It is also evident that there can be various issues that may be faced by human resource in the industry.

 


xt-align: justify;">Aims:


The main aim of this research is to evaluate the issues that are faced by the human resource in the hospitality industry.

Objectives:

The main objectives are,

  • Reviewing the literature regarding the issues that can be faced by human resource
  • Analysing theories regarding good performance of employees at workplace
  • Presenting how the issues can be resolved in the industry
  • Collection of data and performing analysis
  • Conclusion and recommendation

Literature Review:

It is known that work involvement, satisfaction and motivation are very important in order to achieve success in an industry. There are certain issues that are evident in the hospitality sector by the human resource. These can be discussed here.

  • Turnover is one of the problems that are faced in the hospitality sector. Here it can be said that employee motivation can be one of the causes for the issues related with turnover. On the other hand low wage rates in the industry can also lead to low turnover. People may choose to move to different industries and thus the problem is faced.
  • Recruitment is another issue that is faced in the industry as skilled employees are required in the industry (Anshori and Langner, 2007).
  • Proper training must be provided to the employees and this is another issue faced in the industry.

Here the two factor theory of Hertzberg can be discussed here. The two factors are known as the motivators and the hygiene factors. Motivating factors are those factors are intrinsic to the job like the nature of job, personal goals etc (Sharma, 2006). On the other hand the hygiene factors are external factors of the organisation like working conditions, policies of the company, wage rate etc.

 

Methodology:

It is very important to get an insight in the topic that has been researched here. It is evident that there are job issues that are seen in the hospitality industry. Journal articles, newspapers, reports and books are also researched in order to get the insight about the topic in details. Here the job issues that are faced by human resource in the hospitality industry can be discussed. For the research study only secondary research has been conducted and findings are drawn from the secondary research. It can be said that, here both the qualitative and quantitative research is required (S.Margabandhu and Dr. M.G.Saravanaraj, 2011).

In the research report that is conducted in Taiwan, the structural investigation of the relationship between the employee turnover the work satisfaction of the employees in the hospitality industry has been assessed. A survey was conducted in order to correlate between the variables and more than 100 questionnaires were distributed among the staffs of the hotel (Chen, Wang and Chu, 2010).

Here another study that has been undertaken by Anantha Raj Arokiasamy regarding the employee satisfaction in the hospitality industry in Malaysia. In this research, the study was conducted for examining the relationship between the work environment, job security and rewards with the satisfaction of the employees (Arokiasamy, 2013). In order to assess the impact, the responses of 127 employees from three star hotels were collected. In order to collect the data, a survey questionnaire has been prepared and the data is collected for establishing the results. After that a multiple regression analysis is done for finding the correlation between the dependant and the independent variables (Arokiasamy, 2013).

 

Analysis & Discussion:

It is known that there are constant changes occurring in the hospitality industry. There are various issues that are seen in the hospitality industry. Here the findings of the secondary research can be discussed.

The outcome of the first statistical analysis in the hotels of Taiwan the questionnaire was prepared for analysing the correlation between the employee satisfaction and the turnover. The impact of job satisfaction has been assessed here. There were 100 questionnaires are distributed among the staff members of the hotel. Among them only 40 responses were received. That means the response rate is 40% (Chen, Wang and Chu, 2010). It is found from the research that the satisfaction of the employees is also related with the expectations of the employees at the workplace. Here it is found that the age is positively correlated with the work satisfaction. It is found that older people are more satisfied at workplace than the younger people as younger ones tend to seize new things and they have high expectation. It is also seen that married employees are more satisfied at their job than the unmarried people (Verma, 2011). The educational level of the employees is another factor that can affect the satisfaction level. It was found that more educated employees are comparatively dissatisfied at their job. It was also found that the employees of the hotel were satisfied with their remuneration programmes and the policies and benefits that are provided to them (Chen, Wang and Chu, 2010).

In the second research report, the relationship between the employee satisfaction and the other organisational factors has been identified. In the research 180 questionnaires were distributed and 155 responses were collected. So the response rate was 81.93 (Arokiasamy, 2013). The demographic characteristics of the respondents were also taken into account. Here the correlation of job satisfaction was established with respect to certain independent variables which are job security, rewards & compensation, career development and work environement. First the responses were collected and then they were measured in the likert scale. The responses were then assessed with the help of SPSS software (Arokiasamy, 2013). It is found that the independent variables that are job security, rewards & compensation, career development and work environment are all positively correlated with job satisfaction. It is also found that in the hospitality industry job security has significant positive correlation with job satisfaction (Tang, 2012).

 

Conclusion & Recommendation:

In conclusion it can be said that in recent times, there are various issues that are faced in the hospitality industry for the employees. The issues faced by the employees are discussed in the research report. Here the correlation between the job satisfaction and other factors that can influence the satisfaction of the employees are discussed. Here is found that various factors affect the satisfaction level of the employees at the hospitality industry and thus measures should be taken to optimise the satisfaction level so that employee turnover can be improved along with the efficiency and productivity.

Here several recommendations can be provided on the basis of the research findings. It can be said that in the hospitality industry, the policies should comply with the interest of the employees. The working condition of the hotel, employee rewards and benefits along with the wage rate should be improved so that it can increase the satisfaction level of the employees. The organisation should also provide effective training to the employees so that the work efficiency can be increased.

 

References

Anshori, Y. and Langner, V. (2007). THE IMPORTANCE OF CUSTOMER SATISFACTION AND SUPREME SERVICE PROVISION IN THE HOTEL INDUSTRY: A CASE STUDY OF SURABAYA PLAZA HOTEL. jmp, 3(1).

Arokiasamy,, A. (2013). A STUDY ON EMPLOYEE SATISFACTION PERSPECTIVES IN THE HOTEL INDUSTRY IN MALAYSIA. 1st ed. [ebook] Available at: https://www.facultyjournal.com/webmaster/upload/__0012ARA_Hotel%20Industry_JBSQ.pdf [Accessed 22 Jan. 2015].

Chen, Y., Wang, W. and Chu, Y. (2010). Structural Investigation of the Relationship between Working Satisfaction and Employee Turnover. 1st ed. [ebook] Available at: https://www.hraljournal.com/Page/5%20%20Chen,%20Ying-Chang.pdf [Accessed 22 Jan. 2015].

Pelit, E., Öztürk, Y. and Arslantürk, Y. (2011). The effects of employee empowerment on employee job satisfaction. Int J Contemp Hospitality Mngt, 23(6), pp.784-802.

S.Margabandhu, S. and Dr. M.G.Saravanaraj, D. (2011). A Study on Customer Satisfaction Towards Hotel Industry in Vellore. IJAR, 4(2), pp.4-2.

Sharma, H. (2006). HRM in hospitality industry. Jaipur, India: ABD Publishers.

Tang, H. (2012). The Value of Employee Satisfaction. The Journal of Hospitality Financial Management, 20(1), pp.100-100.

Verma, N. (2011). HRM in tourism industry. Jaipur: Prateeksha Publications.

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