Employee Motivation in Tourism and Hospitality Industry PDF

UNIT 5 Employee Motivation in the Tourism and Hospitality Industry Prof. Danceldale Calago  INTRODUCTION Many hospitality and tourist companies are now aware that human capital, rather than f in ancial capital, should serve as the beginning point and...

UNIT 5 Employee Motivation in the Tourism and Hospitality Industry Prof. Danceldale Calago  INTRODUCTION Many hospitality and tourist companies are now aware that human capital, rather than f in ancial capital, should serve as the beginning point and ongoing foundation of a successful corporate strategy. It implies that the success of a business is not determined by the amount of money or technology used but rather by the knowledge, abilities, and behavior of the employees that an organization has instead. Employees who are motivated may contribute to better productivity levels, allowing an organization to reach greater levels of production. Employees that are motivated may perform better and contribute to the company’s effort become more efficient, effective, and competitive. The hospitality and tourism business requires employees to work long hours and maintain a laser-like concentration on customer service, thus, keeping employees engaged is deemed essential. It is critical for organizations to understand the factors contribute to workers' long-term motivation to improve employee motivation.  EMPLOYEE MOTIVATION Effective management and leadership are dependent on the ability to motivate others. When employees are not motivated to a ch i eve t h e com pa n y 's goa l s , produ ct i vi t y i n t h e organization suffers. Employees with high positive motivation will be able to enhance their production while employees with strong negative motivation will decrease their output. Motivation is a critical component of effective people management. Motivation is mainly concerned with our personal desire to complete a task that is essential to ourselves. We act as a result of our motivation (desire). When we are motivated, we have an unmet need that we want to meet or because we have a goal that we want to achieve. The term "motivation" is derived from the wor d "motive," which refers to the needs, desires, wants, or urges inside people. It is the process of motivating others to take action to get the desired results. In achieving a professional objective, one of the psychological variables that may inf luence people's behavior is the desire for money. Employee motivation may be def ined as a factor or set of variables that motivate employees to perform their job duties or achieve their career objectives. It's what motivates your behavior. Employer motivation refers to how m uc h p assion, dedic ation, and innovation employees bring to their work. Employee motivation is a top priority for managers regardless of the state of the economy. Theories that differ include those that emphasize either rewards or employee participation (empowerment). How Employee Motivation Works in Hospitality and Tourism Industry  Appeals to our emotions are the most effective way for someone to inspire us to do some action. If someone wants to urge us to take some action, the most they can do is influence us. To be effective, they must be sensitive to our needs, emotions, and objectives. When someone with authority, such as your boss, requests that you do something, you may feel compelled to obey because you recognize that they have authority. Performing their wishes does not imply that you were pleased with your actions, nor does it mean that you want to do such measures at all. Our motivation is the driving force that pushes us to achieve a particular goal by doing specif ic activities. Working without motivation results in a lack of commitment and ef ficiency in one's job performance. When motivated to do their most satisfactory job, a person's real potential is brought out to its fullest extent. This understanding of the term motivation's origins and internal emphasis has particular signif icance follow hospitality managers attempting to persuade their teams to follow their example. Technically speaking, hospitality and tourism managers are unable to inspire their teams as easily as they believe they can. Their team must be motivated by a desire to achieve the goals of their company on their own. Their capacity to inspire their workers as a manager is derived from their ability to establish a positive e working environment to do their jobs. Depending on their motivation, the working environment they build will either appeal favorably to them or be regarded negatively as something that demotivates them. One of the most successful methods for a leader to obtain the cooperation of their team members is to Inf lu ence their motivating requirements favorably. The key to success in this activity is to ensure that corporate objectives are aligned with the individual needs, emotions, and aspirations of team members.  TYPES OF EMPLOYEE MOTIVATION 1. Intrinsic Motivation This is a term used to describe internal staff motivation. When the job itself drives you, you are intrinsically motivated. It is possible that you will love your job if you f ind it rewarding. You're motivated by your job because you like it. These elements include the following: a. Curiosity. Curiosity pushes us to explore and learn for the sole pleasure of learning and mastering. b. Challenge. Being challenged helps, we work at a continuously optimal level work toward meaningful goals. c. Control. This comes from our basic desire to control what happens and make decisions that affect the outcome. d. Recognition. We have an innate need to be appreciated and satisfaction when our efforts are recognized and appreciated by others. e. Cooperation. Cooperating with others satisf ies our need for belonging. We also feel personal satisfaction when we help others and work together to achieve a shared goal. f. Competition. Competition poses a challenge and increases the importance we place on doing well. g. Fantasy. Fantasy involves using mental or virtual images to stimulate your behavior. An example is a virtual game that requires you to answer a question or solve a problem to move to the next level. Some motivation apps use a similar approach. 2. Extrinsic Motivation This motivates an employee to strive toward completing a job or reaching a goal outside of work. They are often used as a kind of punishment or a motivator. Penalties compel employees to take action to avoid the penalty, while incentives encourage them to take action to reap the benefits of the reward. Extrinsic motivation is simple to recall since it is derived from outside inf lu ences. External incentives such as money, fame, grades, and acclaim may motivate people to behave in specific ways. External motivation is different from internal motivation since it comes from outside the person. This kind of inspiration is compelling. 3. Affiliation Motivation It is a desire to build social connections with other individuals. When people with af fil iation motivation are praised for their positive attitudes and cooperation, they work better. There are three fundamental impulses that people have: connection, power, and success, according to psychologist David McClelland. Using affiliation motivation, leaders and organizational psychologists have predicted how well their workers would contribute in the long run. 4. Competence Motivation It is the desire to be excellent at something that allows a person to produce high-quality work consistently. Competence-motivated individuals aim for work mastery, take pleasure in improving and using their problem-solving abilities, and strive to be innovative when faced with various challenges. They gain knowledge through their mistakes. Specialists, such as heart surgeons, would be more motivated if they were allowed to operate on unusual patients. 5. Power Motivation It is the desire to have an impact on others and to alter circumstances. People driven by power have a positive effect on their company and are ready to take risks to accomplish. The desire to impact other people, to inf lu ence their behavior or feelings, is referred to as the power motivation. This broad term encompasses a large family of overlapping ideas such as inf lu ence, inspiration, nur turing, authority, leadership, control, dominance, coercion, and aggressiveness, to name a few examples. 6. Attitude Motivation Attitude motivation refers to how individuals believe and feel about something. It is their self-assurance, their trust in them- selves, and their outlook on life that distinguishes them. It is about how people think about the future and how they respond to the past events that matter. Attitude motivation establishes an attitude that encourages personal development and fulf il lment by altering how individuals think and feel. Humans have a fundamental dif fic ulty in seeing things from other people's viewpoints, which I believe is at the root of the vast majority of interpersonal issues across the globe, whether in relationships, businesses, or countries. 7. Fear Motivation A person is coerced into doing against their will when they are motivated by fear. It is immediate and gets the job done in a short amount of time. When used in the short term, it may be very beneficial. For example, some people believe that fear may be very effective in motivating people to make changes, particularly luring severe danger. Fear and other negative emotions, on the other hand, may have the opposite effect in some situations, particularly when creativity is required. Moreover, many organizations do not consider it their responsibility to control emotional culture in the workplace actively. Why? Due to the common tendency to see emotions as noise, extraneous stuff that gets in the way of the realities of the issue, individuals tend to consider them irrelevant.  IMPORTANCE OF EMPLOYEE MOTIVATION IN QUALITY SERVICE Employee motivation refers to the dedication, enthusiasm, and creativity that any hospitality and tourism employees demonstrate throughout their workday. Maintaining and increasing staff motivation may be a challenge for any hospitality business since not every job will be of interest or excitement to those who must perform it on time and with excellence. As a result, hospitality and tourism companies must strive to discover methods to maintain the levels of motivation of their employees at high levels. An employee with low to be working at a slower pace, devoting motivation levels is likely way from their duties, and perhaps f illing their time by more time away browsing the internet or using their phones to entertain themselves.  Employee motivation is essential at every business level, regardless of whether they are presently at the top of their game or on their way up. When employee motivation begins to wane, revenue and business achievements may suffer as a result. 1. Increased levels of production If employees are encouraged to work more quickly an d e f fe c ti v e l y, th i s w i l l r e s u l t i n i n c r e as e d productivity. This may allow your business to accomplish more and perhaps sell more as a result of this. 2. Increasing the level of creativity In addition to producing more, highly motivated workers are more likely to improve the product or service offered by their employer. Motivated workers will see opportunities for improvement in the product or service they provide and will be driven to make those improvements. 3. Lower level of absenteeism Employees who are motivated are more satisfied with their jobs and have a specif ic objective in mind to which they strive. These workers are less likely to skip work without a valid reason because they believe that doing so would c ause t he m to f al l f ar t he r b e hi nd i n t he i r c are e r development and advancement. 4. Lower level of staff turnover Employees who are motivated are more likely to remain in their positions because they can see the results of their efforts and believe that they are making a lasting impact. Employee turnover may be minimized, resulting in cheaper training and recruiting expenses for the business as a result. 5. Excellent reputation and more robust recruitment As we are all aware, people speak about the things they like and, more importantly, the things they do not like. Employees pleased with their jobs spread the word, resulting in the company gaining a positive reputation as an employer. Because of this, it becomes simpler to attract top-tier talent. THANK YOU!