The previous few ages have been characterised by a radical change in general management perceptions about the importance of the work force in achievement of strategic aims of business organisations.
Management experts agree that in situations where competitors have similar financial resources and organisational infrastructures, competitive edge may be accomplished only through well trained and intensely motivated employee forces.
The hotel industry is continuing to grow remarkably within the last two decades. With all the industry increasing exponentially, capacity builds ups in business and tourism centres have created tremendous competition in all its sections. Whilst hotel professionals strive to provide good physical facilities with their clients, it is generally accepted that superiority in service quality is best achieved through the efforts of employees to meet customer needs.
Motivating employees is thus seen to be a critical job of hotel managers. The dissertation project aims to verify the importance of motivating employees in the hotel industry for the accomplishment of competitive advantage and the best possible methods to do so.
The previous few ages, especially the period that commenced from the 1970s, have been characterised by radical changes in management perceptions about the value of the work force in achieving the strategic objectives of business organisations.
Whilst traditional management theory treated workers, along with capital, land and machinery, as one among the four important inputs of business enterprises, current management thought and practice, affected on one hand by the viewpoints of experts like Drucker, Porter, Maslow and McGregor, and on the other by significantly modified business conditions, understand employees to be critical to organisational success and progress.
Contemporary innovations like globalisation, financial liberalisation, the deconstruction of trade and physical barriers, technological innovations, the get spread around of the internet, instantaneous communication technology, cheaper travel costs and the emergence of China and India as economic power properties have made the earth intensely competitive and diminished the superiority of Traditional western business organisations. Management industry experts agree that in financial scenarios where rivals have the same sort of money and organisational infrastructures, competitive advantage is principally achieved through well trained and intensely motivated employee pushes.
The hotel industry has grown remarkably in the last two decades. Globalisation along with higher discretionary incomes in the populations of advanced and producing countries, cheaper travel, available borders and the beginning of numerous business and holidaymakers destinations have resulted in substantial increases in business travel and home and international tourism and created extensive opportunities for hotels.
Aims and Objectives
With the hotel industry extending exponentially, capacity creates ups running a business and tourism centres have created enormous competition in all industries of the hotel industry. Being service oriented in dynamics, hotels work at achievement of service quality and improvement of customer satisfaction for achievements of competitive advantage.
Whilst hotel ownerships strive to provide good physical facilities with their clients, it is greatly accepted that brilliance in service quality is most beneficial achieved through the initiatives of employees to meet customer needs Motivating employees is thus seen to be always a critical job of hotel managements.
This proposal aims to research the contribution of employees in success of success and competitive gain in the hotel industry, the importance of motivation in improving worker performance, and the role of managers in motivating employees to improve their performance and dedication.
Its objectives are elaborated the following:
To look at the methods in which employees can add to the service quality, efficiency, profitability and competitive advantage of the hotel industry.
To verify the impact of inspiration on the performance of hotel employees.
To examine and examine the various means of motivating employees.
To take a look at the roles of professionals in motivating hotel employees.
2. Literature Review
Human learning resource management theory has modified radically within the last few years. Whilst traditional HR theory was inspired and shaped by methodical management principles embodied in the techniques of Henry Ford and Fredrick Taylor for improvement of staff member output, the post Second World War period saw the emergence of behavioural experts and psychologists like Maslow, McGregor, Herzberg and Vroom, who discarded Fordist and Taylorist key points and emphasised that employee performance could be far better enhanced by achieving the various needs of employees, training and developing them and empowering them to do their work to the best of their ability.
Experts like Maslow and Herzberg stress that staff member motivation is crucial to worker performance and organisational managements need to encourage members of their work force in carefully considered, well designed and deliberately implemented ways. Maslows theory of needs, McGregors exposition of theory X and theory Y, Herzbergs detailing of health and motivating factors, and Vrooms work on motivating employees package with the many needs of personnel and exactly how they can best be encouraged by organisational managements.
Extant HR theory also places great pressure on the need of professionals to know methods of motivation and utilize them appropriately in the work place. The evolution of human resources as a management self-discipline has been characterised by numerous academics and research focus on the best possible ways of motivating employees.
Employees are seen as key inputs in the hotel industry & most well known hotel chains just like the Marriot, The Mandarin Orient as well as the Ritz Carlton are known to have very carefully considered and well integrated worker performance improvement programmes. Motivation plays a key role in such programmes and is an integral responsibility of hotel professionals.
The Ritz Carlton, really the only two time success of the famous Malcolm Baldridge honours for quality, may have an excellent staff training, development and motivation programme. Employees at the Ritz Carlton are motivated through a intricate system of insurance policies and steps that offer with remuneration, training, participation, responsibility allocation, worker respect and empowerment.
Employee motivation and the obligations of professionals in motivating employees are key areas of concentration in hotel management theory.
3. Research Methodology
Research Hypotheses
The aims and targets of the project, combined with the information obtained during the course of overview of available literature, lead to the next research hypotheses:
Hypothesis 1: Employees are critical for the success of service quality, success and competitive benefit in the hotel industry
Hypothesis 2: Staff motivation causes improvement in worker performance
Hypothesis 3: Managers can stimulate hotel employees in a variety of ways.
Research Methods
The choice and adoption of appropriate research methods for projects are essentially chose by the nature of the job and the resources available with the researcher. With there being two basic methods of social research, specifically the quantitative and qualitative techniques, the decision of a proper way for this assignment will be designed by the study hypotheses elaborated above.
The research hypotheses essentially package with issues and questions that are how, why and what in aspect, and are thus best tackled by use of interpretative qualitative methods, somewhat than through examination of the results of amount based quantitative studies.
Information for the project will be obtained from primary and secondary sources. Primary information options are those that provide information immediately from people and organisations who form the main topic of research, whereas extra information is obtained from resources created by people, (e. g. creators, researchers, or multimedia publications), who are unconnected with the study subject.
It is suggested to use both key and secondary resources for this research project. Whilst considerable information from supplementary sources on individuals source of information management, motivational theory, service quality, managerial responsibility and the responsibilities and methods of managers for motivating employees comes in the public domain, primary information can be obtained through research of hotel websites and interviews of men and women associated with the research subject. Along with the hospitality industry now a globally important industry, a number of academic magazines and research studies are available on different aspects of hotel management. The analysis of such resources will allow the researcher to acquire accurate and extensive information on the subject under review.
The methodology requires the collection of primary and secondary data from the sources elaborated previously, the qualitative interpretation of obtained information, and its detailed analysis for the purpose of evaluating the validity of the hypothesis.
Ethics
Care will be taken to ensure that ethical requirements regarding the conduct of research projects are used, especially in regards to to cover of the privileges and confidentiality of most important respondents. Adequate health care will be taken to ensure that appropriate credit is directed at all information resources.
Constraints and Limitations
The research will be limited by the amount of primary and extra information seen by the researcher, as well as the quantity of assistance provided by the primary respondents from the hotel industry.
It is envisaged that obtaining consultations with hotel managers may be considered a difficult task and may delay the gathering of information and data. The researcher plans to start taking appointments with managers in the hotel industry at the earliest in order to maintain the research routine.
4. Timeline
The research is expected to take half a year to complete. The timeline of the project is provided below.
Function
Month
1
Month
2
Month
3
Month
4
Month
5
Month
6
Determining of Supplementary Information Sources
*
Study of Extra Information Sources
*
*
*
Determination of Main Information Sources
*
*
Study of Primary Information Sources
*
Fixing of Consultations with Principal Respondents
*
*
Conducting of Interviews
*
Collation of Extra Information
*
Compilation of Literature Review
*
*
Compilation of Most important Information
*
Collation of Data
*
Data Examination and Interpretation
*
Preparation of Bad Draft of Dissertation
*
Discussion with Tutor
*
Preparation of Last Dissertation
