Application of Maslow’s theory in Tourism industry in enhancing employee motivation
According to the Maslow that human beings have
a hierarchy of needs hence that all humans act in a way which will address
basic needs before moving on to satisfy other o-called higher-level needs.
Motivation is an essential part of any entity as addressing of the needs of
humans. Welfare is one of the energizers in motivation and needs of the
employees should be identified in different perspectives. If the motivation is
lesser in work flow the next best core function in Human resources Management
is Performance appraisal.as it defined as an annual or six months by review of
an employee's overall contributions to the company by his/her manager as an
evaluation of employee's skills, achievements and growth (Boxall and Purcell,2008).
As per International Swedish institute for
public administration,(n.d), To conduct performance evaluation in tourism
industry commonly prepared a standard
format for evaluate all the job positions by including the relevant criteria’s
to be evaluated. And the document should be transferred in to the headquarters
of the company to get the approvals. And the evaluation should be conducted and
the feed backs of the employees and the results of the evaluation should be
carefully reviewed before giving feedback. When evaluating the employees their
training needs should be identified and the areas to be develop with in their
job should be taken in to consideration as such the job-oriented knowledge,
Users of tools and equipment’s, general regulatory frame work of the hotel o
area of working etc. According to Pearson education, (2012), Training needs
should be fulfilled by looking at the training budget of the hotel.as well by
the results of the evaluation employees can be setting some targets to achieve
such as sales targets and business promotional efforts.
By setting these kinds of targets hotels can
aligning the reward management of the company in order to enhance the
motivation of the employees. If the departments of the hotel is achieving its
targets employees can be setting commissions based targets if the reward policy
of the company is agreed (Monitory rewards) as well not monitory reward should
be provided under reward management such as fringe benefits discounts on hotel
amenities. Above practices will help the hotel employees to make job
satisfaction in order to make them motivated and loyal with the hotel.
References
Boxall, P.
and J. Purcell.,(2008).Strategy and Human Resource Management, 2nd edd,
Houndsmills: Palgrave McMillan.
International
Swedish institute for public administration,(n.d), Introduction to HRM.[Pdf] Available at: http://gfsis.org/media/download/cbgl_training/INTRODUCTION_TO_HRM.pdf [Access Date 21st of August 2021]
Pearson
education, (2012).,
strategic Human resources Management.[Pdf] Available at:
https://catalogue.pearsoned.co.uk/assets/hip/gb/hip_gb_pearsonhighered/samplechapter/0273740989.pdf [Access Date 22nd of August 2021]
VMOU.(n.d), Human resources Management.[Pdf]
Available at:
https://online.vmou.ac.in/oldweb/studymaterial/BBA%2008.pdf [Access Date 22nd of August 2021]
Agreed, According to Maslow, when people's basic needs are met, they are more likely to have a motivating purpose in life (Robbins et al 2014). Content theories of job satisfaction are based on Maslow's hierarchy of wants and revolve around employees' requirements and the variables that provide them with a reasonable level of satisfaction (Saif et al., 2012).
ReplyDeleteAs one of the oldest motivational theories, Maslow’s hierarchy of needs have some problems when
ReplyDeletecomes to the application to today’s work place. One of the main practical issue of this theory is not
everyone wants to be a self-actualizing person. As a solution, Denning (2012) suggests that Rutledge’s rewired version of psychological needs seems to be more realistic as it sets of multiple paths, through social connection, to meet the difference psychological needs.
Agreed, Modern motivation is bit away from Maslow’s Hierarchy theory, But, Maslow’s simple motivational tool is important to HRM and improve employee retention & engagement. This theory is useful to understand employees challenging needs ( Employee & consumer Engagement, 2021).
ReplyDeleteAgreed with the argument. The healthy environment is the decent thing but individuals can experience higher level of motivation anytime, anywhere other than these lower-level needs(Flower, 2014). Maslow considered narrow segment of people needs and there is no proper way to measure employee satisfactory level since how satisfied of one level is effected to next level of the hierarchy (Kunchala, 2017).
ReplyDeleteFurther to your arguments, Abraham Maslow was a clinical psychologist who introduced this theory based on personal judgement. According to him if persons raised in an environment in which their desires are not met, they will be unlikely to function as well-adjusted individuals (Kaur, 2013).
ReplyDeleteAdding more to your article, idea of a hierarchical approach to human motivation, proposing several changes to Maslow's original model (Kenrick, 2010).This new model not only connects contemporary psychological developments (e.g., evolutionary and positive psychology), but it also presents a number of broader empirical problems for future investigation.”While the original hierarchy contained five levels, this revised version included seven and revised hierarchy of human motives, building on theoretical and empirical developments at the interface of evolutionary biology, anthropology, and psychology (Kenrick, 2010).
ReplyDeleteYes. Traditional motivation theories focus on specific elements that motivate employees in pursuit of organizational performance. For example, motives and needs theory (Maslow, 1943) states that employees have five level of needs (physiological, safety, social, ego, and self-actualizing), while equity and justice theory states that employees strive for equity between themselves
ReplyDeleteAgreed. Further, Lawrence and Nohria (2002) four drive theory which is based on Maslow (1943) provides greater insight into a organization and employee engagement .
ReplyDeleteAgreed and further to your points, According to (Risambessy et al 2012) Organizations today have realized the importance of motivated and satisfied employees as important contributors towards long term objectives. It has made organizations to cater to the expectations and needs of the employees and could expect the similar response. Motivation also positively influences performance at individual and group level ultimately affecting the organizational performance
ReplyDelete