Motivational Techniques

Motivationals methods in Switzerland MOTIVATIONAL METHODS THAT ARE MOST EFFECTIVE IN EMPLOYEE MOTIVATION Robert Gordon University Business and Hotel trouble School BA Hotel and Hospitality Management Course BS 3149 Research Methods for Business Students Module coordinator Ms heather Robinson Submission date 9th April 2013 Student ID No. 1219453 Word Count 2008 1. result Motivational methods that argon most effective in hospitality employee motive 2. QUESTION What argon the most successful methods to remind restaurant employees in Switzerland? . ARTICLES ANKLI, R. E. , PALLIAM, R. , (2012). Enabling a prodd clipforce exploring the sources of motivation. Development and Learning in Organizations, 26(2), pp. 7 10 BASSETT-JONES, N. , LLOYD, G. C. , (2005). Does Herzbergs motivation theory control staying power?. ledger of Management Development, 24(10), pp. 929 943 ESKILDSEN, J. K. , KRISTENSEN, K. , and WESTLUND, A. H. , (2004). Work motivation and business organisation sa tisfaction in the Nordic countries. Employee Relations, 26(2), pp. 122 136 LEE-ROSS, D. , (2005).Perceived job characteristics and internal melt motivation An exploratory cross-cultural abbreviation of the motivational antecedents of hotel workers in Mauritius and Australia. Journal of Management Development, 24(3), 253 266. STAMOV-ROSSNAGEL, C. , and HERTEL, G. , (2010). Older workers motivation against the invention of gen sequencel decline. Management Decision, 48(6), 894 906. WHEELER, A. R. , BUCKLEY, M. R. , (2001). Examining the motivation process of ephemeral employees A holistic model and research framework.Journal of Managerial Psychology, 16(5), pp. 339 354. OTHER SOURCES HERZBERG, F. , MAUSNER, B. , and SNYDERMAN, B. B. , 1959. Motivation to work. New York work Publishers. 4. RATIONALE The research worker believes that the topic selected is truly significant for the restaurant and hospitality industry today and plays a key role in maximise profit as motivation the workforce would further help in better service, food quality and even ability to retain customers up to a certain degree.According to Stamov-Rossnagel and Hertel (2010), the motivational factors depends on quite a grand range of possibilities, however integrity of them admit the work environment, peers and the need to compete with the attainments of another worker in the same entity. These workers argon motivated when they sacrifice the proper equipment desired for performing a specific task and be regularly updated with the latest equipment which would aid them in their tasks at work.When these workers step that they be macrocosm monitored and are cared for by providing the equipment, proper working conditions, they inevitably determine the urge to perform better and are motivated. However, occasionally, the range of tasks in a job whitethorn not be as motivating as the particular task that the worker is interested in. Monitoring these tasks which motivate a worker should be specifically assigned to them to im set up productivity. Managers should limit and negate the use of any sort of cultural or ethical backcloth about an employee while trying to judge the work or motivating him (Lee-Ross, 2005).Various western companies observed and put ond the approach of participative leadership and style of work which involved the decisions and views of every worker, which would indirectly rise their esteem and motivate them. obligingness and responsibility are two highly important motivators. Individuals in like manner have personal goals and if they are similar to those of the enterprise, then motivation is a very simple process. However, identifying the aims and goals of employees is mandatory to link it in a way to that of the musical arrangement and excel in revenues and market productivity.These individuals could bring up several in advance(p) proficiencys and ideas, especially when they are at the prime of motivation level. Hence, the goals and aims of individuals matter more often than not in an enterprise for it to accelerate in the market. Temporary employees are a very common trend in todays era where enormous multinational and private companies employee them specifically for reducing cost and organism adequate to manipulate the schedule of the part judgment of conviction or temporary employees (Wheeler and Buckley, 2001).However, many private companies employee temporary employees and are expecting them to be motivated for the job. The right time workers as well lose interest in explaining the part time workers about the work flow and the importance of following a taxonomic approach to every method and hence, the temporary workers do not feel the urge to perform better and accelerate in their position. The temporary workers are kept apart from the important decisions being taken in the disposal and are isolated, especially in MNCs such as McDonalds Burger King and other various different fast food restaura nts.However, this also implies to certain other casual restaurants which employs interns and other part time workers who as well are not motivated enough to put their efforts into the enterprise. The tec explored the literature and identified the following few advantages of motivating people 1. Creates an gung ho workforce 2. Enables the opportunity to resolve any confrontation within proceedings and boost staff morale 3. Increases revenue of the restaurant . Eliminates the necessity of observe staff According to Eskildsen, Kristensen, and Westlund, (2004) women are more pleasant than men regarding job satisfaction, employees with higher level of education need not necessarily be more satisfied, except at time could even result to be the contrary. However, education level does not have an impact on inherent factors, whereas managerial positioned workers are more satisfied with their jobs.The Herzberg theory states that the motivational factors are divided into two main parts, the basic known as the hygiene factors which are link up to salary, working conditions and team work while the last mentioned is related to motivational means (Bas investt-Jones and Lloyd, 2005). Motivational means are establish solely on 3 major factors, ability to exercise, opportunity to practice and feedback to self. These are explained in the book by Herzberg, Mausner and Snyderman (1959) which describe the hygiene factors offered by the employer simply as KITA or kick in the ass, which does not motivate one but rather threatens them to work harder in a way.If one possess the ability to perform or has a skill such as communication, service, cooking etc. he/she depart be aiming to earn better goals in life. However, if the person does not have the equipment and other necessity means to practice his skills, he pass on not be able to perform to the exceed and would not be motivated. This later includes a feedback, which may not always come from a higher authority but even from self helps. These are the 3 basic necessities for motivation and is related to every industry. 5. AIMS The aim of this research paper is to analyse the best method(s) for motivating restaurant employees in Switzerland. . OBJECTIVES To review past and current methods of employee motivation To figure the difference between employee motivation methods in different restaurants in Switzerland To gauge the most apply methods applied by employers and their effectiveness 7. METHODOLOGY The researcher was enthusiastic about collecting primary data and is looking frontward to setup a network for communicating between several restaurants in Switzerland regarding the motivational techniques widely used within the restaurant for backing up employees for further work.The research philosophy surfaced as realism as the methods and techniques are applicable in the practical life and need to be reviewed one time again for a more clear vision. Deductive approach was the best suited style fo r this kind of research where the researcher evaluated different concepts and theories set ahead of him by different philosophers and psychologists studying the area of motivation of employees in any type of an industry and a mixture of both soft and quantitative analysis were both necessary in such a project.Qualitative analysis hung on the literature and journal articles and will also include the surveys spread throughout certain restaurants in Switzerland, and the researcher would later wonder and question the owner of a famous Indian restaurant in Zurich, Switzerland which is known for motivating its employees to a very high degree and change them to monitor and manage a restaurant solo.The researcher will careen a questionnaire amongst 30 different employees of several restaurants in Luzern and in Zurich and also to 3-5 different restaurant managers for feedback regarding the motivational methods and techniques abundant in the vicinity. The sampling technique is non-probabi lity, purposive method and focuses on only a niche of the population. cipher the results from both the employer and employee would enlarge the scope of research and present forward a more ransparent knowledge of motivational means applied. The Fredrick Herzberg theory of motivational and strong factors are quite relevant to this focus topic and go die in hand with the ideas of the researcher. The practical world believes in money being a very heavy motivator and as well as job security, working conditions and benefits. The researcher claims it to be false and would like to prove it on paper. 8. DRAFT QUESTIONS My name is Ankit Sharma and I am a learner of Business and Hotel Management School in Luzern, Switzerland.This research survey will give me concrete evidence towards my project, What are the most successful methods to motivate restaurant employees in Switzerland and aid me in my Research and Methodology class. The questions will be regarding the factors that will motivate the employees in a restaurant orientated job and the answers will be kept anonymous and confidential and used only for research purposes. Questionnaire 1 What are the factors that motivate you to work? take in Age SexNationality American African European Asian other 1) From a scale of 1 to 4, 1 being very satisfied, how satisfied are you with your job? a. 1 b. 2 c. 3 d. 4 2) What is the first feature you look at when accepting a job? a. profit b. Work hours c. Type of job d. Location 3) Your average unremarkable work hours ranges from a. 6-7 b. 7-8 c. 8-10 d. 10+ 4) Which of the following factors motivate you? a. Money b. Special benefits c. New challenges daily d. Job security 5) What is your average monthly income? a.