...A Critical Review of ‘Park Resort’ Case Study Relating To Motivations of Employees Performance Introduction Motivation in work place is important since it is one of the key roles play in productivity growth, achieving goals and business objectivity (Stanton 1983; Vempati 2013) as well as a sign of successful organization (Huczynski and Buchanan 2013). When employees are highly motivated, they will put more effort on the job and enhance their productivity and the quality of their performance (Chiang and Jang 2008). This work is aimed to critically review the ‘Park Resorts’ case relating to motivation aspect of employee and the management’s insight. Both hotel employees and the management acknowledge the importance of employee motivation (Chiang and Jang 2008). This case presents critical learning points on what motivates and drives employee of Park Resort from various motivation theory, namely McGregor’s Theory X and Theory Y, Maslow’s Pyramids of Needs and Amabile & Kramer’s inner work theory, and how does the company sees the importance of such motivation for its benefit. ‘Park Resort’ Case In order to know what is happening in his business, Andy Edge – Marketing Director of Park Resorts – going undercover for a 10-day period in 2 resorts of the group. During his stay, he was joining cleaning departments. He found that there was different performance of the cleaning staffs at the two resorts. The staffs in the first resort were not enthusiast, complaining their...
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...REVIEW OF RELATED LITERATURE The study focuses on the human factors affecting the high performance of faculty members in university. The subjects provided in this chapter helped in obtaining the objectives of the study. Several studies had proven that there was actually an existing problem on the performance of employees in Cavite State University. An employee must be a communicator, a leader, a role model, and a collaborator. Each individual member of a team should understand exactly what their responsibilities and expectations are, and as their supervisor, an employee should work to help them reach those goals. Some people find performance management to be a difficult role to play. Some people in particular have difficulty when it comes to evaluating performance. But when it’s done well, performance management is about partnership and motivation at work. If it’s done from this perspective, there is nothing to be uncomfortable about. When this perspective is shared with your employees and they learn to see it that way, performance management becomes a powerful tool that helps your team to become more successful. (Tschiesche, 2013) Measuring performance is of great importance to an incentive plan because it communicates the importance of established organizational goals. “What gets measured and rewarded gets attention” (Bohlander et al, 2001). In discipline of human resource management, different writers suggest the following indicators for measuring employee performance...
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...Paper Training, motivation and teamwork improvement: The case of construction firms Amin Akhavan Tabassi*, Mahyuddin Ramli and Abu Hassan Abu Bakar School of Housing, Building and Planning, Universiti Sains Malaysia, Penang, Malaysia. Accepted 15 March, 2011 A powerful human resource development system is a critical strategy for every construction companies, as in the coming years, human capital plays a significant role in order to have a successful organization. Based on a combination of literature research and questionnaire surveys, the study explores the effect of training and motivation in HRD practices on teamwork improvement in construction firms. The research was conducted by sending 50 sets of questionnaires to the nominated contractor firms in Mashhad, Iran. The analysis methods in this research were mainly descriptive and regression analysis and the type of investigation was co-relational study. The research found that the percentage of skilled and unskilled labour in the construction companies, some barriers and solutions of training and motivating workforces and the relationship between training and motivation practices in teamwork improvement. Future research should try to address on how companies can shape the environmental and organizational settings in order to motivate staff and workers for training and development. Key words: Human resource development, training, motivation, teamwork improvement, construction. INTRODUCTION A powerful human resource development...
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...Topic 2-5 The impact of accounting information on ethical behavior has been extensively documented. Many ethical issues are imbedded within and around MCSs. Some critics use ethics arguments to question the basic foundations MCSs and capitalistic economies that empower manager to make economic decisions. However, Macintosh (1994) argues that “accounting and control systems can and do play a critical role in defining the moral constitution of an organization.” Management control systems are a powerful determinant of an individual's behavior (Macintosh 1994; Dirsmith et al. 1997; Pant and Yuthas 1998). These systems are established to motivate employees to implement the strategy of the firm by aligning (使结盟) corporate and individual rewards. However, Horngren (1998) and Merchant (1998) note that many results are often counterproductive (适得其反\事与愿违) (e.g., slack, spend-it-or-lose-it). As organizations become flatter and knowledge is pushed further down into the organization, individuals will become even more responsible for decisions that significantly impact current profitability and future strategy (Johnson 1992; Lancaster 1998). Several of these will have ethical implications. The first issue regards to creating budgetary slack. Creating budget slack can be interpreted to be in contravention (矛盾) of several of the obligations listed under integrity and objectivity in the IMA’s Standards of Ethical conduct. Also, utilitarianism framework proposes that slack creation raises...
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...org/10.4172/scientificreports709 Review Article Open Access Open Access Managing Motivation in a Difficult Economy Emanual M Patelia* Department of Pharmacology, University of Bedfordshire, Luton, LU1 3JU, England, UK Abstract The major purpose of this statement is to find the solution for the employee’s motivation in the crashing economy. This statement considering with the Morgan Moe’s chemist; they had been faced a distress due to negligence of motivational factor with their employees and due to this thing their revenue were declined and that’s the reason they have been facing the serious economic bind. The significance shows that the employees of Morgan-Moe’s were not persuaded with their Protagonists and Accountabilities; due to this thing their employer were leave the organisation on daily basis. In this statement I majorly focus on how management can motivate their employees to generate more and more revenue? I have point out the five principles which you provide me and provide which one is best for the Morgan Moe employees. With the help of this statement student can easily understand how they can motivate the people; because motivation plays a significant role for every type of matter. Keywords: Protagonists; Morgan-Moe’s; Significance; Motivational factor Introduction The technique that metaphors for an individual strong point, course and determination of attempt in the way to achieve a impartial. Motivation may be derivative in an easy term with...
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...present difficulties and to improve their future performance. Employees will be less anxious about criticism, and more likely to find it useful, when the belief is that the appraiser's intentions are helpful and constructive. In contrast, other studies have reported that "destructive criticism" - which is vague, ill- informed, unfair or harshly presented - will lead to problems such as anger, resentment, tension and workplace conflict, as well as increased resistance to improvement, denial of problems, and poorer performance. Set Performance Goals It has been shown in numerous studies that goal-setting is an important element in employee motivation. Goals can stimulate employee effort, focus attention, increase persistence, and encourage employees to find new and better ways to work. The useful of goals as a stimulus to human motivation is one of the best supported theories in management. It is also quite clear that goals which are "...specific, difficult and accepted by employees will lead to higher levels of performance than easy, vague goals (such as do your best) or no goals at all." Appraiser Credibility It is...
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...The Effects of a Well-Designed Compensation and Benefits Plan on Employee Behavior The Effects of a Well-Designed Compensation and Benefits Plan on Employee Behavior Compensation can be defined as “all forms of financial returns and tangible services and benefits employees receive as part of an employment relationship” whether directly (compensation) or indirectly (benefits) (Katz, 2012). A strong and competitive compensation and benefits package is a powerful instrument for attracting and retaining the best talent. The development of a flexible compensation and benefits plan has an impact on employee retention and recruiting activities. The goal is to design the compensation and benefits package to attract qualified and talented applicants, as well as retain the current employees that are important and bring value to the organization. Reducing Turnover with a Compensation Strategy HR Function. HR serves in a consultative capacity to the managers and leaders of the organization and is responsible for the implementation of activities or policies in staffing, recruitment, data analysis, reward and recognition, and advising with regard to federal law compliance (Pophal, 2010). The human resource function “serves to align the wants and needs of the employee with the wants and needs of the employer” (Rothwell, Prescott, and Taylor, 2008). Recruitment and retention should be the main focus of HR and if not effectively managed can prove to be a huge risk to the organization...
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... TABLE OF CONTENTS 1. Executive Summary 2. Introduction 3. Literature Review 4. Critical Analysis 5. Finding and Recommendation 6. Conclusion 7. Bibliography 8. Appendixes Executive Summary This report provides an analysis and evaluation of the current and prospective Human resource practices of Make My Trip Pvt. Ltd. In the case of this paper, the data has been collected through Qualitative analysis, which involved interviews with Head HR, Rohit Hasteer; Deputy Manager, Ravi Mishra, and Senior Travel Coordinator, Siddarth Shankar Deb. The paper also employs unobtrusive methods which include Content analysis of company website and life histories. In order to effectively analyse the Human resource strategies an obtrusive and unobtrusive research method has been adopted. Results of data analyzed show that the Human resource practice adopted is effective however they do have minor floss. In particular, Orientation program, Performance appraisal, Benefit plan and Job Evaluation method is poor in the areas HR management. The report finds the prospects of the company in its current position are positive but the few areas of weakness require upgradation of practice and remedial action by management. Recommendation discussion includes introduction of new practices and new changes like: • After Recruitment and selection process there should be an Orientation...
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...planning factors. 2 External planning factors. 3 P2 3 M1 5 P3, M2, D1 6 ASDAS methods of motivation 6 FINACIAL MOTIVATION 6 NON-FINACIAL MOTIVATION 6 Empowerment 6 Enrichment 7 Team work 7 Profit related pay/bonus’ 7 PROMOTION 7 IMPROVEMENTS TO MOTIVATION 8 STAFF FORUMS 8 Fringe benefits 9 P4 9 P5, M3 12 Employee Performance 13 D2 17 Improve relationship with staff and managers. 17 Enable manager to identify a weakness that they can rectify 17 Measuring underperforming workers 18 Promotions of staff 18 Introduction. Within this unit, I will be describing the internal and external factors to consider when planning the human resource requirements of an organisation, describe how the skills that employees require to carry out jobs in an organisation are identified. I will also be outlining how an organisation motivate its employees. Then explaining how organisations obtain the cooperation of their employees, how employee performance is measured and managed, why human resource planning is important to an organisation. I will need be comparing the use of motivation theories in an organisation, and explaining how the results from measuring and managing performance inform employee development. Finally, suggesting, with justification, ways of improving motivation in an organisational setting and assess the importance of measuring and managing employee performance at work. P1 In this section, I will be describing the internal and external...
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...their sustainability for a longer period in the dynamic business environment. Therefore, the retention of employees has become of paramount importance and a critical issue for an organization as there is extensive evidence regardless the team facing conservation challenges in today competitive labor market during the extreme economic downturn. The success and failure of every organization depend on the quality of people found in the body. During the last few decades, lots of research has been taking place to know the factors involved which can ensure their long time success in this competitive business field. Most of the researchers are concerned about human resources management, particularly in the employee retention which is the best hands ensures improved sales, customer satisfaction and can maintain balanced relationship between staff and management to generate overall growth of the organization. Recent research reveals that labor turnover rate has increased alarming rate over the last decade at 1.3% per months by Ramlall (2004) and even if, when unemployment rate is high, more 86% of employers were facing severe challenges to attract employees and more than 58% organization were failing to retain their employees by Hale (1998 cited in Ramlall, 2004) The factors of reward management have a great correlation with employee retention. Compensation management is a term related to factors that can satisfy and motivate the employees to deploy themselves towards an organization to...
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...Development System Michelle De Silva May 13, 2013 University of Phoenix Training and Career Development System 2 ABSTRACT A topic that is relevant to almost all organizations is work motivation. All employees in every organization are a common research area in I/O psychology. There are two types of motivation that have emerged in recent years are the driven to work and enjoyment of work motives based on the vast motivation literature. The driven to work motive is based on the feeling that a person should work (they feel compelled to), while the enjoyment of work motive emphasizes intrinsic motivation and personal enjoyment of the work itself. Training and Career Development System 3 Training & Career Development System I. Introduction ……………………………………………..pg 4-6 II. Purpose for training ……………………………………..pg 6-7 A. Ability to attract employees …………………………pg 7-9 B. Recognize, Reinforce & Reward C. Skills Development D. Enhancing performance motivation E. Assessment phase ……………………………………pg 10-11 1. Readiness for training 2. Skill orientation 3. Planning III. Model of Motivation ……………………………………pg 11-13 1. Expectancy Theory 2. Organizational Justice V. Conclusion Training and Career Development System ...
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...etymology of "business" stems from the idea of being busy, and implies socially valuable and rewarding work. Business can refer to a particular organization or, more generally, to an entire market sector, e.g. "the music business". Compound forms such as agribusiness represent subsets of the word's broader meaning, which encompasses all activity by suppliers of goods and services. cognition and Motivation Important for High Performing Employees TooEmployee engagement isn’t just about the low performers. In the TLNT article, “3 Tips on How to Best Engage a High Performer” we re given some insights into the need to keep high performers involved and motivated. High performers also need a connection to the purpose of the work they perform for their organization. As the article shares: In fact, a 2013 Leadership IQ study found that in almost half of organizations middle and low performers are actually more engaged than high performers. This was based on key findings that showed high performers’ efforts largely going unrecognized while low performers reaped the benefits of constant motivation and recognition from their managers. The article offers some useful reminders about the need to not take these high performers for granted Recognition is key to keeping these gems motivated. Accountability is important. Low performers who are not held accountable because the slack is picked up by your better performers is a quick way...
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...ISSN: 2247-6172; ISSN-L: 2247-6172 Review of Applied Socio- Economic Research (Volume 5, Issue 1/ 2013 ), pp. 53 URL: http://www.reaser.eu e-mail: editors@reaser.eu Employee motivation and organizational performance Ovidiu-Iliuta Dobre 1+ 1 The Bucharest University of Economic Studies Abstract. The majority of organizations are competing to survive in this volatile and fierce market environment. Motivation and performance of the employees are essential tools for the success of any organization in the long run. On the one hand, measuring performance is critical to organization’s management, as it highlights the evolution and achievement of the organization. On the other hand, there is a positive relationship between employee motivation and organizational effectiveness, reflected in numerous studies. This paper aims to analyze the drivers of employee motivation to high levels of organizational performance. The literature shows that factors such as empowerment and recognition increase employee motivation. If the empowerment and recognition of employees is increased, their motivation to work will also improve, as well as their accomplishments and the organizational performance. Nevertheless, employee dissatisfactions caused by monotonous jobs and pressure from clients, might weaken the organizational performance. Therefore, jobs absenteeism rates may increase and employees might leave the organization to joint competitors that offer better work conditions...
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...title | Pearson BTEC Level 5 HND Diploma in Business (QCF) | Unit 47: Employability Skills Level 5 | Student name and ID number | Assessor name | | | Date issued | Completion date | Submitted on | 25thJanuary 2016 | | | Internal Verifier | | Assignment title | Training and Development- GE | InstructionsAbbreviation | * An electronic copy of your assessment must be fully uploaded by the deadline date and time. * You must submit one single PDF or MS Office Word document. Any relevant images or screenshots must be included within the same MS Office Word or PDF document. * The last version you upload will be the one that is marked. Your paper will be marked if you have indicated this as your final submission. * Review the mitigating circumstances policy for information relating to extensions. * The file size must not exceed 20MB. * Answer the criteria in order, clearly indicating the pass criteria number. * Ensure that all work has been proof-read and checked prior to submission. * Ensure that the layout of your documents are in a professional format with font style Arial, font size 12 for the text, font 14 for sub heading and font 16 for main heading, line spacing 1.5 and justified. * Use the Harvard referencing system; otherwise it will be considered as plagiarised work. * Ensure that you back-up your work regularly and apply version control to your documents. * Ensure that any file you upload is virus-free, not corrupted and not protected...
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...micro-management tasks which were driven irresponsibly. The actions resulted which contribute to the detriment the employee morale and high employee turnover. The primary concern is, how does one challenge an entrenched management to create a positive environment to a means that is or will be conducive to all. Analysis For a business model to work it must have installed a powerful yet engaging plan and that is “total quality management”, or TQM. The leadership must be very clear in its mission to achieve TQM. “Total Quality Management (TQM) today is a potent amalgam of many highly effective technical as well as behavioral improvement strategies and techniques. As such, it has evolved into one of the most powerful opportunities for effective planned change ever to take root in organizations”. Myers, (1993). Many programs may have this form of management. Unfortunately it will not produce as anticipated the way one would want. As stated by Capezo (1995), “Developing a plan for sustained commitment is critical to the success of TQM”. However, once TQM becomes functional the organization is able to take on the essential management style mentioned in an earlier statement, i.e. bully style, micromanagement, etc. As indicated, management has elements of bully style approaches, micro-management, coupled with low employee morale, and high employee turnover are reference points to process improvement. Bully management style approach even though appears as being broad...
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