Motivation Theories

Keys to achieving a high level of hospitality comes from the employees because they are the ones who deliver services to the guests. There are many different level of enthusiasm from every employees and guests alike but hospitality should never suffer. Front office managers must learn what motivates the employees and implement training programs to achieve the level of hospitality services the property demands.

Each employee are individuals with different needs, wants and desires personal or at work. What motivates one employee may not motivate the others. Because of this, there are different motivational theories available. Front office manager should take time to get to know each employee to figure out what motivational theory is necessary to apply for that specific employee.

Motivation is described as understanding employee needs and desires and developing a framework for meeting them (Bardi, 2007). Having both motivated, enthusiastic employees and unenthusiastic, obstinate employees, one theory will not work for everyone. A successful manager takes into account each and every employee’s individual needs to create a training strategy based on their needs. This is the Mayo theory of motivation recognizing the individuality of each employee (Bardi, 2007).

Employees that is already motivated and enthusiastic obviously will not need as much attention as those that are not. But these employees will need continued encouragement and support from the manager’s to keep up the level of enthusiasm. In this situation, Herzberg’s theory of motivation with the hygiene factor would be appropriate. This theory incorporates positive job attitude for achievement, responsibility, personal growth, recognition and advancement (Bardi, 2007).

With the unenthusiastic and obstinate employees, a different approach is necessary. McGregor’s theory X