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本篇英文论文代写-员工的管理讨论了考虑到市场的金融不稳定性和事件的动态性,这些公司不可能提供就业保障。但是,单个酒店的管理者可以利用马斯洛理论的许多增长需求或赫茨伯格理论的激励因素来阻止员工保证生产力。下面将描述一些技术。本篇英文论文代写文章由美国第一论文 Assignment First辅导网整理,供大家参考阅读。

Application of the Theory

It has been found that the company has some issues with the security needs. This is the second level of Maslow’s hierarchy of needs and considered to be a hygiene factor for the employees. The company has been able to provide the employees with the basic requirements of lodging and foods. Hence the basic needs have been satisfied. Nevertheless, the second level in contention is the job security.

Given the financial insecurities of the markets and the dynamic nature of the events, it is not possible for the companies to offer job security. But the managers of the individual hotels can utilize a number of growth needs of Maslow theory or the motivating factors of the Hertzberg theory to keep the employees from ensuring productivity. Some of the techniques are described below.

In the hotel industry, some of the tasks of the industry is found to be very mundane and simply boring. This leads to the people feeling bored in their jobs. The managers need to make the employees give incentives about their performance and convince the people that these jobs are integral to the business. They need to make the employee feel that these meaningless tasks can be an important precursor for growth. These boring jobs can be rotated among the staff to make all the employees to escape the routine.

Some of the parts of the job can be difficult. Meeting the demands of the consumer can be a difficult process. In this the people need to understand the situation and find innovative ways to meet consumer expectation. These should be rewarded by the managers. For example, in the case of front desk management, the employee is made to document all the request of the consumers (Dev, 2014). If this work is considered to be boring by the employees, there should be shifts taken by the employees to ensure that this work is done and at the same time the employees are also not bored.

In an effort to maintain the consumer requirements, the managers have been found to micromanage many of the activities. This can be turned into a personal accountability process. This increase in accountability will factor in for the growth needs and act as intrinsic motivational factors for the company. The managers can post the employee of the week in the wall and make the services of the employee known to all. There can be rewards initiated in the form of financial compensation for the employee and higher bonuses (Dev, 2014).

The company currently has an employee portal to listen to the view and feedback. Apart from a formalized process, there should be more dialogue between the managers and the employees to innovatively improve the service marketing aspect of the company (Goetsch & Davis, 2014)).

Based on the productivity of the employees, they should be given additional authority and proper compensation for the work (Dev, 2014). This would all act towards the growth needs of the employees.

The managers should assign works based on the expertise of the employees. These could be the aspects that the employee has learnt in the job.

There should be motivational training and workshops that should be created for the managers and their employees respectively. This would lead towards the overall growth of all the stakeholders involved.

The employees of the company should provide service and be a part of the value creation in the job. They should be motivated and fundamentally happy to serve the customers. For this the managers should be made to align the goals of the employees with the shared vision of the company.

Most importantly, there should be open dialogue and effective communication between the employees and the individual managers to voice their opinion and feedback.

By these processes, the motivation and the morale of the employees can be improved. This is a process of growth that can be followed by the company.

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