RESEARCH IN BRIEF
Literature review and findings
In hospitality management, Wood (1994, p. 144) contends that “theories of motivation have had little application to the industry”. Despite the subjectivity of the matter or the Motivation Responsibility The first factor under motivation aimed at establishing personal characteristics (age, education, nationality), in contrast with responsibility requirements of the job, as measurement for overall responsibility and motivation. It also aimed at establishing if there was any correlation between accommodation and its influence on employees’ approach to work objectives
Work The second motivator aimed at clarifying if job content was a motivating factor per se. It also aimed at elucidating whether employees’ jobs preferences justified commitment to achievement of organizational goals. Last, it sought to explain if job variety (multi-tasking) contributed to or justified motivation to work Achievement The third factor would indicate if advancement of task capability and task achievement were enough evidence of motivation, if and how challenging employees found their work and what aspects of their work they found challenging. It also aimed at clarifying if reasons for doing the job were related to objectives outside work environment, that is, to personal reasons Recognition The fourth factor aimed at exploring recognition given by and perceived from
the company and from colleagues and its effect on motivation Advancement The last motivational factor dealt with length of employment and other career advancements factors, such as career moves and progression, in search for evidence of professional growth. It also approached personal growth as a motivator in the workplace
Literature review and findings
In hospitality management, Wood (1994, p. 144) contends that “theories of motivation have had little application to the industry”. Despite the subjectivity of the matter or the Motivation Responsibility The first factor under motivation aimed at establishing personal characteristics (age, education, nationality), in contrast with responsibility requirements of the job, as measurement for overall responsibility and motivation. It also aimed at establishing if there was any correlation between accommodation and its influence on employees’ approach to work objectives
Work The second motivator aimed at clarifying if job content was a motivating factor per se. It also aimed at elucidating whether employees’ jobs preferences justified commitment to achievement of organizational goals. Last, it sought to explain if job variety (multi-tasking) contributed to or justified motivation to work Achievement The third factor would indicate if advancement of task capability and task achievement were enough evidence of motivation, if and how challenging employees found their work and what aspects of their work they found challenging. It also aimed at clarifying if reasons for doing the job were related to objectives outside work environment, that is, to personal reasons Recognition The fourth factor aimed at exploring recognition given by and perceived from
the company and from colleagues and its effect on motivation Advancement The last motivational factor dealt with length of employment and other career advancements factors, such as career moves and progression, in search for evidence of professional growth. It also approached personal growth as a motivator in the workplace
Understanding the workforce: the key to success in a youth hostel in Scotland Jeff Papis
The English Studio, London, UK
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