THE INFLUENCE OF MOTIVATION OF HOSPITALITY WORKERS ON THEIR JOB PERFORMANCE

CHAPTER ONE

INTRODUCTION

1.1. BACKGROUND OF STUDY

Motivation of hospitality workers contributes to a higher quality of human resources and greater job performance in the industry. Motivation in government owned organizations and non government owned organizations is important and needed because it has the power to influence and improve the performance of workers in an affirmative manner (Aarabi et al., 2013). Bateman and Snell (2012) argued that motivation is the strength that invigorates, and guides the work of an individual towards the accomplishment of a task. Hence, motivation is one of the most vital issues and an effective factor on job performance and a necessity for leading the workers towards major goals. Moreover, the main problem facing the industry is the application of suitable motivational factors for enhancing job performance to achieve the main objectives of the hospitality industry (Stella, 2008). The expectations of each approach are different from one organization to another. For classifying and addressing these expectations, the comprehension of motivating employees is required. As a result, the idea of motivation has become a common driving force for the most successful enterprises. Motivation is essential for employee’s performance. It plays a significant function in job performance and other behaviors (Roberts, 2011). The motivation process includes important tools:

1. Enhanced Salary: monetary incentives are important factors in motivational process. Though paying money is not a direct causal element of satisfaction in job, but payment is an external factor which motivates the workers towards their better performance (Akintoye, 2013).

2. Supervision: in addition, supervision can also be a contributor to workers turnover (Buzzle, 2010).

3. Promotion: promotion is an improvement of the recent position. Riketta and Dick (2011) suggested that behaviour of employees in the workplace is related to satisfaction in their careers.

4. Responsibility: responsibility as Medura (2007) stated is one of the most important motivation tools taken by all companies. Responsibility gives more power for decision-making to the workers to execute their given tasks. That intrinsically can motivate the workers to give creative and innovative ideas to the industry.

5. Training: training and development are useful tools to motivate the employees in the companies.

Training enhances the skills and knowledge of employees therefore the performance would be improved (Gomez-Mejia et al., 2007). In addition, training the workers of the industry by providing learning opportunities is a significant motivational factor for job performance (Kress et al., 2010)