Nh Employee Motivation

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1. Introduction

It has been considered to study and analyze the employee motivation techniques implemented by the NH hotels chain as it is a business that is continuously expanding in more than 23 countries with 22, 000 employees and with the intention of generating 8,000 jobs by 2009 (Cited on: Todos los empleados, 2008). Having people from different nationalities and cultures working for the same purpose of satisfying each guest is not an easy task as not all employees find themselves fully motivated to work as the hotel will expect, for that reason, different reasons and incentives for a high quality work performance will be exposed in this paper. The expectancy was considered necessary to explain due to the fact that it provides to managers different guidelines for motivating employees (Cited on: Guerrier, 1999 p. 117). This theory will be seen related in many real life situations as it is the case of the NH Hotels.

2.What is a Motivation?

Robbins and Judge (2007) explain that motivation is “the process that account for an individual’s intensity, direction and persistence of effort toward attaining a goal” (Robbins and Judge, 2007 p.186). However, this process has to be worked between the managers or supervisor of the business and its employees as the manager or supervisor is in charge of studying methods of encouraging employees to work hard and efficiently on a constant basis (Cited on: Guerrier, 1999 p. 100). In addition, many motivation theories were developed during the 1950s; such as Maslow’s Hierarchy of Needs, Theories X and Y and the two factor theory but those would not be examined here as their validity has been questionable (Cited on: Robbins and Judge, 2007 p.186). On the other hand, the Expectancy theory will be carefully studied in order to understand why managers should focus more on providing to its employees reasons for putting effort into their work and therefore generate good work performance that could lead to rewards that are equitable and valued so that as an ultimate goal, there exists job satisfaction (Cited on: Guerrier, 1999 p. 117). With the use of this theory, it will be possible to determine whether employees in the hotel business perform efficiently under this type of motivation.

2.1Expectancy Theory
Victor Vroom’s expectancy theory is nowadays one of the “most widely accepted explanations of motivation” (Robbins and Judge, 2007 p.208) as it has been proven, has supportive evidence and focuses on the fact that there is no universal theories or principles for explaining what motivates each person (Cited on: Robbins and Judge, 2007, p. 210). The theory highlights that employees will be highly motivated to put all their effort when they believe that effort will lead to a good work performance, and therefore they will receive rewards by the organization, which will lead to the satisfaction of the personal goals that the employee has (Cited on: Robbins and Judge, 2007, p. 208). The 12 Manage describes the theory as the way how employee’s performance is based on those individual factors that are known to be; abilities, experience, skills, knowledge and personality (Cited on: 12 Manage, 2008). The expectancy theory emphasizes on three different relationships in order to explain it. The first one is called Effort- performance relationship, which focuses on the probability that an individual can perceive that if one puts a specific amount of effort into their job, this will lead to a good performance (Cited on: Robbins and Judge, 2007, p. 208). The second one is known as the Performance- reward relationship which explains the degree the employee believes that if he/she performs at a particular level will lead to the probability of getting rewards such as; promotion, bonuses or an increase in the salary (Cited on: Robbins and Judge, 2007, p. 208). Finally, the third one is recognized as the Rewards-personal goals relationship which is the degree to which the company’s rewards...
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