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Principles and Practice of Management MBUS 1102B University Of Technology - Mauritius
Knowing is not enough; we must apply. Willing is not enough; we must do Johann Wolfgang von Goethe
Josian Troubat UTM Student ID: 102122 Cohort BTHM/10B/PT
5.0 2.1 I MPORTANCE M OTIVATION APPROACHES OF MOTIVATION OR CONTENT OF THEORIES 4.0 6.Motivating Students TABLE OF CONTENTS Section Titles Page Number 1.3 N EED OF OF 2 T HE M AIN P ROBLEM 3 4 M OTIVATION OF 3.2 E ARLY 3.0 F INDINGS AND C ONCLUSION 7 B IBLIOGRAPHY 8 2 .1 M OTIVATING F ACTORS U SED TO 5 & B OOST UP THE T RAINEES .0 3.0 M ETHODOLOGY 6 4.0 I NTRODUCTION O VERVIEW T HEORIES 3.
However.0 INTRODUCTION As a (Head Trainer) Training Officer at Ecole Hôtelière Sir Gaëtan Duval. This is because the Hospitality trade requires people of a certain academic background since they will be in direct contact with the clients.Motivating Students 1. recruits students that have at least two A-Levels irrespective of any subjects at the Higher School Certificate level for admission to the Higher National Diploma in Hospitality and Culinary Arts. such as Front Office and Housekeeping • The fees at the Hotel School are not expensive between Rs 2. there are many factors that result in recruiting students with a lower academic background: High number of vacancies in the hotels that is filled mainly by apprentices. the Ecole Hôtelière Sir Gaëtan Duval. my duties consist mainly of training students of the Hospitality trade at the Higher National Diploma in Hospitality Management and Culinary Arts level Compared to other Training Centres.000 depends of level of course 3 .000 to 27. since they are paid less than a full-time employee. • Low number of applicants in certain trades.
However. and this is one of the major criteria for their selection. Unlike what they had expected before.0 PROBLEMS ENCOUNTERED BY THE TRAINEES After a while it was noticed that most of the students at the Higher National Diploma in Hospitality students (HND) lack motivation in their studies and their work. The main reasons that resulted in the lack of motivation are: Î The large majority of the students are paid a meagre sum during their attachment. Î Trainees also faced exams pressures and were not confident enough to take part in the final exams. the students are tired. Î Very often. they have worked on the eve. Î Lack of monitoring by the Training Officers. very often doing split shifts (continuously 2 shifts in a day) while on attachment. which they did not reveal to the Head Training officer. Î Some of them are employed in the hotels because they feel they are cheap labour. Î They are asked to undertake all kind of jobs that are not included in their curriculum. till late night. have no job satisfaction. and are thus not interested in being trained. Î Trainees went under some personal difficulties.Motivating Students 2. Î They are required to work for six days a week. followed by a morning shift. all of them when interviewed during the selection process demonstrated a high determination and motivation. It is therefore 4 .
and group incentives.1 THEORIES OF MOTIVATION Importance of motivation Motivation is closely related to the effectiveness of employees. However. and informal leadership. the need for an informal organisation. Human Relations Movement. they will engage in specific activities. where he stressed on the maximisation of gain as a prime concern in human being. The contributors to these theories include: Abraham Maslow Mc Douglas Herzberg - Hierarchy of Needs Theory Theory X and Theory Y Hygiene Theory 5 . 3.2 Early approaches to motivation Taylorism – Scientific Management Movement. motivation is achieved through compensation. 3. consultation in job-related issues. besides leading to the achievement of better results and higher levels of job satisfaction. shared decision making. Due to the extensive nature of the problem. Hence. To fulfil those needs. the trainers as well as the decision makers of the MITD (Industry Based Division) need to be involved. Hawthorne experiments. poor workmanship. 3.He described the importance of social needs. better communication. absence of motivation is synonymous to low levels of outputs. the Human Resource Managers of the hotels employing the trainees. and motivated so that they become efficient in their work and for the training provided to be successful. strained interpersonal relations and conflicts.0 3.Motivating Students important that these students be given consideration. and the most appropriate ones would be considered for application. According to Taylor.It was shown that managers should pay attention to the social dimensions in a work situation that is taking care of the needs of the employee. and can give rise to frustration.3 Need or content theories They suggest that motivation is based on the idea that people experience a number of needs to be motivated. my contribution alone would not alleviate the cause of the problem. The different theories of motivation would be analysed for their effectiveness in bringing up confidence in those students.
the factors that affect both positively and negatively their motivation need to be considered at four major levels: Individual level (Training Officer v/s trainee) (Head of departments) (MITD) (Hotels recruiting the trainees) Management level Organizational level Industry level 4. The main trainer adopted a friendly approach with the trainees to understand and solve their problems if there was any. The curriculum was modified by the implementation of excursions and site visits in order to change academic environment. 6 . Providing counseling to the needy trainees by the main trainer and the disciplinary officer. The management team at the Hotel School visited the trainees once every week to get regular feedback in order to solve problems.1 Motivating Factors Used to Boost up the Trainees.Motivating Students 4. One to one tutoring conducted by the main trainer to look into the matter.0 METHODOLOGY In order to motivate the trainees. Complicated cases and personal problems are taken care by the MITD full time psychologist.
if the problem is with respect to the workplace. through the different head of departments. The trainees are taken up on an individual basis. where each trainee had been asked to provide feedback on the problems he or she encountered during the studies and at the workplace. The problems identified are then communicated to the management. Moreover. and follow ups carried out at industry level. 7 . the problem had been identified at its source. Problems are also identified through the processes of class management and “conseil de classe”. The issues are taken up in the management meetings. The Human Resource Managers had been invited for a meeting. All the propositions are then forwarded to the Industry Based Training Division of the IVTB. where they had been exposed to the different problems and the measures that could be taken. a follow up is done with the tutor of the trainee in industry so as to alleviate the problem. and are suggested measures to be adopted in order to sort out the problem. A brainstorming session was then conducted at the Hotel School of Mauritius to discuss the possible measures that could be taken. At the end of the academic year the trainees gained confidence and the percentage of success for that academic year was above seventy-five. Hence. appropriate solutions identified. If the problem regards difficulties faced by the student in his or her studies. the psychologist is called upon for counselling.Motivating Students Regular monitoring of trainers was conducted by the management team to ensure smooth running of courses at the Hotel school for these trainees.
8 .0 FINDINGS & CONCLUSION After having analysed the different causes of poor motivation. the following solutions had been proposed to motivate the trainees: The needs of the trainees had been catered for by the following: • Improving the infrastructure of the Hotel School. the latter would be provided within a time frame of a month. • The classes were shortened so as to allow more time to receive feedback from the trainees. • The classes were made more interesting by providing a friendly environment to the trainees. • Since the students had complained about non-availability of toilet and hand washing facilities.Motivating Students 5. and for their counselling.
• Regular evaluation of training is carried out by the trainer. New York Free Press 3. Bibliography and References 1. Organisation Behaviour. Leadership and Performance beyond expectation.Motivating Students • Regular meeting with the Human Resource Managers of the hotels to monitor the progress of measures proposed • Training of tutors. Australia.goodreads. Prentice Hall. • An industrial attachment training log book is provided to the trainees. Robbins. Bartol et al.com/quotes/show/9884 9 . • Finally. 1996. Bass. a process evaluation is conducted by the MITD. Mc Graw Hill. 4. Management: A Pacific Rim Focus. to be filled by a supervisor in industry so as to monitor their progress. Quote : http://www. 1998. 1985. 2.
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