Employee Motivation to improve

Organizational Effectiveness

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 Table of Contents
Executive Summary.........................................................................................................................3

1. Introduction..................................................................................................................................4

2. Effective Motivation of employees for improving Organizational Effectiveness.......................4

Defining Motivation....................................................................................................................4

3. Organizational Behavior and Motivation....................................................................................5

Motivational Theories..................................................................................................................6

4. Conclusion.................................................................................................................................11

5. Recommendations......................................................................................................................12

Bibliography..................................................................................................................................13

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Executive Summary
The primary goal of the assignment is to highlight how an effective motivation of employees can
improve effectiveness at Junction Hotel. For better understanding, the assignment has been
broken into sections. The true definition of motivation is put forward and then the concept of
motivation has been discussed. Certain motivational theories like Equity Theory, Maslow
Hierarchy of Needs and Herzberg’s Two Factor Theory have been discussed in a detailed
manner. At the end, the factors that will help motivate the employees at Junction Hotel are cited.

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1. Introduction
In the modern era, there is an ever increasing competition in each and every industry across
different regions of the planet. Simultaneously the numbers of tourists are increasing inan
effective manner and on the basis of that, all the hotels are required to offer the most effective
and noteworthy service to the service users (Pardoe, Vincent and Conway, 2018). In order to
provide satisfactory services to the service users, employees are required to offer the most
satisfactory services according to the needs of the consumers. On the other hand, as per the
statement of King and Lawley (2016), it is to be seen that organizational behavior is one of the
effective organizational culture that motivates the employees towards the job role and generate
employability. The Junction Hotel also operates its large business globally and according to the
changing policy, to cope with diversified people and to manage the organizational works, the
hotel should motivate the employees and in this case, the motivational approaches of King and
Lawley is excessively effectual.

2. Effective Motivation of employees for improving Organizational Effectiveness

Defining Motivation
The words “motivation” has been the derivative of the word “Movere” which represents
moving. There are several aspects those are associated with the context of motivation. By means
of evaluating the analyses of King and Lawley, it is to be seen that motivation is excessively
required to enhance the ability of the employees within the organizations. According to the
chapter 9 of the book Organization behavior written by King and Lawley, it can be found that
there is an effective relationship between pay and motivation. So it is clear that it reflects
something that is continuously growing, keeping individuals working and in turn helping the
individuals achieve the desired goals.

Kuvaas et al. (2017) stated that motivation is cited as the factors which activates and directs an
individual towards sustainable goal. There can be multiple definitions of the words motivation
based on multiple perspectives. On the other hand, according to King and Lawley, there are two
primary types of motivations namely extrinsic motivation which contributes to the external
factors and intrinsic motivation which is cause due to internal reasons. The most appropriate

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definition states that it is a vigor that causes an individual to act in a particular way. Within this
context Cetin-Dindar and Geban (2017) conducted that as such a highly motivated person is
more likely to be more productive at workplace than an unmotivated person. Within this context,
each and every organization is looking to motivate their employees for achieving goals and
objectives. Junction Hotel is facing diversified consequences concerning the service of food, bill
payment and other issues. These consequences occurred only due to de-motivation of the
employees within the Junction Hotel. In order to offer the best services to the consumers
according to the global position of Junction Hotel, the employees should be motivated and
should offer adequate employment and other facilities.

3. Organizational Behavior and Motivation

According to Kling and Lawley, organizational behavior can be divided into five segments those
are stated below:

I. Managing the individual

II. The social organization
III. The rational organization
IV. Contemporary trends
V. Managing the organization

Based on this organizational behavior approaches, Junction Hotel may operate the services in an
adequate manner and can also motivate the employees. Large numbers of tourists visit the hotel
into obtain the classic service and features of Junction Hotel. However, due to lack of
organizational approaches, the employees of Hotel Junction face de-motivational consequences.
Therefore, according to the five segments of organizational behavior, Junction Hotel may
enhance motivation amid the employees.

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 Figure: 1. Segments of Organizational Behavior for Motivating Employees

(Source: King and Lawley, 2016)

Motivational Theories
According to Putra et al. (2017), there are multiple ways that employees are being motivated at
workplace. Large organizations like Junction Hotel have been actively implementing various
motivational policies for improving employee motivation. On the other hand, Xiong et al. (2015)
stated that the primary motivator for an employee is thought to be something that is significant in
their life. For Junction Hotel it is crucial to know that each and every employee will not have the
same approach and value that directs towards motivation. Thus, different values and approaches
should be present to understand the needs and necessities of every particular employee for
increasing their level of motivation. There are numerous types of employees that work at

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Junction Hotel starting from a concierge to executive chef. As such executive chef will not be
very motivated if he is serving the role of a concierge.

The first and the most common theory of motivation is Equity Theory. As per the equity theory,
it is based on the idea that all the employees of an organization should be motivated by fairness
and if any inequities are identified among peers, an adjustment should be made in their work for
neutralizing the situation. As per the viewpoint of Xiong et al. (2015), it is to be seen that
personality tests of the employees should be taken by the managers during assigning the
employees into the Junction Hotel. According to Hierarchy of Needs by Maslow, it can be
conducted that the tool is excessively relevant to generate motivation amid the employees as well
as to obtain hard works from the workers within the Junction Hotel. As a common example, if an
event manager in the Junction Hotel finds out that other employees, who work less but are
provided equal salary, these approach may de-motivate other employees, who work with greater
effort. In that case, the effective employees may reduce the quantity of work, which affects the
entire hotel. Therefore, the employer of Junction Hotel should understand the equity and offer
equal opportunities to every employee. The equity theory is vital in monitoring the number of
working hours, the amount of commitments, enthusiasm, experience brought to the role,
sacrifices made and the loyalty of the individual.

The equity theory justifies the balance or imbalance of rewards. The balance and imbalance of
reward can be classified as inequitable rewards, equitable rewards and more than equitable
reward. As per the statement of Lazaroiu (2015), the inequitable rewards can be because of
dissatisfaction, reduced output and even departure from the organization. The equitable rewards
will ensure that all the employees are in continuation to provide the same level of output. If the
reward is more than equitable that the employees will be greatly motivated resulting in harder
work and increased output.

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 Figure: 1. Balance and Imbalance of rewards with equity theory

(Source: Lazaroiu, 2015)

For effectively motivating their employees, Junction Hotel should lay forward a clear growth
trajectory. This could be anything from career promotion of employees to better salary and
remuneration. In that case, enthusiastic employees will be eager, ambitious as well as
determined. For providing greater level of motivation, stimulation of employee growth is one of
the most indispensable methods.

In accordance with Xiong et al. (2015) Each and every organization irrespective of the size,
market and technology wants to maintain a steady growth in the highly competitive market
place. For achieving the desired goal and objectives the motivational strategies should be well-
implemented with utmost utilization. An employee is the biggest asset that any company has got.
Thus, motivating them will ensure productivity. The most significant problem that every
organization is currently facing is the retention of employees and thus each and every
organization is promoting the agenda of creating motivation and health work-place environment
with satisfactory levels of growth.

Subsequently from the Junction Hotel’s point of view, a positive mentality in the work place
would mean the employees are more motivate which in turn would lead to the flourish of more

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successful and profitable business. Junction Hotel could consider analyzing other motivational
theories such as Maslow’s motivation theory. The theory signifies the different steps of human
needs in a hierarchic manner. It is also known as the Maslow Hierarchy of Needs. According to
the theory of Lee et al. (2015) there lie some fundamental needs for every human being. The
theory is described in a pyramid structure with needs such as self actualization and esteem stays
at the top of the pyramid, needs such as love and belonging staying in the middle while needs
such as safety and physiological staying at the bottom. The theory states for every individual the
lower level needs must be fully available in order to pursue the upper level needs. Thus, by
following the needs theory Junction Hotel could fulfill the desired level of needs for the
employees thereby increasing the level of motivation.

Figure: 2. Maslow Hierarchy of Needs

(Source: Lee et al., 2015)

The Maslow’s Hierarchy of Needs explains a few very critical points that could be beneficial to
Junction Hotel for increasing the motivation level among the employees such as:

I. As per the statement of Lee et al. (2015) The employees can be motivated as well as
influenced by fulfilling their personal desires and goals. The unsatisfied needs are the one
which leads to motivation, not the satisfied ones.

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 II. As the needs are stacked up in a hierarchical manner based on the priority, the most
important needs are needed to be fulfilled first in order to fulfill the needs of the higher
order.
III. If an employee reaches the higher level of needs, then the employee develops greater
individuality with increasing levels to motivation to be perfect.

One other major theory that Junction Hotel can use for increasing employee motivation is
Herzberg’s Two Factor theory. According to this theory, there could be three scenarios for an
employee such as:

I. According to Alshmemri, Shahwan-Akl and Maude (2017), Firstly an employee could be

dissatisfied as well as de-motivated in the workplace which will lead to job
dissatisfaction. The dissatisfaction and de-motivation could be caused due to various
factors like poor working condition, relation of the employee with co-workers,
unsatisfactory policies and rules, supervisor quality and improper wages and salary
structure.
II. Secondly, the scenario could be such where the employee may not be dissatisfied but
neither is the employee motivated. Here, to increase the motivation levels should be the
primary goal but improving motivation factors like satisfaction at job (Alshmemri,
Shahwan-Akl and Maude, 2017). Improving the motivator factors will result in job
satisfaction while improving the hygienic factors will negate job dissatisfaction.

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 Figure: 3. Herzberg’s Two Factor Theory

(Source: Alshmemri, Shahwan-Akl and Maude, 2017)

As Junction hotel have multiple types of employee it becomes very crucial for them to actively
look after the motivation quotient of the employees. They need to assess the theories of
motivation and address every issue with respect employee motivation. They also need to factor
in the junctions where the dissatisfied and de-motivated employee breaches towards motivation.

4. Conclusion
Motivation of employees is the most important factor for increasing the profitability of an
organization and that is why each and every organization around the world are trying to motivate
their employee for sustaining growth in the modern competitive market. For Junction Hotel with
numerous employees working under the same roof, it becomes crucial for the management to
look after the motivating factors like satisfaction of job and co-relation of the employees.
Junction Hotel should ensure that the work environment should be kept ideal as well as creating
adequate growth opportunities for the employees.

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5. Recommendations
The recommendations that Junction Hotel can include to increase employee motivations are:

I. Shifting Duty: At Junction Hotel there are numerous employees that work at night for a
continuous period of time. This creates a feeling of stress and discomfort among those
employees decreasing motivation levels. Thus, shifting duties should be implemented to
negate such issues.
II. Incentives: Routine monitoring of employees at Junction Hotel will bring forward
certain employees that are continuously achieving their goals. For them incentives should
be made available.
III. Adequate Training: Employees of the hotel such as cooks, bartenders, concierge,
porters etc should be adequately trained before assigning an objective. The training will
ensure that the new employee is confident and thus motivated.
IV. Appropriate Job Role: Assigning appropriate job role is critical for Junction Hotel to
ensure the employee is satisfied and motivated. For example, a chef should not be
assigned a job of a driver just because the individual knows how to drive.
V. Health and Safety: Health and Safety should be taken care of as in the hospitability
industry there can be various safety issues for the employees. The workplace should be
kept safe and to certain insurance policies should be introduced.

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