Motivation and Job Satisfaction in the Hospitality Industry - Coursework Example

In a competitive environment, these problems are even more exacerbated as there could potentially be a high turnover of staff in a company that does not focus on the needs of its employees.  It has been said that “Motivation and job satisfaction are very subjective and affected by many variables including cultural influences, unknown domestic situations, and personal relationships outside of work. Generalized management models cannot meet all individual circumstances” (Mullins 2011).

This line of thinking is so very true, particularly in the tourism and hospitality industries. The world is a diverse place and this is reflected in today’s labor pool. Organizations must be willing to understand the needs of their employees, embrace their culture, and provide a work environment that promotes job satisfaction and motivates all workers towards excellence. In order to understand the concept of job motivation, one first needs to look at the root of the meaning of the word ‘motivation’.

Simply put, motivation can be considered as the reasons a person has for acting or behaving in a certain manner. This, of course, can be either positive or negative. In a business setting, then, it is important that an organization fosters an atmosphere where people or positively motivated to do a good job. They can do this by offering incentives that promote job motivation. This can be accomplished in the form of a high salary, bonuses, staff recognition, and a host of other ways. To provide proper motivation and increase the morale of staff, companies should look at both internal and external factors that lead people to be constantly driven and committed to a certain job or role in the company.

Absent this, an employee may quickly lose interest and their productivity will suffer.There are many ways to motivate employees and multiple theories and models have been developed to help organizations accomplish this vitally important task.