Motivation of Maids in Motels - Essay Example

?Motivation of Maids in Motels Understanding organizational behavior is a very important aspect for any organization. This article focuses upon the various aspects of organizational behavior that needs to be considered to reduce the turnover rate of the maids in Western hotels and tries to understand the strategies that should be implemented to make sure that they remain motivated. As a first step, the physical changes should be made in order to make sure that the job description is engaging as well as enriching (Kinicki & Kreitner, 2009). To provide this enrichment and engagement, the strategy of rotating jobs as well as combining tasks can be implemented (Bakker & Leiter, 2010). In Western hotels, the duties performed by the maids often became repetitive and monotonous, which resulted in low motivation as well as high attrition. Job rotation would mean giving them a variety of jobs that would allow them to see different sections of the hotel as well as acquire different skills. For example, the additional responsibilities such as being maitre d’hote, preparing the work roster can keep them more engaged. Similarly, combining several work activities can help in creating challenging and enriching job description. Through this, the maids would feel that the role that they do is much more important and meaningful than before. For example, as a part of their core job of housekeeping, a combination of tasks such as profiling a customer, providing inputs to the other service teams and so on can be assigned to them. This allows the maids to learn and use a wide variety of skills than before, thus providing them more opportunities as well as ensuring that the get the opportunity to indulge in workplace learning. These physical changes in the job description can be a source of great motivation to the maids. Along with the physical changes, it is also necessary to consider the strategies to enhance the personal identity of the motel maids. The main strategy that needs to be considered here is to make sure that the self-esteem of these workers is not just preserved, but improved (Kinicki & Kreitner, 2009). For example, improving their dress code and ensuring that they look smarter can be a great way to enhance the personal identity. Many employers think that since a maid does not have interaction with the guests, there is no actual need for a good and smart dress code. However, if they are provided with a dress code that is befitting, it can automatically lead to a good improvement with regard to their personal identity. Another strategy that should be considered seriously is reinforcement. The management of the organization should reinforce constantly about the high importance of the role that they play in the organization (Chance, 2003). Efforts should be taken so the maids feel that they have a crucial role to play. This will provide the necessary respect and would make them proud about the work that they do. Furthermore, steps also should be taken so that the maids do not feel that they are at the bottom of the hierarchy of the organizational structure of the motel. From a long-term perspective, there should an aim to move to a horizontal organizational structure. For Western motels, the right approach to leadership would be the transformational style of leadership. One of the main reasons that were identified as the reason of the high churn rate of maids was very low motivation. A transformational leader would have the capability to bring around a good change in this respect (Kinicki & Kreitner, 2009). This form of leadership has the potential to create a very valuable change in the staff and can enhance motivation levels, performance as well as the morale in the staff. With the help of individualized concentration, the leader can act as a mentor or coach and try to understand the reason for high attrition. Through intellectual stimulation, the leader can stimulate creativity and positivity in the staff. In the case of the maids, by providing them a variety of options, the leader can foster creativity to enrich their roles. Through inspirational motivation the leader can encourage optimism as well as provide more meaning to the task at hand (Bass & Avolio, 1994). Therefore, if a transformational leader handles the situation, he or she would be able to help the maids see value in the role that they perform. Once the staff realizes the value of their role, it serves as a great motivational factor. Idealized behavior of the leader can help in instilling pride as well as gaining respect and only a transformational leader can achieve it. For example, in the case of motel maids, the leader, through motivation and acknowledgement can help them be proud of the roles that they carry out. In the case of maids at Western motels, motivation seemed to be the most important issue. To understand this matter, it is necessary to consider both intrinsic and extrinsic motivation (Kinicki & Kreitner, 2009). To improve the level of intrinsic motivation, it is necessary to give more importance to ensure that the maids feel happy and motivated about the roles that they do. In such cases, job engagement, job enrichment as well as instilling pride would come under intrinsic motivation. Therefore, the maids should be provided enough opportunity to enhance their skills and better engage in their respective roles so that they get motivated intrinsically. To provide extrinsic motivation, additional rewards and recognitions should be offered over and above the compensations and the benefits provided. Introducing plans such as Housekeeper of the month, Best performer of the quarter and so on can provide the extrinsic motivation that is necessary. The motivation theory of hierarchy put forth by Abraham Maslow, states how the motivation stems five stages that are physiological, safety, love, esteem and actualization (Maslow, 1954). The employee life cycle of the motel maids should be categorized into these aspects and the necessary motivation should be provided for people who are at these different stages. The theory of motivation-hygiene also is suitable for this case because then the management can aim to stricken a balance between the factors of satisfaction and dissatisfaction. At present, the dissatisfaction factors seem to override, and hence, it is necessary to achieve the balance in Western motels. Organizational culture has a big role to play while analyzing the case of maids in Western motels. Organizational culture has a direct effect on the behavior and thus, proves to be very critical (Kinicki & Kreitner, 2009). In this case, it was noticed that even though benefits were provided, the culture of the Western motels was not a robust one, where these employees could enhance their skills, be creative and have a dynamic role. This culture creates monotony and hence, it becomes difficult to retain the employees. Instances related to carelessness in work can be attributed to the weak culture of the organization, where there is lack of adequate motivation for the employees. With regards to Western Motels, it can be noticed that the culture can be describe as power culture and role culture, where the power in the organization has been confined to a limited few and the roles are in strict hierarchy with no amount of flexibility. This creates a closed environment and hence, results in both employee dissatisfaction and lack of motivation. This type of culture can also be defined a passive or defensive culture. To salvage the situation, it is necessary to move into an organization culture that is more people oriented and that has more flexibility, such as providing options of additional roles and responsibilities to the hotel maid. Furthermore, a constructive culture that encourages more interaction between the different sections of the organization and that provides scope for both professional as well as personal development is highly recommended (Black, 2003). In the case of Western motels, it is clear that there are some evident gaps when it comes to communication that needs to be filled. First and foremost, perception is a primary factor that influences communication (Montana & Charon, 2008). The frequent resignation of maids, sometimes even without notice, the monotony in work as well as low motivation has formed a strong perception among the employees that working in the motel is not a lucrative option for them. Additionally, it also indicates that the employees feel that the organization is not receptive to their thoughts and ideas. Therefore, even when the motel maids were resigning, the reason that they gave is that they don’t feel like working in the organization. This is a clear indication of poor communication. Here, a two-fold approach is necessary to break the communication barrier. Effective and improved communication along with strategies to break the preformed perceptions and notions should be put into action (Kinicki & Kreitner, 2009). New and innovative options should be considered to encourage an environment where there is an open channel of communication. Open house sessions, one on one feedback mechanism, periodical check-ins as well as surveys can be some methods to encourage communication. As these are both direct and indirect methods, it will slowly begin to help in effective communication. Adopting these strategies can also help in breaking the perception that the organization is not receptive to feedback. Additionally, the process of effective communication should be carried out on an ongoing basis and not as a one-time exercise. As an organizational behavior consultant, I would propose multiple suggestions to improve the current scenario. The first step would be to improve job engagement and enhance the skills. Apart from carrying out their regular core job, additional scope would be provided that would break the monotony and enhance the skills. Steps to improve self-esteem and personal identity should also be taken. Furthermore, additional incentives would be awarded based on performance. To improve the organization culture, the first aspect that needs attention is transparency (Kinicki & Kreitner, 2009). Special provision should be made that each section of the organization has a good representation during the management meetings. Additionally, extra steps to improve both extrinsic and intrinsic motivation should be implemented. A flexible and constructive culture that can help in improving the entire work environment is also imperative. A robust feedback mechanism should also be enforced to make sure that communication channels are always open. This can help in identifying any possible issues during the initial stage itself, and mutually agreeable solutions can be arrived at, thus reducing the attrition rate. An important suggestion is that it is important to understand that these changes will not happen in one single day. Hence, constant persistence is necessary. If implemented on an ongoing basis, it can help in creating a dynamic and consistent group of maids who can prove to be the strength of Western motels. References Bakker, A.B., & Leiter, M.P. (Eds.) (2010). Work engagement: A handbook of essential theory and research. New York: Psychology Press Bass, B.M. & Avolio, B.J. (Eds.). (1994). Improving organizational effectiveness through transformational leadership. Thousand Oaks, CA: Sage Publications. Black, R. (2003) Organizational Culture: Creating the Influence Needed for Strategic Success, London UK Chance, P. (2003) Learning and Behavior. 5th edition Toronto: Thomson-Wadsworth Kinicki, A., & Kreitner, R. (2009). Organizational behavior: key concepts, skills & best practices (4th ed.). Boston: McGraw-Hill Irwin. Maslow, A. (1954). Motivation and Personality. New York: Harper Montana, P. & Charon, B. H. (2008). Management. New York. Barron's Educational Series Read More