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This in turn affects the motivational level of customers, who are to be looking at the professional employee as an example of organizational leadership, but see only in the burnt-out employee an expression of fatalism or giving up, along with signs of frustration and even associated depressive symptoms such as wanting to sleep all the time. In other words, the average employee who has been in the profession for some time is often burnt out through emotional exhaustion, which may have occurred due to several factors.

They will treat clients differently in this state of burnout and they will have a reduced sense of accomplishment. The consideration for informal groups can aid in mentoring opportunities for Western Motels, to solve this motivation problem. A mentoring program blends together elements of environmental impact and interpersonal communication skills. It posits that the formulation of a mentor relationship can help a new maid like this contextualize their own directions within a workplace amid competing issues by following the pattern of another individual.

Mentoring can help new employees develop new skills. Often, the mentoring relationship can vastly benefit both parties. Employee motivation is a major problem in many organizations. “Motivation should relate to individual needs. For instance, a staff member who enjoys collaborating with others may prefer team goals; an independent worker will strive for individual objectives.” (Messmer, 2005). It is true that personal identity and pride in the job should be given top priority in redesigning the position of hotel maid, so I would keep in mind that maids need their cognitive capacities served too; they are not just manual laborers.

“If we remember that the cognitive capacities (perceptual, intellectual, learning) are a set of adjustive tools… then it is clear that any danger to them, any deprivation or blocking of their free use, must