Motivation Factors of Management Level of Hotel Employees in Hong Kong Essay Sample

Hong Kong is celebrated for the hotel industry. and many people want to work in this industry. However. what truly pull them to work for the hotel? Previous survey shows that for the Asiatic states such as Hong Kong. Japan the money is their primary ends for working. ( Lam 2001 p. 157 ) . In different civilization. they have different end they are aim. As the Asian have a higher expect for the money as their concern. it is normal. because in Asia. their income and their disbursal are ne’er acquire balance. The research worker want to happen out is the direction degree feels the same as the normal staff. The grounds are that foremost. the direction degree gets higher salary so the normal. Second. the demand for the director already included they have to hold the self-motivate accomplishments. In fact. it showed that Hong Kong’s worker do non hold the maximal hours for working hours in their jurisprudence. this is pretty surprise that a extremely developed metropolis like this does non hold the maximal on the job hr to protect the employees. This is a really demotivate factor for the workers. cause in the cordial reception industry. they already enduring from intense burden of plants and long displacements.

The research worker wants to happen out after all these factors that consequence for the employees. what will be the incentive for them to remain in this industry. The morale for Hong Kong’s worker is highly low. due to low wage and long hr of working. For this research. to happen out the existent occupation related incentives. after that the hotel can hold better communicate with the staff and prevent the high turn-over rate in this industry. In long term. if the employees are happy. the client will benefits from it. the satisfaction of the client can be increase if all of them are motivated. The purpose of the research is to research why Hong Kong people wants to work in the direction degree hotel industry The aims are to analyze the cardinal elements of the cordial reception industry that attract employees. To reexamine the workplace motive theories applicable to the hotel industry. To place what attracted middle-level directors to work in the hotel industry in Hong Kong. To analyze the factors which create motive in their current direction functions.

Literature Review

( Maslow 1943 cited in Wong 2008 ) has developed five hierarchies of the human demands. which are psychological. safety. societal. esteem and self-actualization. It is the basic construct of the motive for the workers. It besides related to the workers. particularly the hotel employees. It is because after they get the occupation they have to see whether they like the occupation or non

The research is interesting in happening out what are the factors that can be impact the directors to actuate them in the workplace today in Hong Kong. As the old experience of the research worker. motive is a really of import factor to the employee. “Most of the literature on employee turnover suggests that labor turnover is a `hidden cost for most organisations. Additional enlisting and preparation costs must be incurred every bit good as a ensuing lessening in productiveness. ” ( Lam 2001p. 157 ) The high turnover rate non merely a concern about the employee. it is besides affect the company that hired them. If the hotels ever losing their staff. they have to pass more clip to engage all of them back. Therefore. they have to develop them all over once more. blowing clip and work force on it. At last. the productiveness of the company would drop because of this every bit good as the gross. It can be forestalling if the hotels know what the factors that affect the employee are. Which are the factors that motivate them. to maintain them happy in the company. and the productiveness can be addition.

The research worker wants to cognize besides money. what is traveling to pull people working in hotel industry. Harmonizing to ( Lam 2001 p. 158 ) . it shows that the old survey found that for the Asiatic states such as Hong Kong. Japan the money is their primary ends for working. However. based on Kovach’s 10 occupation related factors. the research worker believes that there is traveling to be something more about to pull people to work.

( Lam 2001 p. 159 ) besides mention the morale of the employees in all industries Hong Kong got a lowest rank in the universe. However. in the hotel industry many of them will be confronting a common job. can they actuate by themselves? Wong ( 2008 ) believes that if the employee are more originative. they can actuate themselves. ”Based on the premise that motivated staff will supply higher degrees of client attention. developing employee creativeness is seen as a possible manner forward for actuating employees in the industry. ” Wong ( 2008 )

The ground that the old surveies found money are more of import in the Hong Kong. Lam ( 2001 ) found that it is because the populating criterion in Hong Kong is really high. so that people may look at this factor foremost before the others factors. Kong ( 2012 ) found that there are a model in the hotel industry. ” When the direct consequence between the independent variable and the dependant variable is no longer statistically different from nothing after commanding for the go-between variable. the consequence said to be one of full mediations. However. if the absolute size of the direct consequence between the independent variable and the dependant variable is reduced after commanding for the go-between variable but the direct consequence is still important. so the mediation consequence is regarded as partial. ” Hotels itself ever provide many developing within their ain hotel group. This action will do the employee feels that there will be opportunity to advance or acquiring more develop in their hereafter bearer. Wong ( 2002 ) “People with different backgrounds or civilizations will demo differences about the demand for and look of creativeness and may be motivated to be originative by different environmental stimulations. ”

As we can see that different civilizations can be besides affect the creativeness or the motive factors. the research worker wants to happen out is the background of the Chinese civilization. will it impact by it. Furthermore. the directors in Hong Kong presents have two different sorts of them. The first group of them is with low instruction degree. but got a batch of experience. The 2nd group is the knowing group. the fresher. From the last decennaries. more and more employees graduated from the university. they are the new coevals that non merely taking for money. and they besides looking for challenge and the development potency. In this instance. the Chinese civilization “Face” can be impacting their pick. In traditional Chinese thought. people who is acquiring promote can gain the “Face” . so that the development chances are really of import in Hong Kong as the chief group of employee are Chinese

Will the more experience group people need the occupation security more than the others will? Will the new fresher concern more about the interesting of the occupation? The undermentioned research undertaken is traveling to research and discourse about it.

Methodology
As mentioned above. it aims to look at what actuate the employees to remain or work in the hotel industry in Hong Kong. To make this. a primary informations have to be collected within the directors that work in Hong Kong. The research worker garbage to utilize the quality method for it like interview the directors because it will be more clip and money for the research and the information that collected can non stand for most of the directors that work in Hong Kong. For the research. a study created to roll up the primary informations. this is a good manner to roll up informations as it can be analyze a common tendency or behaviour of a peculiar group of people. This is an inductive research because the research is aim from the peculiar group to the whole Hong Kong hotel’s worker head.

The research worker used quantitative method for the research. because it can acquire more informations for the research. The research worker has friends. who are working. as a director in mandarin oriental hotel Hong Kong. and in the Hyatt hotel group. so that the methodological analysis of this research used in sweet sand verbena sampling within the hotel. This sort of method is the cheapest and easiest manner to roll up the information from a peculiar group. Non- chance trying method is being in procedure.

In the study. different sorts of the inquiries used. such as multiple pick. evaluation and superior. yes or no inquiries. Eight inquiries have asked in the study. to research in the country that the research worker wants. For illustration. inquiry like how much they earned to happen out is the money is the most of import factor that they are confronting in the workplace. To specify the age of them can happen that is at that place any difference that the young’s and the seniors believing and anticipating. The research worker wants to forestall the mark to experience deadening or raging. so that in the study. excessively much authorship is non necessary. Entire 150 transcripts have sent to the mark group and 35 transcripts have been response. 35 % of the response is higher than the expect. As largely. the mark group is Chinese or Hong Kong people. a Chinese version of the study used for convince. Each of the directors will have a transcript of Chinese version and an English version. to allow them take which 1 they are more comfy to reply with that.

Consequence and analysis

Figure 4. 1
GenderAmountPercentage
Male2571 %
Female1029 %

Figure 4. 1 shows that there are 71 % are male and 29 % are female from the entire figure of 35 response. It can specify that in Hong Kong the imbalance of the hiring rate for the direction degree is still really bad. but it can besides allow the research have a opportunity to look at the different between male and female. are they believing different.

Figure 4. 2

In figure 4. 2. it shows that most of the respondents have been work in the industry for 5 to 10 old ages. 57 % of them that is 20 already work for more than 5 old ages. In this instance. it means that in Hong Kong. the turnover rate of the direction degree was non every bit bad as before.

Figure 4. 3

Figure 4. 3 shows that 77 % of the respondent are acquiring paid between 12-15k HKD per month. It explain why the Hong Kong people are ever compalining the work burden and the wage is non in ratio. 12-15k in Hong Kong is belonging to the mid degree although. but the rising prices of Hong Kong is really serious job. so that the rewards are non plenty for them to make whatever they want.

Figure4. 4

Figure 4. 4 shows the instruction degree for the employees. It shows that about 90 % of the employee has finished their grade. The survey can specify that the direction degree are extremely edcuated. They might non merely refering in money. possibly some more factors can impact the motitvaion of them.

Figure 4. 5

Figure 4. 5 shows the section of the employees that which section they working at. As the figue shows that this study cover every section of the hotel. it helps to specify whether the whole industry are happy with what they have now or non.

Fig 4. 6
Have you of all time work abroad
Yes11 %
No89 %
Figure 4. 6 is approximately have the employee working abroad earlier. It shows that 11 % of the respondent have earlier. the research worker think that there will be different believing if they have populating in a different civilization country. it will impact the thought and facet for populating if they live in oversea. But the consequence show that 89 % did non make that. so this is still in the mark Chinese Hong Kong employees group.

Fig 4. 7
Do you experience Motivate from your occupation now?
Yes26 %
No. 74 %

Figure4. 7 is about inquiring the employees are they statisfy their current occupation position. the consequence found that 74 % of the employee does non experience motivate from the current occupation. the study that collected shows that the grounds of it largely are long on the job hours. It is a critical ground they are non motivate as they are exhausted. long displacement and overtime are non fulfill the employee for certain

Figure 4. 8
Decision and Recommendations
In decision. the consequence shows that the Hong Kong’s employees are concentrating in occupation security and development chances and money as their most of import incentive. For the hotel. they should see when hereafter planing a programme for the employees. As the success of the Hong Kong economic system. the wage of the employee is comparatively low. it may impact the employee’s motive as it has a direct consequence to fulfill the basic demand. They can acquire a new occupation easy as presents there are so many new hotels and the unemployment rate are low. There are few recommendations for the hotels. First. they should give the employee more allowance such as conveyance allowance. and the hotel should raise the rewards to run into the populating criterion to allow the employees motivation.

Second. the hotel should supply some development programme and personal preparation within the employee to maintain their morale superb and do them actuate from the work. Finally yet significantly. the hotel should earnestly believe about puting up the maximal hours of working every hebdomad. Making the employee exhausted will non raising the productiveness but it will increase their unsated gesture. it can convey the opposite consequence to the hotel. Although nowadays the employee working overtime. they do non acquire excess wage for the over hr. to work out this job. for illustration. hotel can offer them some voucher to utilizing the in house installations. It can do them feels like that the overtime is worth for it and it does non be much as the installations are already at that place.

This survey purpose at happening the motive factors that affects the pick of employees. With this survey. the hotel can understand the demands of their employees and give them a more clear way for planing the preparation programme for the employees

Reference list

ANON. ( 2010 ) . Motivation in Today’s Workplace: The Link to Performance. Society of Human Resource Management. 5 ( 1 ) . pp. 9.

CHIANG. C. F. & A ; JANG. S. C. ( 2008 ) . “An anticipation theory theoretical account for hotel employee motivation” . International Journal of Hospitality Management.
27 ( 2 ) . pp. 312-322.

CHO. Y. Y. & A ; WONG. K. F. ( 2001 ) . “Determinants of Hotel employment Hong Kong” . The Cornell Hotel and Restaurant Administration Quarterly. 42 ( 1 ) . pp. 50-59.

KONG. H. . CHEUNG. C. & A ; SONG. H. ( 2012 ) . “From hotel calling direction to employees’ calling satisfaction: The interceding consequence of calling competency” . International Journal of Hospitality Management. 31 ( 1 ) . pp. 76-85.

LAM. T. . ZHANG. H. & A ; BAUM. T. ( 2001 ) . “An probe of employees’ occupation satisfaction: the instance of hotels in Hong Kong” . Tourism Management. 22 ( 2 ) . pp. 157-165

WONG. C. K. & A ; LADKIN. A. ( 2008 ) . “Exploring the relationship between employee creativeness and job-related incentives in the Hong Kong hotel industry” . International Journal of Hospitality Management. 27 ( 3 ) . pp. 426-437

WONG. S. & A ; PANG. L. ( 2003 ) . “Motivators to creativeness in the hotel industry—perspectives of directors and supervisors” . Tourism Management. 24 ( 5 ) . pp. 551-559.