EVIDENCE OF HERZBERG'S MOTIVATION-HYGIENE THEORY IN SMALL AND MEDIUM ENTERPRISES THROUGH THE LENS OF A THREE-STAR HOTEL

Moses AhomkaYeboah; Alhaji Abdulai

doi:10.29121/granthaalayah.v4.i11.2016.2417

Authors

Moses AhomkaYeboah Department Liberal Studies, Cape Coast Polytechnic, Cape Coast, GHANA
AlhajiAbdulai Department Liberal Studies, Cape Coast Polytechnic, Cape Coast, GHANA

DOI:

https://doi.org/10.29121/granthaalayah.v4.i11.2016.2417

Keywords:

Motivators, Hygiene, Performance, Hotel, Small and Medium Enterprises

Abstract [English]

This paper utilized Herzberg's motivation-hygiene theory to determine the extent to which employees of Coconut Grove Hotel feel motivated and what motivational offers influence their high performance? A census approach was employed and questionnaire used to collect data from 80 employees. The data was analysed with descriptive statistics. The results show that employees experience high levels motivators and hygiene factors in their respective departments and monetary compensation had the most significant influence in spurring them to higher performance. To further boost employees’ motivation, the management of Coconut grove hotel must entrenched a culture of fair treatment, respect and recognition coupled with "different strokes for different folks" approach by having regular one–on-one conversations with employees to find out what matters to them. Employees must be given greater responsibility for planning, managing and controlling their work, and also be rewarded with money for excellent job performance. Employees must be assisted to grow within their jobs and accessible opportunities for their career development.

Downloads

Download data is not yet available.

References

Adair, J. (2004). Adair on team building and motivation. Pp1-119. Retrieve, from http://uploading.com/files/get/YLRDCEJY/ Retrieved 25, March, 2015

Ahmad, R. &Zainol, N. Z. (2011). What it takes to be a manager: The case of Malaysian five star resort hotels. 2nd International Conference on Business and Economic Research (2nd Icber 2011) Proceeding.

Alan, S. Z. R., Radzi, S. M. and Hemdi, M. A., 2010. An empirical assessment of hotel managers turnover intentions: the impact of organizational justice. Journal of Tourism, Hospitality & Culinary Arts, pp. 1-22.

Alderfer, C.P. (1969) 'An Empirical Test of a New Theory of Human Needs', OrganizationalBehaviour and Human Performance, 4: 142—75. DOI: https://doi.org/10.1016/0030-5073(69)90004-X

Asiedu, A. B. (1997). Prospects for an emerging tourism industry in Ghana. Research Review (NS), 13, 1-12.

Aytac Serpil (2003). CalismaPsikolojisiAlannadaYenibir

Balmer, S. and Baum, T. (1993). Applying Herzberg’s Hygiene Factors to the Changing Accommodation Environment. International Journal of Contemporary Hospitality Management, 5 (2), 32-35. DOI: https://doi.org/10.1108/09596119310036629

Burke, W.W. (2002). Organizational Change: Theory and Practice. Sage: Thousand Oaks.

Butler, R. (1992). What young people want to know when: Effects of mastery and ability goals on interest in different kinds of social comparisons. Journal of Personality and Social Psychology, 62, 934-943. DOI: https://doi.org/10.1037/0022-3514.62.6.934

Carraher, R, Gibson, A. & Buckley R (2006). Compensation in the Baltic and the USA, Baltic Journal of Management Vol. 1, pp 7-23.

Chand, M. and A. A. Katou (2007) the impact of HRM practices on organizational performance in the Indian hotel industry, Employee Relations, 29 (6), 576-594. DOI: https://doi.org/10.1108/01425450710826096

Charles, K. R., and Marshall, L. H. (1992). Motivational preferences of Caribbean hotelworkers: An exploratory study. International Journal of Contemporary Hospitality Management, 4(3), 25-29. DOI: https://doi.org/10.1108/09596119210014237

Cheng, H. (1995). An Assessment of the Importance of Employee Motivation in the Hotel Industry in Taipei, Taiwan. Unpublished Master’s Thesis, University of Wisconsin-Stout, Menomonie, Wisconsin, United States 60. Available online at: http://www.univ.wis-st-educ/ accessed on [25/09/2013].

Deci, E. L., & Ryan, R. M. (1985). Intrinsic motivation and self-determination in human behavior. New York: Plenum. DOI: https://doi.org/10.1007/978-1-4899-2271-7

Drummond, K. E. (1990). Human Resource Management for the Hospitality Industry. New York, NY: Van Nostrand Reinhold.

Ghana Statistical Service (2014). Gross Domestic Product. National Account Statistics.

Kelly, J. (2015). Hotel Industry in Ghana Falls Under Standards. Newsghana.com.gh.

Kreitner, R., &Kinicki, A. (2001), OrganisationalBehaviour, 5th ed., McGraw- Hill, New York, NY.

Kovach, K. A. (1987). What motivates employees? Workers and supervisors give different answers. Business Horizons, 30. 58-65. DOI: https://doi.org/10.1016/0007-6813(87)90082-6

Kuvaas, B. (2006). Work performance, affective commitment and work motivation: The roles of pay administration and pay level. Journal of Organizational Behavior, 27(3), 365-385. DOI: https://doi.org/10.1002/job.377

Saunders M, Thornhill A, Lewis P. (2002) 'Understanding employees' reactions to the management of change: an exploration through an organisational justice framework'. Irish Journal of Management, 23 (1), pp. 85-108.

Lundberg, C., Gudmundson, A., Andersson, T.D. (2009). Herzberg’s Two-Factor Theory of work motivation tested empirically on seasonal workers in hospitality and tourism, Tourism Management 30,890–899. DOI: https://doi.org/10.1016/j.tourman.2008.12.003

Maslow A. H. (1954).Theory of Human Motivation: Chicago, IL: John Wiley &Sons.

Mensah, S. (2004). A Review of SME Financing Schemes in Ghana. Paper Presented at the UNIDO Regional Workshop of Financing Small and Medium Scale Enterprises, Accra, Ghana, 15 – 16 March 2004.

Mensah-Ansah, J. (2014). Small tourism accommodation business owners in Ghana: a factor analysis of motivations and challenges. African Journal of Hospitality, Tourism and Leisure Vol. 3 (1).

Ng, T., W., H., and Sorensen, K., L., 2(008). Toward a Further Understanding of the Relationships between Perceptions of Support and Work Attitudes - A Meta-Analysis. Group and Organization Management, 33(3), 243-268. DOI: https://doi.org/10.1177/1059601107313307

Ramlall, S. (2004). A review of employee motivation theories and their implications for employee retention within organizations. The Journal of American Academy ofBusiness, Cambridge, 5 (1/2), 52-63.

Reio, T. G., Jr., & Callahan, J. (2004). Affect, curiosity, and socialization-related learning: A path analysis of antecedents to job performance. Journal of Business and Psychology, 19, 3-22. DOI: https://doi.org/10.1023/B:JOBU.0000040269.72795.ce

Ryan, R. M., & Deci, E. L. (2000). Self-determination theory and the facilitation of intrinsic motivation, socialdevelopment, and well-being. American Psychologist, 55, 68–78. DOI: https://doi.org/10.1037/0003-066X.55.1.68

Sansone, C. and Harackiewicz, J.M. (2000). Intrinsic and Extrinsic Motivation: The Search for OptimalMotivation and Performance. San Diego, CA: Academic Press.

Siu, V., Tsang, N., Wong, S. (1997). What motivates Hong Kong’s hotel employees? The Cornell Hotel andRestaurant Administration Quarterly, 38(5), 44–49. DOI: https://doi.org/10.1177/001088049703800534

Tella, A. (2007). The Impact of Motivation on Students’ Academic Achievement and Learning Outcomes in Mathematics amongSecondary School Students in Nigeria. Eurasia Journal of Mathematics, Science and Technology Education, 3(2), 149-156. DOI: https://doi.org/10.12973/ejmste/75390

Wren, J. T. (1995). The Leader’s Companion: Insights on Leadership Through the Ages. New York, NY: The Free Press.

Yeboah, A.M. (2015). Determinants of SME Growth: An Empirical Perspective of SME in the Cape Coast Metropolis, Ghana. The Journal of Business in Developing Countries, Vol. 14.

Wan-Yih, W. &Htaik, S. (2011).The Impacts of Perceived Organizational Support, Job Satisfaction, and Aorganizational Commitment on Job Performance in Hotel Industry. The 11th International DSI and the 16th APDSI Joint Meeting, Taipei, Taiwan, 12 – 16.