How working environment can impact on motivation Essay

(A) Describe, with grammatical cases, how proceedinging environment passel electric shock on motivation and contri exactlye to an effective disciplineplace in travel and tourism, covering-* transmission line locationIn travel and tourism, the holiday atmosphere at resort contributes to a sense of well-being. Customers ar happy to be on holiday and it is relatively easy to adopt a positive military strength to work. Whereas if you were running(a) in a c altogether centre where you be topographic point bound and stick out to fleet most of the talking to customer on the teleph superstar. The organisation has to consider how this poorer environment peck be amend so that ply re master(prenominal)s motivated.* Working conditions and Hours of workHours of work vary tremendously finished expose the industry- slightly tribe ar happy to work unsocial hours because it fits in with their life sprint or they compliments to have prison term off when every 1 else is work ing(a)(a). However, the over solely number of hours per week should non exceed 40.* Health and safety recourse and security f passageors moldiness be considered in the workplace, and enactment such as the Health and Safety at Work Act 1974 must(prenominal) be adhered to. Specific regulations also apply where food is served or where the chemical hazards, for example in a swimming pool. All these requirements atomic number 18 classic.For some organisations a lapse in safety procedures ignore mean the collapse of the business and even a prosecution. Companies that organise activity holidays for boorren, for example must make health and safety a priority. Health and safety is important for both customers and employees. Employees occupy to know that they dirty dog go closely their work in a safe environment and work to bug outher to ensure their customers argon safe.* Equipment and ResourcesSate-of-the-art equipment and a pleasant environment be important to motivate staff.* societal eventMost companies have a Christmas party or social outgoing for staff. These are effective events to create camaraderie amongst staff and build aggroups.* Theories of motivationThe motivation and perpetration of employees is key to success of a group and therefore to the company. Several theorists have come up with models of motivation. The two of that we bequeath look at are Maslow and Herzberg.1. MaslowAbraham Maslow was an American who in the 1940s developed a theory of motivation. The theory is valid equ sufficient for understanding how mountain are motivated in the workplace. Employers can use it to provide conditions that fulfil peoples inescapably at the different levels. Maslow theory is displayed as a pyramid because employees can exclusively move up the levels once the lower levels are fulfilled. So, an employee cant pass on level 4 at work if they are having puzzles in their psycheal life or working with colleagues (level 3). Similarly, if they hav e still been made homeless (level 1) their concern will be finding shelter not performing at work.2. HerzbergHerzbergs theory is also kn proclaim as the hygiene theory. Herzberg identified characteristics which make people contented with their think overs and those which make them dissatisfied satisfiers and dissatisfiers.The satisfiers are federal agents which give people long-term motivation and enable them to enjoy their work* The type of work* Promotion prospects* Having responsibilities* Sense of achievement* Personal development* Gaining recognitionThis dissatisfiers or hygiene factors need to be operating well in an organisation but according to Herzberg do not ultimately motivate people. These are* Salary* Working conditions* Relationships with others- colleagues and jitneys* Company policy(B) Describe, with examples, how working relationships can force on motivation and contribute to an effective workplace in travel and tourism, covering-* Management styleManagement is about motivating people to act in certain ways so that the group can achieve its common goal. A true(p) manager must inform, motivate and develop the police squad. The intravenous feeding types of manager/management I will be talking about are-1. An autocratic managerAn autocratic manager makes all the decisions and announces them to the team. This person is the boss and so has full keep in line. The main advantage of this potpourri of leadership is that decisions are made quickly, as no consultation is pertain. Its other advantages intromit-* Where there is a need for urgent action the autocrat will accommodate control* somewhat team members apply security from being told what to do.Disadvantages implicate-* Team members whitethorn draw frustrated at their lack of control* on that point whitethorn not be room for the team to express creativity* There may be over-dependence on the leadersAutocratic management belongs in a traditional hierarchical structure.2. inf ormatory managementWith consultative management, the leader still makes the decisions but discusses them with the team. The advantages include-* The team is informed of what is going on* Open discussion is promote* The manager spends time with the teamThe disadvantages are that the team feel involved but frustrated by having no real power.3. Democratic managementWith democratic management, the decision-making is shared among the team. The advantages include-* Ideas are encouraged from everyone* There is greater involvement and commitment from team members* The team is wishly to be supportive of the leader* The team is fully informedThe disadvantages include-* Some team members may not be able to cope with being involved in decision-making* The democratic process can need too long* The leader may not agree with the decisions of the team* Powerful team members may take over4. Laissez-faire managementWith laissez-faire management the team is leftfield to sort itself out and get on w ith its work. The manager does not get involved and therefore is not leading the team. The advantages include-* Highly motivated and skilled people are able to get on with their tasks* The team is scepteredThe disadvantages include-* New team members will be uninformed* The team may be left with little or no postulateion* TeamworkTeamwork skills are essential in the workplace. You must be able to work with other people in a team even if you dont determine to like them.A team is a group of people who are working together to achieve common objectives. Even when you are not physically with other members of your team, you can work together by contributing to a sequence of activities with a common aim. If you were working as a resort vocalism in Spain, you would still be working in a team with colleagues in head office in the UK.1. Team rolesGood teams achieve synergy that is, together they can achieve more than the members could individually. to a greater extent ideas, energy and res ources are generated as a group because-* The team solves problems and makes decisions together* The team focuses on the priorities, with everyone working towards the same aim* The team provides a sense of belonging and a sense of status* The team provides a support networkNot everyone in a team is the same- each person has their own strengths and weaknesses. If each person had the same weaknesses, the team could not work there needs to be a balance of skills. A method of recognising individuals strengths and weaknesses is needed in raise to build an effective team.The management unspoiled R.Meredith Belbin has outlined nine team roles necessary for a successful team. One person can encounter more than one role, as most people have strengths in more than one area.Belbins roles- Chairperson/ co-ordinator = The group leader, likely to be relaxed and extrovert, also likely to be a good communicator. They will build on the strengths of team members and give them encouragement. Plant = The ideas person in the team, a person who is original in looking for solution to problems, but not always good at details, and so may make careless mistakes. Shaper = The task leader, who unites ideas and effort. Needs to be dominated and extrovert in order to make things happen. Monitor/ evaluator = The team analyst, who is not so good at ideas but pays trouble to details, thus keeping the team directed towards its target. Implementer = The organiser of the team, who is able to make the ideas of the plant and shaper and malefactor them into manageable and realistic tasks. A practical, stable and disciplined person. Resources investigator = The person who is outgoing and will look for and report on ideas and developments outside the group is sociable and enthusiastic and good under pressure. Team proletarian = A very people-oriented person, sensitive to others needs. The team worker has good communion skills and will be good at motivating other. A natural mediator, who wil l deal with any conflict within the team, this person is very good to have virtually in a crisis. Finisher = A person who sticks to deadlines and likes to get on with things. Will probably be irritated by the more relaxed members of the team. Specialist = This person is resolved and a self-starter and provides knowledge and skills in specialist areas each of Belbins roles acquires a different level of important according to the objectives of the team and the stage in the teams life.2. team developmentFormal teams are part of the structure of an organisation and are planned in order to meet that organisations objectives. The formal team will follow rules and regulations and may meet on a pre-arranged schedule and stand in administrative procedures. Examples in travel and tourism includes sales teams and marketing teamsInformal teams work within or outside formal teams. They are sometimes based on individual(prenominal) relationships between members rather than on work roles. When you complete group work for assignments, you often choose the colleagues you wish. You choose to work with people you like and ones you know will be as committed as you are to the work. This is an informal team.There are several theories of team structure and development, which will help you to understand the effectiveness of teams. Bruce Tuckman (1965) identified four main stages of team development-* Forming at this stage, team members form their first impressions of each other and establish identities. They are sounding each other out and finding out what is expected of them.* Storming- the team members have, by now, turn more used to each other. Members are prepared to put forward their ideas forcibly and openly they are also prepared to disagree and so there may be some conflict and hostility.* Norming the team now begins to establish co-operation. Conflict is controlled, views are ex alternated and new commonplaces introduced.* Performing the team is now working together it begins to arrive at solutions and achieve objectives.There can also be a fifth stage, called adjourning or mourning, where the team has disbanded and the members miss being part of the team.* Job roles and lines of obligationAn organisation graph places the structure of the company and how the work is divided into different areas. It also shows the lines of responsibility between staff, so that it is likely who is responsible to whom. An employee studying a chart will find the possible promotions routes.The chart may show a hierarchical structure or line relationship. This is a very traditional structure and shows a range of mountains of command with each person responsible to the person above them. It is sometimes referred to as a pyramid structure.Many organisations today would be depicted in a chart with a pet structure. There are fewer layers of management, and each manager has a broader span of control. Restructuring of organisations often involves getting loose of m iddle managers, hence the flattened structure.* Channels of conferenceOpen communication must be encouraged and ideas should be freely expressed in the workplace. There should be trust and support between team members. An effective leader can encourage good communication and shape the way the team works.* oralVerbal communication is the process of sending and receiving messages with words, including writing and there are different ways a person can do verbal communication1. Telephone2. Word of mouth3. Video company4. Face to face5. Presentation6. Walkie-talkie7. Meetings8. Bluetooth/ headset (mobile phone)9. Radio10. Sign language* WrittenWritten communication guarantees that everyone concerned has the same information and it provides a long-lasting record of communication for future such as1. Books2. Brochures/ leaflets, newspaper3. E-mail4. Text (written + electronic + verbal)5. Fax (written + electronic)6. Notice boards7. Minutes of meetings* ElectronicElectronic communication style any method used to convey a message that has been transmitted via electronic heart such as e-mail, video conferencing, radio, TV, mobile phone, internet, fax etc.* Equal opportunitiesLegislation exists to ensure that personal receive equal opportunities and that there is no discrimination. The arts of parliament that you should be aware of are-* slipstream relations Act 1976This act makes discrimination on racial grounds unlawful in employment, instruct, teachingal activity and the provision of goods, facilities and services. The two main type of discrimination involved in this Act are-1. direct discrimination- discrimination a introducest colour disability, citizenship2. indirect discrimination- discriminating a racial group* sexual practice discrimination Act 1975This act makes it unlawful to discriminating against psyche on the ground of gender, marital status, sexual practice reassignment or sexual orientation. The act was updated in 1986 to remove restrictions on womens hours of work and then it allowed women to take h=jobs with flexible hours. This act not only covers discriminations in the workplace but in job advertisements and interviews.* Disability discrimination act 1995This act makes discrimination against people with disabilities unlawful in respect of employment, education and access to goods, facilities, services, and premises.Employers are required to make reasonable adjustments to accommodate people with disabilities. Examples include providing specially able keyboards for arthritis sufferers, facilitating wheelchair access and relocating people with limited mobility to the ground floor.* Equal pay act 1970This act was introduced to address the problem of women being paid less than men for the same work. It allows employees to claim equal value in hurt of demands made on them, such as effort, skills and decisions made. There is also an EU Directive that state that for the same work or work of equal value, sex discrimination m ust be eliminated in all aspects of pay.* Other forms of discriminationDiscrimination at work is a very serious issue and can result in large amounts of compensation being awarded adjacent successful tribunals, not to set up policies to ensure that the workplace is free from discrimination.Measures to be taken include-1. Setting up a broad equal opportunities policy covering all aspects of discrimination2. cookery staff in discrimination legislation and on how to implement the equal opportunities policy3. Setting up complaints procedures for instances of discrimination* Employment sort outs act 1996When someone gets a job they can aspect to receive a contract of employment. This is a legally rachis agreement between the employer and the employee. Under the Employment Rights Act, the employer must give the employee a written document including the following information, in writing within 2 months of starting work-1. Name of employer and employee2. Date employment began3. ramble of pay and interval of pay4. Hours of work5. Holiday entitlement and pay6. Job title and brief translation of duties7. Place of work8. Notice entitlement and requirements9. Sick leave entitlement and sick pay10. Pension and pension intention11. Disciplinary procedures and grievance producers12. Date of end of employment it improve term13. Additional details about working aboard if appropriate.* Notice boardAfter one month of continues employment an employee is entitle to one week of notice if the employment ends. After 2 years employment they are entitle to 2 weeks notice, afterwards 3 years, 3 weeks notice and so on. After 12 years the legal utmost 12 weeks notice is reached.A employee must also give notice of leaving to an employer. After one month of continuous employment, an employee must give a minimum of one weeks notice.Employees are empower to normal pay during notice periods as long as they are working or available for work.* RedundancyRedundancy pay is calculated ac cording to the employees age, length of service and salary. Employees can claim for unfair dismissal if they suspect1. There is no real tautology2. They were unfairly selected for redundancyDismissal is treated as redundancy if the whole business is closing or a grouchy job disappears or requires fewer employees. An employer may tenderise alternative employment. If the employee unreasonably refuses it they are not entitle to redundancy pay.* EU Directives on hours and payThe European Working Time Directive was enacted in the UK through the Working Time Regulations 1998. This lays down the following1. A maximum 48-hours week, averaged over 17 weeks2. at to the lowest degree 4 weeks paid annual leave3. a weekly rest period of at least 24 hours in each 7-day period4. a daily rest period of at least 11 consecutive hours between each working day5. an in-work rest break of 20 legal proceeding for those working hours or more per daySome sectors are excluded from the regulations one of theses is transport.* National Minimum occupy Act 1998This Act provides workers with a minimum hourly rate below which their wages will not fall. Those who work part time benefit most, because they are often badly paid. The Low have a bun in the oven instruction advises the Secretary of State on the value of the minimum rate. A special lower rate applies to 18-to 21years-olds.* motherliness and writing leaveThe Employment Relations Act 1999 provides for basic rights for gestation leave. There are common chord periods of maternalism leave. Ordinary maternity leave is for a period of 18 weeks which coincides with the period for statutory maternity pay. This applies to all employees. Compulsory maternity leave extends to a period of 2 weeks after the birth the employer must not permit the woman to return to work during this period. Additional maternity leave follows immediately after the original 18-weekperiod and must end within 29 weeks of the birth. Employees with at least one years service with an employer are eligible for the additional maternity leave. Under the same Act there are provisions to allow parents 3 months leave in order to care for a child. This is intended to be taken before the child is five. It is intended to be available to men and to women, in addition to maternity leave.Paternity leave is available to men to1. Have or expect to have responsibility for the childs upbringing2. Are the biological father of the child, or the mothers husband or partner3. Have worked continuously for their employer for 26 weeks ending with the fifteenth week before the baby is due. pensionable employees can choose take either 1 week or 2 consecutive weeks paternity leave (not odd days)* Statutory sickness payAn employer must pay Statutory Sick Pay to employees who become sick and who normally earn at least 79 per week. After 28 weeks, stupidity Benefit or Income Support must be claimed instead.* Grievance and disciplinary proceduresThese must be includ e in the employees written statement or contract, or at least there must be a reference to where they can be found. Disciplinary producers deal with such maters as warnings to be given before dismissal. Warnings might arise from the following-1. Lack of capability or qualifications-although the employer has a responsibility to give educate2. Misconduct-which includes habitual lateness3. Gross misconduct (for example, assault or theft) leads to instant or compendious dismissal.Grievance procedures deal with complaints by employees who are not satisfied with aspects of their employment. Employees must be given the visit of a person to whom a complaint can b made and should be informed of right of appeal.* Investors in peopleInvestors in people is a UK quality standard development in 1990. Those companies who gain the award have proved that they invest in the tuition and development of their staff. This is beneficial to employees and also to customers and suppliers.The standard for Investors in people is based on four key principals1. Commitment from the top to develop all employees2. Regular review of training and development needs3. Taking relevant action to meet those needs throughout peoples life historys4. Evaluating training and development outcomes for individuals and the organisation in order to continuously changeThese principals are subdivided into 24 indicators of effective practise, and the organisation provides evidence for assessment against the indicators.Once the organisation gets the award it is entitled to display the Investors in People logo on company literature.* Buddies and teachingMentoring schemes are growing in popularity. They offer employees a one-to one relationship with a mentor, someone with greater experience and a willingness to listen and advice. The mentor and the mentee meet regularly and discuss aspects of the mentees job, such as career development.The mentor does not act as a line manager or superior and is never judge mental, but acts as a sounding board and is able to offer ideas and a different outlook on work issues.The Hilton hotel chain runs a mentoring scheme for its staff at all levels. Its purpose is to support staff in their career development. Mentors at the Hilton chain are often colleagues of the mentees doing similar jobs, which departs from the traditional model. All of the mentors have had mentoring training. Some companies have similar, but sometimes less formal, schemes where a new member of staff is given a comrade as a source of information and help.* Job securityMany contracts today are fixed term, especially in areas such as visitor attractions. This means that the period of employment is not obscure but lasts for a period of months or a year or two. The reason for such contracts is flexibleness for employers- they can lose staff on fixed contracts at the end of the period without penalty. However, such contracts are demotivating for staff as they worry about their future i ncome and job prospects.C) Describe with examples, how incentives can impact on motivation and contribute to an effective workplace in travel and tourism including* RemunerationRemuneration means how much you get paid. You would imagine that this is very important as a motivator. In fact, it is an important factor in attracting people to a company but research shows that it is not the most important incentive.* operation related payBonuses are often based on overall profits and awarded to all employees- normally performance related.* Incentive schemeAn example of an incentive scheme could be a competition that staff are invited to enter. The competitions may be based on generating new ideas within the company, or how to boost sales, customer satisfaction or commissions on sales.* DiscountsDiscounts may be given on holidays or travel for those working in the industry. Many who work in travel and tourism receive cheap travel, perhaps by going on standby if they work for an airline or by going on investigatory trips to a destination if they work for a travel agent.* Holiday entitlementIn the UK employees can expect around 4 weeks paid holiday per year. In the public sector more holiday is often given, but this may be balanced against lower pay.* Pension schemesA good pension scheme can act as an incentive for many people who are concerned about security in retirement.* PerksAs a perk, employees in the travel and tourism industry are often provided with a uniform. They may get to travel or live aboard and be paid to live there. They may be provided with a company car.* Opportunities for promotion and progressionMany employees need a challenge and if they are in the same position, doing a job they find easy, they may become bored and less efficient. Thus, opportunities to move on and face new challenges are an important incentive. Opportunities may arise within an organisation and good people are quickly promoted. You may wish to let it be known that you are inter ested in progression and ask to be sent on relevant training courses and conferences.D) Described, with examples, how training can impact on motivation and contribute to an effective workplace in travel and tourism including* TrainingThose employers who wish o ensure an effective workplace will offer ongoing training and development to staff. There are several benefits to organisations add to their workforces. Training can* Improve individual performance* Improve team performance* Allow staff to be better informal* Equip staff to deal with change and emergencies* Make for a more flexible workforce* Improve morale* Allow managers more time to manage through delegation of other tasks.* Induction trainingEmployers have to provide instruction and training to ensure health and safety, and this is usually a part of induction training. The induction is the first stage of training and is given to new employees it is important as new employees need to be made welcome and become effective in their work as quickly as possible.Induction covers* The nature of the job* inception to the workplace and to staff* The lines of responsibility* Facilities such as toilets, lockers, canteen* Health and safety basics* Training opportunities* In-house trainingLarge companies offer their own in-house training and may even write their own materials. These training courses are very beneficial as they are tailor- made to meet the needs of the company.* External coursesThousands of extraneous courses are available. These may be specific to travel and tourism or other professional qualifications in areas such as marketing or human resource management. They may be offered by colleges, by travel associations or by private companies.Companies may allow individuals or groups to attend such courses. Some may be long term, leading to advanced qualifications, so a great deal of commitment is required on behalf of the individual.