The research paper I found to discuss was a study done on motivation in the work place in a hotel in Konya, Turkey. Since I am currently in the hotel industry I find it very interesting that these individuals were able to conduct a mathematical analysis of what drives employees to stay committed in the work place. The three factors they tested to see which had the highest effect on employees were intrinsic motivation, extrinsic motivation, and work motivation. In this study they had employees fill out a survey based on a 5-point scale that consisted of a list of questions pertaining to their work environment and the outcome of certain situations.
This study was based on a single 5 star hotel that contained about 500 employees, only about 120 participated in the study. Researchers broke the results down into a mathematical problem that started equal for each of the three factors but then increased/decreased based on test results.
They also had a percentage breakdown of age range and gender so you knew the different variables they were working with.
The problem they were trying to solve was to see how to keep employees from leaving a company since employee turnover is much more costly than keeping long term employees. I know from my experience that employees need motivation when at work especially in an industry as difficult as hospitality. This test was important to conduct because as managers and supervisors we need to know what keeps our employees going and striving. The result of this study proved to be very informative and helpful when better understanding employee’s basic needs.
Researchers were able to find out what the most important factor is and what the least important factor is for employees when we are trying to keep them committed to a company.
The first result of this study showed that intrinsic was the most important motivational factor. This means that employees value being treated as a human more than anything else. Instead of treating employees like they are just a working piece of a machine, they want to know that they are viewed as a social human beings who are important to the organization as a whole. I know from personal experience in this industry that this result is spot on, you can give employees raises but if they don’t feel appreciated within your company or even just your department then they will shut down.
This is a very important result to see so that management can see that basic respect of employees by their leaders makes all the difference. The second most important factor for commitment showed to be extrinsic motivation. I was surprised to find that this actually wasn’t the highest result since people generally work towards moving up at their job. This result showed that it is important to reward employees with promotions, salary increases, etc. which I feel is basic common knowledge that you should have as a manager. In my hotel I reward my employees with incentives for receiving good guest reviews which I feel is important to show them that not only are they doing a great job but I want them to be rewarded for going above and beyond for our guests. The outcome of this study shows that in fact employees do need to receive monetary compensation for a job well done alongside praise and respect for doing their job well. The last result was work motivation which showed to have absolutely no effect in this case study.
In this specific study it presents that work motivation has no effect on employee’s commitment to a company thus making it irrelevant to this study. Work motivation is the basic internal and external factors management uses to keep their employees going at work. This did surprise me that it has no effect on employee’s commitment to their company since I would feel like if you are being motivated to do your work you would want to stay with that company. I found this entire study to be very interesting since I do work in this specific field so it is good to know as a manager what will make my employees want to stay with the company. I think all in all they went about this study the right way by breaking it down into three factors and calculating it down to percentages and using a 5-point system to rank from most important to least important. I would say that maybe if this test was conducted again that they break it down by department so it was more specified as well as having more participants in the survey so the results would be more validated.