In today’s age of altering and complicated world, organizations have a crucial participation and role in obtaining social missions and goals. Organizations of any sort whether service or manufacturing, associated with human beings as a vital factor regarding the quality of the participation they have. In other terms, organizations, especially in the hospitality sector over the years have derived the understanding that human beings are considered the most valuable resources at their disposal (Andersen, Heinesen & Pedersen, 2014). Hence, the significant participation of human beings in the obtainment of goals and objectives cannot be devalued. Motivating people needs the discovery of their intentions and motives as the reason for their active role in the achievement of the objectives and goals of hospitality organizations. The discovery of the heightened motivations of the individuals as the cause of improvement in performance is not a convenient task. Hence, managers and organizations have to give more attention to such kinds of motivations. This will result in the employees increase in the hard work of the employees which includes the housekeepers in the hospitality sector. This will also result in the employees becoming more pleasant and joyful which will result in a reduction in absenteeism, and an increase in satisfaction (Atmojo, 2015). The rules and regulations at the workplace would be observed and maintained. The employees will also put in their best efforts to materialize the strategies and goals of the organizations.
The prime objective of the research proposal is to outline the details that address the goals that were identified in the literature. The objective of the research proposal is to assess the factors of the motivation that affect the housekeeper’s performance in the hospitality sector in Melbourne CBD. The objective of the research proposal covers the assessment of the motivation level and enhancement of confidence provided by proper development and training. The analysis of whether the role and participation in the making of decisions boost the level of a housekeeper’s levels of motivation(Chaudoir, Dugan & Barr, 2013).
The scope of the business research proposal is the determination of the factors and aspects that affect the performance of work of the housekeeping employees in Melbourne CBD.
The overall success is determined based on the ability of an employee and motivation which determines the performance level of an employee. The capability has to be decided based on training, skills, and resources that are required by the housekeepers in the implementation of a specific task, while the motivation has to be considered as the intrinsic urge that an individual initiates and acts in a certain manner. The organizations should inculcate trust among the employees which would increase the supple, promptness, commitment, impression, and profitability of the organization. The organization needs to have trust integrated to enhance productivity along with the improvement of the political and hierarchical structure. Hence, the workplace and the employee management system would create a higher standard of involvement for the employees (Zhang, et al., 2014). The hospitality organizations in Melbourne CBD need to adopt various strategies to gain affluence to have a competitive advantage over the rivals in the global market. This would also help the organizations in Melbourne CBD to increase their overall performance (Edgar & Geare, 2013). Human beings as in this case, the housekeepers are beneficial assets to an organization and the organizations in the Melbourne CBD need to give proper attention to them which, otherwise would lead to failure in achieving the objectives and goals of the organization. The satisfaction and motivation of the employees are very much necessary to complete the housekeeping jobs effectively which would have a great contribution to the success of the organization in the future. Once the organization makes the employees that they are in control over their work, they would feel be an important part of the organization and would work to their full potential (Kusurkar, et al., 2013). This will provide a positive aspect to the culture of the organization which will be beneficial to the company. Organizations to have success as an outcome need to inculcate employee motivation in their work strategies as it would enhance the job satisfaction of the employees (Giannakos, 2013). This can be achieved by strategizing both financial and non-financial rewards for the housekeepers to motivate the employees who are working effectively. The organization has to provide the housekeepers in the organization in Melbourne with recognition which motivates them (Siegle, Rubenstein & Mitchell, 2014). The organization can obtain addition to the creativity of the innovation pool of the company by motivating the employees (Siegle, Rubenstein & Mitchell, 2014).
The following hypothesis will be examined in the research proposal:
Is there a significant association or relationship between the motivation of the employees or housekeepers and the social needs of the housekeepers?
The essence of the suggested method is to handle and manage the objectives that are provided in the research (Joseph, et al., 2015). The researcher/s is regarding consulting the employees within the organizations in Melbourne CBD to assess and determine the effectiveness of the approaches and perceptions of the individuals about the strategies for performance in the first phase (Herman & Chiu, 2014). In the second phase, the researchers will have to conduct certain interviews of the managers in some organizations in Melbourne CBD and ask them to describe the contribution which might increase and enhance the performance of the housekeepers effectively, mostly in the process of restriction. By having a combined effect, the research study can deliver provide the analysis and help in making conclusions to satisfy the aim and objective of the study (Jensen, Patel & Messersmith, 2013).
The research study limitations remain as the restricted sample size is constrained due to the highly restricted access to the housekeepers as employees. Moreover, despite being a case study, it has to be done for the organizations in Melbourne CBD to attain a broader perspective. The recommendation to the research study is that the CEO of the organization need to encourage the participation of the employees in the activities of recreation to obtain togetherness and acceptance that leads to healthier and more amicable relationship between the housekeepers and other employees so that they get motivated more effectively in the organization (Holland, 2016).
|Details of the study||Week||1||2||3||4||5||6||7||8||9||10||11||12|
|Approval of study topic|
|Approval of research aims and objectives|
|Approval of research methods|
|Literature review examination|
|Fashioning survey form|
|Picking the sample respondents|
|Passing the questionnaire|
|Gathering questionnaire data|
|Collecting primary plus secondary data|
|Doing data analysis|
|Organizing the findings|
|Giving initial draft|
|Conclusion and recommendations|
Revision and reformation of the organizational structure in the orientation of inculcating motivation in the work environment has to be done in the organizations in Melbourne CBD. The creation of a work environment should be in such a way that the employees including the housekeeper are motivated. This can also be done by providing them with all the facilities that they need. To motivate the employees a clear understanding of the aim and objectives of the organization has to be also imparted to the employees which would help in aligning their mindset with the targets of the organization. The factor of motivation can be considered as the few aspects that can lead to a higher degree of employee satisfaction in the work environment which would ultimately lead to an increase in the overall productivity of the organization. Every employee has to provide with a certain degree of space and freedom in expressing their opinions and views which would enhance their interest in working in a friendly environment. The motivation of the employees would lead to authorizing the employees for gaining successful encounters in business. Thus, this would help in examining whether implementing or promoting specific factors of motivation in the hospitality sector, more specifically in the housekeeping sector, in which the organizations would boost the performance of the employees to a higher degree. Measuring, recognition, and evaluation need to be implemented by hospitality organizations to gain a better comprehension of the needs of the employees.
Andersen, L.B., Heinesen, E. and Pedersen, L.H., 2014. How does public service motivation among teachers affect student performance in schools? Journal of Public Administration Research and Theory, 24(3), pp.651-671.
Bellé, N., 2013. Experimental evidence on the relationship between public service motivation and job performance. Public Administration Review, 73(1), pp.143-153.
Chaudoir, S.R., Dugan, A.G. and Barr, C.H., 2013. Measuring factors affecting the implementation of health innovations: a systematic review of structural, organizational, provider, patient, and innovation level measures. Implementation Science, 8(1), p.22.
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Holland, B.A., 2016. Factors and Strategies That Influence Faculty Involvement in Public Service. Journal of Higher Education Outreach and Engagement, 20(1), pp.63-71.
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Joseph, D.L., Jin, J., Newman, D.A. and O’Boyle, E.H., 2015. Why does self-reported emotional intelligence predict job performance? A meta-analytic investigation of mixed EI.
Kusurkar, R.A., Ten Cate, T.J., Vos, C.M.P., Westers, P. and Croiset, G., 2013. How motivation affects academic performance: a structural equation modeling analysis. Advances in Health Sciences Education, 18(1), pp.57-69.
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Sykes, T.A., Venkatesh, V. and Johnson, J.L., 2014. Enterprise system implementation and employee job performance: Understanding the role of advice networks. MIS Quarterly, 38(1), pp.51-72.
Zhang, Y., LePine, J.A., Buckman, B.R. and Wei, F., 2014. It’s not fair… or is it? The role of justice and leadership in explaining work stressor–job performance relationships. Academy of Management Journal, 57(3), pp.675-697.Order Now