Create an introduction as well as a conclusion for the following below

Purpose of motivation in the workplace

The concept of motivation has a central position across the field of psychology. Motivation is about our choices: where we expend energy and how we prioritize.

These choices are especially relevant in the world of work.

Being highly motivated at work means we try harder to do our best. Sometimes we are motivated by external factors such as how much we’re being paid, the benefits we are receiving through work, or whether we receive recognition from a supervisor or positive feedback.

Other times, internal factors motivate us, such as how much we enjoy what we’re doing or how important we believe the work is for the company.

Work motivation has a direct impact on our performance. Organizational psychologists have noted that an employee’s performance is impacted by:

1. Their ability to do the work
2. Their motivation to succeed

This relationship is often expressed as the equation:

Figure 1 Employee Motivation (Source: Betterup.com)

Nowadays, many companies are aware that the starting point and continuing basis of a successful company strategy are the human capital and not financial capital. It means that the company's success is not influenced by the capital or technology used but more on the knowledge, skills, and behavior of the employee that an organization possessed. Motivated employees can lead to increased productivity and allow an organization to achieve higher levels of output.

Motivated employees can perform better and help the company to become more efficient, effective and competitive

Motivation refers to how driven and happy an employee is in their role. If an employee is motivated, they're more likely to do a good job and push. Motivation is incredibly important for attracting employees, retaining employees and general levels of productivity during a business.
Having a motivated workforce contains a range of benefits, like lower levels of absenteeism, retention of workers and low levels of staff turnover, improved relations between management and workers, improved worker performance, improved quality and improved customer service.

Lower levels of absenteeism - employees taking fewer days off for sickness or other reasons. Motivated employees are more likely to be willing to figure, instead of staying off.
Retention of workers - low levels of staff turnover. this is often vital for businesses, as employees that stay during a business have experience and keep recruitment costs low. Less training is additionally required.
Improved relations between management and workers. this might mean that employees are more likely accept changes without dispute, and can be less likely to require either legal or industrial action against managers.
Improved worker performance. Motivated employees will generally work harder, arrive on time, and specialize in their daily duties. Productivity levels could increase and also the overall output of a business could also be higher.
Improved quality and improved customer service. Motivated employees are more likely to figure to the next standard and put more effort into creating higher quality products. Those in commission industries are more likely to supply the next level of customer service and be more captivated with their role.
In the hospitality industry, employees are required to work for long hours and stay focused on servicing their customer, thus ensuring that the employees are kept motivated is considered crucial. In order to increase employees' motivation, it is vital for organizations to understand what the elements that make employees stay motivated are.

The results of this research have identified nine elements which considered important in ensuring that employees stay motivated in the work. The elements that been identified are:

1) convenience.

2) happiness.

3) working environment.

4) will and desire.

5) relationship with colleagues.

6) work interest.

7) salary.

8) relationship with the employer and lastly.

9) gaining new knowledge

Covid-19 and its impact

COVID 19 and Lockdown throughout the world has affected

The world is currently battling with the unprecedented effects of the COVID-19. With the UN claiming it to be a crisis on humanity like never before, it has put our social fabric and cohesion under tremendous stress. In the face of this fatal virus, the economies worldwide have come to a standstill, making the travel restrictions and social distancing policies the new normal.

Impact of the Outbreak

The hospitality industry has taken a massive hit around the globe with occupancy rates dropping by 59% in US hotels alone. Significant declines are also forecasted in average daily rate (ADR), occupancy, demand, and revenue per available room (RevPAR) for 2020.

Current forecasts predict a deep economic contraction in the first half of the year, followed by a bounce-back in the latter half. However, there could also be a prolonged economic uncertainty that would resist a sharp bounce-back. As hotels counter this economic crisis, there will be a dire need to assess the business continuity and operational challenges, both for the short and long term, and understand the impact on Cash, Working Capital, and Profitability.

Figure 3 Forecast of travel prediction (Source: Hospitality.net)

The severe situation had stalled travel plans for the majority of the people around the world but it is expected that hotel bookings will see a recovery after September 2020. However, it is also predicted that people will be more inclined towards traveling domestic rather than international. Thus, it is imperative for the hotels to be prepared before the business starts to ramp up and use this interim period as an opportunity to overhaul their legacy systems.

The need of the hour

1. Regain Guest Confidence

The core of the relationship between any brand and its consumers is “the trust”, and thus recapturing guest confidence should be the primary step for any brand amidst this pandemic situation. At a time when consumer confidence is at an all-time low, communication will play the lead role in re-assuring the guests of the safe environments at different hotels. Also, within the hotel premises, the way hotels empower their guests with increasingly relevant and timely information, will also hold the key to future.

2. Revisit Hospitality Offerings

Hotels will need to review their existing service offerings to adapt to the “new normal” and provide a touch-free experience to their guests when they arrive at the property. To achieve this, Hotels will need a transformation in their daily operations to provide an experience that would ensure that both the guests and the hotel staff are in safe hands.

3. Employee Well Being

A turnaround is also expected in the hospitality industry at the employer level. The current working models need to be re-evaluated for efficiency with ‘employee wellbeing’ positioned higher than ever in the hotel’s priority list. Providing them with safety kits and eliminating the different touchpoints while serving the guests are the major needs of the hour.

4. Regulatory Compliances Liabilities

In this new environment, hotels need to adopt new practices to regulate the environment in which the business happens. Once the operations begin, stern measures on sanitation and hygiene will be very important and hotel properties will have to not just be aesthetically clean but also clinically clean. It will also be important to ensure that the mandatory regulatory guidelines such as social distancing are being followed at their properties

The COVID-19 crisis has radically changed the way people live and work. While most studies have focused on prevailing negative consequences, potential positive shifts in everyday life have received less attention.

Following travel bans, border closures and quarantine measures, many workers cannot move to their places of work or carry out their jobs which has effects on incomes, particularly for informal and casually employed workers. Given the current environment of uncertainty and fear, enterprises are likely to delay investments, purchases of goods and the hiring of workers. As per data, the impact on the Indian hospitality industry could render a majority of the people in hospitality in India, jobless.

Figure 4 Covid 19 disruptions (Source: betterup.com)

Overall, it may be that the nature of hotels and restaurants will change to leaner and more efficient operations, where a balance between smart and skilled labor is sought after. Due to fear, a large part of the labor force is seeing a domestic-mass immigration, which means a majority of the front-line staff at hotels will have moved back to their native areas.

Temporary work forces will be the first to shrink, after which the impact will be felt by permanent employees as hospitality companies may be hard-pressed to cut costs. This may lead to a large number of people changing their industry to go where the cash flow is quicker. This global exodus could have a severe impact on the talent pool and may not recover until confidence is reinforced by employers and governments alike. Only through a compassionate approach taken by businesses can the workforce be saved.

 

Motivational Strategies 

Some employees may already have an enthusiastic attitude, but often it’s up to the manager to motivate employees. There are several ways to motivate people you supervise. The common theme of these strategies is that you express confidence in your employees’ abilities and you create a link between hard work and a positive outcome.

1. Praise their work

Complimenting someone on a job well done may seem like a simple thing, but it really can make the difference between a positive work environment where people are motivated to succeed and a workplace where the employees are bored with their assignments. Try to notice one thing your employees have done well each day, and let the person who completed the work know that they did a great job.

2. Recognize their achievements

If some of your employees have consistently gone above and beyond, recognize them with an employee-of-the-month award, or commend them at staff meetings. Take a minute to explain what they did and how it benefited the team. This shows your top employees that you appreciate them, and it gives everyone else concrete tips on what they could do to make a more valuable contribution at work.

3. Reward effort

Praise and recognition are good rewards in the short term, but when someone has been working at your company for a year or more with excellent job performance, you should reward them with something more material. Try to recommend your best employees for promotions, and help the high achievers move into more challenging roles. If you can’t offer a promotion, try to boost pay or improve benefits for high achievers. For example, you might offer more flexible shift scheduling, the option to work at home one day a week, or some additional vacation days.

4. Give them space

If you hover around your front desk agents and jump into the conversation every time a guest asks a question, those employees probably won’t feel motivated to put effort into their work. After all, they know you’re standing right there and that you’re going to take over when the job gets interesting. Instead of hovering, take a step back. Tell your employees that you’ll be nearby if they need help, but wait for them to come to you. You’ll probably find that they can handle many situations on their own and that you only need to step in occasionally.

5. Offer constructive feedback

Some people assume that criticism demoralizes workers, but it all depends on how it’s delivered. Constructive criticism that gives your employee the information they need to improve can be motivating because it signals that you believe they have the potential to do better. Back up feedback with training. For example, if a new housekeeper makes a bed in a sloppy way, point out the problems in the bed’s appearance. Then, demonstrate the correct way to make the bed, and ask the housekeeper to show you the correct method. Spending time teaching an employee shows that you want them to succeed and you’re willing to offer support.

6. Give employees a challenge

When people perform easy, routine tasks, they sometimes act like they’re on autopilot. But when they face a challenge, they draw on their strengths and work hard. Offer your employees challenges that ask them to think creatively and work together. For example, you could ask employees to brainstorm ideas for new holiday decorations or to design a more efficient luggage storage system. The challenge should be something doable but out of the ordinary.

7. Ask their opinion

In your one-on-one conversations with employees, ask them to share their ideas for upcoming events or ways to improve work processes. Ask how they think the tables should be arranged for a banquet, or if they can think of more innovative uses for your current lobby space. When you seek employees’ opinions, you show that you respect them and that you want them to be thoughtful about their work.

8. Ask them to help train others

People feel good about themselves when they help others, and sharing their own knowledge leads to a sense of pride. Let your employees enjoy that feeling of ownership in their work by giving them opportunities to train new team members. Knowing that someone is looking up to them and depending on them for guidance is a great motivator.

CONFLICT IN THE WORKPLACE

So many conflicts in life are caused by a lack of or poor communication, and the workplace is no different. Misunderstandings, closed-mindedness, and passive-aggressive behavior all contribute to the following workplace conflicts.

INTERDEPENDENCE/TASK-BASED CONFLICTS

These disagreements arise in situations when individuals in an interdependent project network must coordinate their tasks so that everyone can successfully get their part done. For example, an accountant can’t do their job without all the numbers. If an employee is constantly late with their reports, it affects the accountant’s ability to finish up and make deadlines.

The solution? Delegate tasks effectively. Communicate with the team the importance of responsibility and accountability. Clarify what everyone should be doing in their role so they’re all on the same page when deadlines approach.

LEADERSHIP CONFLICTS

Everybody has a different leadership style, and everybody reacts differently to those leadership styles. Some leaders are bold and charismatic, others are more laid-back, warm, and inviting. Some are highly technical and strict on rules and deadlines, and others are so hands-off you hardly see them.

To solve potential conflicts, you should emphasize mutual respect of differences throughout the company. Also, leaders should be aware of their own leaderships styles and how they interact with the work styles and personalities of people on their team. They should be able to adjust and connect with their employees no matter their leadership preferences. Again, we’re all different – it’s not something we can escape.

WORK STYLE CONFLICTS

Just as there are different leadership styles, there are different work styles. Some people prefer to work in groups while others do their best work alone. Some people need no extra direction to complete a task, while others like external input and direction every step of the way. Some people get more work done under pressure, and others like to knock their tasks out early.

The same idea of mutual respect and understanding applies here, as well as throughout all workplace conflicts and any interaction involving other people. We may prefer a particular work style, but sometimes in groups, teams must collaborate to come up with an idea greater than one mind could think up alone – meaning they have to learn to deal with each other’s differences.

PERSONALITY-BASED CONFLICTS

Say it with me again: We are all different. We’re not always going to like everyone we meet, and it’s not easy to work with someone whose personality we find distasteful. It’s helpful to remember that who we perceive someone to be is not necessarily who they actually are. This circles back to the theme of empathy and understanding. Don’t let what you’ve seen define everything you’ll think about someone in the future.

It’s all about the story you tell Imagine someone cuts you off on the highway. You’d probably be thinking about how they’re a rude, brainless jerk. Now imagine you’re late for work or you’re taking your sick child to the doctor, or that you have to go to the bathroom immediately and you end up cutting someone off while driving. You know the justification behind your actions, but the person you cut off is sitting there thinking you’re a rude, brainless jerk.

DISCRIMINATION

This is where workplace conflict gets more serious, and where human resources might have to get involved. If there’s harassment or discrimination going on due to age, race, ethnicity, gender, or what have you, there’s a serious need for the company to explicitly emphasize open-mindedness, acceptance, and understanding. We can all learn to coexist.

CREATIVE IDEA CONFLICT

Conflict when it comes to idea brainstorming is actually an excellent opportunity to make the idea even better. Employees need to recognize the ideas of others, voice their own, and then gather the best pieces together for a stunning solution.

If two individuals were disagreeing on a project idea, they could talk to each other and cooperatively decide on one idea or the other. They could also look for compromise so both ideas can shine through while producing an even better outcome spawning from the collaboration. If needed, they could approach another colleague or a higher-up to mediate the discussion or offer their opinion on the final decision.

HUMAN RESOURCE AND ITS ROLE IN WORKPLACE CONFLICT

We learn and grow through competition, when handled properly. The human resources department, HR, frequently acts as a mediator between employees and managers, quickly responding to conflict and ensuring employers do not violate the rights of employees. Human resources personnel settle workplace disputes through interpreting company policies and employment and labor laws.

The human resources department follows conflict resolution procedures to successfully reach an acceptable outcome for all parties.

Employee Complaints

Responding to employee complaints, human resources deals with allegations of unfair treatment, unfavorable working conditions and disputes between coworkers and managers. HR clearly explains workplace codes of conduct and offers solutions and compromises. The department determines the appropriate disciplinary action, if necessary, and files details of the events.

Labor Relations

Acting as a liaison between employers and labor unions, human resources implements labor relations programs, settles labor disputes that could possibly lead to strikes or litigation, deals with bargaining agreements and such employee relations matters as contracts, wages and salaries, benefits and pensions. When disputes arise or union representatives and employers cannot agree, HR negotiates terms and helps the parties reach a decision.

Allegations

Allegations of discrimination, harassment and unfair treatment also fall within the purview of human resources. If an employee feels he has been discriminated against or is the victim of harassment, human resources is the first step in resolving the matter. The department investigates the claim, establishes its validity and also interprets equal opportunity and anti-discrimination laws to see if the employer is in compliance. HR offers a remedy to the situation or assists employees with filing formal charges.

Workplace Injury

Human resources prevents potential conflict if an employee sustains an on-the-job injury. Employees must first notify human resources of the incident so HR can promptly open a worker's compensation claim. If the injury is the result of the employer's negligence, HR can counteract potential lawsuits by ensuring the worker receives medical attention and compensation for his injuries and lost wages.

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