HND人力outcome 2(5页).doc

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1、-HND人力outcome 2-第 5 页1A.Identify and explain one content and one process theory of motivation.Motivation theory is to point to by specific methods and management system, to maximize employees commitment to the organization and the work of the process。motivation theory including the content and proce

2、ss.Content motivation theory including Maslows hierarchy of needs, Herzbergs two-factor theory,ERG theory,and X-Y theory. Process motivation theory including Adams equity theory, Vrooms expectancy theory and Goal-setting theory. Content theoryThe content theory that I described is McGregors Theories

3、,it contains Theory X and Theory Y. The Theory X assumes that people dislike work and responsibility,and Theory Y assumes that physical and mental effort in work is as natural as play or rest.theory X means the some employees dislike their work and avoid to take responsibility if possible,at the sam

4、e time,because they have no passion for the their work,so their leaders will treat them by some ways such as coerced,directed,controlled,threatened with punishment to help them finish the organizations goals. When something happened,they regard the security as more important rather than everything e

5、lse.Theory Y described the efforts about physical and mental of work are equal with resting and playing,employees have ambitions,they can achieve work objectives by their own directed and control rather than managers force. In addition,they can use their imagination,creativity and wisdom to solve th

6、e problems,which play an important in group cooperating. They are willing to accept even seek out responsibility rather than avoid it.Process theoryThe content theory that I described is Goal-Setting Theory. Goal Setting Theory in 1960 by the generation of rock (Edwin Locke), proposed the Goal of th

7、e Theory is that challenging is the source of motivation, so specific goals will improve performance; Difficult goals are accepted, could achieve a better performance than the easy target.American psychologist John Locke (E.A.L ocke) in 1967, the first puts forward the Theory of Goal Setting (Goal S

8、etting and found), he thinks the Goal itself has incentive, target can change the peoples needs for motivation, make peoples behavior towards a certain direction, their behavior and the result was, as compared with the established target to adjust and amend in time, to achieve their goals.Goal setti

9、ng theory is put forward, the goal is one attempt to complete the purpose of the action. Goal is the direct cause of behavior motivation, set the appropriate target can make the person produces want to achieve the goal of the achievement need, and thus has a strong incentive to people. Value and as

10、far as possible, set up the appropriate target motivation is to stimulate the important process.Goal setting theory predicts when targets is difficult to increase a persons work performance will be improved, until you reach the peak performance, and the lack of a sense of identity to difficult targe

11、t individuals and corporate performance to reduce or very poor.1B.How could each of these theories be applied to situations within Shangri_la Hotels?theory XIn this case,Craig is this theorys performer,because when his stuff offered suggestions on how to deal with problems,Craig always rejected them

12、 and said: This is my kitchen,we run it my way. Which represent he want to control his employees.Theory YIn this case,Antonio behaviours are obvious. First,Antonios group can provide the perfect standard quality services,as well as high tacit understanding,both of them are benefit to satisfied the b

13、usiness customers needs and improve the service efficiency. And then,when Alisa was out of restaurant,Antonio always helped her to manage the restaurant well. Considering personal ability,Antonio acquired a wealth of knowledge in the restaurant industry. All of them reflecting his self control and s

14、elf directed,as wall as his wisdom, the contributions of team cooperation. Goal-Setting TheoryCraig also aimed to ensure that all customers would be attended to within five minutes of being seated, Craig have much pressure from restaurant. The aim of Craig is every hard,but Craig still insist his ai

15、m to manage restaurant.2.Highlight methods which management could use to improve job performance and explain the suitability of each.There are three approaches to improve job performance:job enrichment, Financial incentives and consultation.The first method that I described is job enrichment. It mea

16、ns the manager should use different ways to enrich work,as well as improve the quality of work. In this case, Antonios group have a regular meeting every week. During the meetings,they make research together about how to improve the business customers restaurant experience. Antonio always invited hi

17、s group members to give advices. So with the perfect group cooperation,so he always receive customers feedback and praise. Which are beneficial to promote the companys development as well as encourage the employees have more passion for their work.The second method that I describes is financial ince

18、ntives.It means the manager should pay more money for staff to encourage staff.In case,Ailsa had close links with the local college who ran hospitality courses, and would often take on learners who were studying there as part-time staff. On completing their studies, many of these learners opted to t

19、ake up full-time employment with the hotel, at which time Ailsa would increase their salary.The last way to improve job performance is consultation. It means the manager should communicate with employees regularly,such as deliberate and negotiate. In this case, Craig always reject with his employees

20、 to talk about customers problems,he also proclaimthis is my kitchen,we run it my way. So his employees will feel jealous and get no sense of belonging. Different people have different views,but all of them can not be allowed to express. So between the stuff will not cooperate from each other,they w

21、ill finished their work passively. Which will reduce the work efficiency.3A.Explain the importance of teamwork within Shangri-La hotels.In this world, all ones strength is small, only into the team, only struggle together with the team, you just realize personal value maximization, will you be able

22、to achieve excellenceBelbinTeamRoles Take advantage of the behavior of the individual to create a harmonious team, can greatly improve the team and individual performance. There is no perfect individual, but a perfect team. Craig is trust Saskia because they work together in London for many years. W

23、henever Craig leaves the hotel, he appointed Saskia to the kitchen and all the attendant distribution work. Craig also insisted that only Saskia and he didnt have the right to sign for delivery of meat and vegetables. This situation reflects in a team, each role play a very important role. BelbinTea

24、mRoles including Company worker, coordinator, shaper, planter, resource investigator, monitor evaluator,team worker, implementer and finisher.3B.Identify and analyse three factors that are affecting team cohesiveness and performance in the kitchen and impact each factor is having on the team.Three f

25、actors to influence team cohesion and team performanceThe first factor is lack of consultation. In this case,the kitchen staff salary is high, but the atmosphere of the kitchen is often very nervous. Everyone feel pressure have great influence on team cooperation, This atmosphere unable to improve t

26、he work efficiency.The second factor is poor communication. In this case,Craig rejected to receive other employees suggestion,at the same time,both of Ailsa and Craig have their own opinions about materials reception problems,but they have been not reach the agreement. Which effected the emotion cohesiveness.The last factor that I described is lack of clarity of roles. In this case, Ailsa always think she is the restaurant manager and complained why Craig always signed the row materials. Her thoughts reflected she does not have clarity of roles. Which are bad for task cohesiveness forming.