Purpose

The purpose of this study is to investigate hotel workers’ preferences among the following pairs: intrinsic and extrinsic motivators and non-material and material factors.

Design/methodology/approach

The study used the quantitative method and a descriptive design to draw inferences about employees’ preferences for items intended as reward and recognition. Convenience sampling was used in selecting the respondents using a survey questionnaire as the research instrument.

Findings

This study has shown that hospitality employees differ in their preference for some material and non-material items signifying reward and recognition (RR). Management should take these differences into account when devising such incentives. The heterogeneous workforce structure in the United Arab Emirates may complicate the design of an RR system. Practitioners in the hospitality industry may note with interest that achieving employee performance and satisfaction is a complex exercise. The satisfaction that employees derive can be strengthened by focusing on Herzberg’s motivators while employee dissatisfaction could be prevented by addressing hygiene factors. Human resource personnel can achieve a measure of success while developing and administering a compensation program that stimulates effort related to work, tasks or accomplishment of goals. While motivated employees are expected to perform better, employee productivity according to certain research is related to the level of meeting ones’ needs. It is, therefore, important for organizations in the hospitality industry to consider the design of a well-balanced but flexible reward-recognition system that serves motivating employees toward the achievement of organizational goals and meet their own needs.

Originality/value

The writers included demographic information and employment characteristics as part of their study. They included 10 factors, such as language, ethnicity, age, years in company and department among others.

中文翻译：

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接待人员的奖励和认可

目的

本研究的目的是在以下几对中调查酒店工作人员的偏好：内在动机和外在动机以及非物质和物质因素。

设计/方法/方法

该研究使用了定量方法和描述性设计，以得出关于员工偏好作为奖励和认可的项目的偏好的推论。便利抽样用于以调查问卷作为研究工具来选择受访者。

发现

这项研究表明，款待业员工对表示奖励和认可（RR）的一些重要和非重要项目的偏好有所不同。管理层在制定此类激励措施时应考虑这些差异。阿拉伯联合酋长国的劳动力结构不同，可能会使RR系统的设计复杂化。酒店业的从业人员可能会感兴趣地注意到，实现员工的绩效和满意度是一项复杂的工作。专注于Herzberg的动机可以增强员工获得的满意度，而通过解决卫生因素可以避免员工的不满。人力资源人员可以在制定和管理薪酬计划的过程中取得成功，该薪酬计划可以激发与工作，任务或目标的实现相关的努力。尽管期望有上进心的员工表现更好，但根据某些研究得出的员工生产力与满足员工需求的水平有关。因此，对于酒店行业的组织而言，重要的是要考虑设计一个平衡，但灵活的奖励-承认系统，该系统可激励员工实现组织目标并满足他们自己的需求。

创意/价值

作者将人口统计信息和就业特征作为研究的一部分。它们包括10个因素，例如语言，种族，年龄，公司和部门的工作年限等。