Comparing Motivation Theories and Employee Engagement at Hilton Hotel

This report delves into the concepts of employee engagement and motivation, exploring various theories and their practical application within the context of Hilton Hotel. The report begins with an overview of the 'human side of enterprise,' discussing Theory X and Theory Y management styles. It then examines the role of money and other motivational factors, such as McClelland’s Need for Achievement Theory and Contingency Management theory, in driving employee engagement. The final section compares different motivation theories, including Maslow's hierarchy of needs, Alderfer's ERG theory, and Herzberg's theory, with the employee engagement techniques employed by Hilton, highlighting how the hotel chain strives to meet employee needs and foster a positive work environment. The report emphasizes the importance of employee satisfaction and retention for organizational success.

ACADEMIC RESEARCH
And
WRITING
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TABLE OF CONTENTS
INTRODUCTION ..........................................................................................................................3
TASK 1............................................................................................................................................3
1. Summarizing the statement the Human side of enterprise.......................................................3
TASK 2 ...........................................................................................................................................4
2. Money is the key to Employee Engagement:..........................................................................4
TASK 3............................................................................................................................................6
3. Comparison of motivation theories with the employee engagement techniques used at
Hilton ..........................................................................................................................................6
Conclusion ....................................................................................................................................10
REFERENCES..............................................................................................................................11
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TASK 1
1. Summarizing the statement the Human side of enterprise
The concept of human side of enterprises was introduced by renowned scholar, Mc
Gregor . The main objective of this approach is to focus on the human resources that are integral
part of the enterprise and its success This concept is focused on developing a environment and
work culture where individuals are encouraged through proper authority, administration and
control. As per this approach, with the positive work culture, conditions and resources creative
aspect among employees can be ensured within business. However, to employ the emerging
knowledge to the business of human effort within industry it further introduced theory X and Y.
the theory X is based on the use of tight control and extrinsic rewards and punishment can be
used by company to influence the behavior of employees in certain manner. This theory is used
by entities where management is authoritarian and prefer centralized control over business. It has
been asserted by that the management under theory X believes that employees avoid and hate
working. It further state that individual avert responsibilities and require direction. Therefore, it
is significant for management to control, force, supervise employees in order to get the desired
outcome.
Overall, it can be stated that, theory X is negative approach which considers employees
as no ambition or goal. On the basis of human side of enterprise it can be stated that management
is required to adopt different set of practices. In this respect, management can consider hard
approach which means it can use strict control over employees and their behavior. Therefore,
different methods like close supervision, coercion, punishments or threat like removing from job
are used to induce employees to behave in desired manner so as to attain management objectives.
However, this approach leads to dissatisfaction among workers, emergence of union and
limitation of output. Other than this, there is soft approach that can also be considered by
management As per this, management should be permissive and identify and fulfill the demands
and expectations of employees. This help in developing positive work environment and ensuring
harmony between management and its employees. However, sometimes individuals does not
give their best performance in soft approach but expect more from entity. Therefore, it is
appropriate for organization to stay firm but fair with its employees so as to meet the benefits of
both soft and hard approach.
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(Plunkett, Alleen and Attner, 2012)
(Trus and et. al., 2013).
(Theory X and Theory Y. 2008).
TASK 2
2. Money is the key to Employee Engagement:
Employee engagement is the kind of approach which is used at the workplace and bring a
condition where employees offer their best in achieving success and desire goals of the certain
organization. Employee engagement is based on two way communication and commitment
between organization and their employees .
McClelland’s Need for Achievement Theory(Motivation theory)
David C. McClelland wrote this well know need based motivational theory which is
against hierarchy of need. He says that every individual have specific needs which he or she
achieves over time therefore needs are shaped according to his or her personal experience
Companies or any organization can use this theory to engage their employees for long. This
theory is consists of three needs which are:
Need for Achievement: According to this need, behavior of an individual is drive towards
competing with other on the behalf of factor like excellence . Employees of any organization or
company seeks the need of achievement. Company can provide better remuneration for fulfilling
their need. Employees can be rewarded by incentives or bonus for their excellence and skilled
work. These monetary rewards can lead the employees to become high need achievers.
McCelland found that high need achievement employees perform well in comparison to other
employees. While performing task high need achiever take it as personal responsibility to
complete the task and find alternatives for the problems arises. They are desired to take difficult
tasks and do calculate their risks. They urge for the appreciation and rewards over their
performance. Overall, by fulfilling the need of achievement of employees in monetary or non
monetary terms company can meet their goals and also engage their employees
Need for Power: According McCelland, this need includes the desire to change people, show
impact over others, need to change others and bring a change in own life . Employees already
have this need for power in them. Company can engage them by assigning them with suitable
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powers and providing remuneration accordingly. Lower level employees have the need to
promote to higher level which is their desire to control others. For employees engagement,
company management can promote them and maintain a friendly relation with them. Employees
are urge for difference in their lives which can be brought to them by giving them power and
increments. This will help the company in employee engagement.
Need for Affiliation: This need is similar to the Maslow's social need where individual urge to
make friendly relation with other people. This need for affiliation brings a strong feeling by
employees to be accepted by the other employees and management of the organization.
Company can initiate this theory to engage their employees. Money can also help in fulfilling the
need of affiliation. Companies by providing bonus and incentives or by organizing free holiday
trips for their employees can initial warm relation. By creating a friendly environment at
workplace will attract employees and will also engage them to work further and harder.
These need may simultaneously come in action of employees but for company the need
for achievement is the dominating and important need of concern.
Contingency Management theory
Fred Fiedler wrote the contingency management theory which show the direct relation
between traits of employee and effectiveness of employees. This theory bring the best ideas or
alternative according to the situation occurred . Using this theory companies can get many ideas
for the any certain situation. Company can involve their employees in giving suggestions and can
produce more suitable alternative ideas. Way of involving employees will help company to
engage them. This theory will help company to adopt suitable management style for the
achievement of goals. For example, if employees are not satisfied with their work or salary and
wants to leave. Company can use theory and bring out a suitable style to manage this problem.
Company can manage it by providing employees more incentives according to their work. Or
they can give those employees powers by promoting them to higher positions and can engage
them. Theory can help company to evaluate the performance of manager and their orientation.
Their are several factors which influence the management structure. Factors includes technology,
leadership style , adopting changed strategies and employee engagement .
Overall, it can be concluded by saying that money is strong motivator that induce
employees to give their best performance and enhance their productivity within company so as to
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qualify for increased pay, bonuses and other benefits. However, it is not the only motivating
factor as individual also require affiliation, recognition, power and achievement. Therefore, for
employee engagement only money is not needed organization is required to consider different
needs of individual. For employee engagement, proper participation, communication between
management and employees is also essential.
References
(Sambrook, Jones and Doloriert, 2014)
(Karami and Ismail, 2014)
(Nelson and Quick, 2010)
(Solomon and et. al., 2012)
(Riggio, 2015)
(Ferreira and Oliveira, 2014)
(Plunkett, Alleen and Attner, 2012)
(Wu, 2013)
TASK 3
3. Comparison of motivation theories with the employee engagement techniques used at Hilton
Human resources are the lifeblood for the organization as they help it in attaining the
desired strategic goals and objectives . The properly engaged and motivated employees add
worth to the business. To ensure retention of employees in long run, it is important for entity to
keep its employees engaged and motivated. In this essay, learning will be shown regarding
different employee engagement techniques used at Hilton which is luxury chain of hotel.
According to the Truss and et. al., (2013) employee engagement is a result that can be
evaluated or witnessed as a outcome of human assets being committed to something or someone
in the company. It further describe employee engagement as best effort that is voluntarily
provided. Furthermore, as per the views of Bindl and Parker (2012) employee engagement is the
state to which individuals feel satisfied with their work, recognize their worth within business
and witness collaboration and trust . It has been identified that engaged individuals tend to stay
for longer duration within company and constantly find unique methods of adding worth to
business and thereby yield fruitful outcomes. This further results into superior performance of
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organization where individual are growing and their productivity is enhanced and their position
is sustained. As per various research, it has been identified that motivation is secret to employee
engagement. According to the Mone and London (2014) Motivation can be refereed as a human
psychological attribute that enhance the individuals level of commitment and loyalty. It can be
further regarded as managerial procedure of stimulating employees behavior. In addition to this
aspect, motivation is key factor that encourage employees to give their best performance.
Considering the significance of employee engagement and motivation, Hilton assure maximum
focus on it Therefore, company consider different motivation theories and employee
engagement techniques to enhance the satisfaction level of its human assets and thereby
maximize the performance of company .
The first and foremost theory used by Hilton is Maslow hierarchy of needs theory.
According to this theory, employees can be influenced on the basis of five major needs and in
order to encourage them to perform more productively. The major needs of individuals are,
physiological, safety, social, self esteem and actualization. By satisfying these needs, satisfaction
among employees can be ensured. However, fulfillment of lower level needs only leads to
subsequent level of needs. The physiological needs refers to basic needs of individual, food,
shelter, clothing etc. Thereafter, safety needs pertain to health safety, job and financial security .
The social needs refers to requirement of affiliation, friendship, love etc while working in Hilton.
Further, esteem needs means carving for confidence, accomplishment, self respect or honor from
others. Thereafter, self actualization refers to need of attaining one's maximum potential,
involving creative function, exhibiting inner talent etc. The management of Hilton ensure it
fulfill the emerging needs of employees in best possible manner.
On the contrary to Maslow theory, Alderfer Marshall presented ERG theory. According
to this approach, the motivation depends upon three major forms such as existence, relatedness
and growth. As per this theory, to influence individuals these needs must be addressed first.
However, it has been critically stated that, Lazaroiu (2015) it is important for individual to give
up a need of low priority to comply with Marshall theory. The another theory that can be
considered by the management of hotel is Herzberg theory of motivation. This theory further
claims that there are some factors in the company that cause satisfaction from job while others
results into dissatisfaction. As per the views of Karanges and et. al., (2015) job dissatisfaction
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and satisfaction work independently of each other. Herzberg theory states motivation depends
upon tow factors motivators and hygiene factors. Here, the motivator factors refers to elements
like, promotion, possibilities for personal growth, recognition, responsibility and attainment etc
that cause job satisfaction. It has been stated by Conrad Ghosh and Isaacson (2015) the presence
of motivators factors results into supreme motivation, commitment and contentment among
employees. On the other hand, hygiene factors involve constituents like, salary, company policy,
physical working conditions, job security, interpersonal relationship, quality of supervision etc
that prevent dissatisfaction. With the help of this theory, Hilton can introduce motivators in
business to directly induce employees to give their best efforts and performance. On the
contrast, management must ensure that there is proper focus on hygiene factors to prevent
dissatisfaction and demotivation among members.
Furthermore, there is another theory that can be considered by the management of Hilton
which is refereed as Need theory. This concept was introduced by renowned scholar,
McClelland. The main focus of this theory on the three kinds of needs of individual working in
an enterprise, affiliation, accomplishment and power. It has been asserted by Breevaart and et.
al., 2014) the need for accomplishment of individual can be fulfilled by providing responsibility,
challenging but attainable objectives, review on work performance etc. thereafter, it has been
viewed by Anitha (2014) the need of affiliation among members of Hilton can be addressed by
building strong interrelationship among members, ensuring strong and free flow communication
among members etc. With this aspect, management can also minimize the issues of conflict
among members resulting into negative work environment, poor performance of employees etc.
Thereafter, the need for power relates to desire of one to influence others etc. With this aspect,
individual seek recognition, attention, respect from others etc. As per this theory, employees
particular needs can be attained over time and are molded by individual's life experience.
Therefore, Hilton can use this theory for shaping the requirements and preference of its human
assets. On the basis of it, training and development program can be designed to modify
individuals need profile.
Furthermore, there are various similarities and differences between the aforementioned
motivational theories. Such as Maslow theory is based on the concept of human needs and their
relation with satisfaction. It is also descriptive in nature and suggests that needs serve a
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motivating factor only (Ahmad and et. al., 2014). On the contrast, Herzberg theory is focused on
the use of motivators and hygiene factors within business. This theory is prescriptive in nature
and state that presence of these need can cause satisfaction as well as prevent dissatisfaction
among personnel. Likewise, McClelland theory of motivation is focused on three needs,
achievement, affiliation and power whereas, Marshall theory is based on existence, relatedness
and growth needs of individual.
There are various employee engagement techniques that has been adopted by Hilton to
ensure maximum participation of employees within organization . The company realize the
significance of its manpower in attaining the long term goals of business. Therefore, it assure
that there is maximum participation of members in the organizational decision making and
functioning. The management of entity ensure regular meetings are held of various departments
to facilitate smooth flow of communication etc. The employees of Hilton are free to present their
ideas, suggestions and view points on business matters. Further, theses factors are considered in
team meetings for making change in the organization . Thereafter, company assure maximum
focus on its brand value in order to engage and empower organizational members. In this respect,
company transmits its core values, long term vision and messages through its brands which
further play a important role in staff engagement.
Furthermore, to assure engagement, company encourage individuals to become part of
engagement committee whose main role is to communicate the value of brand and assure
employees are committed towards attaining the strategic goals aligned with business vision and
core values etc. In this respect, committee have willing team of 10-20 members corresponding
each unit of Hilton. Further, committee gathers every month to determine objectives and
ascertain issues and take steps significant for ceaselessly amend and share the hotel culture with
customers, fella team members and the society. This further help in developing strong
interpersonal relationship between various members from diverse department. Also, it enhance
the level of cooperation, coordination and team spirit that enhances the satisfaction level of
members. Thereafter, Hilton Worldwide assure the use of horizontal structure across the
different franchisee to bridge the communication and status gap among members. Furthermore,
company recognize its best performing departments or individual members to boost their morale
and encourage them to perform beyond their potential. In this respect, company acknowledge its
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members through monthly newsletters, CR report, social media platform etc. With this aspect,
company is able to assure motivation among its members and build a sense of belonging among
members as they feel valued within Hilton World Wide. Along with this, adequate empowerment
is provided to each member of the hotel in order to ensure its commitment towards business and
engagement.
Hence, it can be stated that employee engagement and motivation are the lifeblood for the
organization. Being the front office manager in Hilton, I had positive experience in company. I
was involved in many important decisions by management which increased by satisfaction level
as I felt as important part of company. This also enhanced my productivity and encouraged me
to give my best performance. The fair system of performance appraisal and evaluation was used
by management which also motivated me to perform better. The communication between me and
management was also effective as regular team meetings, group discussions were held. Also,
emails, newsletters, notice were used by management so I was well informed about the activities
taking place within company. I feel not only satisfied but privileged for being part of Hilton
group.
(Armstrong and Taylor, 2014)
(Bindl and Parker, 2012)
(Mone and London, 2014)
(Prosser, R., 2014)
(Menguc, B. and et. al., 2013)
(Manzoor, 2012)
(Truss and et. al., 2013)
(Shields and et. al., 2015)
(Mone and London, 2014)
(Armstrong and Taylor, 2014).
(Bindl and Parker, 2012)
(Catlette and Hadden, 2012)
CONCLUSION
Summing up the entire report, it can be stated that employee engagement and motivation
are viable factor for assuring long success and sustainability of company. With the help of
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various motivation theory like, Maslow, Mccllenad and Marshall etc Hilton can encourage its
employees to give their best performance within company. Thereafter, it has been identified that
money works as key motivator for influencing employees towards business objectives. However,
as per my opinion company should also consider non monetary needs of individuals like, need
for affiliation, power, achievement, participation, physiological, safety, social, self esteem and
actualization etc to ensure maximum employee engagement. Being part of Hilton, I had very
positive and good experience so I can state from personal experience that, the satisfaction level
of employee is much higher if company ensure employee engagement and motivation.
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REFERENCES
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Expanded: The Plain Truth about Employee Engagement and Your Bottom Line. John
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Truss, C. And et. al., 2013. Employee engagement in theory and practice. Routledge.
Wu, B., 2013. New Theory on Leadership Management Science. Chartridge Books Oxford.
Journals
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inTelecommunication Sector. Journal of Management. 2(2). pp.11-25.
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employee engagement. Journal of occupational and organizational psychology. 87(1).
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Conrad, D., Ghosh, A. and Isaacson, M., 2015. Employee motivation factors: A comparative
study of the perceptions between physicians and physician leaders. International Journal
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Lazaroiu, G., 2015. Employee Motivation and Job Performance. Linguistic and Philosophical
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