Create a motivational atmosphere

Helen and Jesse have to create an atmosphere in which people believe in strategy, believe in management decisions, and believe in their work in order to create recruiting top-notch people for the housekeeping department. Additionally, people believe in management decisions, there is an enthusiasm within an organization. According to Chowdhury, 2000 such an atmosphere makes an organization do well; furthermore, successful leaders make this sort of environment equally inside and outside the organization.

Jesse Rodriquez as a HR manager has to create a motivational atmosphere through setting a positive example through the utilization of good leadership practices. Moreover he must be good leader considering the fact that "...leadership is a relationship through which one person influences the behavior or actions of other people" (Mullins, 2005)

In addition Helen and Jesse must motivate potential employees because motivated employees help organizations to survive. Motivated employees are more productive. To be effective, Helen and Jesse need to understand what motivates employees within the context of the roles they perform. According to Maslow, employees have five levels of needs (Maslow, 1943): physiological, safety, social, ego, and self- actualizing. Maslow argued that lower level needs had to be satisfied before the next higher level need would motivate employees. Herzberg's work categorized motivation into two factors: motivators and hygienes (Herzberg, Mausner, & Snyderman, 1959). Motivator or intrinsic factors, such as achievement and recognition, produce job satisfaction. Hygiene or extrinsic factors, such as pay and job security, produce job dissatisfaction.

Furthermore, management team must make employees feel important and treat employees fairly and equitably. Moreover, the implement job satisfaction to their employees is required. Employees that feel they are a valued and integral part of the organization are likely to remain with the property for extended periods of time.

Human resources manager must be good communicator & team player. He/she must give power to his employees constantly and continue to improve overall group performance. Employees that believe their managers will lend support and reinforcement during challenging times are more likely to remain with the organization for the long term

A good operating system and adequate training are essential. Employees need the proper tools and support to do the job. A performance-based compensation plan should be designed very carefully to ensure that your employees are encouraged to help build the business and are rewarded for their contributions, and provide as many extra benefits as possible. A positive corporate culture and a pleasant work environment are more important than money to most good employees. Recognition and communication are among your key responsibilities as a manager. Screening new employment prospects to insure they fit in and buy into your culture will prevent future problems. Employment agreements are a must and should be reviewed by and explained to new hires. A valuable project is to identify the 2-3 greatest frustrations of your employees and your clients and devise ways to eliminate these irritations.

Employees should be trusted, included and empowered to make decisions and act autonomously. They also need to be part of a harmonious team working for the mutual benefit of the clients, the company and themselves. And they would enjoy being at a fun place to work! Ultimately, strong management and leadership skills and efforts will determine your success in providing an atmosphere where your employees will be motivated to be effective and will remain loyal to your company.

It is worth while to mention that the general manager has to support these ideas in order to give opportunity to these systems to be effective. Manager need to demonstrate a truthful sense of caring about employees and what is important to them. Manager has to help employees refocus on the demands of their roles and on the skills, knowledge and talents they bring to their jobs. The manager who takes time to discuss employee strengths and how these can make a difference forms necessary ties and connections that lead to employee commitment.

For employees to engage and commit to their employer, they need:

  • A strong relationship with their manager;
  • Clear communication from their manager;
  • A clear path set for concentrating on what they do best;
  • Strong co-worker relationships;
  • A strong commitment to their co-workers so they will take risks and stretch for excellence; and
  • Opportunities to learn and grow.

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