Motivating employees in Restaurant X
Kersti, Hokkanen (2021)
Kersti, Hokkanen
2021
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Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-2021060815104
https://urn.fi/URN:NBN:fi:amk-2021060815104
Tiivistelmä
This thesis focuses on employee motivation and its development at Restaurant X. The aim of the work is to study staffs’ perceptions of non-monetary ways of motivating. Research is targeting service supervisors and their subordinates working in the Restaurant X.
The main concepts of the thesis are work motivation, work satisfaction and rewarding and remuneration. Remuneration can be monetary and non-monetary. This thesis focuses mostly on the non-monetary remuneration. Non-monetary remuneration includes feedback, work development, appraising. These factors can affect the work motivation of employees. Remunerations effect on work motivation has been described using many different motivational theories. Main goal of the research is to find which non-monetary ways of motivating could be used to maintain and improve employee’s motivation. Besides that, this research is trying to evaluate employees’ current level of motivation and how rotating between several workstations affects their work motivation.
This research was carried out using a qualitative research method. Data was collected by a semi-structured interview method. Interviews were conducted with two different target groups, supervisors and their subordinates. All interviews were executed via phone call due to restrictions of covid-19 pandemic.
Interviews gave insight of supervisors own level of motivation, their opinions on non-monetary ways of motivation. Supervisors explained how they are currently motivating their subordinates and their opinion on rotation between different stations. Supervisors brought out many problems and added many solutions and development ideas. Employees on the other hand gave insights on if and how company and supervisors are motivating them. Besides that, interviews showed their own level of motivation and opinions of rotation between stations. Employees also brought out many problematic factors, but also had many solutions and development ideas.
The main goals set in the thesis were met. Employees and supervisors found out similar problematic factors such as design of work schedule, giving and receiving feedback and evening supervisors style of management for more stable and better work outcome. Many development ideas were generated, and motivational theory base gave a strong structure of how and in which order things should be changed and improved.
The main concepts of the thesis are work motivation, work satisfaction and rewarding and remuneration. Remuneration can be monetary and non-monetary. This thesis focuses mostly on the non-monetary remuneration. Non-monetary remuneration includes feedback, work development, appraising. These factors can affect the work motivation of employees. Remunerations effect on work motivation has been described using many different motivational theories. Main goal of the research is to find which non-monetary ways of motivating could be used to maintain and improve employee’s motivation. Besides that, this research is trying to evaluate employees’ current level of motivation and how rotating between several workstations affects their work motivation.
This research was carried out using a qualitative research method. Data was collected by a semi-structured interview method. Interviews were conducted with two different target groups, supervisors and their subordinates. All interviews were executed via phone call due to restrictions of covid-19 pandemic.
Interviews gave insight of supervisors own level of motivation, their opinions on non-monetary ways of motivation. Supervisors explained how they are currently motivating their subordinates and their opinion on rotation between different stations. Supervisors brought out many problems and added many solutions and development ideas. Employees on the other hand gave insights on if and how company and supervisors are motivating them. Besides that, interviews showed their own level of motivation and opinions of rotation between stations. Employees also brought out many problematic factors, but also had many solutions and development ideas.
The main goals set in the thesis were met. Employees and supervisors found out similar problematic factors such as design of work schedule, giving and receiving feedback and evening supervisors style of management for more stable and better work outcome. Many development ideas were generated, and motivational theory base gave a strong structure of how and in which order things should be changed and improved.