GCSE Motivation Business Project
GCSE Motivation Business Project
2012
Jamie Sissons 10R

2012
Jamie Sissons 10R

I have chosen to use the Marriot hotel company in my GCSE Business Studies Project, as I went on a trip to one of their hotels and we learnt a lot about how they look after staff and how they believe that “if you look after your staff they will look after your customers.”
I have chosen to use the Marriot hotel company in my GCSE Business Studies Project, as I went on a trip to one of their hotels and we learnt a lot about how they look after staff and how they believe that “if you look after your staff they will look after your customers.”
Introduction

Introduction

Marriott is the 71st best place to work in the world this is mainly because of the massive discount and free facility use given to staff. For example staff are given a campus card witch they can use in all Marriot hotels anywhere in the world witch will give them 25% off of food and beverages, 10% off of accommodation and free use of the gym and luxury lounges. Staff are also entitle to 50% off of the five most local hotels to where they live and work.
Marriott is the 71st best place to work in the world this is mainly because of the massive discount and free facility use given to staff. For example staff are given a campus card witch they can use in all Marriot hotels anywhere in the world witch will give them 25% off of food and beverages, 10% off of accommodation and free use of the gym and luxury lounges. Staff are also entitle to 50% off of the five most local hotels to where they live and work.

What Other Motivation Techniques Do They Use?

Bill Marriott Jr’s theory of looking after his staff seems to be working as while searching on the internet I have not found anything but good news about their motivation but I found a few things they could improve around the workplace. Staff said that they think the hotel should have more staff working during the night because if they get a lot of customers in it get very tiring and hard to deal with them and get them everything they want. They also think that there should be more of an increase of holiday time for working at the hotel for over a long period of time.

Maslow's hierarchy of needs
The Marriot could may be use some of Maslow’s knowledge to help with their staff motivation.

I think that one main thing that Marriott can do it have somebody to tell people they are doing well and help them when the need to improve. This links into the Esteem part of Maslow's hierarchy of needs.

I think that one main thing that Marriott can do it have somebody to tell people they are doing well and help them when the need to improve. This links into the Esteem part of Maslow's hierarchy of needs.

Maslow then goes on to talk about safety and he lists employment and health if Marriott secured jobs for a period of time people are less likely to be worrying about their jobs status and they can focus more on what tasks they will have to complete at their workplace.
Maslow lists health to like many other employers Marriot could pay all or part of the private health care fees and also make staff aware that there is someone they can go to if they get hurt at work. This will give people the peace of mind to know that they will be able to get any health care they need for them and sometimes their family.
Maslow then goes on to talk about safety and he lists employment and health if Marriott secured jobs for a period of time people are less likely to be worrying about their jobs status and they can focus more on what tasks they will have to complete at their workplace.
Maslow lists health to like many other employers Marriot could pay all or part of the private health care fees and also make staff aware that there is someone they can go to if they get hurt at work. This will give people the peace of mind to know that they will be able to get any health care they need for them and sometimes their family.

After doing some more research I have found some more outlined motivation techniques used in the Marriott chain 1. Get it right the first time. Hire the right person for the right job. “Good managers identify, hire and wisely place top talent,” Mr. Marriott said. 2. Money isn’t the only thing. “Money is just one component of value, and managers must offer the whole package: competitive compensation and a great workplace. Our research shows that while pay is a top concern in decisions to stay or leave, other factors combine to outweigh money—such as work-life balance, leadership quality, career development opportunities and work environment. The longer an employee is with us, the more important the non-monetary issues become,” Mr. Marriott said. 3. Create a caring workplace. “Pay may keep people on the job, but it won’t motivate them to produce more value for the company or go the extra mile. In our industry, a genuinely warm, caring, empathetic workplace is a clear driver of the quality of our product.” 4. Promote from within: “We give every associate the opportunity to advance as far as their abilities will take them. Not only does this help us build long-term leadership, it also enables us to perpetuate our culture, which provides our company with a sustainable competitive advantage.” Mr. Marriott noted that more than 50 percent of the company’s current managers have been promoted from within, adding, “Employees specifically cite the opportunity for advancement as a key factor in their decisions to stay with Marriott.” 5. Build Your Brand: “Consumer branding enables us to make a sale to customers who have unlimited choices. Employment branding enables us to attract potential employees, who also have a wide range of choices,” said Mr. Marriott. “Today more than ever, employees seek out brands with strong reputations and high standards.”

After doing some more research I have found some more outlined motivation techniques used in the Marriott chain 6. Get it right the first time. Hire the right person for the right job. “Good managers identify, hire and wisely place top talent,” Mr. Marriott said. 7. Money isn’t the only thing. “Money is just one component of value, and managers must offer the whole package: competitive compensation and a great workplace. Our research shows that while pay is a top concern in decisions to stay or leave, other factors combine to outweigh money—such as work-life balance, leadership quality, career development opportunities and work environment. The longer an employee is with us, the more important the non-monetary issues become,” Mr. Marriott said. 8. Create a caring workplace. “Pay may keep people on the job, but it won’t motivate them to produce more value for the company or go the extra mile. In our industry, a genuinely warm, caring, empathetic workplace is a clear driver of the quality of our product.” 9. Promote from within: “We give every associate the opportunity to advance as far as their abilities will take them. Not only does this help us build long-term leadership, it also enables us to perpetuate our culture, which provides our company with a sustainable competitive advantage.” Mr. Marriott noted that more than 50 percent of the company’s current managers have been promoted from within, adding, “Employees specifically cite the opportunity for advancement as a key factor in their decisions to stay with Marriott.” 10. Build Your Brand: “Consumer branding enables us to make a sale to customers who have unlimited choices. Employment branding enables us to attract potential employees, who also have a wide range of choices,” said Mr. Marriott. “Today more than ever, employees seek out brands with strong reputations and high standards.”

Bill Marriott’s Theory
After analysing this data I can see that Bob Marriott believes that staffs only incentive to work is not money but it is still the main factor. He goes onto say that staff also needs a good manager and a good safe environment to work and they also need the opportunity to progress and grow their portfolio of knowledge about what they do in your company.
Bill Marriott’s Theory
After analysing this data I can see that Bob Marriott believes that staffs only incentive to work is not money but it is still the main factor. He goes onto say that staff also needs a good manager and a good safe environment to work and they also need the opportunity to progress and grow their portfolio of knowledge about what they do in your company.
Frederick Taylor Theory X
Taylor thought that the main reason people would work is for the money. He believes that people are naturally lazy and need a good strong manager to support them and push them to do as much work as possible. He goes on to say that people will be very hesitant to take on extra workloads such as organising their own work. Douglas McGregor Theory Y

Douglas McGregor completely disagrees with Taylor and he thinks that if staffs are given more responsibility to make more decisions and organise their work and also help to organise staff. He thinks that the more work people are given the more of a chance they will for fill themselves and satisfy themselves with what they have done at their workplace.
Frederick Taylor Theory X
Taylor thought that the main reason people would work is for the money. He believes that people are naturally lazy and need a good strong manager to support them and push them to do as much work as possible. He goes on to say that people will be very hesitant to take on extra workloads such as organising their own work. Douglas McGregor Theory Y

Douglas McGregor completely disagrees with Taylor and he thinks that if staffs are given more responsibility to make more decisions and organise their work and also help to organise staff. He thinks that the more work people are given the more of a chance they will for fill themselves and satisfy themselves with what they have done at their workplace.

Bill Gates Theory
Interestingly Bill Gates will interview many candidates and try to pick the laziest of them because he believes they will find the quickest way to do work which means they will get more work done than maybe one of his most motivated employees.
My Thoughts
I personally think that this theory is very clever and humorous because it is manipulating people’s laziness and making them do more work because they are doing it quickly which means they can be given more work to do. I think if this was combined with a very good motivating manager this will work very well in a large computing business.
Bill Gates Theory
Interestingly Bill Gates will interview many candidates and try to pick the laziest of them because he believes they will find the quickest way to do work which means they will get more work done than maybe one of his most motivated employees.
My Thoughts
I personally think that this theory is very clever and humorous because it is manipulating people’s laziness and making them do more work because they are doing it quickly which means they can be given more work to do. I think if this was combined with a very good motivating manager this will work very well in a large computing business.
Diagram of Theory X and Theory Y
Diagram of Theory X and Theory Y

I have spent two weeks investigating and researching the Marriott hotel chain and I have talked about how the Marriot hotel motivates their staff and I also spoke about some different theory’s that I have learnt about and researched about. Overall the theories are based on many things such as self-esteem. In Maslow’s Hierarchy he explains the fact that people have certain needs to be motivate and they start of from very primitive needs such as having food and drink to higher needs which focus on creativity. Then I go on to talk about Bill Marriott’s Theory where he talks about that staffs only incentive to work is not money but it is still the main factor. His theory relates to Theory X by Frederick Taylor which suggests that people are motivated by only pay. Those views were adapted by Douglas McGregor who mentions the facts that people need higher needs which relates back to the points made by Maslow. However as prior to the research of these major theories, I conclude that the most important way that an employee is motivated is by Maslow’s Hierarchy of needs. The hierarchy symbolises that if Marriot was to follow those needs people would be satisfied and would work more.

I have spent two weeks investigating and researching the Marriott hotel chain and I have talked about how the Marriot hotel motivates their staff and I also spoke about some different theory’s that I have learnt about and researched about. Overall the theories are based on many things such as self-esteem. In Maslow’s Hierarchy he explains the fact that people have certain needs to be motivate and they start of from very primitive needs such as having food and drink to higher needs which focus on creativity. Then I go on to talk about Bill Marriott’s Theory where he talks about that staffs only incentive to work is not money but it is still the main factor. His theory relates to Theory X by Frederick Taylor which suggests that people are motivated by only pay. Those views were adapted by Douglas McGregor who mentions the facts that people need higher needs which relates back to the points made by Maslow. However as prior to the research of these major theories, I conclude that the most important way that an employee is motivated is by Maslow’s Hierarchy of needs. The hierarchy symbolises that if Marriot was to follow those needs people would be satisfied and would work more.

Evaluation
Evaluation

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Bibliography

[1]I Used the DUR Website to Find Out How Much Discount Staff Get In Their Hotels http://www.dur.ac.uk/hr/benefitsplus/staffdiscounts/marriott/ Hotel Online http://www.hotel-online.com/News/PressReleases2000_4th/Oct00_MAR5Point.html Google Images
http://finntrack.co.uk/images/theory_x_y.gif