The paper 'Evaluate the Usefulness of Traditional Content Theories of Motivation to Hospitality Industry Managers'is a great example of a Management Literature Review. In today's society getting a content job is the first priority for a capable person. And to give employees greater satisfaction is the ultimate aim of the management of any organization. For this, the management has to follow certain motivation theories to boost the morale of their employees. The most difficult function of a manager is to motivate the employees of the organization. The managers of any organization are under tremendous pressure to manage increased productivity, to meet competition, to utilize scarce resources, and to provide goods and services to more and more people at less cost.
But above all these managers are very concerned about employee motivation. As per management motivation in its traditional sense means a process of stimulating people to action to accomplish desired goals. The prowess of any managers can be judged by two important considerations of production and people, which in turn based on three factors of motivation, participation management, and interpersonal competence. Experienced and qualified managers are always in the need for self-actualization and are deeply interested in both employees and production.
(Lepper, 1988)Analysts believed that motivation is mistakenly teamed with job content, which gives rise to multiple misconceptions about the relationships between productivity, job content, and motivation. Traditional job content may be defined as an input that contributes to productivity. When it comes to the hospitality industry the question of motivation and employee satisfaction becomes more important. As per nature, the hospitality industry is an effective way of creating networking opportunities and cementing business relationships if managers know what he or she is doing. Therefore, the managers of the hospitality industry are more under pressure in maintaining the motivation as well as the job content of the employees.
The reputation and strength of any hospitality organization depend on the managers and their employees. To maintain a healthy employee group managers are following different motivation theories, traditional or modern ones. It is a fact that hospitality is one of the main tools in activating and maximizing the value of business investments. (Tracey & Hinkin, 1994)
Dunn and stephens, 1972, Management of Personnel, Manpower Mangement and Organisationl behaviour, MGraw Hill, pp. 164-174.
E.E. Lawler, III, 1973, Motivation in Work Organisations, Brooks/Cole publihing Co., pp.5-7.
Abraham Maslow, 1943, "A Theory of Human Motivation", Psychological Review, pp. 370-396; also Motivation and Personality, Harper & Row , 1954.
Frederick Herzberg, 1966, Work and the Nature of Man, The world Publishing Co., pp. 92-129.
Victor Vroom, 1964, Work and Motivation, Wiley, pp. 14-15, 128.
Ruddy, J. 1990, "Patterns of Hotel Management Development in South East Asia" Hospitality Research Journal Vol. 14 No. 2 (1990) pp. 349-362.
Tracey,J.B. and Hinkin, T.R. "Transformational Leaders in the Hospitality Industry" Cornell Hotel and Restaurant Administration Quarterly Vol. 35 No. 2 (1994) pp. 18-27.
Caristo, G. "Hotel Management and the Programmed Planning of Productive Activity in the Modern Hotel" Rassegna di Studi Turistica No. 8 (1988) pp. 103-106.
Lepper, M.R. (1988). Motivational considerations in the study of instruction. Cognition and Instruction. 5(4). 289-309.
Berger, J. "Applying Performance Tests in Hotel Management Agreements" Cornell Hotel and Restaurant Administration Quarterly Vol. 38 No. 2 (1997) pp. 25-30.