Need to detect problem from the given
two case studies

Question

Need to detect problem from the given
two case studies and find solution

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Financial Case and Modelling

The main problem that has been detected in the hospitality industry are:

High turnover of employees and absenteeism.

The main reasons for high turnover of employees in the hospitality sector is due to:

Pressure on employees of achieving targets and fulfilling objective

Low scale of payment

No recognition and rewards to employees

No motivation from the leader or management

Schedules are also inflexible

Lack of training and campaigns

Expectations are uncleared

Improper management

Less opportunities for employee growth (Frye et al., 2020)

As it can be analyzed from the above factors that if the management makes pressure on the workforce on the hospitality sector that a particular work or service has to be completed within a specified deadline then the employees some time cannot handle the pressure from the executives or leader and decided to leave the company. One of the most important reason for the employee turnover in the restaurant business of Ghana is the low payment of basic wages and salaries to the workforce. The employees or staffs demand high salaries as the inflation is also increasing so they have to feed their families and also have to fulfill their basic needs. Many times employees on a regular basis asked to work both on the night shift and also on day shift and that continues for long and can affect the health of the employees. Employees should also be given opportunities to enhance their career or growth opportunities and if they does not find any growth opportunities in the hospitality sector then they will switched to some other industry for their career growth and will left the hospitality sector. Motivation is necessary to retain workforce in the hospitality industry so that the employees can work effectively for the entity and if the employees are regularly motivated after each work then they feel motivated and will be boost up for completing the task that can lead to achievement of hospitality objectives. The management of the restaurant business should also provide rewards and recognition to their employees and staffs so that the staff will feel that their work are recognized and rewarded in this sector.

Recommended solutions

The employees in the restaurant or hospitality business should b be provided with a harmonious and calm workforce environment in which the staff can work effortlessly with an objective to fulfill the goal of the restaurant business.

Extrinsic motivational approach should be used to motivate the workforce such as providing fringe benefits to the  staffs, increasing the contract term, increment in salaries, festival bonuses, promotions to higher post, distribution of gifts on festivals or occasions. These extrinsic motivations assist to control the work environment within the hospitality business as employees will be engaged to perform their duties if they are provided with these benefits

Intrinsic motivational approach can also be used within the internal organization in which the employees are recognized or rewarded for completing a particular task or project within the deadline. If the employees are provided with intrinsic rewards such as positive feedback, providing recognition to employees, maintaining strong relationship with  employees of the organization, etc.

The restaurant business in Ghana should invest in the employees by providing them continuous training as how to render service to the customers so that the customers feel satisfied with the restaurant services. The management of the hospitality business should enroll the employees in hospitality classes to learn the techniques and methods of rendering high qualities services and also to maintain themselves that will be good for their future growth. If the employees will leave the training campaign or hospitality classes then they be charged with huge penalties or deduction such as 10% of their salaries will be deducted if they leave the training session

According to the McClelland’s motivational theory, management should be ensured that the workings department has understood the project or assignments that needs to be done and the management should monitor the work of their employees and at the middle of the day the employees should be provided with constructive feedback so that the employees could manage to work smoothly for the remaining work in the restaurant (Acquah, et al., 2021).

According to the Maslow Hierarchy of needs, the physiological needs of the employees in the hospitality business should be identified to ensure that employees are getting proper rest while working and also getting hygienic water to drink, fresh air for breathing (Hale et al., 2019). The theory also suggest that the employees should also be provided with job satisfaction facilities. Here job satisfaction means job security of the employees that is employee will not be retrenched from his continuous work for a period of for example 5 years or 6 years. But in the contract, it shall also be written that if the employees will violate the rules and regulations of the hospitality business then they shall be asked to leave the company with a prior notice to the employees and they shall also be given an opportunity of being heard. The theory also recommend that employees should also appreciated for their task and efforts in the restaurant business and should be provided with a working condition that is free fro any danger. The management should implement fire extinguishers for the safety of the workforce and should provide immediate first aid if the employees are suffering from any illness or any severe desease (Ștefan,  Popa,  and Albu, 2020).

Key performance indicators should be implemented to analyze the performance of the employees as how efficient the employee is and how effectively he is performing his duties.

The personal needs of the workforce should be identified by the management of restaurant business so that the the owner or management can assist the employee to fulfill his personal needs

The employees should be provided with a flexible working condition in which he fit himself and perform better for the hospitality business.

If the above solution are implemented or followed in the hospitality business then the problems related to high turnover of organization employees will be reduced and the percentage of absenteesim will also reduced that can help the business in achiveing all the targets and goals of the hospitality business

References

Frye, W.D., Kang, S., Huh, C. and Lee, M.J.M., (2020). What factors influence Generation Y’s employee retention in the hospitality industry?: An internal marketing approach. International Journal of Hospitality Management, 85, p.102352.

Hale, A.J., Ricotta, D.N., Freed, J., Smith, C.C. and Huang, G.C., (2019). Adapting Maslow's hierarchy of needs as a framework for resident wellness. Teaching and learning in medicine, 31(1), pp.109-118.

Ștefan, S.C., Popa, Ș.C. and Albu, C.F., (2020). Implications of Maslow’s hierarchy of needs theory on healthcare employees’ performance. Transylvanian Review of Administrative Sciences, 16(59), pp.124-143.

Acquah, A., Nsiah, T.K., Antie, E.N.A. and Otoo, B., (2021). Literature Review on Theories of Motivation. EPRA International Journal of Economic and Business Review, 9(5), pp.25-29.

Need to detect problem from the given

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