酒店管理背景英文文獻(xiàn)

1、酒店管理背景英文文獻(xiàn) PAGE 5 / 5當(dāng)今世界競爭是人才的競爭，高素質(zhì)的人力資本是酒店業(yè)得以健康持續(xù)穩(wěn)定發(fā)展的根本保證。隨著酒店從業(yè)人員素質(zhì)，思想觀念及自我發(fā)展意識和民主觀念的不斷增強，酒店這一以人為本的服務(wù)行業(yè)在人力資源管理中暴露出員工積極性低服務(wù)意識低人員流失率升高等方面的題。因此本文從現(xiàn)狀分析、物質(zhì)激勵、精神激勵、以及激勵體系的建立四個方面又結(jié)合了星級酒店人力資源管理的實際情況， 對現(xiàn)代酒店管理中的激勵機制做了初步的研究。另外還提出一些開發(fā)酒店人力資本，提高酒店人力資本水平的策略及措施。第 1 章 酒店業(yè)的現(xiàn)狀分析酒店業(yè)的競爭，歸根結(jié)底是人才的競爭。管理的核心問題，是人的問題。在酒店

2、管理中運用人力資源管理獲得競爭優(yōu)勢的案例越來越多。案例：報紙雜志不斷刊登文章報道服務(wù)業(yè)的不良狀況，一線員工錯誤不斷、態(tài)度惡劣簡直是置顧客于不顧。缺少技術(shù)熟練的員工，面對高人員的流失率，深受其苦的服務(wù)業(yè)必須向那些與顧客接觸的企業(yè)注入新的生命力。分析研究表明： 當(dāng)一個人被高度激勵時，他會努力工作主動向顧客提供盡可能好的服務(wù)；而沒有被激勵時，他會盡可能的節(jié)省精力?，F(xiàn)代管理者的首要任務(wù)就是要點燃員工內(nèi)心的工作熱情之火，以此驅(qū)動員工在工作中展現(xiàn)的出色，從而實現(xiàn)組織所期望的最佳績效。在企業(yè)中出色的領(lǐng)導(dǎo)者已經(jīng)認(rèn)識到這點，只有“以人為本”的企業(yè)管理， 才能在如今激烈的競爭中生存、發(fā)展、興旺。管理是一門藝術(shù)，員

3、工激勵是藝術(shù)中的藝術(shù)，員工是企業(yè)的靈魂。設(shè)計有效的員工激勵機制，才能提高員工的積極性。使其才能在不同的企業(yè)文化不同的組織結(jié)構(gòu)和不同的企業(yè)環(huán)境中發(fā)揮其最大的潛能，從而實現(xiàn)組織的期望目標(biāo)。首先姑且讓我把激勵方法分為三類：物質(zhì)激勵、精神激勵和激勵機制的設(shè)計，通過對這三類的分析和了解，才能讓我們理解激勵機制的作用和意義，從而才能為企業(yè)建立有效激勵體系。下面我們把激勵的方法分為兩類：物質(zhì)激勵和精神激勵；通過對這些激勵方法的了解和認(rèn)識，才能讓我們意識到激勵機制的作用。第 2 章物質(zhì)激勵物質(zhì)激勵是指通過物質(zhì)刺激的方法鼓勵職工工作。它的主要表現(xiàn)形式有正激勵，如發(fā)工資、獎金、津貼、福利等；負(fù)激勵如罰款等。物質(zhì)需

4、要是人類的第一需要，是人們從事一切社會活動的基本動因，所以，物質(zhì)激勵是激勵的主要模式，也是目前我國企業(yè)內(nèi)部使用的非常普遍的一種激勵模 式。正激勵法獎勵是指飯店組織對員工的良好行為舉止或工作表現(xiàn)給予的積極肯定與表彰。獎勵作為員工激勵的一種手段，目的在于促使受獎勵的員工將他們的模范行為加以保持和發(fā)揚，并成為全體員工的表率，為奮員工隊伍的士氣起到積極的推動作用。運用好這一手段還要注意以下幾點：（一）獎勵要及時，且獎勵方法要不斷創(chuàng)新。（二）注意對其他員工的心理疏導(dǎo)化。不斷定下新的目標(biāo)，淡化過去著眼未來， 樹立正確的公平觀。（三）.重視對團體的獎勵，在現(xiàn)代飯店活動中組織目標(biāo)的實現(xiàn)，員工個人的尊嚴(yán)與成就，

5、都需要經(jīng)過群體的共同努力才能得以實現(xiàn)，因此重視團體激勵，有利于在員工中形成統(tǒng)一的思想認(rèn)識，增強凝聚力提高員工的競爭力。負(fù)激勵法懲罰是一種負(fù)激勵，是現(xiàn)代飯店為了糾正員工工作中的不良行為，而才取的一種強制措施。應(yīng)用得當(dāng)，對不妥行為能取得很好的威懾作用。但萬萬不可以懲罰為主，只能作為一種輔助手段，否則就會適得其反。在運用這一手段時要注意以下幾點：（一）不能不教而誅。應(yīng)當(dāng)把教育放在第一位，對屢教不改或造成嚴(yán)重后果者實施懲罰，且注意不可以罰代管。（二）選擇合理有效的懲罰方式，且不可打擊面過大，還要注意不可全盤否定，以小即大，傷害員工的心理。（三）將靈活性與原則性向結(jié)合，堅持原則，執(zhí)法要嚴(yán)。在嚴(yán)格依照規(guī)定

6、制度的前提下，一定的靈活性是完全必要的，因此在激勵時要嚴(yán)格合理，嚴(yán)的合情，從而達(dá)到教育一大批的目的，雖說，物質(zhì)激勵不是萬能的，但我們要合理的運用物質(zhì)激勵這一把雙刃劍。例如：在洲濟集團就有這樣的一個管理方案，當(dāng)員工第一天來到公司工作時，公司就會對員工的一些家庭情況經(jīng)濟條件等多方面做一個了解，對這一了解就建立了員工的個人資料，在日常的工作中有關(guān)人員對資料進(jìn)行分析，在以后的工作中，管理者就會對以前的分析對員工實施有效的激勵方案。全面的了解員工的需求和工作質(zhì)量的好壞，不斷的根據(jù)情況制定精確的激勵方法，從而調(diào)動酒店的每為員工實現(xiàn)應(yīng)有的業(yè)績。第 3 章精神激勵美國管理學(xué)家皮特就曾指出“重賞會帶來副作用，因

7、為高的獎金會使彼此封鎖消息，影響工作的正常開展，整個社會的風(fēng)氣就會不正”。因此企業(yè)單用物質(zhì)激勵不一定能起到作用，所以又產(chǎn)生另一種激勵方法精神激勵。就這一激勵我大致分為以下幾種：目標(biāo)激勵競爭激勵及參與激勵等。In todays world competition is the talent competition, high-quality human capital is the hotel industry continued to be healthy and stable development of the fundamental guarantee. With the hotel e

8、mployees in the quality of ideas and sense of self-development and growing the concept of democracy, the hotel that the people-oriented service sector in terms of human resourcemanagement staff revealed low awareness of service with low staff turnover rate increased the title and so on. This paper a

9、nalyzes the status quo, therefore, material incentives, moral incentives, as well as the incentive system and a combination of four-star hotel human resources management of the actual situation of the modern hotel management incentive mechanism has done a preliminary study. In addition, some hotels

10、in human capital development to improve the human capital level of the hotels strategy and measures.Chapter 1 Analysis of the hotel industryHotel industry, in the final analysis is the talent competition.Management of the core issue is the question. In hotel management in the use of human resources

11、management to obtain a competitive advantage more and more cases.Case: newspapers and magazines continue to publish articles reporting the adverse conditions of the service sector, front-line staff error continuously, the attitude of the poor is ignored customers home. Lack of skilled staff, in the

12、face of the high rate of loss of the services sector is suffering to those who come into contact with customers to inject new vitality enterprises. Analysis showed that: when a person was a high degree of motivation, he will take the initiative to work hard to provide the customers with the best pos

13、sible service; and have not been inspired, he will save energy as much as possible. The primary task of modern managers is to kindle the enthusiasm of staff working inside the fire, to drive the staff work to show the outstanding organizations in order to achieve the best performance expectations. I

14、n the enterprise has been an excellent leader in recognition of this point, only the people-oriented corporate governance can be in todays fierce competition for survival, development, and prosperity. Management is an art, staff motivation is the art of art, the soul of the enterprise employees.Staf

15、f to design effective incentive mechanism to increase the enthusiasm of the staff. So that it can be in various different corporate culture and organizational structure of the enterprise environment to play their maximum potential in order to achieve the expectations of the target organizations. Let

16、 us first of all, let me incentive divided into three categories: material incentives, moral incentives and the design of incentive mechanisms, through these three types of analysis and understanding, so that we understand the role of incentive mechanism and significance of the enterprise so as to e

17、stablish an effective incentive system. We are encouraged by the following methods to fallinto two categories: material and spiritual encouragement and incentives; incentives of these methods of understanding and knowledge in order to let us realize that the role of incentives.Chapter 2 material inc

18、entivesMaterial incentives is the way to the adoption of incentives to encourage trade union work.Its main manifestations of positive incentives, such as wages, bonuses, allowances, benefits, etc.; negative incentives such as fines. Material needs is the first of human needs, is engaged in social ac

19、tivities of all the basic motive, therefore, the material incentives to encourage the main mode is the internal use of Chinese enterprises are very common mode of an incentive.Excitation method is 2.1Hotel reward is the good organization of the behavior of employees or work performance and in recogn

20、ition of the positive. Incentives as a means of staff motivation, incentives designed to induce employees by their exemplary acts to maintain and carry forward and set an example for all staff, for staff morale Fen play a positive role in promoting. Make good use of this means we must pay attention

21、to the following: (a) awards to be timely, and an incentive to innovation. (B) the attention of other employees of the psychological.Constantly set new goals, to play down the past focus on the future, to establish a correct view of the fair. (C). Emphasis on incentive groups, activities in a modern

22、 hotel in the achievement of organizational goals, personal dignity and achievements, both need to go through the joint efforts of groups can be achieved, the emphasis on incentive groups, is conducive to the formation of a unified staff the ideological understanding, and enhance the cohesion of sta

23、ff to enhance their competitiveness.2.2 negative excitation methodPunishment is a negative incentive is a modern hotel staff in order to correct the bad behavior, and to obtain a compulsory measure. Applied correctly, can be made to the wrong acts of a very good deterrent. However, employees must no

24、t be punished mainly as a supplementary means only, otherwise it will backfire. In the use of the means to pay attention to the following points: (a)those that can not teach and to punish. Give education top priority should be on the incorrigible or those who have serious consequences for the implem

25、entation of punishment, and punishment can not be hosted attention.(B) select a reasonable and effective punishment, and the scope can not be too large, but not a total negation of the attention to small or large, the psychological harm to employees. (C) will be a matter of principle to the combinat

26、ion of flexibility and principles, adhered to more stringent enforcement. In strict accordance with the provisions of the system under the premise of a certain degree of flexibility is absolutely necessary, so in a reasonableincentive to be strict, strict fair, a large number so as to achieve the pu

27、rpose of education, although, material incentives is not a panacea, but we have to reasonable use of material incentives that a double-edged sword. For example: in the Jeju Island Group has a management program such that when the staff came to the company the first day of work, the company will staff the case of some families, such as economic conditions in a multifaceted understanding of the understanding on the establishment of a staff personal data, in theday-to-day work of the staff analysis of data