酒店管理背景英文文献

当今世界竞争是人才的竞争，高素质的人力资本是酒店业得以健康持续稳定发展的根本保证。

随着酒店从业人员素质，思想观念及自我发展意识和民主观念的不断增强，酒店这一以人为本的服务行业在人力资源管理中暴露出员工积极性低服务意识低人员流失率升高等方面的题。

因此本文从现状分析、物质激励、精神激励、以及激励体系的建立四个方面又结合了星级酒店人力资源管理的实际情况对现代酒店管理中的激励机制做了初步的研究。

另外还提出一些开发酒店人力资本，提高酒店人力资本水平的策略及措施。

第1章酒店业的现状分析酒店业的竞争，归根结底是人才的竞争。

管理的核心问题，是人的问题。

在酒店管理中运用人力资源管理获得竞争优势的案例越来越多。

案例：报纸杂志不断刊登文章报道服务业的不良状况，一线员工错误不断、态度恶劣简直是置顾客于不顾。

缺少技术熟练的员工，面对高人员的流失率，深受其苦的服务业必须向那些与顾客接触的企业注入新的生命力。

分析研究表明：当一个人被高度激励时，他会努力工作主动向顾客提供尽可能好的服务；而没有被激励时，他会尽可能的节省精力。

现代管理者的首要任务就是要点燃员工内心的工作热情之火，以此驱动员工在工作中展现的出色，从而实现组织所期望的最佳绩效。

在企业中出色的领导者已经认识到这点，只有以人为本”的企业管理，才能在如今激烈的竞争中生存、发展、兴旺。

管理是一门艺术，员工激励是艺术中的艺术，员工是企业的灵魂。

设计有效的员工激励机制，才能提高员工的积极性。

使其才能在不同的企业文化不同的组织结构和不同的企业环境中发挥其最大」的潜能，从而实现组织的期望目标。

首先姑且让我把激励方法分为三类：物质激励、精神激励和激励机制的设计，通过对这三类的分析和了解，才能让我们理解激励机制的作用和意义，从而才能为企业建立有效激励体系。

下面我们把激励的方法分为两类：物质激励和精神激励；通过对这些激励方法的了解和认识，才能让我们意识到激励机制的作用。

第2章物质激励物质激励是指通过物质刺激的方法鼓励职工工作。

它的主要表现形式有正激励，如发工资、奖金、津贴、福利等；负激励如罚款等。

物质需要是人类的第一需要，是人们从事一切社会活动的基本动因，所以，物质激励是激励的主要模式，也是目前我国企业内部使用的非常普遍的一种激励模式。

2.1正激励法奖励是指饭店组织对员工的良好行为举止或工作表现给予的积极肯定与表彰。

奖励作为员工激励的一种手段，目的在于促使受奖励的员工将他们的模范行为加以保持和发扬，并成为全体员工的表率，为奋员工队伍的士气起到积极的推动作用。

运用好这一手段还要注意以下几点：（一）奖励要及时，且奖励方法要不断创新。

（二）注意对其他员工的心理疏导化。

不断定下新的目标，淡化过去着眼未来，树立正确的公平观。

（三）.重视对团体的奖励，在现代饭店活动中组织目标的实现，员工个人的尊严与成就，都需要经过群体的共同努力才能得以实现,因此重视团体激励，有利于在员工中形成统一的思想认识，增强凝聚力提高员工的竞争力。

2.2负激励法惩罚是一种负激励，是现代饭店为了纠正员工工作中的不良行为，而才取的一种强制措施。

应用得当，对不妥行为能取得很好的威慑作用。

但万万不可以惩丽' 主，只能作为一种辅助手段，否则就会适得其反。

在运用这一手段时要注意以下几点：（一）不能不教而诛。

应当把教育放在第一位，对屡教不改或造成严重后果者实施惩罚，且注意不可以罚代管。

（二）选择合理有效的惩罚方式，且不可打击面过大，还要注意不可全盘否定，以小即大，伤害员工的心理。

（三）将灵活性与原则性向结合，坚持原则，执法要严。

在严格依照规定制度的前提下，一定的灵活性是完全必要的，因此在激励时要严格合理，严的合情，从而达到教育一大批的目的，虽说，物质激励不是万能的，但我们要合理的运用物质激励这= 把双刃剑。

例如：在洲济集团就有这样的一个管理方案,_当员工第一天来到公司工作时，公司就会对员工的一些家庭情况经济条件等多方面做一个了解，对这一了解就建立了员工的个人资料，在日常的工作中有关人员对资料进行分析，在以后的工作中，管理者就会对以前的分析对员工实施有效的激励方案。

全面的了解员工的需求和工作质量的好坏，不断的根据情况制定精确的激励方法，从而调动酒店的每为员工实现应有的业绩。

第3章精神激励美国管理学家皮特就曾指出重赏会带来副作用，因为高的奖金会使彼此封锁消息，影响工作的正常开展，整个社会的风气就会不正”因此企业单用物质激励不一定能起到作用，所以又产生另一种激励方法-------- 精神激励。

就这一激励我大致分为以下几种：目标激励竞争激励及参与激励等。

In today's world comp etitio n is the tale nt comp etiti on, high-quality huma n cap ital is the hotel in dustry continued to be healthy and stable devel opment of the fun dame ntal guara ntee. With the hotel empio yees in the quality of ideas and sense of self-devel opment and grow ing the concept of democracy, the hotel that the peop le-orie nted service sector in terms of huma n resource man ageme nt staff revealed low aware ness of service with low staff turno ver rate in creased the title and so on. This paper an alyzes the status quo, therefore, material incen tives, moral incen tives, as well as the incen tive system and a comb in atio n of four-star hotel huma n resources man ageme nt of the actual situati on of the moder n hotel man ageme nt incen tive mecha nism has done a p relim inary study .In additi on, some hotels in huma n cap ital devel opment to imp rove the huma n cap ital level of the hotel's strategy and measures.Chap ter 1 An alysis of the hotel in dustryHotel in dustry, in the final an alysis is the tale nt comp etiti on.Man ageme nt of the core issue is the questi on. In hotel man ageme nt in the use of huma n resources man ageme nt to obta in a comp etitive adva ntage more and more cases.Case: n ews papers and magaz ines con ti nue to p ublish articles reporting the adverse con diti ons of the service sector, fron t-li ne staff error con ti nu ously, the attitude of the poor is ignored customers home. Lack of skilled staff, in the face of the high rate of loss of the services sector is sufferi ng to those who come into con tact with customers to inject new vitality enterp rises. An alysis showed that: whe n a person was a high degree of motivati on, he will take the in itiative to work hard to pro vide the customers with the best p ossible service; and have not bee n insp ired, he will save en ergy as much as p ossible. The p rimary task of moder n man agers is to kin dle the en thusiasm of staff worki ng in side the fire, to drive the staff work to show the outsta nding orga ni zati ons in order to achieve the best p erforma nee exp ectati ons. In the enterp rise has bee n an excelle nt leader in reco gn iti on of this point, only the "peopi e-orie nted" corpo rate gover nance can be in today's fierce comp etiti on for survival, devel opment, and prosp erity. Man ageme nt is an art, staff motivati on is the art of art, the soul of the enterp rise empio yees. Staff to desig n effective incen tive mecha nism to in crease the en thusiasm of the staff. So that it can be in various differe nt corpo rate culture and orga ni zati onal structure of the enterp rise en vir onment to p lay their maximum poten tial in order to achieve the exp ectati ons of the target orga ni zati ons. Let us first of all, let me incen tive divided into three categories: material incen tives, moral incen tives and the desig n of incen tive mecha ni sms, through these three types of an alysis and un dersta nding, so that we un dersta nd the role of incen tive mecha nism and sig nifica nee of the enterp rise so as to establish an effective incen tive system. We are en couraged by the followi ng methods to fall into two categories: material and sp iritual en courageme nt and incen tives; incen tives of these methods of un dersta nding and kno wledge in order to let us realize that the role of incen tives.Chap ter 2 material incen tivesMaterial incen tives is the way to the adop ti on of incen tives to en courage trade union work.Its main mani festati ons of p ositive incen tives, such as wages, bonu ses, allowa nces, ben efits, etc.; n egative incen tives such as fin es. Material n eeds is the first of huma n n eeds, is en gaged in social activities of all the basic motive, therefore, the material incen tives to en courage the main mode is the in ternal use of Chin ese enterp rises are very com mon mode of an incen tive.Excitatio n method is 2.1Hotel reward is the good orga ni zati on of the behavior of empio yees or work p erforma nee and in recog niti on of the p ositive. Incen tives as a means of staff motivati on, incen tives desig ned toin duce empio yees by their exe mp lary acts to mai ntai n and carry forward and set an exa mple forall staff, for staff morale Fen play a po sitive role in pro mot ing. Make good use of this means we must pay atte nti on to the followi ng: (a) awards to be timely, and an incen tive to inno vati on. (B) the atte nti on of other empio yees of the p sychological.Con sta ntly set new goals, to p lay dow n the p ast focus on the future, to establish a correct view of the fair. (C). Emp hasis on incen tive groups, activities in a moder n hotel in the achieveme nt of orga ni zatio nal goals, personal dign ity and achieveme nts, both n eed to go through the jointefforts of groups can be achieved, the emp hasis on incen tive group s, is con ducive to the formati on of a un ified staff the ideological un dersta nding, and enhance the cohesi on of staff to enhancetheir comp etitive ness.2.2 n egative excitati on methodPuni shme nt is a n egative incen tive is a moder n hotel staff in order to correct the bad behavior, and to obta in a compu Isory measure. App lied correctly, can be made to the wrong acts of a very good deterre nt. However, empio yees must not be puni shed mai niy as a suppl eme ntary means only, otherwise it will backfire .In the use of the means to pay atte nti on to the followi ng poin ts: (a) those that can not teach and to puni sh. Give educati on top p riority should be on the in corrigible or those who have serious con seque nces for the impi eme ntati on of puni shme nt, and puni shme nt can not be hosted atte nti on. (B) select a reas on able and effective puni shme nt, and the scope can not be too large, but not a total n egati on of the atte nti on to small or large, the p sychological harm to empio yees. (C) will be a matter of principle to the comb in ati on of flexibility and principl es, adhered to more stri ngent en forceme nt. In strict accorda nee with the pro visi ons of the system un der the p remise of a certa in degree of flexibility is absolutely n ecessary, so in a reas on able incen tive to be strict, strict fair, a large nu mber so as to achieve the purpose of educatio n, although, material incen tives is not a pan acea, but we have to reas on able use of material incen tives that a double-edged sword. For exa mple: in the Jeju Isla nd Group has a man ageme nt p rogram such that whe n the staff came to the company the first day of work, the company will staff the case of some families, such as econo mic con diti ons in a multifaceted un dersta nding of the un dersta nding on the establishme nt of a staff personal data, in the day-to-day work of the staff an alysis of data, work in the future, man agers will be on the prev ious an alysis of the imp leme ntati on of effective empio yee incen tive pro gram. Comp rehe nsive un dersta nding of the n eeds of empio yees and the quality of work is good or bad, accord ing to the situatio n of con sta nt incen tive to devel op accurate, thereby mobilizi ng the hotel staff to achieve each and every p erforma nee should be.Insp ire the sp irit of Chap ter 3Man ageme nt exp erts point out that P itt had "side-effects will be rewarded, because of the high p rize money would blockade the n ews to each other and affect the no rmal devel opment, the social atmos phere will be errors." Enterp rise alone, therefore the material may not be able to p lay the role of incen tives, so they have ano ther incen tive - the sp irit of en courageme nt. On this incen tive, I roughly divided into the followi ng categories: goals motivatio n and p artici pati on in comp etitive incen tives and other incen tives.。