Employee Motivation In Restaurant

1.0. INTRODUCTION:

In fast food restaurants, the roles employee plays to satisfy customers cannot be over emphasized. This research entails the relationship between enhancing employee outcome and job satisfaction, and as well as how the management of the McDonald’s carried out a survey to discover the criteria that are most important to satisfy the employees to enable them to provide a better service quality to the customer. The research also entails how the company can improve on employee management in order to bring out the best from the employee which could lead to a better service quality from the employees.

The fast food restaurant provides a variety of service to the customers and in this kind of restaurant, the conditions of work, time

Work motivation was defined by Latham and Ernst (2006), as “a psychological process that results from the reciprocal interaction between the work environment and an employee which influences the employees ‘choices, effort, and commitment”. When an employee becomes motivated, they believe what they do will bring the desired result expressed those that are highly motivated as people who make decision and take action they feel such actions will fulfill their clearly defined goals.

Many scholars have done researches on motivation; however there are common features of motivation which are seen in most of the definitions. When authors describe motivation they describe it in terms of an action or sometimes a behavior that is channeled and being sustained due to motivation. Similarly motivation can be described as an invisible force that drives people to do things and behave in a certain way.

Researchers have suggested that a relationship exist between motivation and employee performance (Deci and Gagne, 2005) but both performance and motivation can’t be considered as an equivalent phenomenon. Vroom (1964) also noted that the successful completion of a task does not depend only on motivation but also depend on some other

Intrinsic motivation concept refers to behaviors carried out of enjoyment and interest. This type of motivations occurs when employees are motivated by factors such as being associated with some common values, and job satisfaction. Frey and Osterloh (2002) further explained intrinsic motivation in three forms; the first is when the activities embarked upon serves as a source of satisfaction, providing an enjoyable experience. The end goal and the actions to the end goal are equally important. The second form is when an employee meets some certain standards for his or her sake for example when an employee tries to meet some ethical standards to feel respected such as professional codes of conduct. The third form of intrinsic motivation is when an employee’s feels motivated to reach the end goal even if the processes to reach the goal seem quite uninteresting.

Extrinsic motivation on the other hand refers to behaviors performed to attain contingent outcomes. This type of motivation satisfies indirect need for example, when employees are motivated by exogenous