The Amo Theory: An Analysis Of The AMO Theory Framework

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The AMO Theory Framework This report will first look into the AMO theory (Appelbaum, Bailey, Berg & Kalleberg, 2000). In this theory, it categorizes each individual performance with their ability to the tasks they are assigned to, with their motivation for these tasks and the opportunity provided for doing them. It makes full use of their skills and be motivated (Hutchinson,2013, p.10). (A) Ability Each individual is unique and equip with personal experience and skill set. It’s a reflection of an individual capacity to perform the tasks needed for a given task (Wood, 2006). With the right match, it will create a good synergy and produce good results. Cavendish Hall hotel should select the right candidates to perform the job requirement based on the applicants knowledge and skills. (M) Motivation There is a few ways to motivate the hotel employees, extrinsic or intrinsic. Extrinsic can be linked to financial factors such as incentives, commission or performance bonus. Intrinsic is normally non-monetary can be linked to the employees personal mental growth, satisfaction or being awarded or recognised. As money do not necessary motivate certain group of individuals. (O) Opportunity It gives an employees the opportunity to be in a decision making process, being involved and made their voice heard. It is usually influenced by involvement in initiatives, team working, autonomy, communication , job design and job rotation (Hutchinson,2013, p.10). If all these motivational

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