Incentive Plan

INCENTIVE PLAN 4

IncentivePlan

Thebest way to motivate the employees without increasing their pay is byletting the house attendants take personal responsibility for theirwork. First, there is need to ensure consistency by assigning a roomattendant to the same floor. Second, the process requires a recordingprogram to identify the best performers. I would place a notificationstating, for example, “This room was cleaned by Jane and anycompliments or complaints should be directed to me through myextension1234.” Once identified, best performers shall be rewardedthrough non-cash benefits such as the housekeeping bucks to shopwithin the hotel (101 best practices to recognize your housekeepingteam, n.d).

Besides,I will place tip envelopes in each room and allow the housekeepers tokeep 100% of the tips received from the rooms they serviced. Theincentive would be the need to satisfy a customer and obtain a tip oran opportunity to shop in the hotel. Besides, the housecleaners wouldknow that the customers have the ability to report any compliments orcomplaints (101 best practices to recognize your housekeeping team,n.d).

Thebenefit of the method is the ability to keep a constant check on thehousekeepers. The method is prone to demotivate sluggish employees toimprove cleanliness in their assigned rooms. To motivate them, I willconduct frequent checkups in their area to identify improvements.Consequently, I will compliment them for improvement in public butcriticize them to improve in private (101 best practices to recognizeyour housekeeping team, n.d).

Thefirst approach to ensure quality work is through training. I shalltrain all the housekeepers using a similar standard to ensureconsistency. Second, I shall train all the supervisors using the samestandards to eliminate worker frustration and indifference among roomattendants (101 best practices to recognize your housekeeping team,n.d).

Third,I shall conduct impromptu inspections on all newly servicedapartments. Since the room attendant is not aware what room or whenthe room inspection will be conducted, they will make consciousefforts to pay detail in providing quality work (101 best practicesto recognize your housekeeping team, n.d).

References

101best practices to recognize your housekeeping team, (n.d). Hiltonworldwide.Retrieved fromhttp://housekeeping.hilton-recognition.com/pages/best_practices?brand_id=1

IncentivePlan

IncentivePlan

Incentiveplans are relevant in all spheres of management because theyencourage employees to perform at their level best while at the sametime ensuring job satisfaction. There are various ways in whichincentives can be meted out and the plan selected must produceoptimum results. Motivation not only improves the overall performanceof the employees, but also promotes ethical behaviors in theworkplace. Despite the fact that monetary rewards motivate workers,other non-monetary incentives will also push towards staffinspiration.

Theincentive plan

Asthe Executive Housekeeper In a middle-sized hotel with 300 rooms, thestimulus plan developed for the staff will be focused on fiveaspects. These features include improved autonomy, professionaldevelopment and training, introduction of health and retirementplans, flexible schedules, and recognition and appreciation. Thesemodes of motivation will work together to ensure that thehousekeepers are encouraged to do a good quality job.

Improvedautonomy

Thisarea involves laying out a particular program for the staff membersdetailing their duties and responsibilities within a giventime-frame, while at the same time according to them a certain degreeof freedom to perform those functions without unnecessaryquestioning, and micromanaging their activities. The level ofindependence must, however, be monitored to ensure that none of thehousekeepers becomes too liberal.

Professionaldevelopment and training

Increasedlearning is a tool that makes workers feel that there is animprovement in their careers and the long run, they can be assignednew responsibilities, and the quality of work will also improve.Organizing seminars and conferences will foster more knowledge andskills. Similarly, enrolling the employees for an individual coursecan also be a real incentive.

Healthand retirement plan

Oneof the most important things that a worker needs is a health planwhich ensures that in the case of any health condition or emergency,the bills will be taken care of. Members of staff are urged tosubscribe to this scheme which caters for them and their families.The retirement plan works in a similar way involving registration andcontribution whereby upon retirement, the employees will receivetheir benefits.

Flexiblework schedules

Workerswith flexible work schedules have a tendency to be more productivecompared to those with inflexible schedules [ CITATION Bry12 l 1033 ].For instance, we can create a timetable that gives the staff time torest for example breaks and also options for morning and nightshifts. The plan will ensure that they do not overwork.

Recognitionand appreciation

Gratitude,respect, and praise are part and parcel of the monitoring programbecause they facilitate a healthy working environment andcommunication. Employees must be encouraged to take part in the plansand ideas and on the other hand, verbal and other means ofappreciation such as cards can be implemented.

Advantages

Thesefive components of the incentive program have several benefits, butthe most important ones include enabling employees to workefficiently under minimal supervision, improving their skills andknowledge towards proper working practices, creating a sense ofbelonging as well as job satisfaction. Additionally, the costimplications are not as high as salary increment even though theresults may be relatively similar.

Disadvantages

Themajor shortcomings of this incentive plan are based on improvedautonomy, contribution plans, and work schedules. Freedom sometimesmay lead to a lack of quality work and negligence while thecontribution to health and retirement may reduce the pay thatemployees receive thus causing dissatisfaction. The flexibility ofworking schedules might also lead to confusion and poor time keeping.

Overcomingthe disadvantages

Thebest way to address these problems is to perform an employeeassessment to determine performance. Also, a considerable level ofstrictness must be put in place together with discipline measures forthose who intentionally mess up their work.

Howto ensure Quality work

Monitoring

Thisinvolves doing rounds in the rooms to identify the areas that havenot been put in order and making it clear to the staff that any formof negligence is unacceptable.

Training

Thehousekeepers can also be trained on better ways to improve qualityeither through seminars or conferences. In this way, they can acquirenew skills and methods that can be applied to their currentresponsibilities

Discipline

Correctionis key to ensuring quality. Staff members who are not keen onperforming their duties have to be reprimanded. Sometimes if thesituation escalates, then a replacement of that employee isconsidered.

References

Birtles, B. (2012, July 24). Non-Monetary Rewards for Employees: When Bonuses aren`t Enough. Retrieved from Go Productivity: http://goproductivity.ca/blog/353/non-monetary-rewards-for-employees-when-bonuses-aren-t-enough/