Attainable alternative action plan:
Mandarin Oriental faces both internal and external problems that jeopardize its quality as a
carrier and as a hotel enterprise. Job satisfaction and employee retention are closely related.
Failure to fix the issue accurately and promptly can also lead to employee fatigue. Ultimately, we
can't overlook Herzberg's enthusiasm and hygiene factors in creating a happy workplace for staff
members. When workers are exposed to the positive organizational culture, they begin to feel
like members of the team. As their sense of belonging grows, workers feel that their workplace is
their own, even in the context of their professional responsibilities. It meets the requirements for
dedication, independence, and achieving the organization's objectives. The essential traits and
elements that influence, interact, and inspire the company's employees must be taken into
account when putting an action plan into practice. Lastly, the organization needs to know if
workers are satisfied or let go in addition to the HR control group. In order to leverage Mandarin
Oriental's resources to sustain a competitive advantage, research was done to gather statistics.
Thus, the root cause of the issue is satisfied and devoted workers. Whether there is extrinsic or
intrinsic motivation is not distinguished by it.
An organization will waste time and money if it focuses on just one aspect. Thorough
investigation and application of results that will enhance and support the recommended work.
For instance, they find sufficient cash to start with and invest in enhancing the O environment.
However, this runs counter to the incentive demands created by the distribution of these elements
if workers prefer large salaries and opportunities for internal advancement within the company
(Senyucel, 2009).
In this case, it would be advantageous if the HRM team kept a balance that addressed actual
issues like employee satisfaction and morale, in addition to other organizations managers require.
Employee commitment becomes a barrier if they are dissatisfied. In the end, it makes employees
want to work for companies that offer better working conditions, so they leave the company.
How this case is relevance with today business
This scenario highlights the value of corporate involvement since it demonstrates how to inspire
employees. Furthermore, we discovered that money is frequently not the main source of
motivation at work and serves as an excellent model for other businesses. Furthermore, the fact
that this situation involves the management of a for-profit business detracts from it, which is why
it is extremely problematic for workers of all levels to be involved in decision-making. Although
some employees lie, it's critical for the organization to receive honest feedback if it's to grow.
Conclusion
Businesses can also claim that their employees are extrinsically motivated (by money and
benefits), but because their reputation will be well-maintained, employees will have an internal
incentive to perform well. If guests are made to feel important, taken care of, and given a place
