本文讲的是赫茨伯格理论，当我在做导游的时候，有一个理论对我的工作环境来说是很容易理解的，那就是赫茨伯格理论。在旅游业工作时，动机因素是当人们看到新鲜和令人兴奋的事物时脸上天生的快乐或愉悦。这种幸福感是买不到的。看到我们的工作让游客开心是令人满意的。导游的另一个激励因素是他们探索满足消费者需求的方式。这是工作中具有挑战性和有趣的部分。在管理的支持下，导游应该了解这个地方，了解游客的快乐。他们对空间有了批判性的观点。当涉及到人和情感时，有一个复杂和复杂的动态，这可以从这个过程中学习。本篇美国代写文章由美国论文通AssignmentPass辅导网整理，供大家参考阅读。
While working as a tour guide, a theory that seemed easily relatable and comprehensible for my work situation was the Herzberg theory. While working in the tourist industry, the motivational factors are the innate happiness or delight in the faces of the people when they see something new and exciting. This sense of happiness cannot be bought. It is satisfying to see our work make tourists happy. Another factor that motivates the tourist guide is the ways in which they explore to meet the consumer demands. This is a challenging and interesting part of the job. With management support, the tour guide should get to know the place and learn about the happiness of tourists. They gain a critical viewpoint about the spaces. There is a complex and intricate dynamics when it comes to people and emotions and this can be learnt from this process.
I believe these are necessary motivating factors for my job. However, in real life, I was getting lesser management support towards improving my work. In terms of the maintenance factors, my remuneration and job security depended heavily on consumer feedback. Certain consumers can be very demanding and this can cause an uncertainty in the job. Added to this, the pay for these jobs is generally lower. This causes the people to look down on this profession. This was a factor that resulted in satisfaction. From a personal standpoint, this job is based on a combination of activities. In certain days, it can be very demanding and on certain days, it can be generally slower. It can be said that this work cannot be a continual source of employment. Management should have taken efforts towards retaining the employees.
There are practical difficulties in implementing Theory Z. The promise of job security is not possible in the current times. The participative style of decision creates a system where all the stakeholders are found to develop strong opinions. In this schema of collectivistic reward, certain stakeholder efforts are found to be overlooked in this paradigm. It is very difficult for the managers to ensure that all the people are happy with the decisions being made (Pinder, 2014). This leads to overall derailment of the efforts of the people. There are many issues in the cultural and economic backgrounds that factor or hinder into the progress that is being made by the company. Hence, I do understand why the place I worked did not have a participative management style.
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