商业的整体模式是确保生产力满足市场的需求并产生利润。这是现代任何商业的中心范式。在这种情况下，公司最重要的利益相关者就是员工和员工关系。这种内部动态反映了生产力和公司的认知。因此，公司试图保持高水平的生产力，以确保员工的要求得到满足(Robbins, DeCenzo & Coulter, 2008)。以泰勒科学管理理论为基础的旧式商业运作模式已被证明是无效的。这一理论的原则是，人们按当天的生产力支付工资，并根据他们的技术资格受雇。研究发现，除了这些变量之外，公司还需要更多的激励因素来确保员工的工作效率。这是基于内在的无形因素。
Integral paradigm of business is ensuring that the productivity meets the demands of the markets and the profits are generated. This is the central paradigm of any business in the modern era. In this situation, the most important stakeholder of the company is the employee and employee relations. This internal dynamic reflects on the productivity and the perception of the company. Companies owing to this try to maintain high levels of productivity to ensure that the people’s requirements are met (Robbins, DeCenzo & Coulter, 2008). The age old paradigm of business operating based on Taylor Theory of scientific management has proven to be not efficient. The tenets of this theory were that people are paid on their productivity of the day and they are hired based on their technical qualifications. It has been found that apart from these variables the companies need to have more motivational factors to ensure employee productivity. This is based on the intrinsic intangible factors.
The purpose of this analysis is to look into the modern motivational issues faced by the organizations and develop ways for them to ensure productivity. For this the case study of an international conglomerate Taj hotel has been considered.
The Taj Group of hotels operates in over 18 countries across the spectrum. The company was founded in 1903 and has headquarters in Mumbai India. The Taj Group of hotels employs over 13000 people and they also own picturesque islands. The brand has been able to garner a number of positive reviews and is considered to be a premier brand in these nations where they operate. They primarily operate in resorts in varied locations which are usually away from the mainland or commercial centers (Dev, 2014). According to the mission statement of the company, they will ensure that high quality services are provided to the consumers. This is the service management philosophy of the company.
The employees who perform exceptionally well are given can incentives by the company and the company has a portal that would accept the views of the employee and also tracks the works of the employees. They provide housing and food for all their employees. 18 months of training is also given to the employees to ensure that they are trained to handle different situations. The issues faced by the company in terms of employee management are that there are higher rates of employee turnover and there is a general lack of motivation in the employees. The job security in this company is relatively lower. There is also a lack of motivation within the employees. This does not mean that the employees are not productive. There can be more ways to improve the productivity (Dev, 2014). There should be systematic ways to improve the motivation of the employees. The ways to improve the same has been probed in the following.