Motivational dynamics: understanding the perceptions of self and others in the Canadian lodging industry

Abstract

This study explores the motivations of Canadian hotel employees by measuring self-reported rankings of preferred job rewards using the Ten Factor Model. Responses were compared specifically between job levels, as well as against perceived reward preferences of both peer and management groups. Results showed that job reward preferences varied by job level, from line employees to executives. Management groups demonstrated a keen insight of the rewards most valuable to their frontline employees; however, while peer groups seemed to understand the ordered preferences of job rewards, numerous misinterpretations of weighted value appeared.