CHAPTER ONE
INTRODUCTION
1.1. BACKGROUND OF STUDY
Motivation of hospitality workers contributes to a higher quality of human resources and greater job performance in the industry. Motivation in government owned organizations and non government owned organizations is important and needed because it has the power to influence and improve the performance of workers in an affirmative manner (Aarabi et al., 2013). Bateman and Snell (2012) argued that motivation is the strength that invigorates, and guides the work of an individual towards the accomplishment of a task. Hence, motivation is one of the most vital issues and an effective factor on job performance and a necessity for leading the workers towards major goals. Moreover, the main problem facing the industry is the application of suitable motivational factors for enhancing job performance to achieve the main objectives of the hospitality industry (Stella, 2008). The expectations of each approach are different from one organization to another. For classifying and addressing these expectations, the comprehension of motivating employees is required. As a result, the idea of motivation has become a common driving force for the most successful enterprises. Motivation is essential for employee’s performance. It plays a significant function in job performance and other behaviors (Roberts, 2011).
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