By Michael Riley (Auth.)
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Extra resources for Managing People. A guide for managers in the hotel and catering industry
As group affiliations are part of our identity, we will invest our commitment with a positive character. In other words, we seek something positive through group associations. Crucially, this means that we will favour any group to which we are affiliated. The behavioural effect of this is called own-group bias. As we would favour our own-group, we would define it as different and better than some other identified group - the out-group. The importance of this idea is that first of all it puts onto any group a characteristic that can be seen from the outside, that is favouritism of the own-group, which can thus be used as an identifying characteristic.
Will it be successful and what will it cost? All this adds doubt and makes the actual interpretation that much more difficult. Notwithstanding the problem of distortion, there is yet a further complication. a 3 0 z I w m w s 2 Dilution When considering the question of what motivates, we suggested an expanded range of job attributes should be considered. However, it must be obvious that each of these attributes will attract a different intensity offieling. For example, a chef may hate the management, hate the pay, be indifferent to the work group, but love what he actually does.
Ensure that all aspects of employment tell a coherent story. 4 Negative behaviour We have all, at some time, had the experience of being either upset, anxious or angry about something and trying to ‘forget it‘ by immersing ourselves in work. At first it doesn’t work, the thoughts that made us anxious keep returning. Sometimes it doesn’t work at all. Work and the anxiety compete until the problem goes away or concentration on work eventually triumphs. The point being made here is that we cannot motivate ourselves while we are in any way anxious.
Managing People. A guide for managers in the hotel and catering industry by Michael Riley (Auth.)