Cultural Differences in Job Motivation

A Comparison of German and Turkish Employees in the Tourism Industry

Tesis de Máster , 2011 , 99 Páginas , Calificación: Distinction

Gestión de recursos humanos - Otros

What makes people get up in the morning – is it the simple habit, the routine or the sense of purpose? Why do people make promises to do and decide certain things? “Some people get more done than others" (Riley:1996, p.44); while some drift along, others are goal-setters; and some just cannot get started, whereas others are unstoppable. Why is it so? Why do employees ask themselves if it is worth the reward to make “an effort to achieve a goal” (Van der Wagen, Davies:1998, p.24)? The answer can be found in the realm of motivation. Motivation, something that according to various book titles1 needs to be understood, belongs to leadership studies and organisational behaviour. Consequently, “looking at what motivates people, and to lead them, is essential for every manager” (ibid.), because different things might motivate different staff members. One would not expect people to be as complex as they are, but “culture, although not the only variable of importance contributes significantly to explain key differences in social behaviour” (Treven, Mulej, Lynn:2008, p.33). Factors motivating followers in organisations often differ from culture to culture and do not only diverge from different organisational cultures (ibid.: p.34). There is no proof that motives like need for achievement, intrinsic needs for competence and self-efficacy can be generalised across cultures as the specific factors which drive such motives vary across cultures (Gelfand, Erez, Aycan:2007, p.482). This leads to the area of cross-cultural organisational behaviour, which, as well as culture-specific work motivation, only have a relatively short research history, but they actually date back to the times of Dionysios I. from Syrakus2 and Agathon3. Superscripts by Herodotus, a Greek historian, show that differences in work behaviour already existed throughout the time of the Persian Empire (circa 400 BC) (Herodotus, De Selincourt, Marincola:2003). Trade between the different villages and towns and therefore between the different cultures was “widely widespread along the Silk Road”4 (Gelfand, Erez, Aycan:2007, p.481). However, researchers have started focusing “on cultural differences in career development” (Aycan, Fikret-Pasa:2003, p.129) only three decades ago. This new focus has arisen due to globalisation and the increase of multiculturalism in societies and their organisations (Yang et al.:2002). Silk Road”4 (Gelfand, Erez, Aycan:2007, p.481).

Inhaltsverzeichnis (Table of Contents)

• Abstract
• Acknowledgements
• List of Tables
• List of Figures
• List of Graphs
• List of Abbreviations
• 1 Introduction
  • 1.1 Overview
  • 1.2 Aims and Motivation of this Study
  • 1.3 Structure
• 2 Theoretical Background
  • 2.1 Motivation
    • 2.1.1 Definition
    • 2.1.2 Motivation and Communication
    • 2.1.3 Overview of Motivation Theories
      • 2.1.3.1 Content Theories
        • 2.1.3.1.1 Maslow's Hierarchy of Needs
        • 2.1.3.1.2 Herzberg's Two-Factor Theory
      • 2.1.3.2 Process Theories
        • 2.1.3.2.1 Adam's Equity Theory
        • 2.1.3.2.2 Vroom's Expectancy Theory
    • 2.1.4 Summary
  • 2.2 Cultural Classifications
    • 2.2.1 Hofstede's Definition of Culture
    • 2.2.2 Hall's Cultural Model
• 3 Methodology
  • 3.1 Rationale for the Choice of Quantitative Research Method
  • 3.2 Questionnaire
    • 3.2.1 Sampling
    • 3.2.2 Participants
    • 3.2.3 Questionnaire Design
    • 3.2.4 Translation
    • 3.2.5 Piloting
    • 3.2.6 Statistical Data Analysis
  • 3.3 Ethical Guidelines
  • 3.4 Limitations
• 4 Analysis and Discussion
  • 4.1 Cultural Classification
    • 4.1.1 Germany
    • 4.1.2 Turkey
  • 4.2 Analysis and Interpretation
  • 4.3 Applicability of Herzberg's Two-Factor Theory in Turkey
• 5 Conclusion
  • 5.1 Summary
  • 5.2 Contribution of this Study
  • 5.3 Recommendation for Future Research
  • 5.4 Limitations
• Reference List
• Appendices
  • Hierarchy of Needs
  • Questionnaire German
  • Questionnaire Turkish
  • Questionnaire English

Zielsetzung und Themenschwerpunkte (Objectives and Key Themes)

This dissertation aims to investigate the cultural differences in job motivation within the German and Turkish tourism industry. The study seeks to understand the specific rewards valued by employees in both countries, the factors influencing their work choices, the elements that impact their performance, and their expectations from their work. The study also explores the applicability of Western motivation theories to a non-Western culture like Turkey.

• Cultural differences in job motivation between German and Turkish employees in the tourism industry.
• The influence of cultural factors on employee motivation and work choices.
• The applicability of Western motivation theories to non-Western cultures.
• The importance of specific incentives and rewards in motivating employees from different cultural backgrounds.
• The role of cultural values and societal context in shaping employee expectations and performance.

Zusammenfassung der Kapitel (Chapter Summaries)

The first chapter provides an overview of the study, outlining its aims and motivation. It also presents the structure of the dissertation. Chapter two delves into the theoretical background of motivation, exploring various definitions, theories, and models. It also examines cultural classifications, focusing on Hofstede's and Hall's models, which provide frameworks for understanding cultural differences. Chapter three outlines the methodology employed in the study, including the rationale for using a quantitative research method, the questionnaire design, sampling, data analysis, and ethical considerations. Chapter four presents the analysis and discussion of the findings, comparing the cultural classifications of Germany and Turkey and examining the applicability of Herzberg's Two-Factor Theory in Turkey. Finally, chapter five concludes the study, summarizing the key findings, highlighting the contribution of the research, providing recommendations for future research, and acknowledging limitations.

Schlüsselwörter (Keywords)

The keywords and focus themes of the text include job motivation, cultural differences, tourism industry, Germany, Turkey, Herzberg's Two-Factor Theory, cross-cultural organizational behavior, employee expectations, performance, and cultural values.

• Universidad: The University of Surrey (Faculty of Arts and Human Sciences)
• Curso: Intercultural Communication with International Business
• Calificación: Distinction
• Autor: M.A. Corinna Colette Vellnagel (Autor)
• Año de publicación: 2011
• Páginas: 99
• No. de catálogo: V184893
• ISBN (Ebook): 9783656096986
• ISBN (Libro): 9783656097136
• Idioma: Inglés
• Etiqueta: Job, Motivation, Leadership, Organisational Behaviour, Organisational Studies, Turkey, Germany, Cross-Cultural, Intercultural, Communication, Maslow, Herzberg, Adam, Vroom, Hofstede, Hall, Quantitative, Research, Two-Factor, Cultural Classification, Classification, Job Motivation, Employee Motivation, Tourism, Hospitality, Tourism Industry, Travel, Leader, Employer, Motive, motivated, Culture, cultural, Feedback, Salary, Training, Prestige, Reward, Rewards, Workplace, Masculinity, Feminitity, Uncertainty Avoidance, Geert, Power Distance, Low Context, High Context, Individualism, Collectivism, Expectancy