The original post: https://blogs.ubc.ca/chenwp/2014/11/09/small-companys-human-resource-management/

The author of this blog focuses on how to better manage the employees for small companies. I agree with the solutions listed in the blog, but these solutions are not that comprehensive. When employer wants to improve his “human resources management”, he or she should think about what their employees really want from their jobs. What matters to you is the most important thing, and your values may not match those of your employees.

Individual differences play a vital role on human resources management. Some workers are motivated by extrinsic rewards, such as money, fame, grades, and praise, while others are motivated by intrinsic rewards (relationships, respect, recognition). The situation cannot be improved if employers simply give any kinds of rewards to workers, so employers should act appropriately to the situation.

Even for small company, many methods can be used to exam the suitable motivators for each employee.Employers can conduct research to find out these motivators. Companies can do  open-ended or structured questionnaires. Also, they can interview their employees, but the environment of the interview should be informal. Companies can also directly use models from previous studies. Maslow’s hierarchy theory can be used to speculated the needs of employees in real situations. However, Using theory directly can be subjected and not scientific since none of the theories that have been established is perfect. Therefore, employers should think ahead before making any decision.

I have noticed that the solutions listed in this blog are mostly for the extrinsic factors.Some intrinsic motivations could be:

1.Simply saying positive comments to employees. Giving employees a pat on the back or saying “job well done” will provide extensive intrinsic rewards.

2.For employees who are motivated by the feeling of accomplishment, a company can reminder their employees’ positive accomplishments through the company newsletter or Intranet.

No matter what size of the company, the first step is to identify motivations of employees before moving to any solutions.

Reference:

“What Are Some Suggestions for an Intrinsic Reward for Workers?” Small Business. N.p., n.d. Web. 9 Nov. 2014

“Intrinsic Rewards for Employees: Definition, Types & Examples | Education Portal.” Education Portal. N.p., n.d. Web. 9 Nov. 2014.

Original post:https://blogs.ubc.ca/meichenfeng/2014/09/28/hotels-use-online-reviews-as-blueprint-for-renovations/

As I am one of those people who rely much on the Internet, I partly agree with your opinions about the power of online comment for hotels and the problems of communication between customers and hotel managers.
Internet has become an important source for almost everything. People are now able to share their feelings online, and their comments usually can influence  heavily on other people’s decisions . It is true that other competitors can artificially write some bad comments, trying to tarnish other hotels’ reputations. Yet you ignore one thing that the hotel itself can also use underhand method to improve their reputations (e.g. delete the unexpected comments). Therefore, neither of the expected nor unexpected comments online are deserved to consider.

Indeed there is a communication gap between today’s business and its customers, and companies are responsible for these unpleasant situations. Hotel management is a core issue of every hotel. Usually, service does not reach the designated position due to the lack of regulations or regulatory oversight. A small detail may destroy a business. Hotels should reveal their operations and exam their employees periodically. Also, except for supervising the work performance of employees, hotels should also approach their customers proactively, asking for their opinions or requirements.