Research On The Motivation Of Front-line Employees In The Catering Industry Based On The Perspective Of Comprehensive Incentive Models

Chinese catering industry has experienced a soaring period since 1978 when the country opened its board and reformed its policy.However,take the disappearance of demographic dividend into account,human resource problem has gradually become the biggest development problem threatening the catering industry.A series of human resource problems are becoming more and more serious,such as high demission rate,mounting recruitment cost and increasing training cost of front-line employees.Therefore,it has become an urgent problem for the development of enterprises that how a company could effectively reduce the turnover rate of front-line employees in catering industry and stimulate their work enthusiasm.The Porter-Lawler comprehensive incentive model integrates several classical incentive theories,including expected value theory,equity theory,two-factor theory and operational conditioning theory,which makes it widely recognized as a comprehensive incentive theory.This model clearly describes an effective and continuous procedure to motivate employees.This paper combined first-handed interview of some experienced practitioners in catering industry and The Porter-Lawler comprehensive incentive model in order to make a practical,comprehensive and embedded discuss on staff incentive system of the very industry.The breakthrough of this paper is that it divided performance into two dimensions,"performance results" and "process performance".This paper use a typical catering enterprise and a benchmarking model in food and beverage industry as cases to systematically analysis of the status quo and good experience,the establishment of the incentive system for front-line employees,the strategic Suggestions,finally in order to establish comprehensive incentive system which is suitable for front-line employees.The incentive system has the following four points.First,employers should establish a scientific performance management system.Catering enterprises should set clear and precise team performance indicators and combine them with customer satisfaction to avoid setting performance indicators that cannot be controlled by front-line catering staff.Second,employers should determine the procedures to reward performance.Catering industry is a labor-intensive industry,front-line employees have a relatively large demand for materials,so external rewards should be used as the main incentive for front-line employees,and internal rewards be used as a supplement.Third,employers should establish the supervision system from the perspective of the sense of fairness of front-line employees to eliminate the unfair phenomenon in the incentive process.Fourth,employers should form a supportive leadership style from the perspective of satisfaction of front-line employees.The front-line employees of food industry especially need the emotional support of superiors.We believe that supervisors with supportive leadership style are friendly and show enough care to subordinates,which is suitable for the management of front-line employees in the catering industry.We hope that the paper could provide guidance for the establishment and optimization of the incentive system for front-line employees in the catering industry,which can be used for reference by catering enterprises.