Researches show that the main reason of, whether the client awards with the visit the enterprise of service once again or not, good or bad service to it provided is. For the first time the guest can be enticed good advertizing, a rich interior or a variety of the menu, but for the second time he comes thanks to professional work of the personnel and the high quality of service received earlier. High level of motivation for high-quality work is, thus, desirable not simply from the organizational point of view, but in view of direct and obvious impact on clients and on their perception of high-quality service.
It is important to note, what not all workers feel high need for achievements and independence. There is a huge number of various specific human wants, those purposes which, on understanding of each person, lead to satisfaction of his requirements, and also than behavior types at achievement of these is more whole. Analyzing this problem, Stephane Carroll and Henry Tosi note: "The structure of needs of the person is defined by his place in social structure or earlier gained experience. Therefore, between people there is a set of distinctions concerning those requirements which are important for them. That is even more important, so it that there is a set of ways and ways of satisfaction of requirement of concrete type. For example, the need for the statement own "I" can be satisfied one person, having recognized him as the best employee of this service. And to satisfy similar need of some another — means to recognize the best a style of his clothes, having declared everything that it disappears better than others in group. The concrete way with which the person can satisfy the specific need, is defined by it proceeding from his life experience.
Theories of motivation share on two categories: substantial and procedural. SUBSTANTIAL THEORIES of MOTIVATION are based on identification of those internal motives (called by requirements) which force people to work so, but not differently. In this regard Abraham Maslou, David Makklelland and Frederik Gertsberg's works will be described. More modern PROCEDURAL THEORIES of MOTIVATION are based first of all how people taking into account their perception and knowledge behave. The main procedural theories — it is the theory of expectation, the theory of justice and model of motivation of Porter-Loulera.
The satisfaction degree received at achievement of a goal influences behavior of the person in similar circumstances in the future. Generally people seek to repeat that behavior which is associated at them with satisfaction requirements and to avoid such which is associated with insufficient satisfaction. This fact is known as the LAW of RESULT. Paul Lawrence and Jay Lorsh note: "How the person tries to resolve the problems, concrete types of behavior are somehow rewarded. Thus people remember how they managed to cope with this or that problem. Therefore, when next time the person meets some problem, he tries to resolve it in already tested way. After time as some of behavior models are consistently rewarded, the person realizes, what it is necessary to rely on them".
Of course, each head dreams of purposeful and efficient employees, but whether he is worthy them? Whether he created such character of relations of production and a situation in general which would stimulate such behavior? Whether he is ready to look in the face, for example, to that circumstance, what most of employees, participating in multilateral interpersonal contacts, treats category of the least paid workers and employees? And they are responsible for quality of service, and that impression which develops at guests, - that that is the most important in success of restaurant or hotel business!
Moreover, it is not difficult to test a temptation most to apply these simple and pragmatical approaches. But it most likely will be a mistake. The people who are subordinates in the modern organizations are usually much more formed and provided, than in the past. Therefore their motives of work will appear more difficult for influence if not to understand at least something in the motivation nature. And, at last, though this reason on the importance and not the last, the short historical review will help to realize better that efficiency of motivation as however and all in administrative activity, it is connected with a concrete situation.
Heads embody the decisions in affairs, putting into practice the basic principles of motivation. In this context, i.e. concerning management, it is possible to give such definition: The MOTIVATION — is process of motivation of and others to activity for achievement of the personal purposes or is more whole than the organization.