الفهرس 
Introduction
Fast food restaurantOnly 14 pages are availabe for public view
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Abstract
Summary Assessment of Motivation Polices and its Impact on Employees’ Performance in Quick Service Restaurants Motivation plays an important role in increasing employees performance and enhancing their commitment in the organization. Therefore, motivating organizations’ employees is very significant. The fast food employees are unique and have their individual needs, values, goals and potentials. Job motivation in any organization leads to job satisfaction. When employees are satisfied, they tend to be motivated to provide the best performance in workplace. This study indicates to the strategies that may be used in improving the motivation factors of the fast food employees and also discusses the reasons of reducing employee motivation within fast food restaurants. This will also help the management of the fast food restaurants in improving the motivation strategies towards their employees. Kim (2006) stated that employee motivation is a very complicated subject; however, recent managers should face and deal with this subject to obtain successes in their organizations. To understand the employee motivation, managers must realize the imperativeness of motivation to improve employees performance, that achieved by identify the differences in employees’ needs. afterwards, managers need to have an awareness and knowledge of a variety of employees motivational factors and the changes in their priority overtime. In addition to that, managers have to study previous and current motivational theories, examples, and programs. Understanding of these fundamentals can contribute in enhancing their ability to determine the proper rewards systems that could be suitable with employee’s needs. This understanding requires a systematic approach, and managers should realize that employees input must be valued. Employee’s motivation comes from their feelings of achievement rather than from the environmental work condition. Motivators encourage employees to pursue for acting the best performance in their jobs as reported by (Allen, 2002) Simons and Enz (1995) stated that motivation is a powerful tool that managers can be used. It can strive people to act. The building of motivating factors into organizational policies, the process of setting these policies must be built on knowledge of motivation.This study was designed to investigate the subject of motivation policies in hospitality industry and explore its impact on employees’ performance in quick service restaurants.Statement of the problem Employees motivation in the fast food industry is influenced by the environment of work (Smithers and Walker, 2000). In order to motivate workers to act their best, there is a require to provide a work conditions that provides recognition, meaningful work, achievement, advancement and growth (Musselwhite, 2007). Despite of there are many researches in motivation policies in quick service restaurants and its impact on employees’ performance, there is no previous study recorded about this topic in Egypt. So, it is very important to conduct an investigation on this topic to identify motivation policies in quick service restaurants and its impact on employees’ performance. Aim and Objective of the study. Due to the lack of information about motivation policies of Egyptian quick service restaurants and its impact on employees’ performance, this study set main aim that: Determining motivation policies in quick service restaurants and its impact on employees’ performance. The researcher sets the following objectives to achieve the main aim of the study: -Identifying employees’ motivational methods that are applied in local, Regional, international QSRs. -Knowing which type of motivational factors is the best for employees to perform their jobs. -Determining the level of employees’’ satisfaction on motivation types that applied in their Restaurants. -Recognizing the major reasons for them to continue working in their Restaurants. -Realizing the effect of motivation on employees’ performance and productivity. Question of the study: There are many questions in the topic of motivation policies and the researcher seeks to find out an answer on his questions . Based on the aim of the study and its objectives which recorded previously, the main question in this study sets in the following statement: What are the motivation policies that applied in quick service restaurants and is there any impact on employees’ performance?Question 1: What are employees’ motivational methods that are applied in local, international OSRs? Question 2: which type of motivational factors is the best for employees to perform their jobs? Question 3: To what extent employees satisfies on motivation types that applied in their Restaurants? Question 4: what are the major reasons for employees to continue working in their Restaurants? Question 5: what is the effect of motivation on employees’ performance and productivity?Statistical data and this thesis have indicated the following relevant conclusions:-The personal appearance, general behavior, commitment to work, achievement of functional tasks, and occupational safety and health of all employees in investigated restaurants are excellent -Employees knowledge and their ability to implement business requirements are very good.-Ability of employees to learn and understand is good.-All of investigated restaurants applied motivation methods and the majority of them (88.1%) used financial and moral motivations.-Good salary is the most factor (42.2%) that affect on employees.-According to financial motivation restaurants offer always increases in wages yearly, and rewards. They frequently offer overtime and sometimes promotions, loans, and trips. On other hand, they did not offer housing or transportation.-According to financial motivation restaurants frequently offer certificates of appreciation, and sometimes provide celebrating subordinates, honorary upgrade, and candidates nominated for training courses. On other hand, they did not offer Virtues of merit; involve subordinates in making decisions or even filtration for travel abroad.-There are significant differences between local and international restaurant in implementation methods of motivation. International restaurants apply financial and moral motivation more than local restaurants.Recommendations Based upon both the literature reviewed and the field study findings, recommendations could be divided toward two aspects as follows below:A- Local & International Management :1.Local restaurants chains should improve the job motivation in order to improve employees’ performance.2.Owners should support management in applying motivational methods for their employees 3.Participating employees in making decisions and inquire them about the finanncial situation of restaurant 4.Providing housing or transportation for employees that come from far places. 5.Modifying employees’ salaries to be suitable with their needs and requirements. B- Restaurant Managers: 1.Managers should be careful when measuring employees performance and prepare reports because these reports determine the best kind of motivation that has the ideal effect on employees 2.Setting a motivation plan is very significant to provide suggestions about the best motivation based on the nature of work in the restaurant 3.Increasing communications between management and employees to stand on their needs and requirements. 4.Interesting on moral motivation such as recognition and appreciation words. 5.Designing work shifts based on job rotation. The possibility to rotate their jobs help in broke the routine and creates innovation. 6.Improve the reward system to be more effective and help employees to be more satisfied, and allow the reward system to be visible for all employees by writing it down.7.Setting motivate reward target in order for employees to know why they got reward or did not get rewarded.