M3 : review how different travel and tourism organisations motivate staff in the
workplace. And;
D2 : Analyse the factors that contribute to an effective workplace, highlighting good
practice from different travel and tourism organisations
Thomas Cook
Thomas Cook is one of the largest leisure travel groups in the world and the second largest in the
UK. In 2007 it took 16.3 million UK customers on holiday and employs 19,000 in its UK division
alone. Key to Thomas Cook’s success is its people and central to this is the investment and
commitment to training and development. Thomas Cook need to ensure their staff are well
motivated to ensure they are fully productive. Thomas Cook have a number of methods they use
to ensure their staff are well motivated.
In terms of working conditions at Thomas Cook, they have good health and safety standards,
their health and safety policy states “We will, as far as reasonably practicable, take the required
steps to protect the health, safety and wellbeing of all our employees, contractors and visitors to
our premises.” This will ensure staff are motivated because they will know that the employer
meets their basic need of health and safety. This will enhance productivity in the workplace
because people will work freely knowing that they will be safe.
Thomas Cook also use incentives to motivate their staff. One incentive that Thomas Cook use is
bonuses. Bonus pay at Thomas Cook ranges from ₤350 to ₤983 annually among employees who
report receiving a bonus. Employees with the title Travel Consultant earn the highest bonuses
with an average annual bonus of ₤983. The use of bonus as a financial incentive will help to
compensate ofr the low levels of pay in the Travel and Tourism industry. It will also be an
effective method of motivating staff, they may receive a bonus for meeting targets. If the
employee does receive a bonus they will feel that they are valued by Thomas Cook which will
increase their motivation. Another incentive used by Thomas Cook is discounts, one discount
scheme used is the discount share scheme where UK-based employees can buy shares in the
company at a 20 percent discount under a share save scheme or through a matching option of
one free share for every 10 bought under a share incentive plan. This scheme is a very good way
of motivating staff, it will give the vested interest in the company and encourage staff to work
harder to achieve better performances for the business. The staff will feel valued by their
employers, which will also increase their motivation levels thus enhancing the effectiveness of
the workplace as the staff as staff will be working harder to achieve the success of the business.
Thomas Cook offer competitive pay and benefits packages at all levels of their business. This
includes discounts on holidays and flexible benefits programs. In Canada, medical insurance, sick
leave, travel dollars and paid vacation are offered to full-time employees. All these incentives will
increase the motivation levels of staff because they will see that the company is investing money
for the good of the employees, this will make them feel valued and their motivation levels will
increase. This will in turn ensure that the workplace is more effective as staff will be more
productive and motivated to work.
In terms of working relationships Thomas Cook offer equal opportunities to employees. Thomas
Cooks equal opportunities statement is as follows; “Thomas Cook encourages and values the
diversity of its people, through strong management and effective supporting policies. We are
committed to treating everyone fairly and reasonably according to their individual merits and
abilities measured against our justifiable business needs. Therefore we will not tolerate any form
of unlawful discrimination or harassment on the ground of race, colour, nationality, ethnic origin,
national origin, sex, sexual orientation, gender re-assignment status, being married or a civil
partner, religion, belief, disability or age.” The fact Thomas Cook have a good equal opportunities
