It would be beneficial to have him take the What Time of Day am I Most Productive survey to see if his poor decision making is based on his ability to focus. The characteristics of the employees make up the characteristic of the company, and both of these are a direct reflection of their leadership. Keeping employees happy is a key element to success, as noted in (Robbins & Judge, 2011), “Therefore, companies implement programs; such as piece-rate pay where workers are paid a fixed sum for each unit production completed”. It is imperative that a company can attract and retain a skilled workforce. Ensuring that their compensation is competitive with the market and valuing the employee’s opinions are just two ways to accomplish this.
One of the most common interests the employees of Tesco have is that they want maximum wages for the work they put in. As well as this they expect promotions if they have been working at a lower role in the organisation for a couple of years and want to move up in the organisation. These differences in the organisation are addressed through staff meetings where these issues are bought up. Then it is just up to the managers to decide what they want to do. If they get permission from the owners to give staff promotions and give pay rises for outstanding work then everyone will be happy and most importantly the employees will be happy which will lead to many benefits such as a good working environment.
McClelland and vroom-This theory is simple and it says people are motivated depending on the outcome. This means if an employee doesn’t like the outcome the task is going to produce, then he or she won’t want to complete the task at hand. This theory says to relate rewards to the performance and it is something that the employee would want. This theory says that if an employee is kept happy then the employee will be motivated to work harder. Tesco would not use this method but parts of it such as get Tesco employee rewards that relate to them and their performance Maslow-This theory says that people’s needs have to be met first before an employer can get the best out of their employees.
To be effective the rewards must be desired by the target group e.g. financial inducements. * Legitimate power – generally known as authority and implies the power to act as well as the power over resources and is invariably limited in some way. * Expert power – which comes from possessing specialist knowledge and skills and is dependent on the expertise being recognised by those concerned, thus credibility is vital otherwise no one will take any notice. * Referent power – generally known as personal power or charisma and comes from the high regard the individual is held by others should this falter or wane then this form of power vanishes, but is often employed in conjunction with other sources.
To reward our employees in a way that will have maximum impact we have to create something tailored that will honor and delight them personally. That will do far more in the longer term than a gold watch or a little extra in their pay packet ever would. We need to ask people how they would like to be rewarded. Analyze how transferable is the Texas Roadhouse way of motivating employees in other organizations. Personally, I feel as if Texas Roadhouse way of motivating employees in other organizations are indeed transferable to an extent.
As an employee of a company who thinks highly enough to aid in education and bettering oneself as a person, well, gracious seems to come to mind. Changing jobs and employers is not what people normally want to do, so giving them reasons to stay is all that it takes. At Donco, we believe that the continuous effort to assist in employee health and wellness is strategy that affords all to win. A company is made up of its employees, for their bettering is our bettering. Education has many other positive ripple effects.
The workers performing in the top 20 percent are viewed as the high achievers in the company and are the ones that are typically groomed for success. These individuals receive the promotions and nurturing, etc. To the contrary, the employees that are identified as being the least productive performers are usually eliminated (Ivancevich, Konopaske, & Matteson, 2011). An advantage to forced ranking is that it allows companies to not only identify their top performers, but at the same time keep its employees on its toes so to speak by making them more vigilant with regards to performing well within the company. It can also mitigate contentment and complacency within the workplace.
People are motivated by being rewarded; this brings encouragement helping the person who has done well do a better job and help them achieve more in the job. There is a clear chain of command, discipline is in place. Subordinates do exactly what the leader tells them to do and have no authority. The team is fully responsible for its actions; this is a advantage and disadvantage as if one person in a team makes a mistake then the whole
General Managers have the ability to reward those employees who are exceptional in their position. This shows great appreciation to the employee. By being rewarded, an employee feels needed and respected not only by the manager but the organization as well. Employees are aware that they may not get everything they want, however a great manager continues to make employees happy to the best of his ability while keeping the goal of the organization in mind. Happy and satisfied employees’ decreases the turnover rate within the office and also keeps the moral high.
Arthur may not be the best at managing others, which could make presentations or working on teams difficult. Arthur would not be the best choice to manage other workers, but he is an asset to the company because he has a positive attitude and likes his job. Arthur is a valued employee, and this positive state of mind could be good for morale. “Breaking down organizational goals into smaller more detailed task geared specifically toward the strength of an employee is an example of Management by Objection or the goal setting theory” (Pearson Education, Inc, 2011). As manager, I have decided that Arthur will serve the company well working in a position that does not require him to be in charge of any projects.