Case Study

In restaurants, she is not looking to cast aspersions at members of staff and/or look for mistakes, instead, she seeks for opportunities to compliment. This shows junior staff that she has an expectation of perfection not a failure from them. Further, when she shares problems with her juniors and seek their opinion, she does not browbeat them with her superior knowledge but seeks to show them that their opinion

Companies competing for talent in today’s strong job market are increasingly focused on improving employee engagement. A high performance company depends upon an engaged workforce where employees are highly motivated, more productive, and less likely to look for a job elsewhere. In my opinion, CEO Julia Stewart is an excellent role model for how to generate employee engagement and how to motivate the employees in her company’s restaurants.

can hold open-book financial sessions to help employees understand the how and why with senior level decisions. Another option to boost employee engagement that fosters teamwork and breaks up the monotony of doing a single job is by providing employees the opportunity to cross-train. By cross-training employees, managers give employees a sense of worth, extend their trust and provide opportunities for process improvement since newly trained employees have a “fresh view” of learning new tasks. It’s just like the Dr. Seuss saying, “The more you know, the more places you’ll go”, and studies have time and time again shown that creating a challenging work environment and career progress is essential in keeping employees actively engaged.

Due to the inviting aroma that surrounds the entirety of the restaurant, B&C Kitchen has become a place where friends become family. The manager and head waitress who created this promised quality, my mother Katie Ho’s position plays a significant part in the business. With her most enticing presence, her prime responsibilities consist of serving and tending to customers’ needs while still overseeing the entire front of the restaurant. As much as she already does, she also manages to complete all the bookkeeping chores. Considering all of the numerous tasks my mother has to juggle on a daily basis, her role of taking charge as manager and the head waitress is clearly irreplaceable.

Employees are key to creating sustainable competitive advantage. Consistently, research has shown that employees who are engaged significantly outperform employees who are not engaged on several different key performance metrics (Harter, Schmidt & Hayes, 2002; Gebauer, Lowman & Gordon, 2008; Lockwood, 2007; Vance, 2006). As global replication of technology and processes becomes easier and easier, the differentiation of service becomes critical for an organization in order to shine in an increasingly competitive market. Changing demographics have enabled increased competition for skilled resources regardless of location (Simonds, 2007) with technology innovations and service-focused jobs requiring more specific skills (Lawler, 2000). Now more than ever, companies are recognizing that the ability to attract, engage, develop and retain talent is critical (Lockwood, 2007). Understanding the key to employee engagement and utilizing methods to increase engagement will be a key differentiator for companies looking to achieve long-term success.

Motivation will ensure your employees are acknowledged and retained, happy workers equals a successful setting for your business.

Motivation in the work place can be argued to be a key topic for any manager. It doesn’t matter what business they work in or what level manager they are! It’s important that they can get the best out of their employees. The most effective way of doing this is having a motivated work force. If an employee has the energy and interest in their job they will preform it to the best of their ability. This could be an increase in the employee’s productivity or it could be an increase in the quality of their work. If employees increase either of these factors it has potential to benefit a firm tremendously. In this assignment I will be examining what does motivate employees and whether money is a key driver.

The major challenges facing the decision maker, Schultz, include the following: the challenge of the fast saturating U.S. market (Going Global Fast, n.d, p. 2). According to analysts, in two year time, Starbucks will have saturated the U.S. market. This will lead to stagnation or slow growth in sales and reduce the effect of increased sales per new stores opened. For instance, in Seattle, Starbucks has a café to serve every 9400 people; a number considered to be the upper limit of the coffee shop saturation. The challenge of 30 percent self-cannibalization a year as Schultz admits, where blanketing an area with new stores to dominate market culminates to cutting sales at

Motivating employees is a key issue for most managers. In order to achieve a high level of performance and productivity, managers nowadays are inclined to pay more attention on this issue. Different employees need different motivation. This

My belief is that Equity theory of motivation can be successfully applied to both Piet and Robert.

Because this impacts organization’s overall success-productivity, revenue and customer satisfaction, it is imperative that business leaders and management teams focus on improving their employee’s engagement and finding out what motivate them to help change this outlook. Increasing workplace engagement is fundamental to achieving sustainable growth for all affected. (slide 2) So, the big question would be, what do they “need” to get them there?

Employee motivation is one of the most critical functions in an organization. It gathers people together to get work done efficiently. Employee motivation influences every part of the business from the sales floor into corporate level offices. It is very important in an organization to have employees working as a team and towards the same goal. However, getting employees motivated towards their job is one of the most difficult tasks for managers. Every employee is first and foremost an individual. Each individual has their own needs and beliefs. It is the manager’s job to set a pleasant environment where everyone feels satisfied and needed within the organization.

Employment & Salary Trends in the Gulf 1 Executive Summary Despite the slump in oil prices and conflicts in neighbouring countries, the Gulf region continues to enjoy a stable pace of economic growth, with most firms maintaining employment levels or increasing headcount. Most governments have so far used their large reserves to keep spending and investment plans at previous levels. from absorbing this pool of talent. Pay rises across the region averaged 6.7% in 2014, the highest average increase since the financial crisis, and are projected to accelerate further in 2015 to 6.9%.

The important role of employee motivation is something that both employers and employees should be aware of. There are many clear benefits to having an stellar workforce for organizations. For example, for an organization to achieve organizational excellence they need to determine what drives each employee. This can be achieved by an employer simply by taking the time to connect with their employees and implementing work related goals. As a result, the organization benefits because the employee will benefit. This benefits both parties because the connection between employee and employer allows for meaningful exchanges of what is expected from each. An individual 's task performance may increase due to a management by objective plan set jointly with an employer. Additionally, the employee will feel that they add value to an organization by achieving productivity goals. This will further increase not only the employees career development and overall efficiency in the workplace, but also the operational excellence

The research will show how employee’s satisfaction and employee engagement is a focal point in today’s workplace because companies realize to keep happy customers, they also need to maintain their employees happiness and engaged. There are several factors in maintaining and improving employees engagement and satisfaction in an organization. Employee satisfaction creates an environment of shared responsibility for workplace culture and improvements, while employee engagement lowers turnovers and increase employee loyalty. Employees must also create an environment with the organization that encourages innovative thinking and action to share knowledge, suggestions, and recommendations.