...Starbucks Abstract It is paramount for organizations to motivate their employees. This is especially true for companies that heavily rely on its front-end employees in offering its brand and service to its patrons that, in turn, shape the public image of these companies. Starbucks can motivate its employees by increasing the salaries or wages of its rank-and-file, by providing financial incentives, and by engaging employees in one-on-one consultations in order to obtain the treatment that befits their expectations. Although there are other factors that may be considered, the aforementioned three are the fundamental ingredients in motivating the employees of Starbucks. Employee Motivation According to Starbucks Employees, especially those at the frontline regularly dealing with potential and actual clients, provide the apparent public image of any company (Kovach, 2011). Thus, the poor performance of frontline employees will easily reflect on the public perception of the quality of service that the company offers. Good performance, on the other hand, translates to good corporate image. For this reason, there is a need for organizations to ensure that their employees are performing according to quality standards in the industry. While top-level management may institute policies that will require employees to strictly follow not only internal standard operating procedures but also industry standards, motivating them to actually perform well is another objective that must be considered...
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...Teamwork and Motivation Leadership and Organizational Behavior; BUS 520 Dr. Antoinette Bridges Strayer University August 10, 2014 Teamwork and Motivation Within a business, the employees or the team are a vital component. They are responsible for doing most of the work that keeps the company going. When employees are not motivated, production can decline which adversely affects the organization. Motivated employees are key in keeping an organization moving on a forward, profitable path. One of the best ways to motivate employees is through teamwork. When employees feel 'included' as part of a team and part of a work family, they can be more productive and more efficient. The information below will examine how a motivational plan works positively, what motivational theory is the basis for the motivational plan, how managers can motivate minimum wage employees, team performance, and my individual experiences working with a team. Job Flexibility as a Motivational Plan Workplace flexibility programs such as telecommuting, flexible hours and flexible start and end times have a positive effect on employees’ motivation, engagement and satisfaction. According to a recent study conducted by WorldatWork, 85% of employers who have a flexible culture in their office reported that the flexibility has had a positive effect on engagement, 84% reported a positive impact on motivation, and 92% reported a positive impact on employee satisfaction. Additionally, the survey...
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...Happy employees mean more revenue generated for a company. However, in order to create such employees, several aspects are needed to be covered. Those are values, attitudes and job satisfaction. According to Merriam (2015) online dictionary, value is defined as a person’s principles or standards of behaviour. Values play a vital role in representing the clarification of right and wrong as well as indicate that some behaviour is preferred over others. Next, Boundless (2015) stated that attitude is the way a person answers to his or her environment, either positively or negatively. In addition, job satisfaction is the level of gratification employees feel about their work that may affect performance. Several companies had achieved its triumph in today business world. Those companies not only generate huge revenue, but also creating and retaining happy employees. First of all, Google is considered one of the best companies around the nation. According to Martin (2014), Google often believe that in order to create a happy employee, there must be a productive workplace. Google does not satisfy their employees by giving bonuses or higher salary, instead, they provides facilities such as video games, ping pong, gym and swimming pool as well as free breakfast, lunch and dinner to keep their employees proactive. They believe that such perks able to motivate their employees as well as releasing their deadweight. Next, some company also keeps their employee happy by providing them high-end...
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...with customer service, human resources and financial details. The salon owner makes hiring, marketing, property, inventory and design decisions, while staying involved in staff licensing and business certification requirements. If the salon owner is a licensed cosmetologist, she also styles hair and executes other beauty processes for which she is appropriately trained. Reporting to the salon owner, a salon manager provides orientation to the salon staff, explaining operational procedures and functions, which are based on company policy. The manager works with staff members to improve performance and ensure quality service while maintaining cleanliness and customer satisfaction. In cooperation with the salon owner, the manager also analyzes personnel records, requisitions supplies, participates in disciplinary procedures and assists in resolving customer complaints. Hairstylists, nail technicians, color specialists, and makeup artists commonly work as peers within a salon, reporting to the manager, though some organizations have senior and junior-level stylists or technicians, based on experience or tenure. Each performs his own specialty service and recommends the services his peers provide, as his customers require. A salon receptionist reports to the salon's manager and answers the telephone, schedules appointments, greets customers, explains services to callers and visitors, and operates a cash register. Because the receptionist is usually the first person a customer encounters...
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...Case: Managing the Virus Hunters Introduction: Symantec Corp. is a security software company, best known for its Norton antivirus. Founded in 1982 by Gary Hendrix, it is the market leader in security software. Its headquarters are located in Mountain View, California, U.S. and the company operates worldwide. Symantec hires over 18,000 employees and customers all around the globe. Their Response Lab, in Santa Monica, California, is called the “dirtiest network at Symantec” and is the place where the virus-hunters hunt for new computer viruses. Discussion Questions: 1. Keeping Professionals excited about work that is routine and standardized and chaotic is a major challenge for Vincent Weafer. How could he use technical, human, and conceptual skills to maintain an environment that encourages innovation and professionalism among the virus hunters? The job of the virus hunters is, round-the-clock, a hectic and chaotic job. With professionals facing new challenges every day, which just keep on getting tougher and tougher, it could be a cause to demotivate the professionals, and demote innovation. Vincent Weafer is in a position, where he has to encourage his team to remain professional, and work with as much innovation as possible; and for this purpose, he will have to utilize his managerial skills. In a job where all the work rotates around technical elements, it is an essential requirement for Mr. Weafer to be knowledgeable in the technical aspects of the work his team does...
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...University of Colorado Boulder Guide to Motivating Employees Developed by the Department of Human Resources Updated July 2012 University of Colorado Boulder Guide to Motivating Employees Table of Contents I. Introduction................................................................................................................. 4 II. Elements of a Successful Motivation Program......................................................... 6 1. 2. 3. 4. 5. General Principles of Motivating Employees ................................................... 6 Employee Involvement ..................................................................................... 7 Business Literacy .............................................................................................. 7 Vision and Values ............................................................................................. 7 Work-life Initiatives .......................................................................................... 8 III. Practices to Inspire Motivation in Your Work Unit ................................................ 9 1. 2. 3. 4. 5. 6. 7. 8. 9. Say “Thank You” .............................................................................................. 9 Get to Know Employees ................................................................................... 9 Developing a Flexible Work Schedule for Your Unit ..................................
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...FINAL RESEARCH ESSAY: INVESTIGATING HIGH TURNOVER RATES WITHIN THE HOSPITALITY INDUSTRY The hospitality industry is a category of the service industry which offers a product-service mix to guests, including lodging accommodation, food service operations, event planning, visitor attractions, transportation and cruise lines and other operations aimed at hosting or catering to guest needs. While the hospitality industry provides immense benefits to worldwide economy, lifestyle and culture, researchers suggest that the hospitality industry suffers from negative effects associated with turnover rates as this industry is amongst the highest in employee turnover rates. (Lewis, 2012). The high employee turnover in the hospitality industry is believed to be due to the nature of the work, lack of job satisfaction and lack of motivators delivered to employees by employers or organizations (Carver, 2011). While the industry struggles to establish to understand employees and keep them satisfied with their jobs, understanding the industry in necessary in understand the behavior of employees. The exceptionally high turnover rate in the hospitality industry is approximately 20 times the national average for the Unites States of America in employee turnover. The hospitality industry turnover rate sits over 60 percent while the United States of America has an average 3-percent rate in annual turnover of employers, within all industry, excluding hospitality. (Lewis, 2012). One of the...
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...acknowledge them, be tenacious and passionate, but be grounded and intuitive enough to foresee a disaster, be creative and flexible, but be organized and conscious of limitation. They must also plan, but be open to unforeseen opportunities, invest in employees, but also hold them accountable (Lambing & Kuelh, 1997). Jerry Murrell, the founder and chief executive officer of Five Guys Burgers and Fries, along with his wife and five sons, have acquired such balance and have become the fastest growing chain in the food industry, according to the research firm, Technomic (Boone & Kurtz, 2012). Just this month, the booming chain opened a new location that seats 300 people in London, and anticipates four more stores in the U.K. by 2014 (Weise, 2011). What is truly amazing is that such a large family can sustain such balance while running a business together. Perhaps it started with a simple, balanced business philosophy and consistent values. Philosophy and Values The matriarch of Five Guys Burgers and Fries, Jerry Murrell, realized that the only way to compete with the huge, established fast food chains like McDonald’s and Burger King was to concentrate all of their efforts and money on a quality product and customer service (Wiley Plus, 2012). The business plan of Five Guys Burgers and Fries was balanced and easy to stick to. “Sell a really good, juicy burger on a fresh bun. Make perfect fries. Do not cut corners,” (Wiley Plus, 2012). Murrell continues to stick with...
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...Table of Content I . Introduction……………………………………………………………………………3 II. The balanced scorecard………………………………………………………………..3 III. Financial perspective…………………………………………………………………3 a) Market share……………………………………………………………………...4 b) Revenues and costs……………………………………………………………….4 c) Profitability……………………………………………………………………….4 IV. Customer value perspective…………………………………………………………..5 a) Customer retention or turnover…………………………………………………...5 b) Customer satisfaction……………………………………………………………..5 c) Customer value…………………………………………………………………...5 V. Internal operations perspective………………………………………………………..6 a) Measure of process performance…………………………………………………..6 b) Productivity or productivity improvement………………………………………...6 c) Operations metrics…………………………………………………………………6 VI. Research and development perspective………………………………………………6 a) Employee turnover or retention…………………………………………………..6 b) Nature of organizational culture or climate………………………………………6 c) Level of organizational capability………………………………………………..7 VII. Conclusion…………………………………………………………………………..7 Appendix A: Financial perspective………………………………………………………8 Appendix B: Customer value perspective………………………………………………..9 Appendix C: Internal operations perspective……………………………………………10 Appendix D: Research and development perspective…………………………………...11 References………………………………………………………………………………..12 Business Model and Strategic Plan Part III: Balanced Scorecard I. Introduction: Despite the...
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...better the fundamental function of management, one must define management. The four functions are planning, organizing, leading, and controlling. I. Planning is the first function of management. A. Strategic planning is the process of analyzing. B. Tactical planning is the intermediate process. C. Operational planning assumes the existence of goals. II. Organizing the function which managers are coordinating. A. Building the organization. B. Attracting people to the business. C. Creating conditions for people to work together. III. Leading is stimulating people to be high performers. A. Leading is the day to day contact with people. B. Inspiring the team to achieve goals. C. Focus on motivating the team. IV. Controlling is the function that monitors performance. A. Implementing the plans of the organizations. B. Making sure that the goals are met. C. Making it possible to achieve goals. Michelle Combs Dr. William Dean Principles of Management...
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...Culture Profile at Xerox Corporation Johan Patel Dr. Carla Henryhand BUS520: Leadership and Organizational Behavior November 30, 2014 Introduction What is a company that comes to mind when thinking of a world-wide leader in office printing and supplies? Xerox Corporation is the leader in business process and document management solutions. They provide goods, such as printers, copiers, and fax machines, as well as services, such as document management, solution planning, and application design and development services (Professional Support Services, 2010). They are located in 180 companies and provide these goods and services throughout the world. Culture The culture that is present at Xerox Corporation is unique to those of its competitors. The CEO for the company is a female that has been with the company for a long time and it is rare to see females in that type of leadership role. Also, Xerox has over 140,000 employees all over the world and that gives them a cultural edge over the competitors (Xerox Diversity, 2009). With the different goods and services that Xerox provides, they have multicultural expertise in fields such as healthcare, IT, transportation, document management, and HR. Also, by bringing in cultural differences into the company, they are able to get different viewpoints of how things might be more effective if done a certain way. Xerox has made three commitments to better their business and to become the primary competitor in the industry. Innovation...
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...management approach allows for control of the change and support for this proposal. Need for Change The type of change that Kudler would benefit from is a modification program within the sales department. The program will provide information to higher management regarding any changes and allow for easy control over changes while ensuring everyone involved in the change sees the same picture. Huge changes such as a modification program have to be approved and reviewed by higher management so beginning there would benefit Kudler the best. Kudler Fine Foods is currently struggling with selling specific items and the interest in the wine appreciation classes and a modification needs to be made to bring light to those products and additional services. A change done properly could help the classes rise to the top in demand as well as the products in those classes. Kudler’s next...
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...University of Colorado Boulder Guide to Motivating Employees Developed by the Department of Human Resources Updated July 2012 Table of Contents I. Introduction 4 II. Elements of a Successful Motivation Program 6 1. General Principles of Motivating Employees 6 2. Employee Involvement 7 3. Business Literacy 7 4. Vision and Values 7 5. Work-life Initiatives 8 III. Practices to Inspire Motivation in Your Work Unit 9 1. Say “Thank You” 9 2. Get to Know Employees 9 3. Developing a Flexible Work Schedule for Your Unit 9 4. Upward Feedback 10 5. LSI and OCI Organizational Inventories 10 6. Nominate Staff 10 7. Create Your Own Departmental Awards Program 10 8. Encourage Staff Participation on Campus 11 9. Creative Recognition Ideas 11 IV. Great Tools to Get You Started! 13 1. Developing a Departmental Recognition Program: Steps 13 2. Elements of a Successful Recognition Program……………………………. 13 3. Motivation Survey: How to Find Out What Employees Want 14 4. Motivation Ideas to Enhance the Work Environment 14 V. Practices to Build Motivation for Individuals 14 1. Motivating with Performance Management 14 2. Create a Successful Business Literacy Training Program 15 3. Department Mentoring Program 15 4. Course Offerings by Organizational and Employee Development 16 5. University Perspective Program 17 6. Interest Testing 17 7. Faculty and Staff Assistance Program (FSAP) 17 VI. What You Can and Can’t Do: Policies, Procedures and Guidelines...
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...Fundamentals of Management Final Project Max Livingstone, Joi Wright, Zenea Johnson, Malcolm Smith, Samuel Death Dr. Fening November 3, 2015 Barcelona Restaurant Group is a collection of seven wine and tapas bars in Connecticut and Atlanta, Georgia that serve an authentic Spanish cuisine. Andy Pforzheimer founded Barcelona Restaurant. Pforzheimer was captivated in the smells and tastes of the cities restaurants when he took a road trip to New Orleans at the age of nineteen. Decades later, he is now a renowned chef and co-owner of the Barcelona Restaurant Group along wit the CEO Scott Lawton. Barcelona prides itself as being an “antichain” restaurant because every dish has the color, flavor, and touch of the neighborhood in which it is located. The dishes are custom made by the chef, and wine is imported from various countries around the world such as Spain and Portugal. What makes this restaurant particularly unique is the style of management that both Lawton and Pforzheimer use when there is running their business. Andy’s approach is both consistent and inconsistent to the modern development and way of thinking in today’s world of management. According to Robbins’, Decenzo’s, and Coulter’s textbook “Fundamentals of Management” book, there are four primary definitions of management. There are multiple definitions because every organization is different in terms of ownership. However, for the purposes of this report we will use the most general definition, which defines...
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...Business Research Report Compensation Systems Assessment Code: RWT1 Student Name: Diane Smith Student ID: 337372 Date: October 7, 2013 Mentor Name: Christina Wright Table of Contents Executive Summary 3 Introduction 4 Research Findings 5 Finding Number 1 5 Finding Number 2 6 Finding Number 3 7 Recommendations 8 Conclusion 9 References 10 Executive Summary Compensation represents monetary pay for performance. It is a very important component to our manufacturing company’s Human Resource system. Our 120 employees are the heart of our business. We depend on their knowledge to help our company reach its goals. Therefore, we researched a variety of compensation strategies, which you will read below, that have helped us develop a compensation system that will motivate, encourage, retain and reward employees. There is no perfect system. Not all systems fit all businesses. The idea that pay policies have strategic impact has become a major theme within the compensation literature since the mid-1980’s…analysis reveals that inferior organizational performance is associated with the lack of fit between pay policy and business strategy.” (Montemayor, 1996, p889). But through careful investigation we have found two systems we believe will work well in our company. Through our research, three compensation systems really stood out. We will discuss Merit Based Pay, Salary Plus Commission and end with Salary Plus Bonus. This report outlines our...
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