EMPLOYEE MOTIVATION: A COMPARISON OF TIPPED AND NON-TIPPED HOURLY RESTAURANT EMPLOYEES
• ABSTRACT employee motivation should be characterized by Robbins (as cited Ramlall, 2004) as: “the willingness to exert high levels of effort toward organizational goals, conditioned by the effort’s ability to fulfill some individual need." To participate in the practice session of rousing representatives, recruiters must comprehend the unsatisfied needs of each of the worker groups. This subject field yearnings to give experts in the hospitality industry persistence capacity to perceive inspirations for these diverse vocation bunches and their relationship to orgainzational commitment . In the restaurant diligence there are two sorts of …show more content…
The company, which ranks amongst the world’s top 100 global brands (Interbrand 2006)2, has an impressive record of sales and profit growth In FY2006 Starbucks achieved a sales turnover of $7.8bn, an increase of 22% on 2005, and operating margin of 11.4%.. Since 2002, incomes have dramatically multiplied, followed by rapid extension in the quantity of domestic and universal outlets.. The organization has driven arrangements for future development and throughout the following 4-5 years plans to twofold the extent of its business and open a further 10,000 stores. . Its long haul aspiration is to secure by most accounts 40,000 stores around the world
Casey (2007) Starbucks Coffee Company: William Blair & Company 27th Annual Growth Stock Conference, Chicago, IL, [online], Starbucks Corporation, 5 May 2015. Available from;
Research has proved that in a resturant industry employee motivation is essential for the future success of a resturant as the high costs related to the turnover can circumvented. (Dermody, Young, & Taylor, 2004). To reduce these extreme costs associated with the overall turnover the employers of the restaurants need to develop a better knowledge of what persuades their hourly employees to meet the demand of the consumers however, in other industries
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Employee motivation is, or at least must be, one of the key issues for directors, managers and personnel managers. The leader must be able to find the sensitive strings of his subordinates, which can be motivated by influencing them to achieve high performance. The correct use of motivation encourages staff to make more efficient use of their knowledge, skills, and talents. In today's turbulent, often chaotic environment, commercial success depends on the employee's talent and effort. Despite the many existing theories and practices, some of the motivation of leaders today remains a mystical term. This is partly due to the fact that people are motivated by different things and techniques.
Job satisfaction is a key driver to corporate success. It is clear that at Perfect Pizzeria employees are dissatisfied with their work environment. In order to overcome job dissatisfaction, one might influence employee motivation by applying the expectancy theory - the theory of motivation that suggests employees are more likely to be motivated when they perceive their efforts will result in successful performance and ultimately, desired rewards and outcomes (McShane and Travaglione 2007, p146).
According to researcher Lindner (1998), motivated employees are needed in our rapidly changing workplaces to aid in the survival of organizations. Not only is it important to meet the needs of the consumer, it is equally important that to make sure that associates are taken care of and remain motivated. For this reason, Gibson, Ivancevich, Donnelly and Konopaske (2012) “states much of management’s time is spent addressing the motivation of their employees” (p. 125). According to the Encyclopedia of Small Business (2007), employee motivation is the level of energy, commitment, and creativity employees bring to their jobs; the inner force that drives individuals to accomplish personal and organizational goals (Lindner, 1988). Despite its obvious importance, employee motivation can be an elusive quest for managers due to the multiplicity of incentives that can influence employees to do their best work. The reality is that every employee has different ways to become motivated and the knowledge of how to motivate them is key to organizational success. It is imperative that employers get to know the personal needs and wants of their employees in order to establish tactics in which to motivate each of them. Once achieved, “managers are in a better position to encourage and reward employees to behave in effective ways” (Gibson et al, 2012, p.
A question often asked by first-line supervisors and managers is “How do we motivate our employees?” Effectively motivating employees to achieve a desired outcome is one of the most important functions as a supervisor or manager. There is evidence to show organizations are facing challenges retaining employees due to limited opportunities for advancement and the current competitive labor market. It does not appear things will get any better in the future. The loss of employees represents a loss of skills, knowledge, and experiences and can create a significant economic impact and cost to corporations as well as impacting the needs of customers. Managers who can motivate employees assist the organization by
When I was employed by Great American Steak and Buffet I focused on motivating my staff to ensure that guest were happy. My staff enjoyed their jobs when they had their stations scheduled ahead of time. Their behavior was more positive than if they came in and had no idea what their job was for the day. I worked hard at mastering the art of scheduling and changing up stations in advance with each one getting a chance to do something different each night, so that they could feel a sense teamwork. Other mangers handled their shifts differently and it would show by the amount of money they returned at the end of each night. My staff was so motivated that they would turn tables to increase their tip amounts nightly and insuring each guest had good service. The motivation in my staff was driven by the need to succeed as a team. When our team succeed there were incentives given for their hard work. Using these effective leadership skills promoted positive work behaviors in the work environment.
Carol Brown is not only a close friend of mine, but also an employee at Starbucks; one of the world’s largest Coffee House. For the purpose of this assignment, I seized the opportunity to interview her. At Starbucks, she works as a customer attendant. Besides being an attendant, she is the only customer attendant employee who is also part of a team that inducts and trains new employees in the same job category. Mostly her job involves serving the clients with coffee and other drinks and occasionally training and mentoring new hired employees. In reference to her job position, she is expected to be ever happy and accommodative to all manner of clients. Her boss normally tells her that she is the only book Starbuck’s client read about Starbuck. She is also expected to be enthusiastic and positive about her job, especially because she mentors new employees. Thus, she is expected to motivate them and engage them to adapt to Starbucks’ culture of doing business.
In the hospitality industry, specifically in hotels, the industry faces an increasing high turnover rate. When dealing with the hotel industry, the question arises as to why employees have high turnover. The first task to figuring out hotel employee turnover is to identify what the employee’s needs are and what the industry is doing to meet those needs. The article points out the need for wages. The second point discussed is safety needs. Teams benefit both the employer and the employees. The fourth need defined by Maslow is esteem. The fifth and final need mentioned is the need for self-actualization. Ultimately, the reason why the hospitality industry experiences
Workplace motivation is an important and engaging topic that involves everyone regardless of the position someone holds (Smith, 2015). Quality of service is closely related to the employee performance (Lashley, 2001, p.13) which make the ability of an employer to motivate employees is important to the overall success of the organisation
0 “Effectively motivating employees has long been one of management's most important and challenging duties“ ( Hartzell, n.d.) since Industrial Revolution. As time passed discussions about motivating employees became bigger and definition of motivation much clearer. In fact the exactly definition of motivation can not be objectively set up, unless the definition would count with all individual aspects which influence person. By this time many people are confused even by the meaning the world motivation. “Motivation actually describes the level of desire employees feel to perform, regardless of the level of happiness. Employees who are adequately motivated to perform will be more productive, more engaged and feel more invested in their work.”
Here at Starbucks, we have had a very rewarding year thus far, and have been very successful since the beginning of our journey. As a matter of fact when you mention the name, Starbucks, people quickly think about that wonderful aroma and taste that is associated with the Starbucks’ name. This is truly what we are trying to create, a partnership with our customers, employees, and shareholders. One article suggests that “Starbucks Coffee Company is the leading retailer, roaster and brand of specialty coffee in the world. In addition to its retail locations in North America, Europe, the
First Starbucks was a Private Company, from its inception in 1971, to it 's initial public offering in 1992. We believe that there since the beginning, Starbucks strategy has been one of growth. They have demonstrated all dimensions of a growth strategy: Internationalization in expanding into new countries and the global market. It has shown concentration in being creative and relying on it 's core competency of making high quality coffee and coffee equipment to develop new products and markets. Horizontal Integration has been evident in the many strategic acquisitions, partnerships, and joint ventures. Vertical Integration has been another key success factor as Starbucks
All these theories are intended to motivate employees that already work for the organization. However, these theories can also be applied to prospective employees, because they must be motivated as well. In this
As a result, more is being asked of staff members with many employees expected to service customers and make deliveries simultaneously. To ensure that a restaurant is able to deal with these issues requires looking at: how the system of goal setting, performance / evaluation and rewards will have an impact on productivity. This will be accomplished by focusing on a number of objectives to include: major components of the position, how goals are utilized with this position and addressing the way the position could be designed to increase job satisfaction. Together, these different elements will provide the greatest insights as to how these issues are influencing employee motivation. Therefore, our thesis statement will concentrate on the challenges inside the industry and the kinds of tools that can be
With so many competing theories there is no generally accepted definition of motivation however, they all focus on factors that can energize, direct, sustain, or stop human behavior to achieve a desired objective (Gibson, et al., 2009; Robbins & Coulter, 2007). Understanding the motivation of employees is extremely important to managers and supervisors, especially in today’s industries with limited budgets and inability to reward workers financially (Sirota, Mischkind, & Meltzer, 2006). Well-motivated employees can lead to the result of higher productivity; higher performance and it can also help to improve the work quality and profits across all the departments. There are many theorists have complied their own conclusions and consequently a wide variety of motivational theory has been produced.
Kentucky Fried Chicken (KFC) is a fast food company which was founded by Colonel Harland Sanders in 1930 who was an entrepreneur who began by selling fried chicken from his roadside restaurant in Corbin, Kentucky and later in 1952 embarked on travelling to sell his fried chicken across several states in the USA. KFC is the second most largest fast food chain restaurant after MacDonald’s and the most outstanding popular chicken restaurant chain in the world with over 13,000 chains and operates extensively in more than 110 countries in the whole world. Its national base is in Louisville, Kentucky in the United States of America.