Job Satisfaction : Perfect Pizzeria Employees

It is clearly that the company is experiencing some growth; however, the management needs to find a solution to solve the arising issue where their employees are lacking of motivation in their job. However, the executive team’s decision to raise pay rates for its customer service staff and the vested profit-sharing plan does not improve the employees’ work performance or customers’ satisfaction.

The employees would spill the food and be careless and also give out extra toppings to their friends. This would bring the percentage up and at the end of the month when manager would not receive the bonus they would realize the reason of not getting it. The manager set the benefit from 6 to 12 hours for the pizza, and salad. The employees got frustrated some still worked and some quitted. The manager hired new workers. For a time being, the manager started getting bonuses but, after a while the same issue raised because, the new workers were not happy of the policy as far as they got use to of the environment. Later, manager realize that the manager should spend more time in the franchise instead of leaving it on the workers and also the reward system has to be change because, employees were not satisfied with only the managers receive the bonus and the rest would not get

“Motivating Employees” is a book about how employee motivation is driven by companies that invest and grow their employees. One of the most important traits of highly effective and successful companies is that employees are happy and have fun at work. Leadership is not assaulting your employees, but to lead your employees you need to motivate by using caring,

Organizations that are serious about making improvements are going to have to deal with the issue of job satisfaction. Job satisfaction can be best described as the positive feeling that an individual has about their job resulting from an evaluation of the job’s characteristics (Robbins & Judge, 2009, p.31). It would seem natural to think that job satisfaction would have a positive correlation with successful organizations. What impact does job satisfaction have on an organization? Research will show that there are not only internal effects from performance related issues, but also external effects that impact customer satisfaction.

Perfect Pizzeria should invest in its most valuable assets, that which is the employees in order to avoid high turnover rates (which increase cost in the long run) and improve productivity and emotional labor. To keep employees motivated, create an Employee Reward and Bonus program such as Employee of the Week or Month whereby individuals will receive recognition via company newsletter and a plaque in addition to a cash bonus. This will ensure that the manager is not the lone recipient of bonuses and it will motivate employees to work harder. To foster better communication between manager and employees the Goal-Setting Theory of Motivation should be implemented. (Organizational Behavior, Ch. 5 p. 121-123, Shermerhorn, Hunt, et al. 11th Edition). The MBO process of this theory involves joint goal setting between managers and those who report to them. This will increase employees need for achievement and affiliation and also establish a form of communication and cooperation.

The Two-Factor Theory would be a perfect fit for the Perfect Pizzeria company or at least at this location. “This theory identifies motivator factors as primary causes of job satisfaction and hygiene factors as primary causes of job dissatisfaction.” (Schermenerhorn, Osborn, Uhl-Bein, & Hunt, 2012, p. 106) The hygiene factors include such things as quality supervision, base wage, and organizational policies are among some of the factors “found in job context and affect job dissatisfaction.” (Schermenerhorn, Osborn, Uhl-Bein, & Hunt, 2012, p. 106) Motivator factors or what gives people satisfaction with their jobs include such factors as recognition, responsibility, growth, and achievement. The manager should have incorporated these factors into a program to reward his employees when procedures when organizational procedures were followed and recognized their hard work instead of punishing them because his own personal needs had not been met. He could have built a good working team who respected him but instead he ended up with a team that did not care and no

The bonus system should not only based on meeting and exceeding budgeted profitability, but also based on the evaluation of mystery shoppers on subjective goals, such as good customer service and experience staff, ect. A simple point system can be considered as way of quantifying the managers’ bonus. This way not only can see how well a manager is doing profit wise, but also how good they are doing in other aspects as well.

The success of any business depends on the productivity and satisfaction of its employees. Employees need to be motivated to work. Motivation can be defined as the inner force that drives individuals to accomplish personal and organizational goals. Motivation can be either intrinsic or extrinsic. For an individual to be motivated in a work situation there must be a need, which the individual would have to perceive a possibility of satisfying through some reward. Intrinsic motivation stems from motivations that are inherent and arise from performing the task of the job itself, which the individual gets a feeling of either positive or negative motivation as a result of

Following the idea of satisfaction in the workplace, even though the city has the ability to implement whichever policy it prefers regardless of the employees’ thoughts that does not imply that the city should take this route. Employees are motivated when management includes them in the decision making process. According to the human relations approach, workers are more motivated and satisfied when there are positive relations between management and workers (Starling, 2011). By simply imposing their will upon the employees

Because staff at Initech do not obtain worthwhile benefits or even see the proceeds of their hard work, which would act as motivator, they fail to feel their achievement or recognition. Moreover, the employees at Initech do not have means for self-actualization; they are neither encouraged nor allowed to realize their full potential, which Spitzer (1995, p. 7) argued could be fatal to the future of an organization. He argued that providing the staff with an environment of encouragement will make them realize their full potential consequently increasing the organization’s production. Sincerity of motivation is very fundamental as far as

House “An explanation of the effects of leader behavior on subordinate satisfaction, motivation, and performance is presented”. “The explanation is derived from a path-goal theory of motivation”(1971). The goal is for managers to help employees implement and to increase motivation, and empowering their satisfaction, so that they can become more productive employees. This will enable them to help Kapilaco meet their goals

According to Herzberg, the factors leading to job satisfaction are distinctly different from those that lead to job-dissatisfaction. Therefore, the managers who seek to eliminate factors that create job-dissatisfaction can bring about peace at the workplace but cannot motivate the employees. These factors are termed as hygiene factors comprising administration, supervision, working conditions, salary and wages etc. While absence of hygiene factors will lead to dissatisfaction, mere presence of these factors will not satisfy (i.e. motivate) the employees. In order to motivate the employees, managers must resort to ‘motivators’ (those factors that motivate the employees towards better performance) such as recognition, challenging assignment, responsibility, opportunities for growth and self-fulfillment etc.

Manny Flavors Cookie Company (MFCC) is a reputable family owned business that has been in operations since 1889. Now in its fourth generation of ownership, MFCC’s sales have flourished and it is important that the business continue to grow to its fullest potential. Despite the success of the company, MFCC is currently experiencing problems on the operating floor. Willie Keepum, Vice President of Operations at the company, wishes to terminate all of the employees because he believes that many of the employees have a negative attitude and have become complacent about the quality of the product. Disregarding the opinions of the mid-level managers, he believes that firing the employees will show the workers who is in charge because there is nothing anyone can do to make the employees motivated to work. The current paper will explain the problems that MFCC face and how these problems may affect the company in its future business endeavors. Then, there will be an explanation of how a change in leadership style can benefit the organization more than terminating any employees. Lastly, alternative solutions will be stated to resolve the problems faced by workers and leaders on the operating floor of MFCC.

The way people motivate to do work in the job place with cohesively; respondents’ shows very little response in terms of survey report. One of the significant areas of this survey indicates owner is not pretty much aware of the saloon workers that could be enhance and foster employees to do job done better, employees could be motivated and they were in strong position to increase the productivity and make the organization profitability.

Successful business survives on the ability of its workforce and policies of the company. To survive and turn a business into a profitable enterprise, it is essential to retain employees and maintain quality production. In every corporation human resources constitute a major challenge. Motivation is a critical component for job performance. High employee turnover increases the cost of operations, lack of efficiency and poor productivity. The feelings and emotions of an employee is tied directly to the accomplishment of productivity. Perfect Pizzeria, a franchise of Three Sister’s Pizza has human resources challenges. This business lacks employee motivation. It lacks the three basic motivation theories those begin the expectancy theory, the equity theory and the goal setting theory.