Motivation and Texas Roadhouse Essay

Ajor challenges are: Retaining a positive working environment, Recognition, and Work performance evaluation. One of the major challenges a manager faces in motivating her employees today as opposed to 50 years ago is retaining a positive working environment. Today, the success of any business is for a manager to provide a positive working environment. This require manager having the abilities, tools, and knowledge to help her understand her employees’ retention needs and be able to implement a retention plan intended to increase employee engagement in the organization. In Noe, Holllenbeck, Gerhart, & Wright (2011), an article written by Texas Roadhouse Resturant states, â€Å"We wanted to provide a place that the whole family could enjoy.† This statement suggests that Texas Roadhouse is a place where the whole family can enjoy great nourishment, in a fun-filled, enthusiastic atmosphere at a reasonable price. In this example, the practice on the culture of Texas Roadhouse involved putting their employees first and this is a key component in their formula for success. Employees who love their working environment tend to give customers better services. On the other hand, if a manager refuse to look after her employees, employees might depict negative work related performances; tardiness or unpunctuality, bad customer service, and even high turnover. Yet, in the cases of Texas Roadhouse Resturant, their technique of motivating employees can be used in other businesses and organizations. For instance, let’s take another look at another statement made by Texas Roadhouse: â€Å"We wanted to provide a place that the whole family could enjoy†¦ we take good care of our employees, they will take care of our customers.† This announcement is part of Texas Roadhouse belief or value. Texas Roadhouse believes in participating with their employees; they understanding their employees’ retention need, requests and values; and they get to know their employees as individuals. If other businesses and organizations follow Texas Roadhouse belief or value (putting their employees first and retaining a positive working environment), then they too will have the tools to motivate their employees, obtain increased job satisfaction and productivity within their organization, and even low turnover. A second major challenge a manger faces in motivating her employees today as opposed to 50 years ago is Recognition. Individuals have a straightforward human need to feel appreciated and proud of their work. Recognition is an alternative method that could be used to motivate workers and make them feel respected and proud of their work. According to Drennan & Richey (2012), when employees achieve a specific task within an organization, they feel that they have accomplished something, and they feel unappreciated when the manager don’t recognize their achievement. In this case, a manager must be clever another to recognize his employees’ achievement. When a manager acknowledges her employees’ achievement, it is highly recommended that the manager congratulate his employees by giving them a round hand of applause for their specific achievement (Strickler, 2006). A manager could also congratulate his employees for their achievement by holding a meeting or company-spon sored social gatherings, or a luncheon to present plaques, trophies or a certificate for their achievement, hard work, and dedication to a job well done. A Third major challenge a manger faces in motivating her employees today as opposed to 50 years ago is work performance evaluation. Manager must consider certain facts about her employees before conducting a work performance evaluation. These facts or facets must include the growing difficulty of finding trained employees; younger employees with different approaches or attitudes about work; diverse groups; and older employees heading toward retirement. If a manager have regular conversations with employees, then, work performance evaluation may not be entirely required (Strickler, 2006). Regular conversation eliminates negative feedback from a performance evaluation which could cause negative responses from the employee. Once again, sometime, performance evaluation is perhaps pointless if a manager have regular conversations with employees. For example, employees will begin to know where they stand when manager create several direct-line of communication with them. Employees become dedicated to their supervisor or manager when the manager began to interact with his employees (Walumbwa & Hartnell, 2011). This interaction could be based on the manager participation in a casual conversation with his employees in the dine room, in the work place, in weekly meeting, or a manager could have a one-to-one conversation with individuals in regards to their work performance In Noe, Holllenbeck, Gerhart, & Wright (2011), an experiment manager knows that when employees have self-assurance in their ability to perform a certain task, they incline to work better, and they feel safe within the organization. This simple means that productivity will increase and employees will have no fear of losing their job because they know where they stand. When the manager has gained the trust and respect of his employees, he can construct a good basic conversation with his employees and talk about their work performance and simply tell them how to maintain the company goals (Walumbwa & Hartnell, 2011). Respect is of the ultimate importance when motivating a person. A person feels unhappy if he is not respected and recognized for his achievements. In other words, motivation shrinks if an important achievement goes undetected.