Assignment 4 - Case: Texas Roadhouse Won't Scrimp on Making Employees Happy



Assignment 4 - Case: Texas Roadhouse Won't Scrimp on Making Employees Happy

Introduction

This assignment is based on Texas Roadhouse Won't Scrimp on Making Employees Happy case. I believe that this statement is true in the real world business scenarios i.e. if we take care of our employees, they will take care of our customers. The managers of Texas Roadhouse are adopting the right employee motivation strategies even in the recession, which is a positive sign. The company believes that effective rewards system is the major reason of keeping the workforce motivated and tends to be effective in reducing redundancy (Balkin, 1992).

The most efficient and the major insight for employee motivation are the monetary rewards. To increase the enthusiasm of employees, Texas Roadhouse should look for new ways to motivate employees to increase their overall productivity. Implementation of appropriate technology in Texas Roadhouse is the first step on the path to better productivity of employees. Similarly, it is essential that the employee reward and recognition programs at Texas Roadhouse should be based on equity. The managers should appraise the employees without any bias. . Finally, the strong culture leads to the commitment and employee motivation.

Discussion and Analysis

High performance organizations comprehend the significance of giving incentives and awards that value outstanding work, validate and recognize potential and hardworking employees. They help in keeping workforce motivated and are effective reinforcement methods of organizational goals and expectations, particularly, when there is no or less merit budget is available, overall job satisfaction is low, health premiums on the rise and promotions are rare. Giving monetary rewards is one of the oldest strategies for employee motivation (Crouse, 2005). The money probably cannot help you get everything, but it certainly will help you achieve employee satisfaction for sure. Each company has unique capabilities to be an effective manager. However, mangers of Texas Roadhouse should understand that these aspects provide its employees with adequate monetary rewards. The best way to analyze the work performed by employees is through the sheets and graphics performance. These rewards also motivate underperforming employees to do better.

In Texas Roadhouse, there should be three performance-related pay forms at individual, team and organization level. The key challenge with individual performance-related pay refers that it presume employees are encouraged by compensate alone that is not right. Referring to the intrinsic or psychological rewards cited before, an individual increment in salary without intrinsic rewards is probably to wander to where these are accessible. Ultimately, a system or reward is intended at maintaining and strengthening psychological agreement. This is a sign of what is company paying for and what company values. For instance, if a firm values teamwork, it is probable that there will be a few team bonus forms. Psychological agreement to a degree determines what employees perceived as free in the rewards' form for the jobs they have completed (Shields, 2007).

Strategies of employee motivation suggest that recognition of an employee or employees efficiently provide great ...