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Texas Roadhouse Won't Scrimp on Making Employees Happy

Essay Instructions:
ssignment 4 – Case: Texas Roadhouse Won't Scrimp on Making Employees Happy Read the case found in Chapter 10 and prepare a three page response to the following questions: “If we take care of our employees, they will take care of our customers” is a common phrase. In your experience, is it actually practiced or is it just a cliché on the wall? Discuss the implications of your answer. Texas Roadhouse uses money as a motivator for employees. In today's economy, describe alternative methods that could be used to motivate their employees. Discuss the possible effectiveness of each of your alternative methods. Analyze how transferable is the Texas Roadhouse way of motivating employees in other organizations. The format of the report is to be as follows: Typed, double-spaced, Times New Roman font (size 12), one-inch margins on all sides, APA format. Use headers for each of the subjects being covered, followed by your response In addition to the three pages required, a title page is to be included. The title page is to contain the title of the assignment, your name, the instructor's name, the course title, and the date. Note: You will be graded on the quality of your answers, the logic/organization of the report, your language skills, and your writing skills. The paper will be graded using the following rubric. Outcomes Assessed Examine performance management issues and processes. Examine the influences on and various approaches to compensation. Analyze issues related to developing and implementing employee benefit packages. Use technology and information resources to research issues in human resource management. Grading Rubric for Assignment 4 – Texas Roadhouse Won't Scrimp on Making Employees Happy Criteria 0 Unacceptable 20 Developing 30 Competent 40 Exemplary 1. Discuss the implications of your answer. Did not complete the assignment or did not discuss the implications of your answer; omitted key information and/or included irrelevant information. Completed with less than 60% accuracy, thoroughness, and logic. Partially discussed the implications of your answer; omitted some key information; omitted some key information. Completed with 60-79% accuracy, thoroughness, and logic. Sufficiently discussed the implications of your answer. Completed with 80-89% accuracy, thoroughness, and logic. Fully discussed the implications of your answer. Completed with 90-100% accuracy, thoroughness, and logic. 2. Describe alternative methods that could be used to motivate their employees. Did not complete the assignment or did not describe alternative methods that could be used to motivate their employees; omitted key information and/or included irrelevant information. Completed with less than 60% accuracy, thoroughness, and logic. Partially described alternative methods that could be used to motivate their employees; omitted some key information. Completed with 60-79% accuracy, thoroughness, and logic. Sufficiently described alternative methods that could be used to motivate their employees. Completed with 80-89% accuracy, thoroughness, and logic. Fully described alternative methods that could be used to motivate their employees. Completed with 90-100% accuracy, thoroughness, and logic. 3. Discuss the possible effectiveness of each of your alternative methods. Did not complete the assignment or did not discuss the possible effectiveness of each of your alternative methods; omitted key information and/or included irrelevant information. Completed with less than 60% accuracy, thoroughness, and logic. Partially discussed the possible effectiveness of each of your alternative methods; omitted some key information. Completed with 60-79% accuracy, thoroughness, and logic. Sufficiently discussed the possible effectiveness of each of your alternative methods. Completed with 80-89% accuracy, thoroughness, and logic. Fully discussed the possible effectiveness of each of your alternative methods. Completed with 90-100% accuracy, thoroughness, and logic. 4. Analyze how transferable is the Texas Roadhouse way of motivating employees in other organizations. Did not complete the assignment or did not analyze how transferable is the Texas Roadhouse way of motivating employees in other organizations; omitted key information and/or included irrelevant information. Completed with less than 60% accuracy, thoroughness, and logic. Partially analyzed how transferable is the Texas Roadhouse way of motivating employees in other organizations; omitted some key information. Completed with 60-79% accuracy, thoroughness, and logic. Sufficiently analyzed how transferable is the Texas Roadhouse way of motivating employees in other organizations. Completed with 80-89% accuracy, thoroughness, and logic. Fully analyzed how transferable is the Texas Roadhouse way of motivating employees in other organizations. Completed with 90-100% accuracy, thoroughness, and logic. 5. Clarity Did not complete the assignment or explanations are unclear and not organized. (Major issues) Explanations generally unclear and not well organized. (Many issues) Explanations generally clear and/or organized. (Minor issues) Explanations very clear and well organized. (Added helpful details) 6. Writing – Grammar, sentence structure, paragraph structure, spelling, punctuation, APA usage. Did not complete the assignment or had 8 or more different errors in grammar, sentence structure, paragraph structure, spelling, punctuation, or APA usage. (Major issues) Had 6-7 different errors in grammar, sentence structure, paragraph structure, spelling, punctuation, or APA usage. (Many issues) Had 4-5 different errors in grammar, sentence structure, paragraph structure, spelling, punctuation, or APA usage. (Minor issues) Had 0-3 different errors in grammar, sentence structure, paragraph structure, spelling, punctuation, or APA usage.
Essay Sample Content Preview:

Texas Roadhouse Won`t Scrimp on Making Employees Happy
Name
Instructor`s Name
Course Title
Date
Texas Roadhouse Won`t Scrimp on Making Employees Happy
Introduction
Motivated workers are strategically important for corporate competitiveness (Kumar, 2011, pp.26-47). Motivation helps to boost human resource into action since, when employees are motivated, their willingness to work increases, consequently making it possible to tap into the best of their abilities. With this foundation, employees are likely to similarly treat customers honorably so as to retain them. Employee level of efficiency is improved when the gap between the ability and willingness is filled with motivational factors, which may be intrinsic or extrinsic such as money.
"If we take care of our employees, they will take care of our customers"
Employee satisfaction is important for the organization to realize increased productivity, reduced cost of operation and increased efficiency by business entities. Once these elements are achieved it becomes easier to collectively attain organizational goals that include customer satisfaction (Kumar, 2011, pp.26-47). There is proper utilization of human resource and employee level of cooperation is increased and as such, employees therefore focus on goal achievement. Employees can only be friendly to customers if the management if in turn friendly to them and their morale to work is improved. When workers focus on the goal, the organization becomes stable consequently resulting in increased reputation and goodwill among them. The workers remain loyal to the enterprise as they are involved in the management (Kumar, 2011, pp.26-47). This will lead to a good public image in the market, which will attract more customers.
Alternative Methods for Employee Motivation and their Effectiveness
Several strategies can be used to motivate workers apart from financial motivation. Job enlargement, Job Rotation and Job enrichment have been adopted by large business firms as key employee motivators (Messmer, 2005, pp.53-57). Job enlargement is the act of adding tasks to a job without changing it to reduce boredom, repetition and monotony of handling specific tasks. Job rotation involves changing employees from one job to another which requires training for the various jobs. Job enrichment involves granting employees more duties and responsibilities by increasing the complexity of tasks and giving them authority. These three approaches are aimed at increasing employee participation in bid to motivate them. With increased participation, the organisation has a strong human resource which definitely improves their operations leading to improved productivity (Messmer, 2005.pp.53-57).
Team working, leadership role and empowerment are similarly important worker motivators (Fuller, Marler & Hester, 2006). For the success of the organisation, it is important that individuals work as a collective unit since; they must lean on others for support and expertise. When individuals are organised in groups, they are more likely to be cooperative ensuring that the common goal is attained. In addition to teamwork, employees must be empowered by giving them greater control over their working lives. This can be achieved through grouping workers in te...
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