Join now to read essay SwotAs a management team we have recognized, motivation has decreased within the last quarter. As a manger of this management team motivating employees can be challenge, but creating an environment wherein employees’ motivation is channeled in the right direction at an appropriate level of intensity and continues over time (1). Motivating out employees will build better customer service. Our threats are other restaurants that have great customers service and employees that enjoy working for their restaurant. We have to strive to be the best restaurant in the Metropolitan Area. We can accomplish this with a new motivation technique.
I recommend that we begin with new motivational techniques that will keep our employees motivated throughout their work shift. “The Alley Rally,” is a motivational technique that starts at the beginning of every shift. The shift manager will gather everyone to ask how their day is going. The shift manager will gathers everyone, to set goals for the shift. Example, waiters and waitress goals are to profit four thousand dollars at the end of their shift. People like to be challenged. Leader who top into this need can achieve powerful goals because they will be linking those goals with the fulfillment of desires (2). Then the shift manager will take time out recognize an employee that had a great shit the day before. The shift manager also announces something good about an employee. Showing recognition and appreciating the hard work your employees give to the business, is a reward that employees will cherish (3).
The shift manager takes some time out to announce changes that may have occurred the night before at the restaurant. Example two tables have been added to the dining area or a menu change that will start that night. Keeping workers informed with what is going on with the restaurant at all times, shows your employees they’re apart of the organization and not just pieces to a puzzle. This gives them a sense of belonging. (4) Theory Z employees and managers view the organization as a family. This participative spirit fosters cooperation and the dissemination of information and organizational values (5).
After all announcements and recognition is shown, mangers and employees will clap it up and dance to get loose. This will shake off all of employees outside stress and worries before tending to customers (6). Employees will be motivated to work hard and accomplish goals that were set in the beginning of the shift because they know their management team knows that they aren’t always motivated on job. Employees need a little encouragement ever so often. Behavioral or Skinnerian, psychology approach views motivation as determined by the contingencies that exist between behavior and their consequences. According to this view, the notion of motivation as an internal characteristic of a person is an unnecessary inference that people make
Happiness: The psychology of happiness is based on a three-pronged system of social experience that is based on the proposition that “there is no happiness. Happiness is a condition of being.” Happiness (5) is the feeling or feeling that one’s ability to be happy and happy in an ideal environment, whether it’s work, family, family life, school, community or even pleasure, are rewarded. Happiness does not have to be associated with a particular goal or any particular social norm. Happiness does not, as often stated, necessarily have to be associated with some specific purpose or status, or any desired outcome, or any one event that is relevant to the whole. The psychological value of happiness is a subject that has, over the past half century, often been defined by people as the best response to a situation in their life that they can imagine or be prepared to accept. This has led to a number of social behavioral research papers, such as the “Evaluation of Self-Esteem and Self-Esteem for Work” by John A. Pyle and the results from a review of literature by J. L. Jones and F. R. Waggoner in The Journal of Human Behavior. These papers show the importance of having in assessing a person’s happiness so they don’t feel overwhelmed or depressed. They also show that an employee’s satisfaction with the performance of work is positively related to their satisfaction in the workplace or the general satisfaction in business and their satisfaction with a task. In addition, they show that having high dissatisfaction with work is associated with higher satisfaction with job opportunities.[8] The psychologist Mark Wein’s famous study of happiness came from a study of 5,000 former employees of the New York City Public Rail Authority of New York City, where the researchers found that for every 7 employee with high dissatisfaction, 4 employees would be satisfied. [9] This suggests that many of the people who suffer from happiness in the workplace at all are well off. This suggests the importance of being able to find solutions to the problems and frustrations of working hard.
The Psychological Value of Happiness
There is some debate about the psychological value of the individual behavior for a company. Some argue that it is the work environment alone that is so rewarding. In a study of employees at an insurance company which had been run by psychologists for 15 years, the bottom line was not so much the work environment but whether they had been exposed to work that was rewarding and was not so much their productivity. [10] The bottom line is that psychologists have shown that individuals with poor levels of satisfaction for at least one reason or another are more likely to suffer from some form of job stress and depressive symptoms than are those with well over a 50-k.k. status. [11] Another factor of work environment stress is that it is harder for a successful employer to find a reliable source of compensation. This is especially true when the business has failed to find a reliable source of good pay for the employees