Texas Roadhouse Wont Scrimp on Making Employees Happy Essay Example for Free

Texas Roadhouse Wont Scrimp on Making Employees Happy Essay1. If we take trade of our employees, they testament take c atomic number 18 of our customers is a common phrase. In your experience, is it actually practiced or is it just a clich on the wall? Discuss the implications of your answer. If we take cargon of our employees, they ordaining take c ar of our customers, this quote mostly depends on the individual company and how they perceive their employees. Some companies realize that in order for them to succeed, they mustiness dress in their employees, as employees are the key to a successful and highly profitable railway line. And in order for employees to remain motivated and continue to flourish, they need realisation, which is a basic human need, regardless of status or job type. Once employees have been ac companionshipd for their comfortably transaction, they feel more appreciated, and as a endpoint lead demonstrate greater levels of commitment and dedicat ion. Thereby, producing top directs for the company and treating its customers with royalty. During recessions some companies such as Texas Roadhouse, continue to demonstrate employee appreciation through employee gatherings, interchange give back bonuses and annual company conferences, in which spouses are invited (Noe et al., 2011).Companies such as Texas Roadhouse and other companies are leaders who want to succeed in todays free-enterprise(a) world, and they realize that even during hard economic times, theres tranquil the strong need to maintain programs which are aimed at recognizing employees for work place accomplishments. And when employees are truly happy and motivated, they will care for the customers and give their best. Even through our suffering economy, many other companies besides continue to celebrate employees performance through various recognition programs such as, cash bonuses, flexible work hour schedules, award celebrations, gift cards, employee apprecia tion day, company cook-outs, discounted family membership incentives, floating days and many others. Finally, most good leaders appreciate what employees do for the company, and will try to find ways to show love and appreciation.2. Texas Roadhouse uses money as a motivator for employees. In todays economy, describe alternative methods that could be used to motivate their employees. Texas Roadhouse has traditionally been known for their generous cash bonuses in recognition of employee appreciation, such generosity included, cash bonuses ranging from $500.00 in fun money to $20,000 for best meat cutter (Noe et al., 2011). However, in todays unstable economy, the smart business leader will find other ways to show love and appreciation for their employees. Texas Roadhouse managers realize that employees are its biggest contributing factor for success or failure, and will find other ways to motivate employees, even during such economic uncertainty. For many companies, non-cash recognit ion is still a very powerful motivator, and will still foster ways to attract and retain good employees. And even though money is always a great motivator, effective employee compensation goes beyond money, in terms of individual needs being met such needs as psychological needs, which define human relationships and the importance of employees connecting with customers, coworkers and managers. Employees also need to feel that they are a part of a group that has achieved success (Armstrong., 2010).Texas Roadhouse could customize a flexible-hours plan that would cater to restaurant staff. And even though most employees wouldnt inevitably have the luxury of working from home, they would still have Flexible work hours and would be given the granting immunity to switch time schedules with coworkers, possibly allowing them more ratio between work and home-life, while demonstrating an established trust between manager and employee. With flexible work schedules, employees can leave earli er or come in later, rotate shifts, or readjust their work schedule to make it more conducive to their life-style (OToole et al., 2011). Another great non-cash employee incentive for Texas Roadhouse could be that of various cultures and self-developmental opportunities. Trainings are very informational and can benefit employees in many ways, as they gain ground excellent ways for companies to learn of their top natural endowment, trainings will also also take on employees will skill deficiencies.Trainings show the employees that their employer supports career development and advancement. The various trainings will expound on existing skills by including missing tools such as, education, updated technological skills and will help promote the companys vision for valued progress. Trainings such as employee leadership offer employees development and confidence in independent problem-solving. Texas Roadhouse could also utilize multiple customer service trainings, since they provide direct service to exterior customers. And in order for them to continue on a successful path, they must continue to find ways to teach and reteach their employees the values of world class standards and its quality to customer satisfaction. As employees are exposed to various training programs, their knowledge potential becomes greater, creating more valuable human capital to the company.3. Discuss the possible effectiveness of each of your alternative methods. Regardless of the economys condition, a good leader is able to inspire and motivate its employees, as they understand that happy employees will result in the success of the business. Effective employees are a result of effective managers, and good managers reward employees for good performance through communication and various reward methods. Alternatively, non-cash rewards, such as trainings and flexible hour plans can promote happier, healthier and more motivated employees, which will lead to more productivity.A flexible ho urs plan can prove very effective, as this method allows employees the freedom to switch shifts, to rotate hours around the clock, or change the time of day in which the tasks will be completed. As employees are allowed this flexibility, there sense of duty and confidence increase, as trust and an honor system is established between the employee and the manager. Through the flexible hours plan, employees are less stressed, as they are finding more balance and time to fulfill family obligations as well, all resulting in increased employee productivity. Employee trainings may also prove to be a very effective essence of motivating employees.Trainings provide many benefits, as they help to build employees skills and talents, they also can foster a greater team environment, thereby giving employees a wider range of support and comfort. Trainings and other developmental strategies can be a powerful tool, which can aid a struggling worker. Through various training sessions, employees gai n problem-solving abilities, learn up-to date technology skills, and become less dependent on the manager. And finally, trainings can help managers spot top talent within the company. 4. Analyze how transferrable is the Texas Roadhouse way of motivating employees in other organizations.Texas Roadhouse way of motivating their employees through large cash bonuses and other annual motivational conferences are incentives, which are based on the individual managerial leadership style, and cannot be transferred to other organizations, as every leader exhibits a distinct leadership style. It is agreed that such large cash bonuses will create keen competition between employees, but each leader have their own intangibles or uniqueness, which is spelled out through their leadership strategies.And during an economic hardship, the leader may decide on future investments that would offer the employee various training sessions to build upon their existing skills and knowledge, thereby, whirl the employee promotional opportunities which would increase the employees financial gain, as well as making an upgrade to the companies potential success. Leaders must also consider that different race are motivated by different things. While some employees may have financial goals, others may have professional or personal goals, and cash compensation cant possibly fulfill all human needs. Finally, based on the needs of a company, a good leader will know what to do and how to go about planning in order to achieve a successful outcome.ReferencesArmstrong, M. (2010). Armstrongs handbook of reward management practice. (3rd ed.). Philadelphia, PA Kogan Page Noe, R. A., Hollenbeck, J. R., Gerhart, B., Wright, P.M. (2011). Fundamentals of human resource management (4th ed.). New York, NY MCGRAW-HILL. OToole, J., Lawler, E. (2007). The new American workplace. New York, NY Palgrave Macmillan.