Motivation and Texas Roadhouse Essay

Ajor gainsays are Retaining a positive doing environment, Recognition, and Work performance evaluation. One of the major challenges a animal trainer faces in motivating her employees today as opposed to 50 years ago is retaining a positive melt downing environment. Today, the success of any line of products 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 competent 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, We wanted to provide a place that the whole family could make out. 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 moot, 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, lets take another look at another statement made by Texas Roadhouse We wanted to provide a place that the whole family could enjoy we take good care of our employees, they allow 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 value and they get to know their employees as individual s. 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 smack appreciated and proud of their work. Recognition is an alternative method that could be used to motivate workers and make them feel attentivenessed 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 dont recognize their achievement. In this case, a manager must be clever another to recognize his employees achievement. When a manage r 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 fellowship-sponsored 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 film 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 contrastive approaches or attitudes about work diverse groups and older employees heading toward retirement. If a manager have regular dialogues with employees, then, work performance eva luation 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 by chance 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 consecrated 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 c ertain task, they incline to work better, and they feel good 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, pauperization shrinks if an important achievement goes undetected.