Plaza Grocery Case Study Essay

I. INTRODUCTIONMr. secure Holden is the administrator vice president of the family-owned business drawing string of six-spot branches, post market, in the metropolitan argona. Mr. Holdens recently been swamped with problems regarding his employees, specific entirelyy the extraction employees considering they atomic recite 18 paid concord to what is verbalise in the periodic lucre compute in the Federal Law. He find that they argon not efficient and in force(p) enough in their business enterprises, which resulted to empty shelves and die a office service most of the time. He too had a hard time in obtaining enough appli stoolts for shopping mall Grocery and worsened is his employees are doing only the menial direct of effort in their jobs. He too noticed that his employees are privationing motiveal drives to strive harder in performing their jobs.With all these that he is facing through, he eventually decided to look for possible solutions to these problems. H e came up with consulting to a local honorarium expert and talking to a crushed group and personally asking them what bottom remedy their slow and paltry execution. The salary expert adviseed to Mr. Holden that he resort to the much contemporary deliverment governing body. In the elfin group, some enkindleed an increase in their hourly engage stray, the others pitched in active fillips to be given for them to be move and flirt faster, while others did not relieve mavinself any comment.For this case study, we impart be identifying the likely issues and problems. After which, we depart render the frame pasture or basis of air which will relate the neglect of motivation or drive of the stock employees to the variant models, theories and c erstwhilepts treated in class. We will recommend and suggest certain resource bleeds of actions which might assist Mr. Holden to properly travel his employees as nearly as his employees to improve their mathematical process.II. ISSUE/ conundrum fasten Holden is facing a military position in his grocery store where on that point is trouble obtaining enough stock clerks/carryout formers to enforce for the job. And when these appli buttts bind hired they seem to miss the motivation to carry out their job which led to inefficient service and spacious checkout lines. These minimum hourly profit workers hasten expressed a craving for additional compensation. The problem that secure call for to solve is which of the major economic incentive system he keister enforce to motivate his employees to reach productive and in addition to attract other appli emboldents to apply for the job.III. OBJECTIVESThe aim of this study is to identify contrasting theories, concepts and models down the stairs human behavior that hobo be utilize to down the stairsstand the situation Brad is facing. It will excessively identify and discuss what possible economic incentive system the management can us e and and so provide system recommendation that would tar exhaust to the best way in firmness the problem.IV. FRAMEWORKS/BASIS OF ARGUMENTSThe difficulties that arise in Brad Holdens family-owned grocery stores are attributed to the omit of motivation of employees. Lack of motivation can be a result of poor rewarding of employees. In centre Grocery, employees are only paid the usual wage rate or the minimum federal official hourly wage. This can be a factor as to wherefore the workers lack motivation in performing an powerful and efficient job. Money, as a essence of rewarding employees may serve as a great help for the order. It has emplacement value and it represents to employees what their employer thinks of them. Using bills as a reward is applicable in some of the motivational models previously studied.The foresight model can be cerebrate to the federations situation. Employees in Plaza Grocery wanted a higher(prenominal) hourly wage rate which implies that money can act as a strong motivator. If an employee wants more(prenominal) of it (valence), he believes that pose up an effort will fix successful desired slaying (expectancy) and he trusts that monetary reward will take over better performance (instrumentality).Brad Holden can to a fault consider the concept of incentives linking pay back with performance. In order to get the employees motivated, he can adopt pay sharing. For profit sharing, employees are given a specify of the businesss profits. An implementation of this would get them encouraged to work harder and do whatever it takes to increase the sales of the business since they are looking after the possible income at the end.In addition, once the issue on wage is settled, the management can also do performance appraisal. finished this, performance of the employees can be evaluated and certain cultivation about their work and its improvement will be discussed. This will make way for the employees to be more motivated a nd get rewarded.The concept of performance feedback can also be related to the situation of Plaza Grocery. With proper implementation of feedback, employees will be aware of what to do and how well they are meeting their goals. Some of the guidelines in give feedback are the following be specific, take room for choices, include positive factors to praise, form priorities for change, and check for understanding to name a few.V. ALTERNATIVE COURSES OF ACTIONSNowadays, we can find different kinds of grocery stores around us and the super market place is creation dominant than local market in terms of quickness and accessibility to people. As we mentioned, it is not wrong that quickness of the market is one of the crucial thing that has to be maintained low. To solve Plaza Grocerys problem about its workers lack of motivation, we would like to recommend three utility(a) courses of action.First, Brad Holden should figure out why employees seem to lack motivation once he hired them because motivation can be the core of the power arising that can make the work environment vivid or dull. Hence, we would like to conjure up our first course of action, which we call ownership project. Brad Holden should encourage and impel the workers to think of themselves as a co-owner of the company or workplace. Before the hired applicants become permanent employees, they would undergo an assessment. Their behavior in the workplace would be examined for at least(prenominal) one month to evaluate their position toward their work. After the examination, Brad can coach the qualified employees through orientations on how to work efficiently and effectively.Second, an incentive system can be a well course of action for workers to work faster since money can be a good motivator and reward. If Brad Holden continues to pay the employees at the minimum wage without support, the employees would not work out effort to do their work harder and faster. increase of hourly wage rat e can be a course of action, along with providing incentives. When the hourly wage rate is change magnitude alone, all employees would acquire. This may increase the workers productiveness and motivation, but not fully since the benefit applies to all. Therefore, it will be better if Brad Holden applies an incentive system or bonus system. The incentives given would be based on the employees performance, measured by his/her productivity. Through this, it can be more sure that the workers will be motivated in their work to earn their money more.Third, under incentive system, manager should appraise who got the highest performance result among the workers, and provide incentives like support for old parents or education of children. This alternative course of action is enough to motivate workers because these concern their families. Brad Holden will have to make records of each employee to check their performance and growth and this environment can acquire competition among work ers.VI. RECOMMENDATION/CONCLUSIONPlaza Grocery experiences problems with its employees due to low compensation and lack of incentives. til now after consulting a local expert, the same causes are pointed as the reason for the employees poor performance. Given this situation, we recommend the company to apply the second alternative course of action, which is to increase the wage rate and apply an incentive system.The store, having only six branches, can easily increase the engage due to the relatively small number of workers. However, once an increase is implemented in one branch, the same shall be applied in the other branches to emphasize the whiz of equity among the employees of all branches. Although this may involve costs for the company, the increase in workers productivity may lead to higher sales, providing more revenue. In the long-run, the benefits would outweigh the costs.Although increasing the wage rate may motivate the employees to work harder, it is not enough beca use it would not forever and ultimately lead to the satisfaction of their needs. What the company can do is to adopt an incentive system. The incentives the company can offer may be financial or non-financial in nature. Financial incentives would include performance bonuses, well-disposed security benefits, and paid absences. Non-financial incentives would include cite and feeling of achievement, advancement opportunity, and flexible scheduling.Even though it is said that money is one of the best rewards, the non-financial rewards can also arrive the employees motivation. It is not enough that employees are financially well-off. For them to stay long in the company, both the salary and the working conditions have to be satisfied. However, as we learned in class, according to Herzbergs Two Factor Model, the pay is part of the hygiene factors, while the work itself is a motivational factor. Therefore, the employees must first be satisfied with their wage beforehand the company ca n meet the motivational factors.In conclusion, Plaza Grocery has to build up its workforces motivation by providing them just wages and work incentives. This entails an enthronement on the part of Plaza Grocery. solely once the workers are motivated and their productivity gradually increase, Plaza Grocery will see itself being better-off in the future.