Case Study on "Texas Roadhouse Won't Scrimp on Making Employees Happy"

Case Study 4 pages (1328 words) Sources: 4

[EXCERPT] . . . .

Education

Texas Roadhouse Won't Scrimp on Making Employees Happy

"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 cliche on the wall? Discuss the implications of your answer.

The phrase 'The customer is always right' was initially created by Harry Gordon Selfridge, the founder of Selfridge's department store in London in 1909, and is characteristically used by businesses to encourage customers that they will get good service at a company and to encourage employees to give customers good service. More and more businesses are abandoning this adage for the reason that it frequently leads to bad customer service (Top 5 reasons why "The Customer Is Always Right" is wrong, 2006).

In conflicts between employees and unruly customers companies are turning more to siding with their employees. The good thing about this approach is that it balances workers and customers, where the always right saying directly favored the customer, which is not a good idea, for the reason that, it causes bitterness among workers. This makes the employees' job that much harder, when trying to rein them in. Also, it means that rude people get better treatment and conditions than nice people do (Top 5 reasons why "The Customer Is Always Right" is wrong, 2006).

Most businesses think that the more consumers the better, but some consumers are quite basically bad for business. It is an easy matter of respect and dignity and of treating employees' right. When you put the workers first, they put the consumers first. If a company puts employees first and they will be happy at work. On the other hand, when the company and management time and again side with customers instead of with workers, it sends a clear message that workers are not valued and that treating workers fairly is not significant (Top 5 reasons why "The Customer Is Always Right" is wrong, 2006).

2. Texas Roadhouse uses money as a motivator for employees. In today's economy, describe alternative methods that could be used to motivate their employees.

Motivating employees is a vital skill for supervisors, managers, and business owners to have. When developing motivation plans, it is imperative to be familiar with the individual dissimilarities among employees and realize that not all motivation methods will work for everyone. Each worker must be assesses in order to figure out what motivates them the most. There are several ways to motive employees without spending any money. These include: job rotation, job enlargement, job enlargement, job Enrichment increases, flextime and job sharing (Methods and Techniques for Motivating Employees, 2012). Other things that can be done include sending handwritten notes, making work fun, helping employees connect, reward effort as well as success, giving out free passes and stroke their passion (Tynan, n.d.).

3. Discuss the possible effectiveness of each of your alternative methods.

- Job rotation permits employees to learn new skills by changing them from one task to another. This prevents boredom from setting in. If employees are constantly stimulated and exposed to new areas of the company their motivation to work hard and move to a new areas will be high. This is a great way for people to see if there is somewhere else in the company where they could apply the talents that they have (Methods and Techniques for Motivating Employees. (2012).

- Job enlargement is a motivation technique used for workers who perform very few and simple tasks. Job enlargement augments the amount and diversity of tasks that the worker performs, ensuing in a feeling of importance. Employees want to feel as if what they are doing is important and meaningful. The more important they feel the harder they will work (Methods and Techniques for Motivating Employees. (2012).

- Job Enrichment increases a workers control over the work being done. It permits employees to manage the planning, execution, and evaluation of their own work, resulting in… READ MORE

How to Reference "Texas Roadhouse Won't Scrimp on Making Employees Happy" Case Study in a Bibliography

Related Papers:

Performance Planning and Review Making Employee Appraisals Work Term Paper

Employee Performance Appraisal Planning

Rudman, R. (2003) Performance planning and review: Making employee appraisals work. Crows Nest, N.S.W., Allen & Unwin. ISBN: 978-1741141036

Rudman (2003) in his work, Performance Planning… read more

Term Paper 5 pages (2020 words) Sources: 1 Style: APA Topic: Career / Labor / Human Resources

---

Texas Uniform CPA Exam Term Paper

In this regard, the following regulations do apply: "The internship course shall not be taken until a minimum of 12 semester hours of upper division accounting course work has been… read more

Term Paper 10 pages (3233 words) Sources: 10 Topic: Accounting / Auditing

---

Happiness Research Paper

Happiness

Scores of researchers have studied the link between happiness, income and educational level. The results from these studies indicate that rising income does not necessarily result in substantial rise… read more

Research Paper 13 pages (3680 words) Sources: 10 Style: APA Topic: Education / Teaching / Learning

---

Philosophy of Happiness Are There Some Desires Essay

Philosophy of Happiness

Are there some desires that we ought not to have in order to be happy? Moreover, if so, can we eliminate such desires and make ourselves happier?… read more

Essay 8 pages (2405 words) Sources: 8 Topic: Religion / God / Theology

---

Employee Relations the People Term Paper

Employee Relations

The people are the very foundation of any business. This is the very reason why every organization or company sets its own human resource department which is aimed… read more

Term Paper 4 pages (1122 words) Sources: 3 Style: Chicago Topic: Management / Organizations

---

View 100+ more related papers  >>