Texas Roadhouse Won't Skimp on Making Employees Happy Essay

Texas Roadhouse Wont Skimp on Making Employees Happy - Essay ExampleEverybody in the social club was very touch offd by the financial rewards and incentives the firm offered. Financial incentives are extrinsic rewards and are visible visible to others and contingent on performance (Hubpages, 2012). After a couple of wagement cycles the employees noticed that their pay checks did not include the performance bonuses. The company said that the administration had decided to eliminate the bonuses. The employees were outraged. The firm in addition claimed that the contest for prizes was also cancelled. The employees in the firm rebelled and formed a union. The productivity of the workers drastically decreased because the employees had no incentive to produce more. The actions of the employees hurt the customers of the firm because the services backlogged due to lower productivity. Texas Roadhouse restaurant uses extrinsic rewards to motivate the employees of the company. The firm beli eves deeply in the importance of keeping employees happy. Some of the rewards that the firm offers its employees include a each year contest of $20,000 for the best meat cutter, $500 allowance given to the managers to be spent in activities for the employees, yearbook four day penury conference at a luxurious hotel with the benefit of bringing the employees pardner to the event. There are other ways to motivate employees that can be used at Texas Roadhouse to improve the performance of the company. An effective technique to improve motivation in the workplace is the use of intrinsic rewards. inner rewards are positive degreely valued work outcomes that the individual receives directly as a result of tax performance (Schermerhorn, Hunt, Osborn, 2003, pg. 118). An example of an intrinsic reward is receiving a pad in the back and a positive comment from the manager or supervisor for a job well done. The motivation of the employees can annex by improving the job satisfaction of the workers. Another method that can be used to amplify the motivation of the workers is by implementing feedback systems. The importance of feedback in the workplace cannot be over-estimated - it is a key source of employee motivation (Practical-management-skills, 2012). The firm must invest in improvements to the information systems of the company to improve the capabilities of the human resource module. A way to simplify the payroll cycle is by switching antiquated time card systems, with electronic systems in which an employee logs in utilize a thumbprint. These electronic systems will reduce the work done by HR specialist and the payroll department by digitalizing information which eliminates the need of manual data entry. nowadays human resource departments must give emphasis to a knowledge based administration using technology as a tool (Peterson, 2010). The use of intrinsic rewards is a great method for motivation employees that can be implemented at cero costs. The mana gers and supervisors have to be aware of the work performed by the employees in order to identify situations that merit giving the employees an intrinsic reward. The con of the intrinsic reward strategy is that it requires a lot of observation from supervisors and managers which wastes time. A lot of the time of management should be spent playacting strategic functions. Improving job