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(2012).
-Flextime permits workers to choose their own work schedule, to a certain extent (Methods and Techniques for Motivating Employees. (2012).
- Job sharing is a less frequent method, but very effective at averting boredom. It permits two workers to share two different jobs. The workers often alternate days or weeks, working twenty hours in each position each week (Methods and Techniques for Motivating Employees. (2012).
- Sending handwritten notes by the top brass to employees who deserve recognition. This is a great way to make employees feel appreciated and that what they do matters (Tynan, n.d.).
- Making work fun is a great way to get people excited about coming to work everyday. If a person really wants to go into the office they will be more apt to give it their all on a daily basis (Tynan, n.d.).
-Helping employees connect by introducing employees to key suppliers, customers or someone in senior management can help make an employee's career and it doesn't cost a thing (Tynan, n.d.).
-Reward effort as well as success. Even if their ideas sometimes fail, you want employees to keep producing them. This stimulates innovation and positive behavior which leads to happy, productive employees (Tynan, n.d.).
-Giving out free passes- Experts suggests giving out a certain number of free days off passes to employees to use as they see fit. Employees get a few of these a year and can use them as they like. That way they don't have to pretend to be sick in order to take that very much needed mental health day (Tynan, n.d.).
- Stroking employees' passion. Great employees are not mercenaries, they don't just want to enjoy their work, and they want to be passionate about it. If a company wants their employees to feel valued and inspire their passion, they should encourage them to make their own decisions. One can have systems in
4. Analyze how transferable is the Texas Roadhouse way of motivating employees in other organizations.
The basic concepts of motivating employees that Texas Roadhouse uses are very transferable to other organizations, but the nitty, gritty details will have to be modified to suite each particular organization. Every organization is different and what works for one, will not necessarily work for another. The basic concept is promoting teamwork through motivation and this concept can be spread across companies.
Alignment of aims, purpose and values between staff, teams and organization is the most fundamental aspect of motivation. The better the alignment and personal association with organizational aims, the better the platform for motivation. Motivation is a complex area and it's different for each person, just as it is for each company. Motivational receptiveness and potential in everyone changes from day-to-day, from situation to situation. Get the alignment and values right, and motivational methods work better. Motivational methods of any sort will not work if people and organisation are not aligned. People are motivated towards something they can relate to and something they can believe in. Times have changed. People want more (Motivational Theory, 2010).
References
Methods and Techniques for Motivating Employees. (2012). Retrieved from http://cblack.hubpages.com/hub/Methods-for-Motivating-Employees
Motivational Theory. (2010). Retrieved from http://www.businessballs.com/motivation.htm
Top 5 reasons why "The Customer Is Always Right" is wrong. (2006). Retreived from http://positivesharing.com/2006/07/why-the-customer-is-always-right-results-in-bad-customer-service/
Tynan, D. (n.d.). 25 Ways to Reward Employees (Without Spending a Dime). Retrieved from http://www.hrworld.com/features/25-employee-rewards/
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