Time Management Case Study Perfect Pizzeria

1134 Words 5 Pages
If the manager was able to work besides their employees for a while before returning to the office the loss percentage would managed much better than with any other option presented in this study. This would be best of all scenarios for both the manager and the employees. The manager would regain his extrinsic reward of the monthly bonus and employees would regain their food and drink privileges. Most importantly this arrangement allows for the manager and team to work together creating a tighter bond and opportunities for better communication. However by the time this schedule was implemented at Perfect Pizzeria the situation had moved past where such a low key approach would work on its own.
I feel the theory that best explains the result
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Their motivator now was to get as much benefit out of their employer as they could before being fired. Their actions are seen in Herzberg’s two-factor theory. The restaurant crew now had no motivator factors only hygiene factors. The crew was upset with organizational policy, they lost their food and drink benefit. They also saw the lie detector test as further negative, they knew they would fail it and be fired, but instead of lowering the loss percentage they saw it as a last ditch effort to take as much as they could. The employees were also dissatisfied with the supervisors due to the loss of employee privileges and the general lack of commitment to the company. With the loss of their privileges work conditions have also because dissatisfactory, they were not paid well, had no encouragement from management and no commitment to the company. Their jobs were now also in danger, before the lie detector notice they may have been fired, if caught, but after the notice the employees were sure to be fired. The night managers had no pay advantage over their other non-managerial employees and had no real power over them. They all stuck together and covered for one another. However with the lie detector it had become an “us against management” …show more content…
The employees felt they were expendable and had nothing to lose while the manager was losing control of his staff and had lost his primary motivator, the monthly bonus. Both parties had not personal relationships, by the time of the lie detector notice the management had become the enemy of the rest of the staff. It was no surprise that the staff made a last ditch effort to get as much out of their last days as they could. The lie detector policy backfired because it had the exact opposite effect on the staff as was intended. The manager and his supervisors should have taken into account that loss percentages when down when the manager was no longer monitoring the staff personally. Instead of introducing policies that made staff and management relationship worse, they should have restructured management responsibilities. Their focus should have been on establishing more motivations for managers to interact with staff, and for the staff to interact with management. If there was relationship between the manager and his staff they may have been able to work out a situation that could have prevented the perceived injustice of the loss of employee privileges and at the same time offered a way to lower loss

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