Management Case Study: Jamba Juice

1770 Words 8 Pages
One year ago, I worked at Jamba Juice at Kent Station for the summer. Along the way, I encountered many issue regarding ethical dilemmas, reasons and rationalizations, and demotivation from upper management. Though it was an anxiety-ridden time for me, had I not come across these issues, I would not have the opportunity to learn from them. Having now just taken the Managing Organization course, I am able to distinguish and synthesize certain management issues with concepts learned from the class. Now that I know of numerous management concepts, I can apply it to my experience and discuss how it can be useful to the company and I to improve upon certain issues.
To gain a clearer picture of my personal experience, I am going to explain the situations
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By evaluating Jamba Juice’s motivation strategies and analyzing it with both expectancy and equity theory in mind, management can gain insight and improve their way of motivating employees. As of right now, a motivation folly still exists because of the fact that management is rewarding individual employees in contrast to teams that work together well, which they is what they encourage and desire. To avoid this motivation folly, they should reward teams that work together collaboratively, fast, and effective instead. I will proceed to look at Jamba Juice’s motivation strategies with the expectancy theory. The book states that with expectancy theory, we see that people are motivated by how much they want something and how likely they think they are to get it (Kinicki, 2013). Jamba Juice’s management team should grasp a better control of effort performance (expectancy), performance outcome (instrumentality), and valence. With expectancy, managers should make goals realistic but still challenging and should consider making a progress chart for employees so they can see their progress. With instrumentality, managers should stay true to their word so that trust is built between them and the employees to avoid any skepticism. With valence, managers need to determine what employees’ value, which they can do through getting to know their employees. Using expectancy theory to motivate employees, requires managers to think about rewards that the employees value, job goals and the performance level that they desire from employees, if the rewards are linked to performance, and if employees believe that they will get the right rewards for the right performance. The other theory Jamba Juice can use to look at motivation strategies is equity theory, which focuses on employee perceptions as to how fairly they

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