Organisational culture plays a crucial role in shaping productivity, behaviour and turnover within an organization (M. Watkins, 2013). Pizza Hut, a fast food chain originally created by PepsiCo, but was unable to manage the slow pace and manager driven stores due to their inability to recognise and develop Pizza Hut's team environment, PepsiCo sold the company to Yum Brands. PepsiCo top down management style, Pizza Hut experienced internal issues when forced to adapt and assimilate to the different cultures of its culturally perplex subsidiaries under the PepsiCo brand. Yum Brands made the executive decision to embrace the team orientated subculture within the business and placed a large portion of ownership of the creation of the product
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Job satisfaction and job embeddedness are two key elements that underpin how high, or how low, a business’s turnover ratio is. In order for Yum brands to reduce the voluntary turnover ratio within the Pizza Hut franchises, they must focus their goals on their front line staff. Increase job satisfaction can be developed by motivating employees. Employees need to be challenged in order to stay motivated in the workplace. As Pizza Huts roles can become repetitive, management need to focus on all employees being well trained in all areas of the business, this allows for all employees to be well rounded in their training. This aims to reduce the repetitive environment within the workplace and increases job enrichment by creating a more challenging workplace and therefore increasing the motivation of staff to complete their job to the highest …show more content…
This will allow for Pizza Hut to identify any weaknesses and continue to build upon and improve employee motivation. Job embeddedness can be defined as both the on the job as well as off the job factors concurrent with individual links, fit, and sacrifice (Mitchell et al., 2001, pp. 8-9). According to the job embeddedness theory, every employee adds their own personal influence on the company’s success, similar to that of a food web, the more complex the companies ‘web’ the more interconnected each employee is to the success of the business, and the harder they will find to leave, or have the intention of leaving. (Tanova & Holtom 2008). For Pizza Hut to continue to develop the job embeddedness web, to needs to encourage open and welcome attitude into their restaurant chains; an attitude that embraces employees feel like family. They must create a subculture that encourages employees to feel safe to make mistakes, and continue to learn grow grow both personally and professionally within the workplace. Implementing workplace attitudes seminars for managers in order to ensure that there is a solid group condenses on the type of subculture each franchise is
Job satisfaction and job embeddedness are two key elements that underpin how high, or how low, a business’s turnover ratio is. In order for Yum brands to reduce the voluntary turnover ratio within the Pizza Hut franchises, they must focus their goals on their front line staff. Increase job satisfaction can be developed by motivating employees. Employees need to be challenged in order to stay motivated in the workplace. As Pizza Huts roles can become repetitive, management need to focus on all employees being well trained in all areas of the business, this allows for all employees to be well rounded in their training. This aims to reduce the repetitive environment within the workplace and increases job enrichment by creating a more challenging workplace and therefore increasing the motivation of staff to complete their job to the highest …show more content…
This will allow for Pizza Hut to identify any weaknesses and continue to build upon and improve employee motivation. Job embeddedness can be defined as both the on the job as well as off the job factors concurrent with individual links, fit, and sacrifice (Mitchell et al., 2001, pp. 8-9). According to the job embeddedness theory, every employee adds their own personal influence on the company’s success, similar to that of a food web, the more complex the companies ‘web’ the more interconnected each employee is to the success of the business, and the harder they will find to leave, or have the intention of leaving. (Tanova & Holtom 2008). For Pizza Hut to continue to develop the job embeddedness web, to needs to encourage open and welcome attitude into their restaurant chains; an attitude that embraces employees feel like family. They must create a subculture that encourages employees to feel safe to make mistakes, and continue to learn grow grow both personally and professionally within the workplace. Implementing workplace attitudes seminars for managers in order to ensure that there is a solid group condenses on the type of subculture each franchise is