The case study is about a fast food restaurant experiencing several problems that have affected its productivity. Workers have different responsibilities. However, due to the absence of two employees, some of them are forced to work more. The problems are indicative of the poor working conditions at fast food restaurants.
Employees are poorly compensated even though they serve a large number of customers especially during breakfast and lunch hours thus overworking. Employees yell at each other because they are under pressure while doing their job.
The Burger Boy has experienced several problems that have affected the output, efficiency, and effectiveness of the employees. In addition, these problems strain relationships between the employees. They include the lack of employee motivation, interpersonal conflicts, low morale, poor communication, poor performance, poor leadership, and employee dissatisfaction.
Some employees do multiple jobs due to the lack of clear distribution of duties and employee absenteeism. Poor communication among the employees causes interpersonal conflicts and poor leadership. The employees yell at each other and the manager treats them disrespectfully.
There is also a lack of job evaluation because the employees receive low compensation even though they overwork. The manager does not hire additional employees to reduce the workload. The number of employees required for Friday rush is 13. However, only 8 are present, and moreover they overwork without the additional payment.
Most of these problems are associated with compensation. They include the lack of motivation, poor communication, interpersonal conflicts, disgruntlement, and poor performance. One of the most effective methods of motivating employees is offering them adequate compensation based on the amount of work done.
However, the employees at the Burger Boy are poorly compensated even though they overwork. For example, due to absenteeism, some employees are forced to help their colleagues. The manager (Otis) breaches the psychological contract by declining to let Marge go home.
He declines to let her leave because there are many customers who need services. The employees’ dissatisfaction due to low compensation is also a cause of poor communication. Interpersonal conflicts between the employees emanate from poor communication. They shout at each other because they are in bad moods. Their low productivity is evident from the amount of time it takes to serve a single customer.
Usually, it takes two minutes and thirty second but they are taking three minutes and five seconds. This problem has also resulted from understaffing. Instead of the thirteen employees that work during Friday rush, only eight are present. One of the signs of poor compensation is the decline in the employee morale and the conflicts among employees.
Rewards are important because they increase the employees’ motivation and consequently increase their performance. However, the employees at the Burger Boy do not receive any kind of rewards. Rewards could help to solve several problems including job dissatisfaction, low morale, and poor quality of work.
Employee dissatisfaction is evident from the employees’ tendency to complain about their jobs. Many employees are dissatisfied because they overwork and are undercompensated. For example, Marge is forced to abdicate her work because her shift is over even though more customers are trickling in.
Besides, Leon complains to Otis and says that he is vexed by the inefficiency at the workplace because the employees who work during lunch shift do not stock items as required. In response, Otis tells Leon that he is tired of his whining and storms out of the office and goes home.
He also complains of low wages. Otis is a poor leader because communication between him and employees is very poor. Poor leadership leads to negative employee attitudes and relationships. These problems can be solved by establishing employee reward programmes.
To improve employee morale, it is important for employers to establish fair compensation packages and reward programmes. Otherwise, productivity, efficiency, and job satisfaction decline considerably.
Additional hours of work are incentives that employers use to reward those employees whose performance is exceptional. It is similar to overtime. However, it involves working for additional hours besides overtime. Additional hours of work rewards are only effective if an employee is comfortable with the compensation offered.
Chuck was not happy with working for 30 hours per week because he was dissatisfied with his job and had low morale. Chuck complains about the low staffing because he is aware that he will do more work than it is required of him.
With the amount of work done at the pay window, Chuck was probably not happy with working 33 hours per week. Newman was happy working 20 hours per week probably because he was satisfied with his work.
In addition, he was comfortable with his compensation. Schedules may be used as rewards by allowing employees to work during their most favorable hours. Employers could allow employees to set their own working hours depending on availability and commitment to other responsibilities such as family and education.
In addition, the employers could create flexible schedules that give their employees enough breaks and rest. It is important for the employees to get enough rest in order to avoid burnouts and stress that reduce performance.