2. Coffe
e
Introduction
• Head office for an international coffee chain
• The staff works round –the-clock.
• Employees :undergraduates to people with over 30 years of experience.
• Promotions are for those who stay longer.
• Priority is given to the seniors
3. Coffe
e
Introduction
• Physical appearance of the office: organized cubicles
• Clocks from different time zones are displayed on plain white
walls
• Dress code: casual wear
• Transport: Shuttle service
• Benefits: Sick / maternity leave / pension plan
• Service: Day care / In-house Lodging
• A coffee lounge ( strictly for the employees)
5. Coffe
e
Supervisors Relation
Scenario:
• Managers have “The boss” Attitude.
• Wide gap between higher & lower levels.
• limited freedom exercised by employees.
• limited manager-employee relationship.
Solutions through Application of theories:
• Promoting Maslow’s hierarchy of needs
‘Manager should act as an Activator’
Showing genuine concern towards employee needs
Treat staff as people, not just “employees”
Compliment & reward when necessary. (Expectancy theory)
6. Supervisors Relation
• Promoting Goal-setting theory
Managers should develop effective two
way interactions being specific on the
goals
Coffe
e
7. Coffe
e
Corporate Culture
Encourage interactions between
organizational levels.
Ex. Workshops, seminars.
Encourage team working for projects
Involve Team outing when targets
achieved.(Expectancy theory)
8. Coffe
e
Training & Promotion
Scenario:
• Seniors are given full preference for promotions then juniors
• Employees don’t have a platform for growth
Solutions:
Awarding promotions to productive employees (Maslow’s)
Training programs to expand employees skill areas
(Maslow’s - self fulfillment)
Giving perks & promotions so that employees would expect
it and work more efficiently (Expectancy)
9. Coffe
e
Pay & Benefits
Scenario:
• Employees feel that they are not paid enough
• Only subject to basic benefits
Solutions:
Paying employees according to their skill level
(Maslow’s/Equity/Expectancy)
Awarding bonuses to employees who are more
efficient
Eg: bonuses every 3 months for productive
employees
10. Coffe
e
Work environment
Scenario:
• Dull White walls and cubicles
• Very low interactions among employees
• Gives a feeling of being stuck
Solutions:
Creating a more casual and colorful work
environment
Change the furniture to a more coffee shop like
furniture since it is a head office of a coffee shop
11. Coffe
e
Focus Maslow’s Theory Goal Setting Theory Equity & Expectancy
Theory
C
O
M
M
U
N
I
C
A
T
I
O
n
• No man is an island
• Social / Esteem /
Self actualization is
blocked
• Senior managers are
poor communicators.
• The physical lay out
of the organization :
Cubicles
• Employees from
different cultures.
• Employees from the
western culture Vs
Eastern culture.
• Lack of
understanding
(Complex goal)
• The expected
output will not
be produced.
• Employees have
different
personalities .
• The organization
is not align to the
level of equity
and expectancy
perceived by the
employee.
12. Solutions for
communication
• Intranet
• Identifying that there is a cultural diversity.
• Remove the cubicle layout
• Complex goals in simple form
• Identifying and grouping Individual personalities
Coffe
e
13. Coffe
e
Focus Maslow’s Theory Goal Setting Theory Equity &
Expectancy
Theory
L
O
Y
A
L
T
y
• Basic needs are supplied
• Intrinsic satisfaction:
Voice suggestions /
complains are
hindered.
• Possibility of not feeling
like a citizen of the
organization till they work
for at least a decade.
• Personality: Entrepreneur
• CEO not being open
and honest at goal
setting.
• Less
transparency on
the company
returns.
• There is no
“WE culture”
in the
organization.
14. Solutions for
loyalty
• Transparency of company returns
• Citizens of the organization.
• Involving in strategic planning
• Creating a “ WE culture”
Coffe
e
15. Coffe
e
Focus Maslow’s Theory Goal Setting Theory Equity & Expectancy
Theory
L
I
K
E
L
I
H
O
O
d
T
O
S
T
A
Y
• Not possible to
attain self
actualization.
• Entrepreneurs.
• Openness to the
staff.
• Employees do not
have an opportunity
at goal setting.
• Seniority receives
promotions.
• Credit for hard
work done.
16. Solutions
Likelihood to stay
• Interviews: Credit for hard work
• Creating a sense of pride in the employees
mind.
• Having regular conversations
(excluding work related topics)
• Showing concern to their family/ skills.
Coffe
e
