Burgerville- Motivation Goals.Peer-reviewed articles.Here ar.docx

Burgerville- Motivation Goals.
Peer-reviewed articles.
Here are some articles I found:
1) Employees Motivation in Organizations: An integrative
literature
Review:
http://www.ipedr.com/vol10/106-
S10089.pdf
2) Impact of Employees Motivation on Organizational
Effectiveness:
http://iiste.org/Journals/index.php/EJBM/article/viewFile/265/1
50
3) Shareholders win when employees are motivated:
http://www.forbes.com/2009/08/23/employee-motivation-
stocks-intelligent-investing-returns.html
1. THE THEORY OF PURPOSEFUL- WORK BEHAVIOR: THE
ROLE OF PERSONALITY, HIGHER-ORDER GOALS, AND
JOB CHARACTERISTICS
http://web.a.ebscohost.com/ehost/pdfviewer/pdfviewer?sid=fa02
d089-2c07-4af2-8637-
23192c8c3b1f%40sessionmgr4004&vid=14&hid=4209
0. Relative Importance and Utilityof Positive Worker States: A
Reviewand Empirical Examination
http://web.a.ebscohost.com/ehost/pdfviewer/pdfviewer?sid=fa02

d089-2c07-4af2-8637-
23192c8c3b1f%40sessionmgr4004&vid=27&hid=4209
Cam Sommer
1. http://psycnet.apa.org/journals/apl/72/4/658/
Comparative analysis of goal setting theories across cultures
0. http://amj.aom.org/content/29/2/305.short
Effects of Team building and goal setting on productivity: A
field Experiment
The first employee’s interview
Mr. Kay Nguyen is working at Burgerville for over 2 years. He
said that working at Burgerville is only temporary while
attending school. The hour he works is outside of his school
time, so it helps pay for tuition. The work is very busy during
high traffic hours, especially at the drive-through during
dinnertime. His main responsibility is handling cashier, but he
often help others where needed. He starts pay at minimum
wages.
His supervisor encourages employees from time to time, but the
wage is very low for employee to stay. He explains that
turnover at Burgerville is below average compare to other place
he has worked before.
Goal Setting:
What did you learn from this job? How does it impact your
future? I encounter customers every day, I learn a lot about
customer service in person. He dealt with all type of customers.
He learned about servicing and created a friendly environment
for customers
While studying and working, his self-motivation can encourage
his learning and success, whatever be the scenario. He won’t
stop staying here as a cashier. He will keep pushing himself to
reach his goal setting

What are your obstacles? How do you deal with it? The most
frustrate situation he endures during his tenure at Burgerville is
the irresponsibility of other employees. They sometime either
do not show up for work or call in. This creates a lot of
pressure at work, as he has to cover for their shift. He usually
has to stay extra hours to clean up and cover for other shifts.
Does BurgerVille create rewards or something to motivate its
employee? Does it make you feel happy or comfortable when
working there? Mr. Nguyen’s supervisor usually awards his
employees with movie tickets for their performances. Also,
they are award with employee of the month honor. The extra
incentives always help for students. Knowing that this job is
temporary for his situation, he is very comfortable when
working at Burgerville.
How can BurgerVille improve its services as well as employee’s
satisfaction in working? Mr. Nguyen has suggested that hiring
more employees will help improve its service. The shortage of
workers always creates a problem during busy time. In order to
increase employee’s satisfaction in working, burgerville needs
to increase pay rate to help workers adjust to cost of living.
Do you want to continuously work at BugerVille after your
graduation? Why or why not? His plan is to work in Audit for a
Big four company. He will plan to obtain a Certified Public
Accountant license upon graduate from college. Working at
Burgerville is only temporary for Mr. Nguyen. Mr. Nguyen
sometimes felt that the work that they do at Burgerville chain is
underpaid. He would like to be financial staple working as an
Accountant.
His plan:
-Finish his BA degree.
- Applying the position in State job as Accountant.
=> Less self-motivation at work since he needs that job for the
tuition and spending, not really want to work there for long
term.

According to the article “ The Theory of purposeful work
behaviota: the role of personanlity, job characteristics and
experienced meaningfulness”, the model including implicit,
higher order goal which represent essentialIn our model, these
implicit, higher-order goals represent essential, enduring
personal agendas that reside at the top of the individual ís goal
hierarchy. “Although the goals at higher levels tend to be
common across individuals, the importance or value attached to
each goal differs dependsing on the individualís personality
(DeShon & Gillespies, 2005). If not, a person would be
overwhelmed by conflicts between goals and would be unable to
act. This also explains the fundamental role personality plays in
predicting which purposeful implicit goal the individual
actually seeks to attain or considers beneficial.”
Employees motivations in organizations: An integrative
literature review (Cam Sommer)
· Employee performance is frequently described as a joint
function of ability and motivation. One of the primary tasks
facing a manager is motivating employees to the best of their
ability
· Work motivation is a set of internal and external forces that
initiate work-related behavior, and determine its form,
direction, intensity, and duration
· Positive Work climate- Employees have a common objective
to attain as well as sufficient task interdependence
· Work objectivity should include a clarity of goals and goals
that continue to grow
· Goal setting- complexity of the task for individuals needs to
be considered when goals are set. Straight forward tasks are
easier to focus on
· Employees need to avoid loss of self esteem
· Strong transformational leadership is extremely key for
intrinsic motivation of employees

· Worker motivation and goals are a complex process and
crosses many disciplinary boundaries like economics,
psychology, organizational development, human resource
management, and sociology.
· Organizational incentives and tools must all go towards the
same things (organizational goals)
· At the core of the motivation question is how well individual
worker goals align with organization
Interviewee: Amanda Cupp
Worked at Burgerville since 2009
Assistant Manager since 2012
1) What is the primary aim of Burgerville's company?
- Serve with love. Give card to all new employees at
orientation with their principles.
2) What motivates staff?
- Internal competition between stores. Each store can do
whatever gimicks they want; such as gift card sales, promotions,
original prices, etc. Store winners give their employees gift
cards, movie theatre tickets, cash visa cards. Amanda gave one
of her employee's a $250 cash visa last year. Also prizes such
as Blazer tickets, Timber tickets, and winterhawks ticktes......
(Incentives for selling more to reach goals)
3) The avg crewmember makes about $9.80. That is above
minimum wage. There is a 6 month raise and a yearly raise after
that, this is made sure to be communicated at the time of hiring
so the employees have something to work towards and
something to look forward to. Offering higher wages is
motivating to keep job and do it well in order to stay. There is
a middleman between managers and avg crew members- this
person is called team managers; they get paid roughly $11. They
are responsible for training and all-cross training (getting
trained in all three aspects, grill, window, and counter, of the

restuarant which then results in yet another raise) to the regular
employees. They have all the responsibilities as a normal
manager or assistant manager. What makes this team manager
focused and motivated to do a good job and keep their goals in
line, is the fact that if they are successful at their job they are
next in line for the position of a manager position. Manager
position gets $32,000 salary and the title of a manager.
4) Development plan
- These are not Burgervilles goals but outside goals of each and
every one of their employees. An example of this is graduating
on a certain date. The manager sits down with each of their
employees and finds out what their immediate and future goals
are for their life. They then keep track and help them in
whatever way possible. They are there for support, motivation,
and guidance. This is extremely important not only for the
individual workers, but for the company as well. They know if
they can help their employees with their life outside the
business then they will run smoother and meet goals more
efficiently inside the business. Also by building trust and
reliance within the company will also motivate the employees to
put their best foot forward and help the business succeed.
5) Do the employees feel empowered? (This is in the book
somewhere and we can reference from it)
- I consider this as Ethical motivation... any employee can
bring in a third party non-profit or school and hold charitable
fundraisers or events. Burgerville will not only give a location
but also donate a share of their profits to the third party
involved. This is helping the community and also empowering
the employee to do something good and helpful to something or
someone they care for. In 2013 they donated over 1.3 million to
non-profits using this strategy.
6) How involved are employees in company development?
- Employees get a lot of voice with the company. Last year

Amanda was at a location where a re-model was taking place.
They took the ideas of the employees, such as where should the
milkshake machine located that would be the most efficient for
the flow and conveniance? Since they work there and would
know best, Burgerville took their ideas and made it part of the
re-designing and construction of the restaurant.
7) Is company's internal image consistent with it's external
image?
- Yes, natural meat, etc. whatever they advertise is true
Team Research and Opinion Paper
Purpose
The purpose of this paper is to conduct an OB audit of a
company regarding one chosen topic, identify strengths and
weaknesses, and provide recommendations for the company
based on your analysis. You should be able to see the
application of OB theories in actual companies through this
project.
Steps
1. Find an organization to study. I recommend using your
personal network when approaching a company. You will need
to conduct three interviews with current or former employees of
this organization. Non-profit as well as for-profit organizations
are suitable for this project.
2. Choose a topic. (This stage could come first) The topic
should be of interest to you, and be among the topics covered in
the class. Try to set boundaries for your topic. For example:

“Motivation” is a very large topic and will be difficult to
research. Instead, consider focusing on “reward systems as a
motivation tool at NIKE” or “the role of job design for
employee motivation at Comcast.”
Some recommended topics are:
· Analyzing a company’s reward system based on motivation
theories.
· Analyzing motivation in a company using one of the
following:
· Expectancy theory
· Equity theory
· Analyzing jobs from a design perspective
· Goal setting
· Performance management
· Managing stress
· Organizational communication (as long as you are specific,
such as “written communication” or “use of e-mails,”
“suggestion systems” etc.
· Organizational culture.
· Organizational change.
Topics not recommended are:
· Leadership
· Groups/teams
· Organizational structure
· Work/life balance through flexible work schedules
If you have other ideas, just let me know.
3. Conduct a literature review (Master your topic). In the final
report, your job is to describe what the company is doing right
and wrong regarding your chosen topic and provide
recommendations. In other words, your entire report will consist
of a description of the company’s activities (obtained from your
three interviews and any other publicly available information

about the company) and your recommendations. Before you go
to the interviews, you need to master your topic so that you can
create smart and meaningful questions. Start by reading the
relevant sections from the book. Moreover, you need to find as
at least 10 peer reviewed journal articles directly related to your
chosen topic. You can find the journals at the PSU library as
hard copy or online. These articles must be published in 2004 or
later. You can use online databases such as EBSCO host located
in the PSU library website. Articles found on the worldwide
web (such as articles contained in the websites of consulting
companies, or papers you find through search engines such as
Yahoo or Google) are not acceptable for this part of the project.
Please verify your sources are peer-reviewed using Ulrich’s.
You will use these articles both in developing your interview
questions, and for devising recommendations for the company.
Your finished paper should contain citations to 10 refereed
journal articles throughout the paper.
4. Develop a list of questions. Your questions should attempt to
uncover the strengths and weaknesses of your chosen company
in your topic of study. Your questions should be developed
based on your literature review. The purpose of these questions
should be to see whether the company is doing the things
identified in your literature review, as well as what this
company is doing right, and what can be improved. Avoid
asking for sensitive or confidential information. These
questions must be turned as an appendix in your paper.
5. Research the company through interviews and other sources:
You need to interview at least three employees (more is better if
possible) of your chosen company. In addition, gather
information regarding how your chosen company is dealing with
your chosen topic, through the company website, news articles,
and any other sources.
Make sure that the responses of your interviewees are held

strictly confidential. Let me know if you need to verify the
validity of this project for your interviewees. Do not attempt to
gather information through surveys or via e-mail. The
interviewees you have selected should be suitable for your
topic. For example, if you have selected to study diversity, your
interviewees should be diverse. Interviewing three Caucasian
males would probably not give you sufficient information in
this topic.
6. Write up the paper. The paper must be between 6 and 8 pages
single-spaced. This length excludes the Title Page, Work Cited
page(s) and appendices. Use font size 12, and Font type Times
New Roman, with 1 inch margins on all sides
Paper Format
Your paper should include the following parts in the following
order.
1. Title page: Include the title of your paper, the names (first
and last) of your team members and the date. Center and spread
out this information on the page – look at the overall layout of
the page. Remember, this is the reader’s first impression of the
paper – make it strong.
2. Introduction: Provide an overview of your paper. This section
should summarize the main points of the paper (10% of your
paper in length – no more than ¾ of one page).
3. Company Information: Provide an overview of the company,
and describe how you collected the information. Here, you
should introduce the people you interviewed (their job titles,
demographic characteristics: age, gender, position, tenure)
while at the same time protecting their identity if they request it

(less than one page in length).
4. Findings: (35-40% of paper length) Describe what you
learned as a result of the interviews and through other methods.
Here, structure your findings in a meaningful way, using
subtitles. For example, if your topic is “reward systems at
Nike”, then you might follow an outline such as this:
Reward Systems at Nike
a. Types of reward systems used at Nike
i. Individual rewards
ii. Group rewards
iii. Company-wide rewards
b. Perceived fairness of rewards at Nike
c. Motivational value of rewards at Nike
d. Rewards as a retention tool at Nike
I am just making up these section headings. Use your creativity
to organize the information you present, so that it flows
logically.
5. Recommendations: (35-40% of paper length) Provide your
recommendations based on your findings. Based on your
literature review, what were they doing right and should keep
doing? What were the problems you have observed or areas for
improvement? Your recommendations should:
· Be logical and reflect an understanding of the scientific OB
literature.
· Cite the necessary literature.
· Be feasible given the company.
· Be based on problems in the company you have actually
observed, and identified in the findings section. For example, if
your topic is stress, your recommendations should target
specific stressors you have identified, as opposed to generic
advice such as people should exercise or read books.
· Be related to your chosen topic. In other words, if your topic

is reward systems, your recommendations should target the
reward system. Do not suggest changes in the job design in a
paper dealing with reward systems.
6. Summary/Conclusion: Finish your paper. Because the
recommendations provide your ideas/options for the company,
this part of the paper will bring all the thoughts and ideas in the
paper together. How you end the paper is up to you, just make
sure it “finishes” the actual concepts; you can summarize or
draw conclusions on your statements. This part will be 1-3
paragraphs.
7. Appendix: Appendix A will include the name and contact
information for all your interviewees. A copy of their business
cards is preferable. Appendix B will include the list of
questions asked of the interviewees. You may also include other
information in the appendix, as necessary for your paper.
Appendices are always lettered (Appendix A, B, C, D, etc.) and
are titled. When you include an appendix at the end of your
paper, it must be referred to in your actual paper.
8. Work Cited (References): Provide a list of all the sources you
used – APA style. Information regarding APA style can be
found on http://www.apastyle.org/learn/tutorials/basics-
tutorial.aspx . Please have a look at only “Citing References in
Text,” and “The Reference List” part (Slide 13 – 18). Please
make sure this information is correct. Incorrect use or format of
the reference page will lower your grade.
Grading Criteria for the Project
Timeliness of the project: No late papers will be accepted.
Appearance: (10 points) Are headings used appropriately? Are
there typographical errors and/or grammar mistakes? Is it well

written? Is the appendix section complete and identified
correctly?
Plagiarism: If I discover that you used sentences from other
sources without citing them, all members of the team get a zero.
If you used sentences that belong to others and cited them, you
lose 5 points for each of these sentences. In other words, you
can borrow ideas from other sources as long as you give credit
to the source, but you cannot use actual sentences that belong to
others even if you cite them. In other words, the paper should
completely be in your own words. I will use plagiarism
detection software so please be careful not to plagiarize. Please
try and use as few quotes as possible. A stronger paper is one
that is written in your own words – rather than quotes stuck
together. I will use plagiarism detection software so please be
careful not to plagiarize.
Sources: (10 points) Did you use information throughout the
paper from at least 10 peer-reviewed journals (2000 or later)? Is
the Work Cited page format correct and the sources listed
complete?
Findings: (35 points) Logical organization. Do you present the
information in a clear, easy to follow manner? Can the reader
follow your thought process with the headings?
have asked the right questions? For example, if your topic is
reward systems at NIKE, at the end of reading this section, I
should feel that I understand how Nike is using reward systems
to motivate individuals. Is your coverage of the issue complete,
or does it raise more questions?
aper look like you
are selling the company to a potential applicant, or are you
taking a more objective viewpoint where you present
information from different sources in a balanced way
(Remember, you want to present a balanced, well thought out

paper).
The introduction is included in the findings grade.
Recommendations: (45 points)
identified, or do they come out of the blue? Your
recommendations should deal with a specific problem, and not
be generic. For example, you cannot just recommend “the
company should use profit sharing.” You need to provide the
reasons and/or problems that create a need for a reward system
such as profit sharing. Always explain WHY!
sound OB research?
For example, if your topic is reward systems at NIKE, at the
end of reading this section, I should feel that you used OB
literature to diagnose and propose solutions to potential
problems in their reward systems.
ion is included in the
recommendations grade.
Sources
Which Journal Articles are Acceptable?
The starting point for your audit should be to understand the
topic you are researching. A high quality literature review is
essential to your paper. This starts with high quality sources.
You need to use at least 10 peer reviewed journal articles to
write this paper. In addition to this, you should use the
textbook.
The journal articles you use must be peer reviewed (at least 10
of them). In order to check if an article you found is peer-
reviewed or not, you can use the database named Ulrich’s. Just
search the name of the journal in this database. A peer-reviewed
journal will have “Journal; Academic/Scholarly” as the
document type.
If you have doubts, check with me. The online databases such as

Ebsco Host includes both peer reviewed articles and magazines.
Therefore, you need to use discretion in choosing sources.
Clicking on the “peer reviewed” box in online databases is no
guarantee that you will end up with peer-reviewed articles.
The sources you use should also be recent. The 10 peer-
reviewed articles you turn in for credit and use in your paper
must be published in 2004 or later. You may use older articles
in addition to the 10 newer articles.
You can use non-peer reviewed journal articles as well, but you
still need to have 10 peer-reviewed articles (from 2000 and
later) that you use somehow in your finished paper. I
recommend gathering non peer-reviewed articles as well as
peer-reviewed articles from Ebsco Host, so that you can start
the project with a solid background.
Examples of good sources include, but are not limited to:
Journal of Organizational Behavior, Personnel Psychology,
Academy of Management Executive, Academy of Management
Journal, Academy of Management Review, Journal of Applied
Psychology, Journal of Management, Journal of Psychology,
Journal of Business Research, etc.
Citing Your Sources
Whenever you are expressing an idea that does not belong to
you, you need to provide citations using APA style.
book, provide citations as follows: Merit pay has been shown to
have positive effects on employee motivation (Smith, Kendall,
& Mack, 2008).
someone, quote the
sentence as follows: "Merit pay is the source of all evil in
society" (Smith, Kendall, & Mack, 2008: 43).
a colorful or interesting expression that you would like to keep
as it is. In any paper, there should not be more than 1-2 direct
quotes, preferably none.

complete reference for that source at the end of your paper, in
the Work Cited page.
our own words. Do not take actual
sentences from any of your sources (except when you are
quoting someone).
-text citations.
IF YOU USE WORDS THAT DO NOT BELONG TO YOU IN
YOUR PAPER, AND DO NOT CITE THEM, THAT IS
CONSIDERED PLAGIARISM. THIS LEADS TO A GRADE OF
0 (ZERO) IN THE PROJECT, WITH NO POSSIBILITY OF
MAKE-UP***
Peer Evaluations
Your evaluations by other team members will determine your
actual individual grade from the team project. Therefore, you
should make every effort to contribute fully to this project, and
also be perceived as a highly contributing member. You will
evaluate each other during the final exam.
Team members will evaluate each other’s performance and your
project grade will depend on your team’s grade, as well as your
evaluation by other members. For example, if your four team
members mention that your participation in the team project
was: 100%, 100%, 90%, 80% respectively, this means you will
get less than 100% of your team project grade, because at least
two members mentioned that you participated less than 100%.
Averaging these scores, your individual score will be 92.5% of
your team project score. Throughout the term, you should
remember to satisfy the other members of your team. If at least
two of your team members think that you did not contribute to
the project as much as the others, your score will suffer
regardless of whether you agree with this evaluation or not.
Team member evaluations will be completely confidential. In
other words, I will not share with you how you were evaluated

in the team project, and whether you received less than 100%.
Assignment of Responsibility
As a team, you are all mutually responsible for the content and
quality of everything you put into the project. In other words,
you cannot divide responsibility for different sections of the
paper. Even though you may divide up your work, don’t forget
that each of you is responsible for every section of the paper.
For example, if you lose points because of problems in a single
section, you cannot claim that you were not aware of the
content of that section.
Plagiarism
The worst thing that can happen in your group is plagiarism.
Even the worst paper will get a score higher than zero, whereas
a plagiarized paper immediately gets a zero. This will bring
down your course grade, possibly leading to failing the class.
Therefore, you need to take precautions:
paper from somewhere.
s your group members wrote have
appropriate citations. If the paper does not have citations for all
the information you include, this is a very good indicator of
plagiarism.
members have used in their parts, and check to see how they
used the sources. Do the information and the source they cite
match? Have your group members used their own words in the
paper when expressing these ideas, or have they paraphrased
everything?
ds from the paper to Yahoo, Google, or
EbscoHost. Did you find cites that contain sentences too similar
to the one in your paper?
member hands you a first draft that looks wonderfully written,
you may have reason to suspect, unless you know that person is

an extremely good writer. Chances are, first drafts contain typos
or grammar errors. If the paper contains lots of jargon, big and
elaborate words, and complicated sentence structure, there is a
chance that it may be coming from published work.
speak up. Many groups fall victim to groupthink. I know it is
difficult to challenge your group, or discuss plagiarism in your
group. However, every single member in the group has the
responsibility to be very careful and cautious about plagiarism.
Speak up if you notice anything that looks like plagiarism.
your group members. If you have concerns, make sure you bring
them up nicely, such as “You know we need to cite everything
we have in the paper. This section does not contain any
citations. Can we figure out where this information came from?”
or, “I am looking at this article, but I can’t find the information
you cited in here. Are you sure this information came from this
article, or is this a mistake?”

Burgerville- Motivation Goals.Peer-reviewed articles.Here ar.docx

Recommended

Recommended

More Related Content

Similar to Burgerville- Motivation Goals.Peer-reviewed articles.Here ar.docx

Similar to Burgerville- Motivation Goals.Peer-reviewed articles.Here ar.docx (20)

More from hartrobert670

More from hartrobert670 (20)

Recently uploaded

Recently uploaded (20)

Burgerville- Motivation Goals.Peer-reviewed articles.Here ar.docx