4. Meet the Mongos
• Established in 1992
• Present in 13 states as
well as Ulaanbaatar,
Mongolia
• Focused on fun, growth,
community, and teamwork
• “Friends-helping-friends”
culture
7. Group Faultlines
• Diversity is good, but…
• Restaurant divided into surface-level
subgroups
– Age
– Gender
– Work function
(grillers, servers, gre
eters, chefs, etc.)
8. Mongo Madness
• Disruptions
– Undermines “friends-
helping-friends” culture
– New-hire integration
difficulties
– Hostile work
environment
– Employees not excited
to come to work
9. Mongo Mingling
• Group dinners
– Outside of work hours
– Solidifies trust
– Solidifies social bonds
• Solidifies foundation of “friends-helping-
friends”
– Improves company culture
– Improves efficiency and productivity
11. Feedback
• No formal feedback mechanism
– Lack of communication
– Distrust of other subgroups
• No management-employee feedback
– No clear goals
Genghis says:
Your feedback – give it to
me!
12. Analysis
• Group-to-group feedback
– Persistence of group divisions
– Breakdown of “friends-helping-friends”
– Animosity towards employees in other work
functions
• Management-employee feedback
– Misalignment of goals
– “Management bubble”
13. Mongo Meetings
• Group-to-group feedback
- Creates understanding
- Navy Blue Angels
- Increases communication
- Dissolves faultlines
• Management-to-employee feedback
– Go over the positives and negatives
– Alignment of restaurant goals
– Higher management involvement
15. Motivation Issues at bd’s
• Lack of substantial goals
– No interest in employee goals
– Inability of employees to work well together
• Impact on work environment
– Mundane experience for employees
– Lack of team cohesion
– High turnover rate
16. We Have two concepts…
• McClelland’s Three-Needs
1 Theory
• Reward System
2
18. Need for Achievement
• Currently, too
focused on fun
• Employees want to
learn and develop
• No individualized
goals
• No task
significance!
19. Need for Affiliation
• Currently, very cliquey
• Hard for new
employees to make
friends
• Social identity theory
– Need for belonging
20. Need for Power
• No influence in one’s daily
responsibilities and work
environment
• Unapproachable manager
• Opinions not heard
• Lack of autonomy
Genghis says:
“It is not enough that I
succeed – all others must
fail”
23. MOngol Motivation
• Provide 1-on-1 time between employee
and manager
– Understand what employees value
– Allow employee to speak up
24. MOngol Motivation
• Set goals for employees to aim for
• Align employee and company goals
• Content: specific, measurable, challenging
• Both employee and manager set these goals
Genghis says:
Setting “monGOALS”
– get it? Eh?
• Individualize rewards
(ex)Real Seafood Co. to seafood lovers…
26. Congruence Model
FORMAL INFORMAL
- No feedback system - Management focus
- No focus on on having fun
employee - Contests and games
development - Reward gift cards
- “Friends-helping-
friends” culture
“He [Tom] could be
more approachable.”
27. Congruence Model
WORK PEOPLE
- Service industry - Faultlines form based
- Split up into servers, on age, gender, work
grillers and chefs function
- Some interaction - Difficult to integrate
between functions but new hires
mainly within - High turnover rate
“Bd’s is a place full of drama,
employees just don’t get along
with each other. They have bad
attitudes and bring this to the
workplace. “
28. Current Congruence
Model
- Competitive culture
- Contests and reward Informal
- No individualization
- Lack of feedback
- Lack of employee
development
Work Congruent? Formal
- No ind. goals
- Service
- Focused on
customers satisfaction
People - Split into functional groups
- Lack of communication
- Difficult to meet new people and
get along
29. New Congruence Model
- Friends-helping-friends
- Competitive culture
culture
- Contests and reward Informal
- Reward tailored to
- No individualization
employees’ preferences --Constructive
Lack of feedback
- Lack of employee
feedback system
-development
Focus on employee
Work Congruent? Formal goals ind. goals
- No & development
- Service
- Focused on
customers satisfaction
People - Split into functional groups
- Mingle across functional groups
- Lack of communication
- Family environment people and
- Difficult to meet new
- Family dinners
get along
30. Q&A
Genghis says:
Are we done yet? I’m late
for my pillaging
appointment.
