Satisfied and Motivated Employees Create Satisfied and Loyal Customers Essay Example for Free

Satisfied and Motivated Employees Create Satisfied and Loyal Customers sampleAbstractIn Corporate America, organizations vie to maintain their competitive receipts within their perspective industries. In the current economic downturn, organizations have come to rely heavily on the competitive advantage they vex from their employees, or human capital. Organizations are investing more of their funds towards satisfying and motivation employees in the hopes that these employees volition create satisfied and loyal customers. To procure employees are satisfied and motivated, organizations may recognize employee contributions with dedicate and a package of employee benefits. These forms of compensation work to ensure increased employee satisfaction and motivation, decreased voluntary turnover, and, therefore, the overall play alonger of the entire organization.In Corporate America, organizations vie to maintain their competitive advantage within their perspective industries. I n the current economic downturn, organizations have come to rely heavily on the competitive advantage they feel from their human capital. Human capital is defined as an organizations employees, described in basis of their training, experience, judgment, intelligence, relationships, and insight (Noe et al., 2011, p. 3). Highly skilled and developed employees are an organizations most valuable choice in the fight to maintain their competitive advantage. Therefore, organizations are investing more of their funds towards satisfying and move employees in the hopes that these employees give create satisfied and loyal customers. In an effort to satisfy and motivate employees, organizations may recognize employee contributions with various forms of compensation including pay and an employee benefits package, and through recognition architectural plans.These forms of compensation and recognition work to ensure increased employee satisfaction and motivation, decreased voluntary turnover , and, therefore, the overall success of the entire organization. If we pay back care of our employees, they will take care of our customers. During the current economic downturn, many organizations have experienced decreased sales and profits. more of those organizations responded with spending cuts, which included layoffs and decreased investments in employees. The restaurant chain, Texas Roadhouse, was not immune to the economic downturn and too experienced decreased sales. However, the chain did not respond with spending cuts aimed at employees. In fact, the chain go on its existing spending relative to employee satisfaction and motivation. The text indicates, Spending to promote job involvement and organisational commitment remained intact (Noe et al., 2011, p. 319).The decision to maintain spending relative to employee satisfaction and motivation reflects the chains commitment to their employees. The chains commitment to their employees has been best expressed by Texas Roa dhouse Chief Executive policeman (CEO), G. J. Hart. Hart, who realizes the value his employees bring to the organization, has stated, If we take care of our employees, they will take care of our customers (Noe et al., 2011, p. 319). Harts set phrase may seem like a common clich in Corporate America however, organizations focused on satisfying and motivating employees are actually gaining the competitive advantage that only their employees can provide. The text indicates, either organization recognizes that it needs satisfied, loyal customers.In addition, success requires satisfied, loyal employees (Noe et al., p. 293). Texas Roadhouse is not alone in its commitment to its employees. SAS, a privately owned software family, is also highly committed to its employees. Bev Brown, who works in the smart sets external communications department, indicates People do work hard here, because theyre motivated to take care of a company that takes care of them (Noe et al., 2011, p. 385). More organizations are beginning to realize the advantages associated with satisfying and motivating their employees. And, as the realization becomes more prevalent in Corporate America, more organizations will begin to wrangle their commitment to their employees by offering generous rewards and recognition programs.Alternative Motivation Methods Their EffectivenessTexas Roadhouse uses money as a primary motivator for its employees. The chain holds a yearly competition to identify its best plaza cutter, who is awarded $20,000. The chains managers are allotted $500 to host barbecues or outings for their employees. The chain also holds an yearbook motivational conference to recognize and reward its top performers. The text indicates, The company invites about a atomic number 19 employees, managers, and vendors to bring their spouses to a four-day conference as a way to recognize and reward its best lot (Noe et al., 2011, p. 320). The retreat was costly and, the chains CEO, Hart, was publicly criticized for such lavish spending.The text indicates, a newsperson criticized Hart for wasting $2 million on luxuries during lean prison terms (Noe et al., p. 320). However, Hart stood firm in his commitment to his employees as he replied that the effort to inspire employees was precisely the kind of investment that enables his company to succeed (Noe et al., p. 320). Texas Roadhouses strategy is certainly stiff in ensuring they retain their top talent. The text indicates, turnover among the companys on-site recruiters tumbled by two-thirds after the company put in place a program to recognize and reward these employees (Noe et al., p. 320).Pay is certainly a motivator for employees however, organizations may also utilize employee benefits as a meaning of motivating employees. Employee benefits are that part of the total compensation package, other than pay for time worked, provided to employees in whole or in part by employer payments (Milkovich Newman, 2005). The text indicates that benefits serve functions similar to pay in that benefits contribute to attracting, retaining, and motivating employees (Noe et al., 2011, p. 384). For instance, SAS offers a generous employee benefit package as a means of ensuring their employees are satisfied and motivated. The companys benefit package includes access to the on-site recreation and fitness center, a subsidized day care center and summer camp, and a subsidized cafeteria.The company has realised an on-site lactation room for nursing mothers, and an on-site health care center for employees and their family members to have aesculapian concerns addressed at no cost. The text indicates that these generous benefits are part of a strategy to call and keep the best people without paying top dollar in salaries (Noe et al., p. 385). The SAS strategy is certainly effective in regards to ensuring the company retains its top talent. The text indicates, Compared with 22 percent employee turnover in th e industry, SAS reports turnover of full 2 percent (Noe et al., p. 385). The SAS strategy is also effective in ensuring the company remains profitable. The text indicates that all(prenominal) year the company has been in business it has turned a profit (Noe et al., p. 385).Transferring the Texas Roadhouse Motivational MethodsThe Texas Roadhouse method of employ pay to motivate its employees is certainly transferrable to other organizations in Corporate America. Organizations should demonstrate their commitment to their employees by offering competitive and rewarding pay and recognition programs. Doing so will ensure the organization has the powerfulness to attract and retain top talent, which will provide the organization with a definite competitive advantage in their perspective industry.ReferencesMilkovich, G., Newman, J. (2005). Reward systems Theory and administration. (8th ed., p.400). Mc-Graw-Hill.Noe, R. A., Hollenbeck, J. R., Gerhart, B., Wright, P. M. (2011). Fundame ntals of human resource management. (4th ed.). New York, NY McGraw-Hill.