Employees are the greatest assets to any business firm as they bear the knowledge and practical skills necessary for its success. Nectar Restaurant is one of the most significant premises offering everyday meals and unmatched services. The waitress works harmoniously towards achieving the set goals of the restaurant and producing desirable performance earning the organization a competitive advantage in the market. There have been numerous global changes in the restaurant industry (Ozkeser, 2019). These changes have altered consumer needs and behaviors, forcing firms to bend their programs towards customer satisfaction and enhancing products and services. Although it is significant in improving the company operations, the morale of the employees has continued to decrease.
Background and literature
The American restaurant industry remains competitive, and the most significant parameter for the success of companies in this field is the maintenance of employee turnover and motivation. Researchers and other scholars have identified employee morale as a powerful tool for success (Geng et al., 2018). This can be achieved through organizational solid culture and leaders that support and motivate other staff to perform their duties. A highly motivated employee work towards the end goals and the firm’s success. (De et al., 2018). In addition, they identify themselves with the organization’s mission, objectives and have a sense of belonging. Nectar Limited is built on the belief that every employee is important and deserves the necessary support in doing their roles. This has defined the organization’s culture for years and has been the core of every operation. Although solid culture and leadership are evident in Nectar, low employee morale hinders them from reaching their utmost performance.
Statement of the problem
Lowly motivated waitresses ravage customer satisfaction and their overall experience within the restaurant. This is because they are the staff close to the clients, interact with them, and offer the best solution. Employees who are not motivated are likely to produce poor customer service that impacts the organization’s overall performance.
Aims and Objectives
This program aims at motivating the waitress of Nectar Restaurant Limited. In addition, the approach will focus on achieving a competitive advantage for the firm in the restaurant industry by increasing customer service satisfaction.
This program will supply leaders with opportunities to gain experience and provide the team with additional skills that will help them keep the waitress engaged and effective. Another practical approach to building the motivation of waitresses is through public recognition. When employees are recognized for their arduous work helps them feel more satisfied and happier to continue working. According to Geng et al. (2018), happy employees are more productive and committed to their daily duties (Geng et al., 2018). Nectar limited can motivate their waitress through financial incentives allocated to individual efforts and contributions. Incentives may be in the form of bonuses, paid tuitions, paid vacations, and compensated time off
The need for the program will be backed by assessing the level of employee motivation within the organization. An online survey with questionnaires designed to reflect individual motivation will be administered. Data will be analyzed and monitored for future comparison after the program’s enrollment. The participants shall be waitresses from Nectar limited who are in full-time employment.
Cost and Budget
This program will not stretch the company’s financial capabilities because most of the activities shall be conducted within the premises. An estimated cost of $5000 is set for the program’s enrollment that will be used to implement and execute the plan.
There are cost and time implications for the organization throughout the program. This is because the time needed to educate and motivate the employees could serve more customers. In addition, it requires capital investment to implement with no immediate return and gain.
De Sousa Sabbagha, M., Ledimo, O., & Martins, N. (2018). Predicting staff retention from employee motivation and job satisfaction. Journal of Psychology in Africa, 28(2), 136-140. Web.
Geng, Z., Li, C., Bi, K., Zheng, H., & Yang, X. (2018). Motivating service employee creativity: Regulatory focus and emotional labor. Journal of Service Theory and Practice, 28(2), 228-249. Web.
Ozkeser, B. (2019). Impact of training on employee motivation in human resources management. Procedia Computer Science, 158, 802-810. Web.