comparing the motivation style of two restaurent - a HR project

Group - v

Group members

Mummun Podder Garghi Banerji Donald Warjri Sayak sarkar Debangsu Bose Krishnendu Dutta Surjaban Koijam

Comparison between the motivational style of the manager of two

different hotel

STEPS WHILE DOING THIS PROJECT ARE:

To complete this project we went to KFC at City Centre, Salt lake and McDonald’s at Avani Riverside mall.

There we had a talk with the store managers.

Mr. Soumya Das - the store manager at KFC, City Centre.

Mr. Tanmay Nandi – the store in charge of McDonald’s at Avani Riverside mall. We ask them the required questions.

SHORT BIOGRAPHY OF MANAGER OF KFC AND HOW THEY WORK:

Mr. Soumya, the manager had graduated in B.Sc (H). Before joining in KFC, he had worked with Tea Junction. Since he felt that KFC was giving him more opportunities and a better pay package, he left Tea Junction.

Profile and experience in present organization

Designation - store manager

Experience – 1.5 years at kfc.

Experience in previous organization.

He worked Tea Junction for six months at an outlet in City Centre, Salt lake.

How they worked ? They are concerned about the

condition of animals used in the production of food for their outlets. They work closely with the experts of the Animal Welfare Advisory Council to ensure application of science-based, human-animal handling practices. Suppliers are expected to share their commitment to human handling of animals and they monitor their performance. Their goal is to work only with suppliers that demonstrate and maintain compliance with animal welfare practices.

MOTIVATION OF EMPLOYEE: In KFC they have the practice of making someone “chef of the day”.

They select one person from their chef and put his or her picture in front of the shop and that person get two extra day off of a month. Mr. Soumya said that this helps employee to increase the productivity and also helps to maintain a stable and healthy ambience of competition.

There‘s more to KFC than great food. They promote education, diversity and animal welfare in a number of positive ways.

Diversity is an organizational priority set by KFC’s Chairman. They trust in positive intentions and believe everyone has the potential to make a difference. They see everyone as equal and have no problems in employing physically challenged people to work with them.

KFC are passionate about the growth and development of their teams. They provide free education and other related things to their employees.

Motivation Theories applied by KFC

It is obvious that KFC employs Herzberg’s Two-Factor theory. Concentrating on motivating employees through the use advancement, recognition, responsibility and achievement and thereby removing dissatisfaction factors.

KFC also focus on increasing their employee’s engagement in their work. It can be seen from the total commitment of the employees when observing the atmosphere in any of their outlets.

KFC employees are confident, competent and very helpful. This shows that Self-Efficacy theory is extant within KFC outlets.

SHORT BIOGRAPHY OF MANAGER OF Mc DONALDS AND HOW THEY WORK:

Mr. Tanmay Nandy started his career with McDonalds. At first, he was in charge of the kitchen, then he was promoted to the Store-in-charge of the McDonalds Avani Riverside mall.

Profile and experience at present organization

Designation - store in charge

Experience – 3 yrs(approx)

Skills For Life

How McDonald work ? They believe, the words "Welcome to

McDonald's" should not only apply only to their customers, but also to their employees. Their aim is to provide the best family restaurant experience ever, and the key to achieving this successfully, is only through the people they employ.

As they believe that the quality of customer service is directly linked to how satisfied their employees are, they therefore, put in a lot of effort in their training and development. Providing plenty of on and off-the-job coaching, which is ably supported by international learning programmes, tailored to suit local needs.

MOTIVATION OF EMPLOYEE: They create a home-like atmosphere for the employees and firmly believe in

the practice of regular assessment of employees. For regular assessment, they have the concept of using badges pinned on the uniform of the employees, to indicate performance level. 5 stars is the highest and whoever has a 5 star badge, he or she is considered the most customer friendly, efficient and more associated with the job.

The managers did not try to put any strong vertical barriers between themselves and their employees. Managers usually seemed to display genuine concern and interest in the emotions and well-being of their employees.

A primary motivation for working in a McDonald’s restaurant is that it presents a laid back environment and the job itself is not very stressful.

Another possible motivator is the social opportunity presented by such a job. As noted above, employees tended to have a very casual environment where they could talk and socialize while they worked.

Motivation Theories applied by McDonalds

Herzberg’s two-factor theory is also evident in McDonalds. They believe that good working conditions only go so far, and that employees require higher level fulfillment such as motivation and recognition in order to be satisfied with their position. In addition, they believe that happy employees lead to happy customers.

In McDonalds, it can be clearly observed that a state of equity exists. Rewards and penalties are distributed justly. Interactional, procedural and distributive justice are clearly enforced by the store managers.

It is also clear that the managers of McDonalds are heavily influenced by McGregor’s Theory X and Theory Y, Theory Y in particular. They prefer to believe that the employees are good inherently.

Conclusion Based on our observations, the managers of KFC and

McDonalds, both follow very similar motivational techniques, apart for some exceptions. For example, McDonald’s manager follow a relatively relaxed attitude as compared KFC’s manager when dealing with employees. This can lead to several unfavorable consequences, like decrease in job engagement, decrease in customer engagement etc. Further, KFC seem to be a lot more concerned about the growth and development of their employees when compared to McDonalds.

To conclude, KFC’s style of motivating employees seem to be more effective in retaining employee loyalty as compared to McDonalds.

THANK YOU