RESPOND TO STUDENT #1 AND #2
Must use In text citation
(it is ok to challenge the student or ask a question to make them think or open for further discussion)

DISCUSSION #2
The manager must be able to solve problems, communicate, and lead teams toward the completion of a task.
You are the manager of the northern branch of the Laurel City Bowling Alleys.  The owner, Jill Espy, has 4 other bowling alleys around town.  The average employee assigned to the concession stand of all the Laurel City Bowling Alleys lasts approximately 3 years.  However, in your branch, the average employee lasts only 8 months.  Jill is concerned about the lack of retention of concession employees especially since training new employees is costly to the company and this high turnover is costing her money that could be better spent elsewhere.
You have talked with your current concession staff and have learned that pay and scheduling may have some effect on the turnover rate.   Employees feel that the pay is low and the scheduling is erratic making it difficult to make plans outside of work.  You know that employees do not benefit from pay raises because they tend to leave before being at the alleys for a year.
One worker indicated that many of the workers do not know how to handle difficult customers.  It makes them not want to come to work.   At the time, the focus seems to be on getting the job done rather on customer service.
Using the employee’s feedback and other facts from the case scenario, what ideas should you consider motivating or changing employee morale that would encourage employees to stay longer in the job?

Student 1: Olajumoke Oloyede-Tewogbade
If I am the manager of the northern branch of the Laurel City Bowling Alleys, I would use a team mentality amongst the staff. For instance, when members of a team get good a coaching and they are motivated to support other team members, they can easily identity both strengthens and weakness of team ( MindTools, n.d.).While having high group cohesion with high task commitment can lead to higher performance amongst everyone However, I will also think of another plan if staff do not agree or satisfied with the scheduling to ensure that all shifts are covered. While this can be done through a bidding system where each employees can bid on their desired duty shifts based off of numerous factors. As this will make them feel like they have more of a say in their work schedules. To encourage staffs to take late nights shifts the manager can introduce a reward system for different challenges and if the employee wins that challenge then, such employees get first pick on their schedule for the next two weeks. Which will cover individual outcome and rewards.

Reference
MindTools. (n.d.). How to Make Decisions: Making the Best Possible Choices. Retrieved April 18, 2017, from https://www.mindtools.com/pages/article/newTED_00.htm
STUDENT 2: Cheyenne Batac

Based on the scenario and the facts, I think that there should be a better management team. The way customers are working reflects the leaders and managers way of leading their workers. Some ideas that are worth trying to motivate workers would to have proper training on how to do the job. Also, to get the Human Resource Management involved with how customer service works and how to properly train employees on why it is important. Also, the employee morale of the business seems to be low is because there is the lack of trust, respect and team effort. By improving this, the business can have the leaders and managers build relationships towards their employees and trust them on the work that they do. Also, respect is critical because with respect, leaders and managers can exactly define their expectations and avoiding micromanaging (Schaefer, 2017). As for building effective team effort is challenging but needed. An organization cannot run on just an individual person but by having other people to collaborate and team up with. Making improvements and motivation for employees will help benefit the business and even employees who may stay longer in the job.

Reference:
Schaefer, J. (2017). The root causes of low employee morale. Retrieved from http://www.amanet.org/training/articles/the-root-causes-of-low-employee-morale.aspx