Final - Cool Drink Research Paper Jamie R. Turner 4225495...

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Cool Drink Research Paper Jamie R. Turner 4225495 American Military University
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Introduction Cool Drink is a company that is focusing on introducing a new way of delivering organic sports drinks to top athletes and casual athletes by providing it in a bottle that stays cool for up to 6 hours, they back up their product by providing scientific data which shows that drinking a cold beverage is absorbed a lot faster than a warm bottle and sports drink. Cool drink has been very successful but now wants to expand rapidly, and by doing so they are having problems of facilitating a workplace for that many employees. Since the company is so young there is not yet an established corporate culture or experienced manager to lead the sudden dramatic increase of employees that will have to be hired to deal with the consumers demand. The problems that arise are increased performance pressure, stress related problems, new members to the team, and management problems. These problems can cause information anxiety which refers to pressure to store and process great amounts of information in our heads and to keep up constantly with gathering it (Greenberg, 2010, p123). The company is looking into a possible merger or takeover to be able to handle these problems, however they come with their own set of problems. Due to these problems and uncertainty of management, employees find it hard to stay driven to maintain the current curve of success which the company has been enjoying in the past years. Management will have to find ways to motivate the employees to achieve their set goals.
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The first issue Cool Drink has to overcome is the overall decrease in motivation of their employees. By looking at Herzberg’s motivation theory also known as the two factor theory to job satisfaction he states that there are certain factors in the workplace that are a cause of job satisfaction, while other factors cause dissatisfaction. According to this theory individuals are not always content with the job satisfaction of lower-order needs work. For example, “those associated with minimum salary levels or safe and pleasant working conditions. Rather, individuals look for the gratification of higher-level psychological needs having to do with achievement, recognition, responsibility, advancement and the nature of the work itself” (Herzberg) I believe that stability should be added to that list as well, as it can be a very important factor in the job satisfaction of an employee. The company has to proceed to understanding the behavior or all its levels before it is able to change. This is called Organization Development (OD); this is the systematic application of behavioral science knowledge at various levels, such as group, inter-group, and organization to bring about planned change (Newstrom, Davis, 1993). The main objective of this research is to improve quality of life at work, increase productivity, adaptability and its effectiveness. This can be achieved by changing the attitudes, behaviors, values, strategies, procedures, and structures so that the organization has the ability to adapt to the actions of a competitor.
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There are two well-known techniques to help employees ease into a new organizational structure. These are Management by Objectives (MBO) and Appreciative Inquiry (AI). Management by
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Final - Cool Drink Research Paper Jamie R. Turner 4225495...

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