Secret Recipe is a lifestyle cafe chain which has become a household name following its introduction in 1997. Secret Recipe has reputable its brand name in Malaysia, Singapore, Indonesia, China and Philippines by high calibre of its fine quality cakes and brownies, mixture food like western food, Malay food, and distinctive service. A foremost and largest café in Malaysia with Halal certification, Secret Recipe is dedicated to continue to remain to the standards all food in the restaurant in accordance to the regulatory procedure. Customers can always enjoy in confidence from more than 20 types of mixture food, 40 types of cake and brownies creations, with a tasty range of ice cream and drinks offered in all Secret Recipe outlets. Secret Recipe had tried hard to surpass its own achievements and want to be acknowledged as a leader in the industry. In a period of ten years, Secret Recipe has successfully made up a speedy growth of over 150 cafes all over the region. The company had an impressive development for the past 5 years. We had made a short interview with one of the secret recipe branch manager, John Ahlif, who in charge for Sungai Long and Mahkota Cheras outlets. He had been work for almost 4 years in Secret recipe as a manager. Below would be our result and analysis about how the manager motives his employee. Below would be our result and analysis about how the manager motives his employee.
After interviewed the manager of Secret Recipe Sdn Bhd that located at the branch of Sg long, Selangor, we found that he has implemented few types of motivations theories towards his staffs. These motivation theories can categorize into three learned needs, four- drive theory and goal setting.
According to McClelland’s model, McClelland has focused on only limited set of needs which are the need for achievement, the need for affiliation and the need for power. These needs have received a great attention in the organizational behaviour literature and able to identify the appropriate needs to enhance the motivation level and effectiveness of a person in working environment. First of all, we identified that the staffs of Secret Recipe Sdn Bhd do not have the need for achievements due to the complicatedness of accomplishment of the RM80, 000 monthly sales target. They felt that it is an unreasonably challenging goal and then they have extinguished the need to achieve their goal.
On the other hand, the employees of Secret Recipe Sdn Bhd are full with the need for affiliation. Need for affiliation is about establishing close and friendly relationship with other people. Besides, it is also a key element in the services industry. For instances, the staffs with high need for affiliation are able to serve up customer graciously and politely. Furthermore, the manager of that branch also has high level of need for affiliation. He used to obtain great satisfaction from being liked, accepted by his staffs and prefer to work with others in order to preserve a warm relationship with others. For example, he will let his staffs to participate in setting the monthly sales target and planned a trip for outing together with his staff for the purpose of maintaining a good relationship. In additional, he found that giving advices for the staff that has done mistakes is better than giving warning letter to warn them. This can show that the manager is a cooperative and supportive person and has a strong need for affiliation.
The need for power also required for the manager used to motivate his staff. This need is a motivation need that stems from one’s desire to influence, teach and control or encourage others. Needs for power can be divided into personalized power and socialized power. The personalized power is the power to control and influence others to make them weak. Whereas, socialized power need is most often associated with effective leadership by helping the others to feel stronger and more capable. These...