I. INTRODUCTION Mr. Brad Holden is the executive vice president of the family-owned business chain of six branches, Plaza Grocery, in the metropolitan area. Mr. Holden's recently been swamped with problems regarding his employees, specifically the stock employees considering they are paid according to what is stated in the hourly wage rate in the Federal Law. He observed that they are not efficient and effective enough in their jobs, which resulted to empty shelves and slow service most of the time. He also had a hard time in obtaining enough applicants for Plaza Grocery and worse is his employees are doing only the menial level of effort in their jobs. He also noticed that his employees are lacking motivational drives to strive harder in performing their jobs. With all these that he is facing through, he finally decided to look for possible solutions to these problems. He came up with consulting to a local compensation expert and talking to a small group and personally asking them what can remedy their slow and poor performance. The compensation expert recommended to Mr. Holden that he resort to the more contemporary compensation system. In the small group, some suggested an increase in their hourly wage rate, the others pitched in about incentives to be given for them to be motivated and work faster, while others did not have any comment. For this case study, we will be identifying the likely issues and problems. After which, we will provide the framework or basis of argument which will relate the lack of motivation or drive of the stock employees to the various models, theories and concepts discussed in class. We will recommend and suggest certain alternative courses of actions which might help Mr. Holden to properly motivate his employees as well as his employees to improve their performance.
II. ISSUE/PROBLEM Brad Holden is facing a situation in his grocery store where there is trouble obtaining enough stock clerks/carryout workers to